Career Skills Enhancement

Documentation is one of the most underrated tools in the knowledge worker's kit. Not for compliance. Not for process. But for thinking. It helps us do something seemingly contradictory - hold ambiguity and seek clarity at the same time. When you write down raw thoughts, open questions, or fragmented facts, you’re not just recording - you're revealing. Assumptions surface. Blind spots show. New questions emerge. When you answer those as a self-FAQ, it might feel remedial - but that’s how rigor is built. Documentation invites multiple lenses. It lets ideas evolve. The version history doesn’t just track changes - it shows the evolution of thought. Even if we leap to solutions too fast, it becomes a grounding anchor: “Here’s one path. We’re still thinking.” And perhaps most crucially - it saves hours of meetings. One good doc becomes a shared context, kills tribal knowledge, and becomes an onboarding gift for every future collaborator. When decisions are made, the reasoning doesn’t vanish - it lives in the document. Clarity, scale, and transparency - all in one place. And now, with AI in the loop, it gets even better. AI helps wordsmith, brings external sources, asks provocative questions, and pushes your thinking - all in real time. Whether it’s a Google Doc, a FigJam board, or a messy Figma scratchpad - the solution unfolds as you think, question, and shape. By the time the final design is done, every breadcrumb of the journey is archived. For history buffs and new teammates alike, the ramp-up becomes instant. If Amazon added one chromosome to my DNA, it’s this one — documentation-first thinking. I’m forever grateful for it. #musings

Curiosity is the job of leadership. To me, leadership isn’t about having all the answers—it’s about staying curious. The way we work has changed, and so has leadership. Leaders who thrive today aren’t those with all the answers, but those who ask the right questions. Curiosity has become a critical leadership skill, enabling leaders to seek feedback, explore new perspectives, and adapt to rapidly changing environments. A recent Harvard Business Review piece suggests that, in today’s world, leaders must develop several essential skills: (1) Emotional Aperture: Understanding the emotional dynamics of your team, reading the room, and ensuring all voices are heard. Leaders who tune into these dynamics build stronger relationships and keep employees engaged. (2) Adaptive Communication: Great leaders adjust their style to fit the situation and audience. It’s about connecting with people, knowing when to motivate, and when to create space for creativity. (3) Flexible Thinking: In times of uncertainty, effective leaders embrace ambiguity and seek new perspectives. Asking the right questions helps open doors to innovative solutions and thoughtful decisions. (4) Perspective Seeking: As leaders rise, power can narrow focus. Great leaders actively seek out different viewpoints, essential for negotiation, conflict resolution, and strategic thinking. (5) Strategic Disruption: Leaders need to challenge the status quo, not just for the sake of change, but to continuously improve—especially in advancing inclusion and equity. (6) Resilient Self-Awareness: Leaders are human too. Recognizing limitations and building a strong support network is key to managing stress and leading by example. To me, curiosity ties all these skills together. Staying curious allows leaders to keep learning, adapting, and growing—both for themselves and their teams. Curiosity opens the door to fresh ideas, deeper connections, and a more dynamic, responsive leadership style. In a world of constant change, curiosity isn’t just a good-to-have—it’s a must-have for leading with empathy, awareness, and insight. #curiosity #skills #leadership #agility #innovation #collaboration #teams https://lnkd.in/eYy7VUhG

What if your leadership style could adapt as naturally as water changes form? We all know that water is essential for life, but have you ever thought about what it can teach us about leadership? How water shifts from one state to another—ice, liquid, steam, torrent—might be the key to mastering situational leadership. Curious? Water is fascinating. When subjected to external forces—heat, cold, pressure—it transforms into steam, ice, or a powerful current. Yet, at its core, water remains the same. It adapts, but it never loses its essence. Leadership is much like water. We are born with a natural leadership style shaped by our experiences, values, and personality. This is our “default state.” However, just as water changes form under different conditions, effective leadership often requires adaptation to meet the demands of various situations. Consider this: - Ice (Solid) = Directive Leadership: In crisis, firm direction is crucial, like ice remains solid under cold conditions. - Liquid (Fluid) = Participative Leadership: In balanced environments, flexibility and collaboration are essential, just as water flows and adapts in its liquid state. - Steam (Gaseous) = Delegative Leadership: When trust and empowerment are needed, leaders step back, similar to how heat turns water into expansive steam. - Torrent (Dynamic Liquid) = Transformational Leadership: Under pressure, visionary leadership drives change, much like a torrent reshapes its path. But here’s the crucial part: Transitioning between these styles isn’t always easy. Our natural tendencies often make shifting from one approach to another challenging. That’s where the power of complementary skill sets comes in. Just as water needs external forces to change state, leaders need the right people around them—those with different strengths and perspectives—to adapt their style effectively. Recognizing when to adapt and knowing who can help you do it is a hallmark of effective leadership. It’s not about losing your natural style but enhancing it with the proper support. For those mentoring or nurturing upcoming leaders, the key lies in helping them understand this balance. Please encourage them to stay true to their core while developing the ability to adapt with the help of others. Situational leadership isn’t about changing who you are but strategically leveraging your natural strengths with the forces around you. Need help identifying your leadership style and the right people to complement it? Let’s connect.

If you're someone who relies on external validation to feel good enough, we need to have a conversation… We all love to be told we’ve done a great job, and it feels brilliant in the moment. BUT It’s fleeting. And what we are left with the rest of the time is what we think of us. To build lasting confidence and self-belief, you need a framework to evaluate your performance that isn’t dependent on external input. ✍️Start by reflecting on your week with these prompts: 1. Where did I add value? 2. What do I feel proud of? 3. Where did I overcome a challenge? 4. How did I show up for myself? 5. What made me a great colleague? 🔴Will you use these questions to reflect and celebrate your successes, so that even if you don't get feedback, you can still self-congratulate ?

Step 3 of Change Management - Change Behaviours 🔄 As much as we may want to believe that giving someone training will change their behaviour - that is rarely the case. The final step in effective change management is about reinforcing actions to build new behaviours. Here’s how you can ensure lasting change in your sales organisation: - Regular Check-Ins: Schedule frequent one-on-one meetings to discuss progress, address challenges, and provide feedback on the new behaviours. - Celebrate Wins: Recognise and reward team members who are successfully adopting the new behaviours. This reinforces positive change and motivates others to follow suit. - Create Accountability: Set up accountability structures, such as peer mentoring or buddy systems, to ensure team members stay on track. - Monitor and Adjust: Continuously monitor the impact of the new behaviours and be open to making adjustments. Flexibility is key to sustaining change. - Foster a Growth Mindset: Encourage a culture of continuous improvement. Highlight the importance of ongoing development and adapting to change as part of the team’s ethos. Reinforcing new behaviours solidifies change and drives long-term success. By focusing on mindsets, actions, and behaviours, you can lead your sales team to new heights! 🚀 #ChangeManagement #SalesLeadership #BehavioralChange #SalesSuccess

I’ve seen too many change initiatives collapse. Not because the budget wasn’t there. Not because the strategy was weak. But because leaders misunderstood what change management really is. Here’s what it often gets reduced to: ❌ Sending a few announcement emails ❌ Building polished slide decks ❌ Hosting a one-time town hall Real change work runs deeper: ✅ Stakeholder analysis and mapping → Knowing whose buy-in makes or breaks momentum ✅ Change impact assessments → Anticipating how roles, workflows, and daily lives will shift ✅ Readiness assessments → Gauging if the organization is equipped to move ✅ Communication planning → Designing messages that connect with people, not just inform them ✅ Sponsor roadmaps and coaching → Guiding leaders to model the change, not just announce it ✅ Resistance management → Addressing fear and friction before they spread ✅ ROI evaluation → Measuring whether the investment actually delivers And beyond these: journey mapping, coalition building, cultural alignment, reinforcement strategies – the real work of sustaining change. Because the truth is: Change isn’t a memo, a project plan or an event. It’s a disciplined process of moving people from “the way things are” to “the way things need to be.” Leaders who get this? They don’t just launch change. They sustain it. PS: What’s the biggest misconception you’ve seen about change management? -- Follow me, Daniel Lock, for practical tips for leading change, consulting & thought leadership.

When I started my career in tech, one of my seniors told me something that sounded too simple to matter: “In IT, if it’s not documented, it doesn’t exist.” At first, I didn’t really get it. But over the years — through countless meetings, project changes, and “I thought you said…” moments — I realized how true it was. Verbal approvals fade. Feature discussions evolve. And “we’ll document it later” often means never. Whether it’s an offer letter, a feature request, or a senior’s approval on an implementation — always make sure there’s a written record. It’s not about trust. It’s about clarity, accountability, and self-protection. Here’s what I’ve learned along the way 👇 ✅ Document decisions — even a simple email summary after a meeting can prevent huge confusion later. ✅ Keep written communication professional — it reflects your maturity and helps you grow faster in cross-functional teams. ✅ Save context — six months later, your “why” will matter more than your “what.” Documentation might not look like a “tech skill,” but it’s one of the most underrated traits of a strong engineer or professional. Because in IT, your memory might fail but your documentation never does. Follow Abhay Singh for more tech tips and dont forget to cehckout these free interview prep resources : https://lnkd.in/gT7acAgd

Stop making technical documentation harder than it needs to be. It’s not just a stack of papers. It’s a system. Everything connects—or at least it should. Here’s how I streamline it↴ 5 tips for killer Technical Documentation (TD): 1. Stick to the intended purpose Misaligned docs with ≠ intended purpose = misaligned objectives = potential non-conformities. One "intended purpose statement" solves this. 2. Think ecosystem, not silos. Device description, GSPR, PMS, clinical evaluation, risk management, etc...—they’re puzzle pieces, not solo acts. 3. Use the 3C formula. Clarity: Write for reviewers, not for yoursel. Consistency: Double-check every links. Connectivity: Show how the puzzle fits. 4. Work backward from compliance. Start with GSPR. It’s the glue for your whole TD. 5.Keep it alive. TD isn’t one-and-done. Update it. Reflect your device’s latest state, especially post-market changes. Here is my go-to roadmap: → Start with GSPR: Map compliance first. The rest falls into place. → Structure for the NB: Follow MDR annex rules. Speak their language. → Summarize smartly: Highlight safety, performance, and quality. Synthesize, don’t just summarize each report. → Triple-check: No room for sloppiness. Fresh eyes help (external review FTW). → Update relentlessly: PMS? PMCF? Risk reviews? TD should reflect it all. Pro tip: Treat TD like project management. You need cross-team input, traceability, and killer attention to detail. Need more ? Use our templates: → GSPR, which gives you a predefined list of standards, documents and methods. ( https://lnkd.in/eE2i43v7 ) → Technical Documentation, which gives you a solid structure and concrete examples for your writing. ( https://lnkd.in/eNcS4aMG )

Report writing is an essential skill that bridges ideas, decisions, and action plans, yet it often feels overwhelming for professionals with little formal training. This guide, designed for individuals pressed for time and seeking concise, actionable advice, demystifies the process of crafting impactful reports. It provides a systematic roadmap from the planning stage to revision, ensuring clarity and precision in every step. With a focus on accessibility, the guide emphasizes the importance of understanding your audience, defining purpose, and employing effective language to deliver results-oriented reports. Whether you’re drafting short briefs or comprehensive analyses, this resource offers practical tools and insights to enhance your writing, streamline communication, and support informed decision-making. Ideal for managers, policymakers, and practitioners, this guide empowers you to approach report writing with confidence and efficiency. Explore its contents to master the art of creating compelling and professional reports that resonate with diverse audiences.

When I started preparing for coding interviews, I struggled to figure out why I wasn’t improving.   It wasn’t until I adopted a system for identifying and tackling my weak areas that things started to change. Here’s a 3-step process that worked for me and might work for you too:   1️⃣ Self-Assessment & Feedback - Take an honest look at your progress. Ask for feedback from mentors, peers, or interviewers. Example: I realized that while I was practicing algorithms, I struggled specifically with dynamic programming (DP). A mentor pointed this out when reviewing my problem-solving approach.   2️⃣ Break It Down - Focus on one small area at a time. Understand the basics before diving into advanced concepts. Example: Instead of tackling hard DP problems right away, I started with simple problems like Fibonacci or Knapsack. This helped me build a solid foundation.   3️⃣ Set Weekly Goals - Create a focused action plan to improve your weak areas and track progress. Example: My goal was to solve 3 DP problems per week while revisiting solutions to understand where I went wrong.   The key to improvement is targeted effort and consistency. Growth doesn’t happen overnight, but with the right system, progress is inevitable.   What’s one weak area you’d like to tackle this week? Follow Tanmay Goel for more such insights.   #SkillBuilding #SoftwareEngineering #CodingJourney