1 00:00:00,040 --> 00:00:02,360 You know how every home has that one spot, the place you think 2 00:00:02,360 --> 00:00:05,080 about throughout the day where you can finally exhale? 3 00:00:06,200 --> 00:00:08,440 For me, it's my bed. But here's The funny thing, it's 4 00:00:08,440 --> 00:00:10,760 not just my bed anymore. Be honest. 5 00:00:10,760 --> 00:00:12,880 Who in your house tries to sneak into your bed the most? 6 00:00:12,880 --> 00:00:16,560 At mine, it's a toss up between my husband and my daughters. 7 00:00:16,800 --> 00:00:18,720 And I get it. Like, it's technically my 8 00:00:18,720 --> 00:00:20,640 husband's bed too, but it's my bed, you know? 9 00:00:20,960 --> 00:00:23,840 But I get it because of the cozy earth sheets. 10 00:00:23,880 --> 00:00:27,480 And I have the silk comforter and the linen duvet cover on the 11 00:00:27,480 --> 00:00:31,480 silk comforter. It's like being the VIP lounge 12 00:00:31,480 --> 00:00:33,480 of the house. It's like sleeping on a cloud 13 00:00:33,480 --> 00:00:35,120 and being wrapped in a cloud hug. 14 00:00:35,520 --> 00:00:38,680 And I just love it so much. In fact, as I'm sharing this 15 00:00:38,680 --> 00:00:40,480 with you, I want to go and lie in bed right now. 16 00:00:41,120 --> 00:00:44,120 Their sheets, as I've shared with you, are made from viscose 17 00:00:44,120 --> 00:00:47,040 from bamboo, and they naturally Wick away heat and moisture, so 18 00:00:47,040 --> 00:00:49,200 you sleep several degrees cooler. 19 00:00:49,360 --> 00:00:52,040 That means even on those nights when it feels impossible to get 20 00:00:52,040 --> 00:00:54,400 comfortable, I actually wake up refreshed. 21 00:00:54,400 --> 00:00:57,120 Thank goodness because I need to wake up feeling that way. 22 00:00:57,680 --> 00:01:00,640 And it's not just the blanket, of course. 23 00:01:00,640 --> 00:01:02,880 You can get any of their blankets like the bubble cuddle 24 00:01:02,880 --> 00:01:05,680 blanket or as I've shared, I have the silk comforter. 25 00:01:06,080 --> 00:01:08,840 It's a really true full on experience. 26 00:01:09,160 --> 00:01:12,160 The bubble cuddle blanket, in fact has such a plush texture 27 00:01:12,160 --> 00:01:14,960 and mid weight feel that it's perfect for curling up in the 28 00:01:14,960 --> 00:01:18,520 bedroom or draped across the couch as a cozy centerpiece for 29 00:01:18,520 --> 00:01:20,840 all of your guests. And we're approaching fall, 30 00:01:20,840 --> 00:01:23,520 which is my favorite season, and then winter is my second 31 00:01:23,560 --> 00:01:25,320 favorite season. So that means that it is the 32 00:01:25,320 --> 00:01:30,440 perfect time to cozy, as I like to say, your homes. 33 00:01:30,680 --> 00:01:33,440 And honestly, it makes those mornings when you just can't get 34 00:01:33,440 --> 00:01:35,680 out of bed even harder. And that's kind of the point 35 00:01:35,840 --> 00:01:38,520 when life feels stressful. That's the spot I can't wait to 36 00:01:38,520 --> 00:01:40,720 retreat to. My cozy earth bed feels 37 00:01:40,720 --> 00:01:42,680 different. It's where my comfort and 38 00:01:42,680 --> 00:01:46,040 comfort for my family lives. And once you try it, I guarantee 39 00:01:46,040 --> 00:01:47,840 you, you'll never want to go back. 40 00:01:48,080 --> 00:01:50,560 The best part of course is that there is 0 risk. 41 00:01:50,560 --> 00:01:53,400 You get a 100 night sleep trial. So if you don't love it, you can 42 00:01:53,400 --> 00:01:55,800 send it back, though I promise you won't want to. 43 00:01:56,200 --> 00:01:59,640 There is also a 10 your warranty because once you feel this level 44 00:01:59,640 --> 00:02:02,960 of comfort, you want it to last. So do yourself a favor, head to 45 00:02:02,960 --> 00:02:06,840 cozyearth.com and use my code human HR for 40% off. 46 00:02:07,160 --> 00:02:09,600 And if you get a post purchase survey, let them know that you 47 00:02:09,600 --> 00:02:12,560 heard about cozy Earth right here because your bed should be 48 00:02:12,560 --> 00:02:15,280 more than just a place to sleep. It should be your happy place 49 00:02:15,280 --> 00:02:17,400 too. Cozy Earth makes that possible. 50 00:02:17,400 --> 00:02:19,880 Welcome to the bringing the human back to human resources 51 00:02:19,880 --> 00:02:22,240 podcast. I'm Tracy Chernoff, and I've 52 00:02:22,240 --> 00:02:24,640 spent my entire professional career in HR. 53 00:02:25,200 --> 00:02:28,240 Each week, we'll explore the delicate balance between people 54 00:02:28,240 --> 00:02:31,240 and business with the aim to reconnect the two and create 55 00:02:31,240 --> 00:02:34,120 meaningful outcomes. Listen in as I share my own 56 00:02:34,120 --> 00:02:37,960 experiences, challenge the status quo, and chat with guests 57 00:02:37,960 --> 00:02:41,000 from various industries about our mission to bring the human 58 00:02:41,000 --> 00:02:43,680 back to human resources. Hi everyone, welcome back to the 59 00:02:43,680 --> 00:02:45,200 podcast. Thank you so much for being here 60 00:02:45,200 --> 00:02:48,000 for another week. This week we are speaking with 61 00:02:48,000 --> 00:02:51,760 an experienced and accomplished business leader and we're going 62 00:02:51,760 --> 00:02:55,120 to spend a lot of time focused on upskilling and reskilling, 63 00:02:55,280 --> 00:02:57,760 which is actually something that many of you reach out about. 64 00:02:58,000 --> 00:03:02,080 How do you make yourselves, you know, future proofed? 65 00:03:02,080 --> 00:03:05,920 How do you get your career to go from point A to point B? 66 00:03:06,200 --> 00:03:07,640 And so we'll talk a lot about that. 67 00:03:07,640 --> 00:03:10,560 And especially for those who are, you know, maybe decision 68 00:03:10,560 --> 00:03:13,960 makers and businesses, you'll hopefully also get a lot of 69 00:03:13,960 --> 00:03:17,040 information about what you can do to best set up your employees 70 00:03:17,040 --> 00:03:20,000 for things like getting from point A to point B in their 71 00:03:20,000 --> 00:03:23,760 careers or making some shifts to really future proof, not only 72 00:03:23,760 --> 00:03:25,120 themselves, but also your business. 73 00:03:25,920 --> 00:03:29,240 So let me introduce you to our guest this week, who is Tan 74 00:03:29,240 --> 00:03:31,640 Morthy. Tan is an accomplished business 75 00:03:31,640 --> 00:03:34,640 leader with over 3 decades of experience in the global IT 76 00:03:34,680 --> 00:03:38,320 services industry with expertise in multiple corporate functions 77 00:03:38,320 --> 00:03:42,000 such as strategy, operations, education, talent development, 78 00:03:42,000 --> 00:03:45,400 and technology implementation. He's currently an Advisory Board 79 00:03:45,400 --> 00:03:48,200 member and strategy consultant in the areas of workforce 80 00:03:48,200 --> 00:03:50,360 transformation and sustainable development. 81 00:03:50,720 --> 00:03:54,640 He retired from Infosys as an Executive Vice President after 82 00:03:54,640 --> 00:03:57,360 working there for 23 years, which is so amazing. 83 00:03:57,840 --> 00:04:00,800 As part of the Infosys core team, he worked as a head of 84 00:04:00,800 --> 00:04:04,440 delivery operations for US, Canada and Lat M, which is Latin 85 00:04:04,440 --> 00:04:06,240 America. In case anyone is not currently 86 00:04:06,240 --> 00:04:10,040 in a global role as a group, head of HR Global Head of 87 00:04:10,040 --> 00:04:15,440 Education, chairman of the Board for Infosys Public Services and 88 00:04:15,440 --> 00:04:19,920 trustee on the board of Infosys Foundation USA 10 continues to 89 00:04:19,920 --> 00:04:23,120 be a champion of innovation and sustainable development and has 90 00:04:23,120 --> 00:04:26,680 even LED AUN workgroup for defining industry specific 91 00:04:26,680 --> 00:04:29,880 metrics for corporate for corporate teams to meet the 92 00:04:29,880 --> 00:04:33,240 sustainable development goals such as SDGS. 93 00:04:33,520 --> 00:04:36,200 So Tan welcome. Thank you so much for joining 94 00:04:36,200 --> 00:04:39,880 the podcast this week. Racy, thank you so much for this 95 00:04:39,880 --> 00:04:41,480 opportunity to interact with you. 96 00:04:41,920 --> 00:04:45,360 Thank you for the introduction. Just add that I'm currently the 97 00:04:45,360 --> 00:04:49,960 CEO of Ravitcher, which is focused on bridging the talent 98 00:04:49,960 --> 00:04:52,600 gap for clients and workforce transformation. 99 00:04:53,240 --> 00:04:54,880 Fabulous. Thank you so much for adding 100 00:04:54,880 --> 00:04:57,920 that, which is actually a very important part of your 101 00:04:58,160 --> 00:05:00,600 introduction here too, because you've taken all of your 102 00:05:00,840 --> 00:05:03,680 experience and all of your knowledge, and now you've put it 103 00:05:03,680 --> 00:05:06,720 into your own organization effectively. 104 00:05:07,680 --> 00:05:11,200 Yeah, it's a great opportunity now to be working with Ravitcher 105 00:05:11,200 --> 00:05:13,560 as the CEO. Yeah, absolutely. 106 00:05:13,560 --> 00:05:16,520 That's amazing. And I'm curious, you know, where 107 00:05:16,520 --> 00:05:19,960 did your interests and passions start? 108 00:05:20,040 --> 00:05:23,360 And especially when, you know, we read through your, your 109 00:05:23,360 --> 00:05:27,240 background, you've kind of covered a lot of operational and 110 00:05:27,240 --> 00:05:31,360 strategic territories, including HR, but where did where did that 111 00:05:31,360 --> 00:05:34,680 inspiration kind of come from? Great. 112 00:05:35,320 --> 00:05:37,840 Thank you, Tracy. So I think for me, the journey 113 00:05:37,840 --> 00:05:40,520 started of course as a software engineer myself. 114 00:05:41,680 --> 00:05:44,840 But what I figured during the course of my journey and quite 115 00:05:44,880 --> 00:05:50,360 early in my journey was that it is not enough to have content, 116 00:05:50,480 --> 00:05:52,360 but you need to have communication as well. 117 00:05:52,360 --> 00:05:54,960 And that content and communication are two sides of 118 00:05:54,960 --> 00:05:58,000 the same coin if you need to succeed. 119 00:05:58,120 --> 00:06:02,000 And that came through several experiences I had, one of which 120 00:06:02,000 --> 00:06:06,600 was where a client actually rejected a work that my company 121 00:06:06,600 --> 00:06:10,440 had given to them because they thought the technology solution 122 00:06:10,440 --> 00:06:14,600 was great, but the person who was leading it didn't seem to 123 00:06:14,600 --> 00:06:16,360 communicate well. And that was me. 124 00:06:16,760 --> 00:06:18,440 And so the company lost the proposal. 125 00:06:18,440 --> 00:06:22,400 And that is when I realized the the need for both content and 126 00:06:22,400 --> 00:06:25,840 communication and started focusing on my own development. 127 00:06:27,280 --> 00:06:29,760 And. And learn about communication. 128 00:06:30,120 --> 00:06:33,040 I joined Toastmasters and then started interacting with a lot 129 00:06:33,040 --> 00:06:35,440 of people. You know, one of the 130 00:06:36,200 --> 00:06:39,920 accomplishments in that journey for me was to be on the same 131 00:06:39,920 --> 00:06:44,920 stage as actually Steve Ballmer, who was at that time the CEO, I 132 00:06:44,920 --> 00:06:48,680 think of Microsoft. So the ability to, you know, 133 00:06:49,480 --> 00:06:52,960 learn and really do what is required to be professionally 134 00:06:52,960 --> 00:06:55,200 relevant started with that experience. 135 00:06:55,800 --> 00:07:00,000 And since then, it's all been my passion to say, how can we help 136 00:07:00,000 --> 00:07:04,840 people who have the inherent capability but not have been 137 00:07:04,840 --> 00:07:10,920 able to reach their goals, learn the need to learn right and 138 00:07:11,040 --> 00:07:14,040 continuously develop themselves. And that's why I'm passionate 139 00:07:14,040 --> 00:07:17,720 about learning. That's really wonderful to hear 140 00:07:17,720 --> 00:07:20,720 and thank you for sharing your own personal experience with 141 00:07:20,720 --> 00:07:22,440 this. You know, when I, when I think 142 00:07:22,440 --> 00:07:25,560 about what you've just said around learning and, and being 143 00:07:25,560 --> 00:07:29,040 what, you know, many would call like a lifelong learner, I think 144 00:07:29,040 --> 00:07:31,880 a lot of us, myself included, yourself included, would 145 00:07:31,880 --> 00:07:35,640 attribute ourselves to that type of category, you know, in terms 146 00:07:35,640 --> 00:07:39,160 of how we describe ourselves. And something that a guest 147 00:07:39,160 --> 00:07:43,440 recently said to me is that, you know, podcasts and YouTube 148 00:07:43,440 --> 00:07:48,080 channels and, and even like AI, like Chachi PT, which we'll 149 00:07:48,080 --> 00:07:50,680 probably talk about AIA little bit later. 150 00:07:51,200 --> 00:07:55,040 Those are all avenues for people to not really even just teach 151 00:07:55,040 --> 00:07:58,760 themselves, but find additional learnings outside of their 152 00:07:58,760 --> 00:08:02,000 typical work day. Or, you know, I certainly hope 153 00:08:02,000 --> 00:08:05,120 that my podcast provides people with some additional knowledge. 154 00:08:05,960 --> 00:08:10,400 And so when you share your own experience, I also am curious 155 00:08:10,840 --> 00:08:14,680 when you think about this hunger for learning and really growing 156 00:08:14,680 --> 00:08:20,840 yourself, do you have other places outside of maybe coaching 157 00:08:20,840 --> 00:08:24,280 or different training sessions that you've you've been a part 158 00:08:24,280 --> 00:08:27,680 of that allow you to continue to learn even at this stage where 159 00:08:27,680 --> 00:08:29,920 now you're a CEO? And for many people that's like 160 00:08:30,800 --> 00:08:33,520 they're pinnacle, like where they the very top of their 161 00:08:33,520 --> 00:08:36,480 career goals, right. So how do you how do you 162 00:08:36,480 --> 00:08:40,080 continue to learn even after achieving what is generally the 163 00:08:40,080 --> 00:08:45,000 highest level in business? I think 1 is to be curious and 164 00:08:45,000 --> 00:08:48,640 the second is to spend some time reflecting. 165 00:08:49,120 --> 00:08:52,680 Both of those help. The third is also to move 166 00:08:52,800 --> 00:08:56,920 outside of comfort zones. In fact, the many roles that 167 00:08:56,920 --> 00:08:59,840 have had the opportunity to play, especially at Infosys, 168 00:09:00,560 --> 00:09:04,800 came from my own desire to move out of a comfort zone. 169 00:09:04,800 --> 00:09:07,520 Because when I got comfortable in a role and when I saw that 170 00:09:07,520 --> 00:09:09,200 there could be other opportunities, especially 171 00:09:09,200 --> 00:09:13,040 related to people, I started to venture into that. 172 00:09:13,040 --> 00:09:17,960 And I've been very, very lucky to have had a great company and 173 00:09:17,960 --> 00:09:20,480 a great set of managers who encouraged me to do that. 174 00:09:21,280 --> 00:09:24,800 But the opportunity came because I also pushed the boundaries and 175 00:09:24,800 --> 00:09:26,120 wanted to get out of comfort zones. 176 00:09:26,120 --> 00:09:29,720 For example, going from a line of business into corporate 177 00:09:29,720 --> 00:09:35,000 function was something a lot of people told me that, you know, I 178 00:09:35,000 --> 00:09:37,960 shouldn't be risking that because I was doing well in 179 00:09:37,960 --> 00:09:40,640 business. But I took that opportunity and, 180 00:09:40,640 --> 00:09:44,360 and because of fashion and, and that led to a lot of other 181 00:09:44,360 --> 00:09:46,440 opportunities that came through in my life. 182 00:09:46,440 --> 00:09:50,040 So getting out of comfort zones is another thing that you need 183 00:09:50,040 --> 00:09:54,080 to do to continuously learn. Yeah, what a great point. 184 00:09:54,080 --> 00:09:57,800 And when I think about, you know, generally this topic of 185 00:09:57,800 --> 00:10:03,440 upskilling, reskilling and, and as an individual future proofing 186 00:10:03,440 --> 00:10:07,560 ourselves and being able to adapt to new roles or new 187 00:10:07,560 --> 00:10:10,680 environments easily through learning and like I said, 188 00:10:10,680 --> 00:10:14,320 through upscaling and rescaling. I also think about what I talked 189 00:10:14,320 --> 00:10:17,080 about just at the beginning, which is there's a business 190 00:10:17,080 --> 00:10:21,240 context here too, that when employees have this opportunity 191 00:10:21,240 --> 00:10:25,120 to upskill, reskill, there's a future proofing on the business. 192 00:10:25,120 --> 00:10:27,560 And when I say future proof, just for everyone listening, 193 00:10:27,560 --> 00:10:32,560 when I'm kind of referring to the ability for a business to 194 00:10:32,560 --> 00:10:38,200 flex and kind of be elastic, let's say in their, in their 195 00:10:38,200 --> 00:10:41,240 abilities and in their, their sustainability. 196 00:10:41,280 --> 00:10:43,560 I mean, we think about even the last five years, right? 197 00:10:43,560 --> 00:10:46,360 It's 2025. And in the last five years, we 198 00:10:46,520 --> 00:10:49,960 went through a pandemic that shut down businesses, closed 199 00:10:49,960 --> 00:10:52,720 offices, everyone started working from home to getting 200 00:10:52,720 --> 00:10:55,360 through that pandemic, pandemic, having to adjust. 201 00:10:55,680 --> 00:10:58,000 And some businesses did extremely well. 202 00:10:58,000 --> 00:11:00,320 Some businesses suffered, some people did really well, some 203 00:11:00,320 --> 00:11:02,840 people suffered. And then you, you Fast forward, 204 00:11:02,840 --> 00:11:05,800 there's another election, there are all of these economic 205 00:11:05,800 --> 00:11:07,640 changes. And so that's just in a five 206 00:11:07,640 --> 00:11:09,400 year window. And when I think about the 207 00:11:09,400 --> 00:11:13,640 elasticity needed for a business to be able to survive and really 208 00:11:13,640 --> 00:11:16,680 thrive through all through all of that, it's not just the 209 00:11:16,680 --> 00:11:19,880 product or you know, what you're delivering to a customer. 210 00:11:19,880 --> 00:11:24,560 It's, it's to me fundamentally how the employees are able to 211 00:11:24,560 --> 00:11:27,800 adjust and be elastic through those things. 212 00:11:27,800 --> 00:11:30,960 And I think upskilling and learning and reskilling are a 213 00:11:30,960 --> 00:11:33,320 big part of that. So I'm curious how you have, 214 00:11:33,560 --> 00:11:36,400 especially as a business leader yourself, how you have helped 215 00:11:36,680 --> 00:11:40,960 your teams to be prepared for those types of like climate 216 00:11:40,960 --> 00:11:44,200 changes in businesses. So or in business I should say 217 00:11:44,400 --> 00:11:48,520 so that they can future proof or be elastic and adapt. 218 00:11:49,480 --> 00:11:53,600 So, you know, if you look at competence, which is really a 219 00:11:53,600 --> 00:11:59,720 combination of knowledge, skills and attitude, it is important 220 00:11:59,720 --> 00:12:03,600 for people to know what exists out there and also know their 221 00:12:03,600 --> 00:12:06,280 own passion to bring that together. 222 00:12:06,600 --> 00:12:08,680 Right. And and learning comes from a 223 00:12:08,680 --> 00:12:12,680 combination of things. One is your own education and 224 00:12:12,680 --> 00:12:15,440 how do you use the opportunity that you have to learn new 225 00:12:15,440 --> 00:12:17,280 things? That's where the knowledge part 226 00:12:17,280 --> 00:12:19,600 comes. And then the skills come from 227 00:12:19,600 --> 00:12:23,280 practicing those, so giving people the opportunity to 228 00:12:23,320 --> 00:12:26,840 practice those skills. And the third is exposure, 229 00:12:26,840 --> 00:12:29,840 exposure to people who have already have those skills. 230 00:12:29,840 --> 00:12:33,640 So looking up to others who are doing it and learning from them. 231 00:12:34,080 --> 00:12:39,400 So it's the combination of education, engagement and 232 00:12:39,400 --> 00:12:45,600 exposure with experience that kind of helps people to learn 233 00:12:45,600 --> 00:12:48,080 and up skill themselves. And that is really creating that 234 00:12:48,080 --> 00:12:50,440 ecosystem is an important job for any leader. 235 00:12:51,760 --> 00:12:54,320 So as you look around your teams, it's important to see 236 00:12:54,640 --> 00:12:57,080 what is their passion, what is the business need, and how do 237 00:12:57,080 --> 00:13:00,200 you marry the two to create a learning opportunity for them? 238 00:13:00,480 --> 00:13:03,800 How do you line up or align them with people who might be able to 239 00:13:03,800 --> 00:13:06,840 mentor them? And how do you also give them 240 00:13:07,080 --> 00:13:10,880 maybe projects that they can work on that can help them 241 00:13:11,200 --> 00:13:13,200 practice those skills and become better? 242 00:13:13,960 --> 00:13:16,720 Yeah, that's so great. And I was thinking about 243 00:13:16,720 --> 00:13:20,400 something as you were talking about even these projects and 244 00:13:20,720 --> 00:13:24,920 and how you marry the passion or the interests of the person with 245 00:13:24,920 --> 00:13:28,160 the needs of the business. And the two thoughts that came 246 00:13:28,160 --> 00:13:34,440 across my mind or that first and foremost, there is a huge value 247 00:13:34,440 --> 00:13:38,800 proposition here for businesses to do that because not only are 248 00:13:38,800 --> 00:13:42,200 you investing in your people, your people then feel invested 249 00:13:42,200 --> 00:13:46,800 in and they are more committed. And the second is, is that I 250 00:13:46,800 --> 00:13:48,920 have, I'm sure you probably have too. 251 00:13:49,160 --> 00:13:52,600 In my experience in my career, I've heard other business 252 00:13:52,600 --> 00:13:56,720 leaders say I, I don't have time for, you know, developing people 253 00:13:56,720 --> 00:13:58,560 in this way. We're busy. 254 00:13:58,800 --> 00:14:00,880 We have a lot of things to a lot of fires to put out. 255 00:14:00,880 --> 00:14:05,000 We have a lot of things to do. How do you navigate push back 256 00:14:05,000 --> 00:14:07,480 that might come up like that? Because it does happen. 257 00:14:08,360 --> 00:14:10,560 I don't think I've ever worked at a company where it didn't 258 00:14:10,560 --> 00:14:14,120 come up where someone was like, you know, how do we balance this 259 00:14:14,120 --> 00:14:15,600 with all the work that's going on? 260 00:14:15,600 --> 00:14:17,320 So I'm curious about your approach there. 261 00:14:18,120 --> 00:14:19,800 Yeah. I mean, I think that's natural 262 00:14:19,800 --> 00:14:22,560 because that's a natural tendency to take the path of 263 00:14:22,560 --> 00:14:25,560 least resistance, right? Unless you're passionate to do 264 00:14:25,560 --> 00:14:29,560 something that happens. But I think the value comes in 265 00:14:29,600 --> 00:14:32,960 educating people on the need to do this and how they benefit. 266 00:14:33,480 --> 00:14:36,760 Then at the end of the day, you got to show a win for people who 267 00:14:36,760 --> 00:14:41,240 do those as much as people who are being mentored, right? 268 00:14:41,240 --> 00:14:46,040 And the sooner you get people to recognize that this process of 269 00:14:46,040 --> 00:14:48,720 mentoring is not one way, but a two way. 270 00:14:49,640 --> 00:14:52,080 For example, if you are a mentor for a Gen. 271 00:14:52,080 --> 00:14:55,240 Z, there is so much you will learn from how they approach 272 00:14:55,240 --> 00:14:56,800 things. Right, so. 273 00:14:57,680 --> 00:15:00,160 True versus looking at it as saying, you know, I don't have 274 00:15:00,160 --> 00:15:02,480 time to talk to them or trying to mentor them. 275 00:15:04,040 --> 00:15:06,240 It's really not. Mentoring is never a one way 276 00:15:06,240 --> 00:15:10,680 state though it is kind of meant to be or it's classified as a 277 00:15:10,680 --> 00:15:12,240 hierarchical thing. It is not. 278 00:15:12,480 --> 00:15:18,080 It is a peer-to-peer learning. And sooner we make that mental 279 00:15:18,080 --> 00:15:21,400 shift to say what I'm trying to do here is peer-to-peer 280 00:15:21,400 --> 00:15:23,640 learning. I think you'll find people 281 00:15:23,680 --> 00:15:27,680 acknowledge and get involved in the process of working with 282 00:15:27,680 --> 00:15:30,880 others to make that difference. And that I think is an important 283 00:15:30,880 --> 00:15:32,640 shift that needs to happen in people's mind. 284 00:15:32,640 --> 00:15:34,280 And it happens over a period of time. 285 00:15:34,600 --> 00:15:37,480 It happens as people see other people succeeding with it. 286 00:15:39,080 --> 00:15:41,240 Absolutely. I think those are great points. 287 00:15:41,240 --> 00:15:46,200 And, and there there's also this element to mentorship that 288 00:15:46,200 --> 00:15:52,000 really reminds me of the value people have or get or receive, I 289 00:15:52,000 --> 00:15:54,960 should say, when they volunteer, when they do something in their 290 00:15:54,960 --> 00:15:58,160 communities. It's a very similar feeling or 291 00:15:58,160 --> 00:16:02,800 sense of self worth that you invest in when you're like, oh, 292 00:16:03,120 --> 00:16:06,160 I'm helping someone else. I'm helping them navigate a time 293 00:16:06,160 --> 00:16:09,200 in their career that I remember was quite challenging, whether 294 00:16:09,200 --> 00:16:12,680 it's, you know, first career or first job, I should say, in 295 00:16:12,680 --> 00:16:15,680 their career or first time managing people or first time 296 00:16:15,680 --> 00:16:18,000 with a large team, whatever it might be. 297 00:16:18,000 --> 00:16:20,480 Or just that they want a mentor because they want to grow. 298 00:16:20,800 --> 00:16:23,880 And that feeling that you get when you actually are able to 299 00:16:23,880 --> 00:16:27,520 help someone and help guide them and they, they rely on you and 300 00:16:27,520 --> 00:16:30,480 they're grateful for the things that you've you've learned and 301 00:16:30,480 --> 00:16:33,120 that you're sharing with them. It's that same, you know, that 302 00:16:33,120 --> 00:16:35,760 same feeling or that same sentiment as when someone goes 303 00:16:35,760 --> 00:16:39,160 out and cleans up a local park or, you know, serves out food at 304 00:16:39,160 --> 00:16:41,240 a soup kitchen. We can all understand, you know, 305 00:16:41,440 --> 00:16:43,680 what that feels like because we've probably done it in our 306 00:16:43,680 --> 00:16:44,920 lives. And it's like, oh, I'm doing 307 00:16:44,920 --> 00:16:47,560 something for someone else that feels really good. 308 00:16:47,800 --> 00:16:51,400 And to me, mentorship is very similar to that because you're, 309 00:16:51,960 --> 00:16:55,480 even though to your point, it is certainly a two way St. you are 310 00:16:55,480 --> 00:17:00,200 hopefully a mentor because you want to be able to do something 311 00:17:00,200 --> 00:17:02,920 for someone else and help someone else other than just 312 00:17:03,160 --> 00:17:04,560 yourself. So I think that's a really 313 00:17:04,560 --> 00:17:07,119 important point. And one of the things that I 314 00:17:07,119 --> 00:17:09,880 also thought about here too, is that something that I share with 315 00:17:09,880 --> 00:17:13,800 my team all the time is that when we share knowledge, we're 316 00:17:13,800 --> 00:17:18,560 investing in one another. And so often I hear from 317 00:17:19,000 --> 00:17:25,400 listeners from, you know, people in the industry, even colleagues 318 00:17:25,400 --> 00:17:28,880 in the past who are either afraid of sharing knowledge 319 00:17:28,880 --> 00:17:31,160 because they're afraid that it will create a redundancy for 320 00:17:31,160 --> 00:17:35,600 themselves, or, you know, they're, they're so close to the 321 00:17:35,640 --> 00:17:39,040 to the chest because they don't want someone else knowing how to 322 00:17:39,040 --> 00:17:41,520 do their job because it's like a threatening thing. 323 00:17:41,840 --> 00:17:44,880 But that's so short sighted. And it's really not how we 324 00:17:44,880 --> 00:17:48,520 collaborate best, right? People need to be a part of 325 00:17:48,520 --> 00:17:53,400 understanding how things work. And so to me, sharing knowledge 326 00:17:53,400 --> 00:18:00,200 is a huge, it's a huge window into how someone thinks, whether 327 00:18:00,200 --> 00:18:05,240 it's a leader or an employee. And I encourage everyone really 328 00:18:05,240 --> 00:18:09,280 listening to see just something as simple as like, Hey, 329 00:18:09,640 --> 00:18:13,520 colleague, so and so I want to show you how I do this because 330 00:18:14,240 --> 00:18:18,000 it's better for us all to know how to do these things so we can 331 00:18:18,000 --> 00:18:20,800 support each other. And that's how I lead my team 332 00:18:20,800 --> 00:18:25,040 because if I'm doing something, they should also be know how to 333 00:18:25,040 --> 00:18:28,560 do that same thing. And it's a development, you 334 00:18:28,560 --> 00:18:32,000 know, opportunity for them. And I see you nodding your head. 335 00:18:32,000 --> 00:18:35,000 So I'm curious, I, I'm assuming you agree with that, but I'm 336 00:18:35,000 --> 00:18:39,360 curious, you know, how do you, how do you kind of reflect on 337 00:18:39,360 --> 00:18:40,520 that? Like especially when it's 338 00:18:40,520 --> 00:18:44,200 sharing knowledge, but but also just from a team element, when 339 00:18:44,240 --> 00:18:47,680 you have people who are working side by side, how they interact 340 00:18:47,680 --> 00:18:51,320 in that and not see things as a redundancy, but actually as an 341 00:18:51,320 --> 00:18:53,120 opportunity to build each other up. 342 00:18:53,840 --> 00:18:57,800 Yeah, I mean, absolutely. And first of all, it's important 343 00:18:57,800 --> 00:19:00,960 to realize that if you don't share knowledge, somebody else 344 00:19:00,960 --> 00:19:04,880 will. Second, that knowledge is not 345 00:19:04,880 --> 00:19:06,600 proprietary to you. It is available. 346 00:19:07,800 --> 00:19:09,880 If somebody wants to learn, they're going to learn it no 347 00:19:09,880 --> 00:19:12,560 matter what. You are better off sharing it 348 00:19:12,560 --> 00:19:17,440 because then you can also learn from them and you can benefit 349 00:19:17,440 --> 00:19:19,680 from it as much as the other person benefiting from you. 350 00:19:20,200 --> 00:19:24,760 So sharing is is something that people need to learn to do more 351 00:19:24,760 --> 00:19:28,840 because fundamentally what I believe is the more you give, 352 00:19:28,840 --> 00:19:31,280 the more you get. Agreed. 353 00:19:31,680 --> 00:19:32,800 Agreed. I love that. 354 00:19:33,440 --> 00:19:34,920 And and that's why you need to share. 355 00:19:36,800 --> 00:19:41,920 So right give to get and it's, it's interesting because I was 356 00:19:41,920 --> 00:19:45,840 thinking too about your point that the the knowledge is 357 00:19:45,840 --> 00:19:50,000 available and what happens when you actually are the one 358 00:19:50,000 --> 00:19:53,040 sharing. And it leads me to think about 359 00:19:53,040 --> 00:19:56,960 this concept of like innovation. And we talked a little bit when 360 00:19:56,960 --> 00:19:59,360 you and I first connected about AI and things like that. 361 00:19:59,760 --> 00:20:03,280 And of course, AI is probably one of the first things that we 362 00:20:03,280 --> 00:20:07,240 think about when we think of innovation, because it is not 363 00:20:07,240 --> 00:20:10,160 necessarily a new. Technology, but it's something 364 00:20:10,160 --> 00:20:14,960 that now is accessible to all of us in a different way or in many 365 00:20:14,960 --> 00:20:18,960 ways I should say. And yet innovation is not 366 00:20:18,960 --> 00:20:22,360 necessarily just a technology. It's also how we share ideas and 367 00:20:22,360 --> 00:20:25,200 create new ideas. And so when someone is sharing 368 00:20:25,200 --> 00:20:28,480 knowledge, to your point, if there's a mentor mentoring 369 00:20:28,480 --> 00:20:32,080 someone who is in a different generation from them and the the 370 00:20:32,080 --> 00:20:36,560 ability for them to learn from that mentee, let's say there's 371 00:20:36,560 --> 00:20:38,880 there's opportunity for innovation because that mentee 372 00:20:38,880 --> 00:20:41,720 could ask questions that the mentor never asked themselves. 373 00:20:41,720 --> 00:20:45,200 Yeah, yeah. That that's the value of 374 00:20:45,200 --> 00:20:47,000 interaction. That's the value of getting 375 00:20:47,000 --> 00:20:50,640 multiple perspectives. Because if you're going to 376 00:20:50,640 --> 00:20:54,800 surround yourself by the people who think like you and act like 377 00:20:54,800 --> 00:20:57,080 you, neither one of them is going to learn. 378 00:20:58,640 --> 00:21:02,880 Right is so true. You need to be surrounded by 379 00:21:02,880 --> 00:21:05,520 people and you need to have the courage to have that interaction 380 00:21:05,920 --> 00:21:09,200 with people who are different from you because that's how you 381 00:21:09,440 --> 00:21:11,600 learn. And that's where you can test 382 00:21:11,600 --> 00:21:14,840 your own capability and learn from others and what they 383 00:21:14,840 --> 00:21:17,560 already know. And together you can innovate 384 00:21:18,160 --> 00:21:20,560 because the two perspectives might lead to something 385 00:21:20,560 --> 00:21:23,560 different which neither one could have thought through 386 00:21:23,560 --> 00:21:26,000 individual. Absolutely. 387 00:21:26,000 --> 00:21:29,040 That's it's such a great point. It's it really is. 388 00:21:29,040 --> 00:21:31,240 And I think it's really relatable, right? 389 00:21:31,240 --> 00:21:35,600 Because we all as individuals, yeah, we're we're all thinking 390 00:21:35,600 --> 00:21:39,320 that way or acting that way or want you want to be in a 391 00:21:39,320 --> 00:21:42,600 situation where like sharing ideas and having that, that 392 00:21:42,600 --> 00:21:44,360 interaction with people. I mean, it's true. 393 00:21:44,360 --> 00:21:46,560 That is the value. And I have said on my podcast 394 00:21:46,840 --> 00:21:49,920 more times than I can count on both my hands that as much as I 395 00:21:49,920 --> 00:21:53,320 would love to be in a room full of me, you know, and a bunch of 396 00:21:53,320 --> 00:21:57,000 traces, there's no value there because it's just an echo 397 00:21:57,000 --> 00:22:00,880 chamber at that point. And I like to call it diversity 398 00:22:00,880 --> 00:22:03,080 in perspective. And so you can have diversity in 399 00:22:03,160 --> 00:22:05,000 all of these other ways, which is amazing. 400 00:22:05,360 --> 00:22:08,480 And having diversity in perspective and backgrounds and 401 00:22:08,480 --> 00:22:13,000 education, that's really very valuable to the overall, like, 402 00:22:13,240 --> 00:22:17,640 innovative experience that businesses need ultimately go 403 00:22:17,640 --> 00:22:19,040 through all the time. People probably don't even 404 00:22:19,040 --> 00:22:21,600 realize they're innovating. But anytime we brainstorm, like 405 00:22:21,600 --> 00:22:24,680 going back to grade school, right, brainstorming sessions 406 00:22:24,680 --> 00:22:27,240 are basically just exchanges of ideas. 407 00:22:27,240 --> 00:22:30,440 And it sets us up for being innovative thinkers, yeah. 408 00:22:31,120 --> 00:22:33,120 Absolutely. Yeah, bringing it back to the 409 00:22:33,120 --> 00:22:34,160 basics, right? Yeah. 410 00:22:35,200 --> 00:22:37,960 And which is where upskilling comes because when you do the 411 00:22:38,000 --> 00:22:42,560 upskilling part, what you're really doing is 1, you know, 412 00:22:42,560 --> 00:22:47,240 from a business context, you know, when you need a certain 413 00:22:47,240 --> 00:22:49,600 skills for your project, you have two options. 414 00:22:49,960 --> 00:22:53,480 You go out and get somebody who has that experience or you look 415 00:22:53,480 --> 00:22:57,800 at people that you have and upskill them to be able to do 416 00:22:57,800 --> 00:23:00,680 that. When you go out and hire 417 00:23:00,680 --> 00:23:02,800 somebody who has that experience, and sometimes you 418 00:23:02,800 --> 00:23:08,120 will need to do it, one, you are for sure have to pay more than 419 00:23:08,120 --> 00:23:10,520 what you pay somebody you have internally, right? 420 00:23:10,760 --> 00:23:12,520 So you create the imbalance, right? 421 00:23:13,760 --> 00:23:16,480 But on the other hand, if you upskill the existing person, 422 00:23:17,800 --> 00:23:23,000 you're now giving them a pathway to be better, earned more. 423 00:23:23,320 --> 00:23:27,680 And most importantly, here is somebody who already knows your 424 00:23:27,680 --> 00:23:31,240 systems, who knows the ecosystem, who knows the people. 425 00:23:31,560 --> 00:23:34,960 Because getting work done is not just about the knowledge that 426 00:23:34,960 --> 00:23:37,920 you have, but also knowing the ecosystem and the people that 427 00:23:37,920 --> 00:23:40,400 you're going to work with. And that is really what 428 00:23:40,400 --> 00:23:45,120 upskilling helps do for a business, create people who 429 00:23:45,120 --> 00:23:49,360 already know a lot and now need to get that topping on the skill 430 00:23:49,360 --> 00:23:54,120 part and can be most valuable to you because they're productive 431 00:23:54,120 --> 00:23:55,720 on day one. Because somebody coming from the 432 00:23:55,760 --> 00:24:00,280 outside will take certain amount of time to know the systems and 433 00:24:00,280 --> 00:24:02,560 know the people, even though they might have the knowledge to 434 00:24:02,560 --> 00:24:05,080 do stuff right. And that's the power of 435 00:24:05,080 --> 00:24:07,160 upskilling. Amazing. 436 00:24:07,200 --> 00:24:12,720 I love that it's, it really is a wonderful place to be to realize 437 00:24:12,720 --> 00:24:17,720 like where, where the value is and for us as individuals and 438 00:24:17,720 --> 00:24:21,440 business leaders, how we can see that really as again a value 439 00:24:21,440 --> 00:24:25,200 proposition with a very distinct return on investment frankly. 440 00:24:25,560 --> 00:24:29,920 And so it leads me to my final question for you, which is for 441 00:24:29,920 --> 00:24:35,080 the listeners who are really interested in gaining more skill 442 00:24:35,080 --> 00:24:38,960 set, being even more competent, being able to again be elastic. 443 00:24:39,840 --> 00:24:43,200 What is like one recommendation that you would make to them 444 00:24:43,200 --> 00:24:48,120 today to upskill themselves further or at least inspire 445 00:24:48,120 --> 00:24:52,480 within themselves this, you know, thirst for constant 446 00:24:52,480 --> 00:24:58,520 learning so that they can have a deeper sense of competency 447 00:24:58,520 --> 00:25:00,640 within their industry, within their roles? 448 00:25:01,720 --> 00:25:05,720 I think the first thing is to have a personal goal to be 449 00:25:05,720 --> 00:25:10,280 better than what you are today and think of the future where 450 00:25:10,560 --> 00:25:13,520 you have no definitions of what that can look like, right? 451 00:25:13,840 --> 00:25:17,520 Because with the pace at which technology is changing, it is 452 00:25:17,520 --> 00:25:21,880 hard for you to now define a roles or positions that will 453 00:25:21,880 --> 00:25:26,840 exist 510 years from now. And the only way you can stay 454 00:25:26,840 --> 00:25:30,480 relevant in that changing times is you're learning with the 455 00:25:30,480 --> 00:25:35,760 times. So you know, got to learn at the 456 00:25:35,760 --> 00:25:39,920 speed of change for you to stay in the same place that you are, 457 00:25:39,920 --> 00:25:46,240 let alone to run right? Right, that's great advice and 458 00:25:46,240 --> 00:25:50,480 I'm certainly walking away with some added things that I can do. 459 00:25:50,480 --> 00:25:54,600 And frankly, I think personal goals is it's really a great 460 00:25:55,080 --> 00:25:58,560 piece of advice because again, it's not overcomplicating this. 461 00:25:58,760 --> 00:26:02,760 When we think about even just going back to our beginnings of 462 00:26:02,760 --> 00:26:06,440 education, there was always that when we think, at least in my 463 00:26:06,440 --> 00:26:10,360 experience growing up, there was such a focus on, OK, what is 464 00:26:10,360 --> 00:26:13,120 your goal for this year? What is your what, what do you 465 00:26:13,120 --> 00:26:14,720 want to be when you grow up, right. 466 00:26:14,720 --> 00:26:18,320 Like those questions are really asking us to identify personal 467 00:26:18,640 --> 00:26:20,920 goals and and focuses on our achievement. 468 00:26:20,920 --> 00:26:24,600 So I think your advice is really well positioned for us to all 469 00:26:24,600 --> 00:26:28,960 think about how do we upskill ourselves by starting with the 470 00:26:28,960 --> 00:26:32,320 foundations and the the fundamental pieces to this. 471 00:26:32,600 --> 00:26:34,600 Yeah. And and a more fundamental 472 00:26:34,600 --> 00:26:38,640 question to ask is how do you plan to stay relevant in this 473 00:26:38,640 --> 00:26:41,400 changing world? And and the only way to stay 474 00:26:41,400 --> 00:26:43,600 relevant is to learn with the types. 475 00:26:44,320 --> 00:26:48,320 Right, absolutely, absolutely. Well, Tan, thank you so, so much 476 00:26:48,640 --> 00:26:52,320 for your time today and for imparting all of this wisdom on 477 00:26:52,320 --> 00:26:53,680 the listeners. I know. 478 00:26:53,800 --> 00:26:56,080 I certainly appreciate it. I'm sure they will as well. 479 00:26:56,280 --> 00:26:59,920 Where can everyone find you and get connected to learn more? 480 00:27:00,400 --> 00:27:02,960 LinkedIn Tan Morthi at LinkedIn Will Will. 481 00:27:03,240 --> 00:27:06,360 You can find me there. I also want to thank you, Tracy 482 00:27:06,360 --> 00:27:09,760 for doing this and also like the title of your program because 483 00:27:09,760 --> 00:27:15,440 I've always believed that any HR professional needs to realize 484 00:27:15,440 --> 00:27:17,960 that the H in HR stands for human. 485 00:27:18,440 --> 00:27:23,440 And therefore the more people think of people 1st and then the 486 00:27:23,440 --> 00:27:27,640 resource in HR, I think we'll all be better served. 487 00:27:27,960 --> 00:27:31,200 So thank you for doing this. Thank you and Amen to that. 488 00:27:31,200 --> 00:27:32,720 I couldn't have said it better myself. 489 00:27:32,720 --> 00:27:36,200 I really appreciate that. And and I think you are you are 490 00:27:36,200 --> 00:27:39,400 certainly in good company there for sure, because the listeners 491 00:27:39,400 --> 00:27:41,800 I think agree with you. That is why they hopefully 492 00:27:41,800 --> 00:27:44,480 listen well. Tan, thank you so much. 493 00:27:44,480 --> 00:27:48,160 And and it was really a pleasure getting to learn more from you. 494 00:27:48,160 --> 00:27:50,920 And we'll be sure to share your LinkedIn and all of the links in 495 00:27:50,920 --> 00:27:51,920 the show notes as well. All right. 496 00:27:53,120 --> 00:27:55,200 Hey. Just before you go, don't forget 497 00:27:55,200 --> 00:27:58,080 to subscribe to the show so that you are the first to hear when 498 00:27:58,080 --> 00:28:01,840 an episode drops each week and maybe leave a five star review 499 00:28:01,840 --> 00:28:04,000 and a comment about how much you loved this episode. 500 00:28:04,160 --> 00:28:06,800 Plus, if you have someone in mind who would really enjoy this 501 00:28:06,800 --> 00:28:08,400 episode, make sure you share it with them. 502 00:28:08,520 --> 00:28:11,360 Thank you so much for tuning in and I'll see you next week.