LATEST ARTICLES

As we step into 2026, the role of HR has reached a turning point. The challenges and lessons of 2025 have made one thing clear: HR is no longer just a support function handling policies or administrative tasks. Today, HR sits at the heart of the business, influencing strategy, shaping culture, and driving performance across the organization.

In 2026, talent is not retained—it is inspired. As we step into 2026, HR leaders face a unique challenge: balancing people, performance, and adaptability in an increasingly complex and dynamic work environment. The pace of technological change, hybrid work evolution, and evolving employee expectations mean that HR is no longer just a support function — it is a strategic driver of organisational success. Organisations that master the trifecta of recognition, resilience, and re

As 2025 draws to a close, the HR Champions Conclave 2025, hosted by HR SUCCESS TALK® in collaboration with TalentOnLease on 20th December 2025 at Crowne Plaza, Mayur Vihar, marked a fitting moment to celebrate leadership, commitment, and excellence in HR and Talent Acquisition.

For years, organizations have invested heavily in wellness programs — gym memberships, yoga sessions, meditation workshops, and mental health apps. These efforts are meaningful, but they only scratch the surface. True wellbeing cannot be outsourced to HR initiatives or third-party vendors. It lives and breathes in the way leadership chooses to show up every single day.

Human Resources has long relied on instinct, experience, and observation. While those remain valuable, today’s HR leaders are increasingly turning to data to inform, validate, and amplify their decisions.

As conversations about work-life balance intensify, one bold idea continues to steal the spotlight: the four-day workweek. What once felt like a utopian fantasy is now being tested, piloted, and debated across global boardrooms. But is it truly the future of work, or just another passing trend?

For the longest time, business strategy meant analytics, forecasts, and market share. But today, that definition has evolved. Modern leaders understand that no matter how well-crafted your external strategy is, it's your internal culture that either fuels it—or fractures it.

One of the most underrated leadership traits is not giving orders, making decisions, or even inspiring speeches—it’s knowing how to listen deeply, accept feedback with humility, and turn it into real growth. Feedback isn't always wrapped in praise. Sometimes it's raw, honest, and hard to hear. But the leaders who grow the most are the ones who don’t flinch when challenged—they reflect, realign, and rise.

In the post-pandemic era, the workplace has been redefined—physically, digitally, and emotionally. Yet, as we transition from survival mode to sustained performance, one uncomfortable truth remains: employee burnout is at an all-time high.

In the noise of today’s fast-moving world, we’ve grown accustomed to equating leadership with volume—louder voices, bolder moves, and larger-than-life personas. But some of the most impactful leaders in history have led not with ego, but with presence. With humility. With quiet confidence.

We often ask, “Who will be the leaders of tomorrow?” But a more important question might be—“What kind of leaders are we preparing them to be?” Because real leadership isn’t passed down like a title. It’s modeled. It’s nurtured through mentorship, shaped by mindset, and scaled through movement. In today’s world—defined by disruption, speed, and complexity—leaders who mentor, who think beyond themselves, and who act with intention are the ones who leave legacies that las

In an era where charisma often takes the spotlight—dynamic speakers, bold personalities, and viral leadership moments—it’s easy to believe that great leaders are made through grand gestures or magnetic presence. But behind every lasting legacy lies something quieter and far more powerful: consistency. Consistency is what builds cultures, not campaigns.

In an era defined by rapid disruption, shrinking attention spans, and increasing complexity, the strongest leaders aren’t necessarily the loudest voices or the sharpest strategists—they’re the most emotionally intelligent. Empathy is no longer a soft skill. It is a strategic asset. It’s the foundation for trust, the bridge to understanding, and the differentiator that separates managers from true leaders.

In today’s dynamic world—where transformation is constant and attention is fleeting—leaders who lead with purpose create something far more enduring than results. They create meaning. Numbers may drive short-term motivation, but it is the purpose that sustains long-term impact. When leadership is anchored in “why,” influence becomes authentic and organizations become resilient.

Self-leadership is not optional—it is the origin. Before one can lead a team, a business, or a movement—one must first learn to lead...

Leadership is not about being in charge. It's about taking care of those in your charge