🤘Dejan Gajsek on LinkedIn: Have you ever heard of Goldman Sachs' 15-minute rule at Goldman Sachs? It… | 10 comments (2024)

😮 Goldman Sachs has made me incredibly impatient!Let me tell you why 👇🏽 For years I was trained to respond straight away.❗ An email pops up👉🏽 You respond❗ Someone calls👉🏽 You respond❗ Someone needs to see you👉🏽 You respondSo even after I left, when I heard a ping, a message, a call...I had to respond IMMEDIATELY.✖ But then I realised, it’s not healthy.✖ You can’t be on autopilot all the time.✔ It is ok to respond to a message after 30 minutes, not 3.✔ It is ok to call someone back, if you’re in the middle of something.✔ It is ok to turn off your phone, when you need to focus on your work.❗ Our brain still has not evolved to constant stimulation and reactions.👉🏽 Give yourself a break.The world will go on with or without you.Share ♻ it to help others Get in touch 🤝 and connect with meRing the 🔔 on my profile to see more of my content.#growthmindset #goalsetting #wellbeing #performance #coaching

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Diversity isn't just a buzzword; it's the key to innovation in the Financial Services Industry 🌍 It's about bringing together varied perspectives to challenge the status quo and unlock hidden potential. But the real challenge? It's not just finding diverse talent; it's about weaving those unique voices into the core of our decision-making processes.It's not just about filling a quota; it's about creating a melting pot of ideas that can lead to better risk management and more creative investment strategies.Here's what I've learned throughout my career:- Diverse teams are more likely to identify new market opportunities- A variety of perspectives can lead to more robust risk assessment- Inclusive environments often result in higher employee satisfaction and retentionIf you're in the hedge fund industry and looking to not just adapt but thrive through diversity, let's connect. Together, we can shape a culture that not only welcomes different voices but amplifies them.#HedgeFunds #DiversityInFinance #TalentAcquisition

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Through extensive employee listening and focus groups related to internal mobility at Goldman Sachs, David (Global Head of Talent Development) and his team identified 3 key opportunities for improvement. ⬇️⬇️1. Access & VisibilityEmployees couldn't see the various pathways and opportunities within Goldman Sachs.To solve this, they implemented tech to give employees' visibility into how their skills align with the opportunities available.2. Mindset ChangeManagers were having difficulty letting go of their team members because of the perceived difficulty in finding replacements.They needed to shift the mindset from a mindset of talent scarcity to one of talent abundance by developing an ecosystem for talent mobility and creating a supply-demand balance of talent within the organization."If that manager knows that if they develop that person, help them find their next role, there's 10 other people waiting because we've got an ecosystem of shared talent, and in a way in which we can connect the supply and demand of talent. That's going to actually help start to change that mindset."3. Policy reformThe third opportunity was with Goldman Sachs's policies regarding employee mobility, specifically policies dictating how long an employee should stay in their current job before being eligible for the next one, and the length of the transition period.So, they standardized these policies, and aligned them with their intention of encouraging more mobility within the organization.Link to the full episode in the comments.________🔔 Want more MPL content? Follow our page or subscribe to the show wherever you get your podcasts.#HR #humanresources #talentmobility #employeemobility #internalmobility #talentabundance #goldmansachs #talentdevelopment #learninganddevelopment #growthopportunities #chro #chiefpeopleofficer #podcast #modernpeopleleader

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For all my people leader folks (and if you are a leader, by definition you are a people leader), one of my favorite podcasts The Modern People Leader had one of my favorite leaders David Landman, Ph.D. as a guest. My advice, listen and subscribe. So much wisdom and insight.#employeeexperience #humanresources #leadership #futureofwork

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It's not going well for them.And it won't.I worked at Goldman Sachs for a number of years and LOVED my time there! Lots of access to senior leaders, learning from others, and cool projects.But 5 days a week?It's a cultural death toll.💪 Time to reimagine, reset, and move forward.#futureofwork #hybridwork #flexiblework #hybridskills

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🚀 **Milestone Update in the #6Companies30DaysChallenge!** 🚀Greetings, LinkedIn community! 👋 Exciting developments in my journey through the #6Companies30DaysChallenge and #ReviseWithArsh! 🌟 Today, I successfully tackled 8 out of the 15 crucial questions essential for excelling in a Goldman Sachs interview. Tomorrow, I'm determined to conquer even more questions. 🏦💼🔍 **Successfully Resolved Challenges:**- Minimize the Maximum of Two Arrays- Employee Priority Systems- Kth Smallest Element Query- Combination Sum- Flip Matrix- Combinations in a Phone Number- Find Missing and Repeating- Following a Number Pattern- K - divisible Elements Subarrays**Challenge Progress:**- Questions Conquered: 9/15 for Goldman Sachs- Days Accomplished: 3/30Eagerly anticipating the upcoming challenges and thrilled by the momentum gained! 💪 Come join me on this odyssey of discovery, growth, and triumph! 🌐🚀Arsh Kumar**#6Companies30Days****#ReviseWithArsh****#CareerDevelopment****#TechSkills****#ProblemSolving****#LearningJourney****#GoldmanSachs****#ChallengeAccepted**

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Every business has a purpose, but most don't use it to its full potential as a resource. Purpose is not an end goal, but a spectrum that requires continuous work and every business falls somewhere on it. 🌟 MaryLee SachsSachs, M. 2020. “Purpose Is a Spectrum – Where Does Your Company Fall?”, http://brandingmag.com#mindshifters #employeepurpose #employeeengagement #talentdevelopment #human #purpose #culture #value

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If you're a legacy brand that is in a saturated market and the public has lost interest in your industry, how do you pivot?Goldman Sachs is a legacy brand. Known to be one of the top investment banks in the world that demands excellence and the best from all its talent. Despite of this, the talent pool is drying up when it comes to the traditional finance sector. Gen Z prefers to learn trade skills rather than going into a traditional occupation. More millennials are seeking occupations with a work-life balance.In addition, the rise of technology and due to the aftermath of the pandemic, workers are now opting for remote gigs and full-time side hustles rather than going back to the office and punching a time card. Furthermore, legacy investment banking brands such as Goldman Sachs have had a reputation for filling their seats with legacy hires from Ivy League universities.With all these challenges and new trends, what can a legacy brand do to attract new blood into its mix and continue its growth? In the case of Goldman Sachs, they did the unthinkable. The Goldman Sachs branding team highlighted all the trending topics of today in one article: ✅ Work-life balance✅ Diversity hire✅ Working mother✅ Work hack✅ Time blocking✅ FamilyWith that one article, Goldman Sachs has shed light on what it's like working in today's global financial institution, which has become a far cry from the investment bank stereotype of yesterday. If the image that is often associated with mega financial institutions has been Caucasian men in suits, behind desks, working from dawn till dusk, well Goldman wants you to know that with them, it's not business as usual! Goldman is pivoting to becoming a modern workplace with plenty of diversity hire and is keeping up with the trends and today's conversation. Acknowledging that a brand needs to pivot is one thing, but actually doing it, is on a whole other level. Kudos to the Goldman branding and content team! This was brilliant!Link to the Goldman Sachs article in the comments below. Ps: Do you have any productivity hacks that you use? ------------------------------------Images courtesy of : Pixabay, Pexels, CNBCIf you like this content and it resonates, repost ♻️ this to your network#goldmansachs #productivity #branding #finance

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By incorporating the many different roles that purpose plays into every aspect of the internal and external dealings of a business, purpose champions use purpose to full effect – but that doesn’t negate the value of falling anywhere along the spectrum at all. ✨ What matters most is that businesses use purpose to guide their actions and have a better understanding of what success means for themselves. 🚀 🌟 MaryLee SachsSachs, M. 2020. “Purpose Is a Spectrum – Where Does Your Company Fall?”, http://brandingmag.com#mindshifters #employeepurpose #employeeengagement #talentdevelopment #human #purpose #culture #value

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Interesting discussion today on a webinar lead by The Ivey Academy on hiring and training programs being organized more proactively around neurodiversity in the workplace. All types of employees can contribute to the corporate culture, which increasingly becomes the defining feature of success or failure of a business, which this week's forced merger of a once notable Swiss banking powerhouse, Credit Suisse with UBS bears out. #hiring #businessleadership #culture #diversitymatters

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