Eishan Gupta Joins LMS as VP of Carrier Relations

Next Level Learning & Consulting exists to help organizations grow without losing trust—internally or externally. Learning, culture, and customer experience aren’t separate conversations. When they’re misaligned, teams feel it first—and customers follow.

B2B leaders don’t need more inspiration. They need structured time to think, test, and adapt. Discover why B2B leaders who embrace active learning gain a competitive edge. Check out our latest blog post for valuable insights: https://forr.com/3O9Vm4l

High-stakes enterprise growth isn't just about the "pitch"—it’s about creating a physical theater for strategic alignment. Earlier this month, I had the privilege of driving a large-scale strategic marketing intervention that felt less like an "engagement" and more like a glimpse into the future of B2B collaboration. Bringing together 40+ client stakeholders, including 18 C-Suite leaders, the objective was clear: Move beyond vendor-partner dynamics and toward true ecosystem co-innovation. The Scale of Execution: Spatial Storytelling: We transformed 7,000 sq. ft. into a living narrative of innovation. This wasn't just branding; it was a curated journey through cloud-native futures, AI-led transformation, and resilient digital cores. Executive Interfacing: Supporting walkthroughs for the C-Suite requires a balance of high-level business vision and granular technical readiness. The "Invisible" Rigor: Behind the seamless experience lay weeks of complex program management, cross-functional synergy, and the kind of high-pressure iteration that defines HCLTech’s culture of #SuperchargingProgress. As an MBA, you’re taught about "Value Co-creation" in textbooks. Seeing it happen at this scale—where 7,000 square feet of ideas turns into a roadmap for global enterprise success—is where the real learning begins. The future of B2B marketing isn't just digital; it's experiential, strategic, and deeply integrated into the client’s success story. #StrategicMarketing #ExecutiveEngagement #HCLTech #B2BGrowth #IIMIndoreAlumni #ExperientialStrategy

𝗪𝗵𝘆 𝗗𝗶𝘀𝘁𝗿𝗶𝗯𝘂𝘁𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲𝘀 𝗡𝗲𝗲𝗱 𝗮 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗔𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁𝘂𝗿𝗲 A field supervisor in rural India logs into a mandatory compliance training at midnight. It is scheduled for headquarters time, delivered in generic English, and built around scenarios that do not reflect her reality. She completes it. The system records success. Performance on the ground does not change. This disconnect is becoming common.  As organizations expand across geographies, time zones, and cultures, traditional one size fits all training models break down. Distributed teams do not share the same context. Differences in language, culture, regulation, infrastructure, and working conditions shape how guidance is understood and applied. When training is reduced to translated slide decks or global webinars, performance gaps persist. The issue is not learning. It is scale. 𝗪𝗵𝘆 𝘁𝗵𝗲 𝗼𝗹𝗱 𝗺𝗼𝗱𝗲𝗹 𝗳𝗮𝗶𝗹𝘀 Uniform delivery ignores local realities  Synchronous sessions privilege some time zones over others  Generic examples feel abstract and optional  The result is surface level consistency and deep operational divergence. 𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀 High performing organizations treat training as architecture, not events. They:  Define non-negotiable standards while allowing local adaptation  Design modular, asynchronous learning that fits real work rhythms  Embed performance support into workflows, not just courses  Measure impact through application and decision quality, not completion rates The goal is not identical behavior. It is aligned judgment. 𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗮𝘆𝗼𝗳𝗳 When training architecture is done right, organizations scale capability without losing control. Onboarding accelerates, regional expansion carries less risk, and standards hold even as teams diversify.  Distributed workforces are not a phase. They are the operating model. The real question for leaders is no longer “Are we training our people?”  It is “Is our training designed to scale performance or just distribute content?” 𝘼𝙪𝙩𝙝𝙤𝙧𝙚𝙙 𝙗𝙮: Shweta Sharma 𝙍𝙚𝙖𝙙 𝙩𝙝𝙚 𝙛𝙪𝙡𝙡 𝙖𝙧𝙩𝙞𝙘𝙡𝙚 𝙤𝙣: 𝙒𝙚𝙗𝙨𝙞𝙩𝙚: (https://lnkd.in/gvtdg3SR) 𝙎𝙪𝙗𝙨𝙩𝙖𝙘𝙠: (https://lnkd.in/gn_UeuJh) #DistributedWork #LearningArchitecture #WorkforceEnablement #GlobalTeams #LeadershipDevelopment #OperationalExcellence #FutureOfWork

𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐒𝐩𝐨𝐭𝐥𝐢𝐠𝐡𝐭 : 𝐄𝐢𝐬𝐡𝐚𝐧 𝐆𝐮𝐩𝐭𝐚 Eishan Gupta has been appointed as Vice President – Carrier Relations at LMS, marking a significant leadership addition as the company continues to strengthen its digital and technology-driven growth strategy. In his new role, Eishan will lead the business development function, driving global growth initiatives, strengthening CPaaS procurement platforms, and enabling scalable, secure, and future-ready operations across the international messaging and telecom ecosystem. This appointment highlights LMS’s focus on leveraging technology as a strategic enabler of operational excellence, efficiency, and innovation. Eishan will play a pivotal role in scaling high-performing sales organizations, enhancing digital resilience, and supporting cross-functional leadership with robust, enterprise-grade solutions. With over 13 years of industry experience, including a decade in the A2P messaging space and leadership stints at Tata Communications and Sify Technologies, Eishan brings deep domain expertise and a proven growth mindset positioning LMS to accelerate its global digital journey. #LeadershipAppointment #EishanGupta #LMS #CarrierRelations #CPaaS #Telecom #BusinessDevelopment #GlobalGrowth #DigitalTransformation #Innovation Vivek Bhattacharya | Priya Kurup | Kaumudi Vaidya | dimpal vishwakarma | Gayatri Chavan |Varun Redkar | Snehashish Chakkravarty | Sanchaita Pujari | Zaina Shemle | Archana Jaiswar |Shaikh Nusrat Jahan | SkillTech | SKILL AI | Bharat Trails

Is organizational culture enough to ensure effective knowledge sharing in SaaS companies? During my doctoral research on knowledge sharing in cross-functional teams within SaaS organizations, I encountered a finding that challenged a widely accepted assumption: Socio-cultural factors alone do not significantly determine the level of knowledge sharing. For years, organizations have invested heavily in building collaborative cultures. While culture remains important, my research suggests that sustainable knowledge exchange depends more on structural and strategic enablers than on informal relationships alone. What truly drives effective knowledge sharing? 1.Strong technological infrastructure – integrated platforms, shared repositories, and digital collaboration tools 2.Leadership orientation – leaders who model transparency, learning behavior, and documentation discipline 3.Process integration – clearly defined workflows and structured knowledge systems 4.Psychological safety – environments where individuals can share insights without fear In fast-growing SaaS firms, knowledge cannot remain personality-driven or informal. It must be designed, institutionalized, and aligned with business strategy. The implication is clear: Knowledge Management should not be treated as a cultural initiative under HR alone. It must evolve into a strategic organizational capability. Organizations that systematize knowledge sharing are better positioned to: -Accelerate innovation -Reduce redundancy -Improve decision-making -Build long-term resilience In the digital economy, competitive advantage does not come from what an organization knows, but from how effectively it shares, applies, and renews that knowledge. I look forward to engaging with professionals, researchers, and industry leaders who are working at the intersection of Knowledge Management, SaaS, and organizational learning. #KnowledgeManagement #SaaS #OrganizationalLearning #Leadership #DigitalTransformation #PhDResearch #CrossFunctionalTeams #FutureOfWork #kafein

𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴�� enables progress. 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 elevates impact. In a recent conversation with Leonil Seneca, a respected BPO transformation leader known for scaling operations and driving execution discipline, we aligned on a common reality.   Across the platform landscape, many solutions help teams move fast early on. Tools are implemented, dashboards go live, and early momentum builds. What’s often overlooked is what happens next.   Without a strong partnership model, adoption slows, priorities shift, and execution rests entirely on internal teams. Over time, usage tapers off, insights lose relevance, and progress stalls.   What we often see with many platform providers: 🔐 Tools are deployed. Access is granted. 👥 Teams are left to manage adoption and change on their own. 🧩 Execution becomes fragmented as priorities evolve. At AmplifAI, we believe technology alone isn’t enough. We show up.   Beyond delivering 𝗔𝗜-𝗽𝗼𝘄𝗲𝗿𝗲𝗱 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 and 𝗶𝗻𝘀𝗶𝗴𝗵𝘁 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀, we work alongside our clients, on-site when possible, to understand their operating realities, priorities, and constraints. This enables us to align the platform not only with metrics but also with how work genuinely gets done.   What partnership looks like in practice: • 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀-𝗮𝗹𝗶𝗴𝗻𝗲𝗱 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 anchored on 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀 • 𝗜𝗻-𝗽𝗲𝗿𝘀𝗼𝗻 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 that builds shared context and alignment • Embedded 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻 𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗽𝗹𝗮𝘁𝗳𝗼𝗿𝗺 𝗶𝗻𝘁𝗼 𝗱𝗮𝗶𝗹𝘆 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 • 𝗘𝗻𝗮𝗯𝗹𝗲𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 that develops confident, capable teams • Clear paths from 𝗶𝗻𝘀𝗶𝗴𝗵𝘁 𝘁𝗼 𝗮𝗰𝘁𝗶𝗼𝗻 supported by ongoing partnership   𝘛𝘩𝘦 𝘳𝘦𝘴𝘶𝘭𝘵 𝘪𝘴𝘯’𝘵 𝘫𝘶𝘴𝘵 𝘣𝘦𝘵𝘵𝘦𝘳 𝘥𝘢𝘴𝘩𝘣𝘰𝘢𝘳𝘥𝘴 - 𝗜𝘁’𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗲𝗱 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁   Technology can accelerate progress. 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 is what elevates it. Grateful to work with clients who value presence, collaboration, and shared outcomes.   #Partnership #OperationalExcellence #EnterpriseTransformation #AmplifAI

The education industry is one of the most underestimated training grounds for stakeholder management. You learn quickly that understanding something deeply is not the same as explaining it clearly. If people don’t grasp the “why,” they won’t follow the process. Managing a classroom taught me the importance of expectation setting. Parents, students, coordinators… different stakeholders, different pressures, one shared outcome. It also taught me to say "No" when structure requires it. Flexibility without boundaries is chaotic. Clarity with empathy creates progress. And multitasking? Try running parallel workflows while tracking individual performance, documentation, and long-term development plans. Today in Customer Success and HRTech, the context is different but the core is actually the same: you have to translate complexity into decisions people can act on. The real skill is managing understanding. Specific tools? You can learn that along the way... can’t you? 🧡 #CustomerSuccess #HRTech

Some CX conversations do not end when the meeting ends.   Many organisations focus on the 𝗼𝘂𝘁𝗲𝗿 𝗹𝗼𝗼𝗽: 🔹 Acknowledge. Respond. Resolve.   Few truly master the 𝗶𝗻𝗻𝗲𝗿 𝗹𝗼𝗼𝗽: 🔹 Analyse. Prioritise. Fix. Track impact. Embed learning.   Closing the loop properly means doing both.   When customers take the time to share feedback, they deserve more than a thank you. They deserve to see that it shaped decisions, influenced priorities, and improved their experience.   The outer loop builds trust. The inner loop builds performance.   Most companies are still trying to get the first one right. Even fewer have structured accountability for the second. If you want a disciplined, measurable way to close both loops, internally and externally, we can help. Close the loop. 𝘗𝘳𝘰𝘱𝘦𝘳𝘭𝘺. #CloseTheLoop #ExperienceManagement #CustomerExperience #XMwize

CHANGE TOOLSTACK: From Comms to Adoption (new-age change management) Most change plans still over-invest in “tell” and under-invest in “enable”. In today’s hybrid, tool-heavy workplace, adoption is won in the flow of work, not in the slide deck. ✅Here is the practical stack I see working: Behavioural nudges: Use digital nudging to turn training into small weekly actions that reinforce the desired behaviours (e.g., Nudgeable-style nudges delivered as timely prompts with tracking). Feedback and coaching spine: Tie change outcomes to goals, check-ins and continuous feedback using platforms like Betterworks, so managers coach progress, not just chase compliance. Targeted employee comms: Treat comms like a product, segment audiences and measure engagement using platforms such as Poppulo. Digital Adoption Platforms (DAP): Put guidance inside the system itself using Whatfix, WalkMe or SAP Enable Now, so users get in-app walkthroughs, performance support and analytics on where they struggle. Automation and analytics: Connect signals to actions with workflow automation, then track adoption and friction with dashboards. Actionable tip ✅ Create a “Change Tool Stack Map” for ONE critical user journey: Step; behaviour required; nudge message; in-app guidance (DAP); coaching prompt; success metric; owner; review cadence. Which is missing in your org today: nudges, coaching cadence, or in-app adoption support? #ChangeManagement #DigitalAdoption #WalkMe #Whatfix #SAPEnableNow #ChangeLeadership