GSK
Guru Gobind Singh Indraprastha University
United Kingdom
4K followers
500+ connections
4K followers
500+ connections
About
I’m a global Talent and Leadership Development leader with 15+ years of experience…
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4K followers
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Kanika Bhatia shared thisHR is getting its own plot twist. 🎢 Worth a listen if you want a few jolts of optimism (and a reality check). Here’s my honest take, without the buzzword fog: 👉 AI isn’t here to ghost HR : it’s crashing in as a “Superagent.” We’re talking about systems that can automate the stuff we all groan about - scheduling, screening, helpdesk enquiries and free humans to do the work that actually matters. 👉 30–40% of today’s HR tasks? Poof - automated. But before you imagine robot overlords firing off anyone, the podcast stresses that it evolves work, not nukes it. HR pros get to move into strategy, influence and real people impact. 👉 “Superworkers” are the new cool. These are the folks who can blend human wisdom with AI muscle. Think less “who will be replaced?” and more “who will be irreplaceably useful?” 👉 Employee engagement is still a stubborn puzzle - even with all the shiny tech in the toolkit. Humans still want meaning, connection, growth and recognition. Technology can help, but it won’t replace empathy. 👉 Work isn’t tied to one employer anymore. People are redefining careers, and organisations can’t just expect loyalty because they have a ping-pong table. The headline is this: HR is becoming more strategic, more human, and more tech-savvy, all at once. It’s like being handed a sports car and told to learn drift-turns on day one exciting, a little terrifying, and full of possibility. 💬 Curious how are you thinking about using AI in people work? Superagent dreams or wary of the hype? #HR #FutureOfWork #AI #Leadership #Talent #Transformation Josh BersinKanika Bhatia shared thisGet ready for the biggest transformation of the #HR profession in decades, as #AI reinvents the operation. Learn the eleven 2026 Imperatives to stay ahead in the coming year. https://lnkd.in/gTJm3ZZU
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Kanika Bhatia shared thisJust listened to a podcast about Finding Purpose and Identity in the New World of AI and it got me thinking. ⚙️AI isn’t just about automation and efficiency. It’s changing the way we see our work and ourselves. If an AI agent can do tasks we once owned, what does that mean for our purpose at work? 🤖💭 ✨Purpose still matters. Even as tools get smarter, what gives us meaning connection, judgment, creativity, mission doesn’t get automated. ⚡Identity isn’t fixed to a role. Jobs can change or even disappear. What can’t change is the human side of work the reason we show up each day. ✨Reinvention is part of the journey. It’s ok to feel uneasy about change. But leaning into new ways of working can actually renew our sense of value, not erase it. For leaders especially, this is a call to build environments that help people navigate this shift with confidence and purpose not just with skilling plans or org charts. AI might transform what we do. But it shouldn’t diminish who we are. How are you thinking about purpose and identity as AI becomes part of your daily work? #AI #FutureOfWork #Leadership #Purpose #joshbersin Josh Bersin https://lnkd.in/e6QvSFfYFinding Purpose And Identity In The New World of AIFinding Purpose And Identity In The New World of AI
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Kanika Bhatia shared thisAs this year ends, one uncomfortable truth stands out: we keep treating uncertainty as temporary, when it’s now the permanent backdrop 🌍 One idea that genuinely challenged me came from an HBR piece. Their core argument isn’t that leaders need to be more innovative - it’s that the way we reward leadership is misaligned with the reality of complexity. A few insights that stayed with me 👇 🧭 We over-reward decisiveness and under-reward sense-making In complex systems, speed and certainty can look like competence but often mask shallow thinking. The real work is staying with ambiguity long enough for patterns to emerge. 🧠 Creativity isn’t a personality trait. It’s observable behaviour It shows up in how leaders ask non-obvious questions, connect weak signals, engage others early, and persist when progress looks messy. 🤝 Engagement isn’t “buy-in”; it’s a thinking tool In complexity, involving others isn’t about alignment after decisions are made. It’s how better decisions are formed in the first place. ⚠️ Most organisations suppress the very capability they need By privileging polish, predictability and quick answers, we train leaders to close down exploration, precisely when exploration matters most. Looking back, the hardest moments this year weren’t about execution. They were about resisting premature clarity, holding tension, and making space for better questions not faster answers. What I’m taking into the next year: 🔁 Control → Curiosity 🔍 Answers → Insight 🌐 Individual brilliance → Collective intelligence Complexity isn’t going anywhere. How we choose to lead within it still is. What are you taking into 2026? Thank you Lena Triantogiannis for sharing. #hbr #egonzehnder #leadership #complexity https://lnkd.in/en3h_H7YThe Leadership Superpower Needed to Thrive in Complexity - PARTNER CONTENT FROM EGON ZEHNDERThe Leadership Superpower Needed to Thrive in Complexity - PARTNER CONTENT FROM EGON ZEHNDER
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Kanika Bhatia shared thisWe all know that the next big organisational shift isn’t digital. It’s agentic. Most companies are still ironing out their “digital transformation" Meanwhile, a new paradigm is already rewriting how work gets done: humans and AI agents teaming up to deliver outcomes at a scale we’ve never seen. The report by McKinsey talks about a few truths and shifts. 💡 The uncomfortable truth: If your operating model still relies on silos, handovers, and human-speed processes, you’re already behind. AI agents don’t wait for quarterly planning cycles or committee approvals. What hit me reading this research is how deeply this shift cuts: 🧭 how decisions are made 🏗️ how teams are structured 🎯 what roles actually look like 🔥 and how leaders create clarity, trust and pace when machines are now “colleagues” The edge won’t come from having the flashiest tech stack. It will come from leaders willing to blow up old assumptions, redesign end-to-end work, and help people move from executing tasks to steering outcomes. 🌐 Companies that experiment boldly, learn loudly, and scale quickly will define the next era. Those that cling to yesterday’s structures may find themselves optimising a model that no longer matters. #AgenticAI #Mckinsey #agenticorganisations #leadership #leadingintheageofAI
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Kanika Bhatia posted thisSome people collect hobbies. I collect questions about why humans do the things we do. I’ve always been drawn to understanding how people grow what unlocks them, what holds them back, and how confidence and influence shift as life gets bigger and more complicated. That curiosity has shaped both my work and my own journey. I’ve supported leaders through tough transitions, messy dynamics and moments of self-doubt. I’ve also navigated enough change myself to know that real growth isn’t linear. I don’t coach from a place of theory. I coach from experience, empathy and clear thinking. My style is steady and thought-provoking. I listen for the patterns you can’t quite name. I ask the questions you’d rather postpone. I help you quiet the noise so you can move with clarity and intention. Here’s what sets my coaching apart, I don’t treat people like a collection of goals and blockers. I work with the whole person your ambition, your fears, your habits, your story. You get all of me the coach, the strategist, the challenger and I meet all of you, without the corporate gloss or cookie-cutter frameworks. I’m currently completing my coaching hours, so I’m opening a few places for leaders who want support with influence, confidence or navigating a transition with more ease. If this sounds like it might help, feel free to message me. No pressure, no pitch just a conversation to see if we click. #coaching #executivecoaching
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Kanika Bhatia shared thisSpent two days at the strategic workforce planning conference and I’m still taking it all in. This space is moving faster than most realise and what’s coming next is even bigger. 🚀 It’s not about perfect predictions anymore. The real skill is making sense of the variance. Especially when human share of work may drop 15%, 39% of skills are already outdated, and 96% of organisations have faced major disruption in the last two years. Accuracy isn’t the win. Understanding is. ⚡ The Dunning–Kruger moment hit home. So many organisations are still perched on Mt. Stupid convinced they “know everything” about AI only to slide straight into “there’s more to this than I thought.” We’re still rushing to solutions. 🤖 Technology is key but learn to crawl before you run. Models are important and the technology partners are already running with skills architectures, tasks, predictions and market scans. 📊 Data fluency is now the baseline. Interpreting, communicating and debating with data isn’t optional if you want a real seat at the table. 🧩 Work architecture was my biggest takeaway. It’s the engine that turns strategy into roles → tasks → skills → capabilities. It’s becoming essential for job redesign, automation assessment, mobility and reskilling, yet most HR teams haven’t applied the same discipline to themselves. 🌍 And then there’s talent and inclusion. When automation potential varies dramatically by role, and future readiness depends on capability building, inclusion stops being cultural. It becomes structural. Two questions I’m leaving with: Are we shaping the future of work… or letting it shape us in ways we won’t like? If work is being redesigned at this scale, who gets lifted — and who gets left out? Thank you David Edwards for letting me be part of this. The Workforce Planning Institute #swpconference #swp
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Kanika Bhatia shared thisAnother great session with the Talent & Leadership Club at our GSK offices 🎉 Loved welcoming brilliant Talent colleagues and diving into what it really takes to perform and transform in a world that refuses to stand still 🌍 We also explored how HR can measure its impact in a way that’s honest, practical, and tied to what the business truly needs 📊 Thank you Dan and the Ezra team for leading the conversation. Always energising to be in a room filled with people who care deeply about shaping talent, leadership, and impact. Stuart Cowen Ben Chambers Rachel Aries #talent #leadership #hrimpactKanika Bhatia shared thisThank you so much to everyone who joined us yesterday at GSK at the event the Talent and Leadership Club ran in conjunction with EZRA. The attendance was excellent, which really underlined the importance of the topic and brought together a wide mix of people to discuss high performance within organisations and, specifically, what is getting in the way. We opened with a brilliant first session from Dan White on the performance paradox, followed by really insightful data from Arabella Vaughan, PhD. Both sessions included plenty of time for discussion, which made the afternoon even more valuable. This session is part of a wider series for a senior audience to come together and explore the topics that matter to the learning community and their organisations. Thanks also to Stuart Cowen, Kanika Bhatia and Rachel Aries for helping to make this happen and providing the space.
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Kanika Bhatia shared thisThe real differentiator isn’t how fast we adopt AI or change systems, it’s how clearly we stay anchored to why we’re doing it. Transformation without a clear why becomes noise. But when people connect to the reason behind the change, what it enables, what it solves, what it moves us toward, energy and alignment follow. Advantage isn’t in only the tech. It’s in the clarity of intent. Thank you Brian Evergreen 📚Michael Bungay Stanier Frank Congiu for sharing your thoughts and experiences Thinkers50 Thanks Damian Callanan for the invite. #Leadership #Transformation #FutureOfWork #changeKanika Bhatia shared thisAI is not Digital Transformation 2.0 And please never say “change management” again. These are a couple of the topics we covered in London last night at an evening I had the pleasure of speaking at and participating in with 📚Michael Bungay Stanier, hosted by Frank Congiu. Together with 16 distinguished HR executives, we delved into the critical subject of change and how we solve for the future in the era of AI. I'm grateful for the opportunity to learn from this extraordinary group, including Nicole P., Julie Madayag, Gonda Winternitz, David Jones, Christopher Yates 克里斯托弗·耶茨, Katherine Chance, Kanika Bhatia, Debra Dean, Tejal Shah, Olga Antoshina, Daryl Woodhouse, Melanie Elston, Andrew Game, Justine R., Peter Winick, Dr. Cindy Pace, and Sam Schlimper
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Kanika Bhatia shared thisSometimes the best move is to just say: “screw it-let’s go.” I loved Rob Lowe’s chat on A Bit of Optimism, that moment when you push past doubt and take action. Optimism isn’t naïveté; it’s choosing to act anyway. #simonsinek being his usual insightful self talking about growth starts with that small leap In leadership and talent, those “screw it” moments are often the hinge points - the spark that turns ideas into impact. What could you start today if you gave yourself permission to just try? #Leadership #Optimism #Action #TalentDevelopment #abitofoptimism #roblowe #simonsinek https://lnkd.in/dtYN_iaDRob Lowe Names Names: The Power of ‘Screw It’ | A Bit of Optimism PodcastRob Lowe Names Names: The Power of ‘Screw It’ | A Bit of Optimism Podcast
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Kanika Bhatia liked thisKanika Bhatia liked this𝗕𝗲𝗹𝗶𝗲𝘃𝗶𝗻𝗴 𝗶𝘀 𝗦𝗲𝗲𝗶𝗻𝗴 ?! Dealer Meets, at zonal level or national have always been among the strongest platforms to align channel partners with an OEM’s larger vision. I still remember a dealer meet conversation during automobile days ~ The sales leadership team was discussing annual targets with dealers: segment-wise volumes, market share aspirations, and growth expectations. Dealers, meanwhile, were focused on the support ecosystem needed to make those numbers achievable: finance support, schemes, market interventions, and operational backing. After multiple rounds of discussion, the feedback from channel partners remained the same: “The targets are too steep. Especially considering the YoY growth over the previous few years." That’s when the Sales Head made a simple yet powerful statement: “Organization's often believe first and expect the market to follow. But channel partners' believe only when they can see conviction translated into action, support, and results. For organizations, believing is seeing. For channel partners, seeing is believing.” “Believing is Seeing” - that line has stayed with me and over time, I’ve realized its relevance extends into many facets of life. Do we see the glass half full or half empty? How willing are we to take calculated risks? Do we move with optimism or caution? And sometimes, does success begin with believing before seeing? #Leadership #Sales #DealerNetwork #ChannelManagement #AutomobileIndustry #BusinessGrowth #SalesStrategy #LeadershipLessons #GrowthMindset #OEM #Distribution #PartnerEcosystem
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Kanika Bhatia liked thisKanika Bhatia liked thisLooking forward to MAPS EMEA from 17-19 May! On 17 May, my incredible co-presenters Paolo Marchi, Clare Baker, Brian Falcone, PhD, Avishek Pal and Wilson Joe, PhD, CMPP and I will presenting at the Integrated Medical Communications Masterclass. We will get practical about what integrated medical communications really means today, from building a strong plan, to using the right insights, templates and measures of impact, and yes, having an honest conversation about where AI can genuinely help. If you are working in Medical Affairs and want clarity, structure and real-world examples you can take back to your role, this session is for you. See you in Zurich! #MAPSEMEA #IntegratedMedicalCommunications #MedicalAffairs #ScientificCommunications #Impact
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Kanika Bhatia liked thisKanika Bhatia liked thisAmazing to hit the 1,800 member milestone for the Talent and Leadership Club. When we started this community, we had no idea it would grow into one of the largest peer-to-peer networks for in-house learning professionals (in the world?). We’re now well on target to hit 2,000 members by the end of the year, which feels pretty special. The community now spans multiple countries, with practitioners coming together to share ideas, challenges, recommendations, case studies and honest conversations around leadership, learning, talent and organisational development. If you know anybody working in an in-house learning role who would benefit from joining, please do share the link in the comments below. Exposure to L&D experts, in person gatherings, a mentoring platform, active online discussion forums, and much much more. Also coming soon, a vendor directory built entirely from recommendations made by community members themselves. ALL FOR FREE!!! Thank you to everybody who has contributed, attended events, spoken, hosted, shared ideas or simply been part of the conversations. It’s hugely appreciated.
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Kanika Bhatia reacted on thisSuper excited to share General Availability of Azure Integrated HSMs. Grateful to have been part of this journey with our incredible team that helped deliver this FIPS140-3 level 3 hardware protection for keys and credentials at cloud scale for our Microsoft customers. To learn more about the general availability: https://lnkd.in/gP2gt9x7Kanika Bhatia reacted on thisExcited to see the General Availability of Azure Integrated HSM, a major step forward in how we deliver FIPS140-3 level 3 hardware protection for keys and credentials at cloud scale. This marks a fundamental shift from centralized-only, network-attached HSMs to an integrated workload-attached HSM model, where keys remain protected inside the HSM while in-use, and always under the customer’s control. In on-premises and central HSM service models, enterprises and regulated customers often face the choice between the performance penalty of remote calls and operating with keys outside the HSM boundary. A tradeoff that has led to widespread key management anti-patterns across our industry. Azure Integrated HSM eliminates this tough-choice and the associated key management anti-patterns. To learn more about the general availability: https://lnkd.in/gP2gt9x7Announcing the general availability of Azure Integrated Hardware Security Module | Microsoft Community HubAnnouncing the general availability of Azure Integrated Hardware Security Module | Microsoft Community Hub
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Kanika Bhatia liked thisA huge and well earned congratulations to a fantastic team Robbie Crow Helen Shill Helen MacMillan CDMP and a big thank you to everyone across the BBC who helps make EXTEND happen! 🎉🎉🎉Kanika Bhatia liked thisThe BBC’s Extend scheme was recently recognised at the Business Disability Forum Awards for its contribution to more inclusive recruitment across the BBC. Created in collaboration with the BBC’s Project Managers for Inclusion, Employee Resource Groups and Talent Acquisition Leads, BBC Extend ringfences permanent and fixed-term roles for people who are deaf, disabled or neurodivergent. Alongside ringfencing roles, the scheme supports hiring teams to make recruitment processes more accessible and inclusive. Since launching, Extend has helped increase the number of disabled people across the BBC and continues to support wider progress in accessibility and inclusive hiring. “The Extend scheme is about building confidence, trust and a culture where everyone feels welcomed and valued every day. By continuing to invest in Extend and making it an integral part of our recruitment process, the BBC sends a clear and optimistic message: inclusion is part of how we do things here. We are kind, accountable and, most importantly, we are One BBC.” – Helen Shill, Workplace Adjustment Lead [Image description: A group of four people stand on a stage at an awards event, posing in front of large illuminated screens displaying the text “Recruitment Award” and a BBC winner graphic.] #ThisIsYourBBC #LifeAtTheBBC #BBCExtend
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Kanika Bhatia liked thisOver the years, my own experiences have shown me that we don’t always know what’s happening in someone’s life outside of work - which is why creating a culture of empathy, understanding and flexibility in the workplace is so important. When I watched this video from James Marsden, I found it emotional, powerful and truly inspiring. What really comes through is not just the challenge, but the strength and hope behind it. It’s a message that truly matters and one we should all embrace, so please do take 10mins to watch: https://lnkd.in/eTpBatbx James, thank you for letting the cameras in during MS Awareness Week and trusting us with your story. I’m in awe of your courage and resilience. #MSThinkAgain #LifeatSkyKanika Bhatia liked thisSo I find it difficult to even talk about having Multiple Sclerosis (MS) or a hidden disability, so letting the cameras in for MS Awareness Week was definitely out of the comfort zone. Such a complex condition and set of circumstances to convey in 12 minutes (grab a brew before you watch) – hopefully it raises awareness of what MS is, how it affects people and what it’s like living with it. But the core message here is hope – for those newly diagnosed with MS or another hidden disability – the support networks are there to let you live your life. Thanks to Sky & the amazing Kieran Ruparelia, Elicka Ghahramani, Georgia Sheppard for helping me tell my story. #MSThinkAgain #LifeatSky https://lnkd.in/eSV2YhdQ
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Kanika Bhatia liked thisLast few places available to come and join the community gathering where we will be coming to talk about how we support our organisations with the change and disruption we are experiencing. Thank you to Amelia Peterson, Dr Ashwin Mehta MBA and Jenny McNama (was Perrott) who will be kicking things off. If you are an 'in house' HR professional do use the link below to find out more and sign up to join.Kanika Bhatia liked thisWe’ve just gone past 100 registrations for our next Talent and Leadership Club gathering with Pernod Ricard on 25th June in Chiswick, so we’re now into the final few places. The conversation is called: “Thriving Through Turbulence, Learning to Lead in a Constant State of Change” Most organisations are dealing with some combination of uncertainty, AI disruption, changing workforce expectations, restructures, productivity pressure, leadership fatigue, shifting skills requirements and the challenge of trying to plan in an environment where the context keeps moving. So the aim of the day is simple. Bring good people together to share what they are seeing, what they are trying, what is working and where they are struggling. The session will include: 💡 Senior panel discussions 💡 Peer-led breakout conversations 💡 Practical discussion around leadership, learning and organisational adaptability 💡 The role of AI, data and emerging methodologies 💡 A follow-up report capturing the themes and output from the day As always with these gatherings, the value comes from the people in the room and the honesty of the conversation. Huge thank you to Pernod Ricard for hosting us. If you’d like to join us, use the link in the comments below to register. #LeadershipDevelopment #LearningAndDevelopment #FutureOfWork #Leadership #OrganisationalDevelopment #AI #TalentDevelopment
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Kanika Bhatia liked thisKanika Bhatia liked thisThis month, I complete 16 years in the social impact sector. In 2009, I took a leap of faith, listening to a voice I had buried deep inside for years. A voice that said: if you want to change things, it has to start with you. Maybe that’s how many of us begin, with conviction, urgency, a burning sense of purpose. But 16 years later, I find myself asking a different question: why do we stay? Honestly, I still don’t fully know how to explain why some of us remain in this work despite the burnout, the ambiguity, and the existential questions that quietly creep in every now and then. People call it passion. I think it’s something stranger than that.This work requires a certain irrationality : part conviction, part optimism, part risk appetite. A willingness to keep taking leaps of faith without having all the answers. There’s also a very specific thrill to this work. Building in ambiguity. Solving problems where progress is slow, uneven and deeply human. Sharing my reflections from these 16 years, (maybe this resonates with you too) 1. Relationships compound faster than strategy : most long-term impact came from trust built quietly over years. 2.Execution is deeply underrated in the social sector because vision gets attention while operational rigor creates outcomes. 3.The best partnerships are built on aligned incentives, not goodwill alone. 4.I’ve learned that people rarely leave because the work is hard — they leave when they stop feeling seen. 5.That calmness in difficult moments becomes leadership memory. 6.And that you can care deeply about the work without carrying everything personally. That one has taken me years to learn. 7.I’ve also learned that some of the most important work is invisible. No one is waiting with a medal or a gold star. Much of this work is between you and your own conscience. 8.Children, communities and frontline realities have a way of humbling strategy decks very quickly. They remind you that good philanthropy is not charity — it is long-term systems thinking grounded in human reality. 9.This work changes your relationship with time itself. You stop chasing immediate visibility and begin to trust slow compounding. I started my journey in a classroom. That remains my anchor. Because the biggest "high" I've experienced in all these years hasn't come from a title or a milestone. It's come from watching confidence appear where it wasn't, curiosity click into place, and small gains quietly compounding over time. Sixteen years in, I still feel the same pull toward possibility. Time for the next leap of faith. #impactsector #newbeginnings #reflection
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Kanika Bhatia reacted on thisKanika Bhatia reacted on thisA note to my network that after 6 rewarding years, I’ve recently left HSBC. It has been an absolute privilege and pleasure to work with the Operating Committee, senior executives and colleagues across HSBC on Executive Talent, Succession and Development, as well as previously serving as Head of Learning & Talent EMEA. From Monday, I’ll be rejoining Korn Ferry as a Senior Client Partner within the Consulting business after more than 8 years away, and I’m excited for what this next chapter will bring. A big thank you to everyone I’ve worked with over the past few years. I’ve really valued the relationships, experiences and opportunities along the way, and I’m looking forward to reconnecting with many of you in the future.
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