Latest news with #NikhilArora
Yahoo
25-05-2025
- General
- Yahoo
Why Do Tomatoes Split? Experts Explain This Gardening Mystery—and How to Prevent It
Tomatoes typically split due to sudden changes in watering, especially after a dry spell followed by heavy rain or overwatering. Tomatoes with thinner skins, like heirloom varieties, are more susceptible to splitting compared to thicker-skinned types. Preventing splits involves consistent watering practices, mulching to retain soil moisture, and harvesting tomatoes as soon as they matter if you're a novice gardener or a seasoned pro, there are always plant mysteries that we endeavor to solve. If you love growing tomatoes, you may have noticed that your tomatoes sometimes split or crack, but have you ever wondered why? We asked gardening pros to explain this phenomenon, plus let us in on a few tricks for preventing your precious tomatoes from splitting this Power, founder of The Botanical Institute Nikhil Arora, co-founder and CEO at Back to the RootsRelated: How to Grow Tomatoes From Seeds, According to Gardening Experts In short, tomatoes will split because of water irregularities. "Tomatoes often split due to quick changes in watering, causing rapid growth and expansion of the fruit," says Nikhil Arora, co-founder and CEO of Back to the Roots. This often occurs when tomatoes receive heavy watering after a period of drought. Now, this doesn't necessarily mean that you're the culprit for overwatering your tomato plants—a sudden deluge of rain could be why tomatoes crack. "When tomatoes experience a dry period followed by a lot of water (either from heavy rain or irrigation), the inside of the tomato grows quickly as it absorbs water, but the skin can't stretch fast enough to accommodate the sudden growth," says Daniel Powers, founder of Botanical Institute. "This leads to splitting or cracking." Other reasons for tomatoes splitting have less to do with water and more to do with either growing too fast, being near ripe, or being a variety that is prone to splitting, like cherry and heirloom tomatoes, Powers says. "Sometimes, tomatoes might split when they grow too quickly in general, not just due to water intake," he says. "This can be caused by a sudden spike in temperature or fertilization that triggers fast growth, causing the skin to crack." So you've noticed some tomatoes on the vines are beginning to split—now what? You'll want to harvest them early, even if they're not entirely ripe yet. Splits and cracks in tomato skin can lead to rot and disease if left unchecked. For nearly ripened tomatoes, leave them on your kitchen counter to continue the ripening process and watch the splits carefully. You can still eat split tomatoes, but you'll want to make sure they don't smell sour or have any seepage from the crack. If you'd rather grow tomatoes that split less often, consider planting one of these varieties: Roma San Marzano Plum Big Beef Big Boy Golden Sweet Grape Tomato Sun Gold Celebrity Related: A Guide to Tomato Varieties, From Classic Beefsteak to Green Zebra Consistency is key for keeping your tomatoes from splitting, says Arora. "To prevent splitting, it's important to maintain more consistent soil moisture by watering regularly and avoiding sudden changes," he says. Tomatoes will be less overwhelmed by a sudden rainstorm if they have been consistently well-watered before that. One trick that both Arora and Powers recommend is mulching around your tomato plants. "Mulching around the base of the plants can help regulate soil moisture as well as mixing in high-quality organic compost to increase water retention in the soil," Arora says. Read the original article on Martha Stewart
Forbes
08-05-2025
- Business
- Forbes
The Future Of Work, Through Occam's Razor: It's All About People
Nikhil Arora , CEO of Epignosis, has over 25 years of experience in SaaS for SMBs, including roles at GoDaddy, WeWork, Intuit and ADP. getty For too long, we've overcomplicated the future of work—treating it like a puzzle to solve. But the answer has always been simple: Work isn't about managing processes; it's about managing people. Occam's Razor reminds us that the simplest explanation is often the right one. Strip away the noise and outdated systems, and you're left with a core truth: People are the driving force behind every organization's success. We're not just witnessing a shift—we're rewriting the contract between companies and their people. Welcome to Work 3.0: where talent, adaptability and engagement define success. Many still cling to the rules of Work 1.0 and 2.0, where efficiency and hierarchy reigned. That era is over. The new world of work demands new leadership and a renewed focus on human potential. Work 1.0: The Industrial Work Era Back when work predominately meant physical labor (think assembly lines, factories, etc.,) managers were enforcers. Productivity was measured in output per hour, and employees were often viewed as replaceable cogs in a system. Then came automation, electricity and economic shifts, which moved us into... Work 2.0: The Knowledge Work Era The mid-20th century brought a shift to corporate hierarchies, knowledge-based jobs and office life. Managers became process optimizers—focused on efficiency, workflows and predictable results. But by the late '90s/early 2000s, technology was moving faster than management models could keep up. Then, a few key moments made Work 2.0 unsustainable: • The Dot-Com Boom and Bust forced businesses to rethink digital transformation. • The 2008 Financial Crisis gave rise to the gig economy. • The 2010s Tech Explosion introduced remote work, automation and new work flexibility. • Then, Covid happened. And in less than a year, everything changed. Work 3.0: The Talent-Driven Era The pandemic didn't create Work 3.0—it just made it unavoidable. Remote work, hybrid models, digital collaboration and flexible careers had been creeping in for years. But when companies had no choice but to trust employees to work unsupervised, an uncomfortable truth surfaced: People didn't need process-heavy managers nearly as much as we thought. That's when Work 3.0 took hold, revealing: • Skill density matters more than tenure. • Autonomy outperforms micromanagement. • People want more than a paycheck; they want engagement, meaning and growth. What the Data Tells Us—And Why It Matters If you think your employees are engaged, the numbers suggest otherwise. Gallup's latest data reveals: • Only 32% of employees feel engaged at work. • 18% are actively disengaged—not just doing the bare minimum but struggling with motivation and, in some cases, pulling others down with them. • The economic impact of disengagement? A staggering $8.8 trillion in lost productivity. And here's another challenge: 45% of managers say their companies aren't doing enough to develop future leaders, according to a recent TalentLMS survey. That means organizations aren't just losing talent; they're missing the opportunity to nurture and grow it. If leadership development remains reserved for the top 1%, what happens to the 99% left behind? They stall. They disengage. Eventually, they leave. The New Rules Of Work 3.0 If Work 1.0 was about optimizing production, and Work 2.0 was about optimizing processes, then Work 3.0 is about optimizing people's potential. And that means managers must do these four things better than ever. 1. Build skill density (not just hire for roles). With AI automating tasks and industries evolving fast, companies don't need role-fillers—they need learners and adapters. That calls for a culture of continuous learning, where managers are skill builders, not just performance trackers. Leadership development must go beyond the top tier. It's about equipping leaders at every level with the right capabilities to move the business forward. One-size-fits-all programs won't cut it. Organizations must define the leadership skills they truly need and build systems to grow them across the board. A manager's top KPI isn't revenue or process—it's people. If your team isn't growing, neither is your business. 2. Adapt to flexible work models (because employees already have). Remote, hybrid, in-office—it doesn't matter. The best talent expects flexibility and trust in how they work. The managers who win in Work 3.0 are the ones who know how to create inclusion, drive collaboration and ensure performance — without micromanaging. 3. Focus on engagement and retention (because turnover is the real cost killer). Retention isn't just an HR function—it's a leadership responsibility. It starts with creating meaningful growth opportunities, fostering psychological safety and building a workplace culture where employees feel valued and invested in the long term. 4. Lead with empathy and adaptability (because people want purpose, not just a paycheck). While compensation matters, the strongest driver of engagement is a sense of belonging and purpose at work. Employees thrive when they feel valued and supported—not just as workers but as individuals. Notably, 80% of workers report that learning enhances their sense of purpose in their roles. This underscores the importance of providing growth opportunities to keep employees engaged and invested. This isn't just about workplace culture; it's a strategic advantage. Leaders who build trust, foster purpose and adapt to their teams' needs will attract and retain top talent. Why Work 3.0 Demands A Growth Mindset Yet the most critical skill in Work 3.0 isn't technical. It's mental. A growth mindset—the belief that abilities can be developed through effort, learning and persistence—is the single biggest differentiator between leaders who thrive and those who fail. The best managers don't have all the answers. They find them. They don't fear change—they adapt to it. They don't punish failure—they see it as learning. The companies that embrace this will win. The Bottom Line: Keep It Simple—People Over Processes If this all sounds too complicated, let's go back to Occam's Razor. The simplest explanation is usually the right one. And the simplest truth about work today is this: If you invest in your people's potential, you'll thrive. The future of work isn't about managing workflows. It's about managing potential—creating an environment where people feel empowered to grow, innovate and bring their best to the table every day. Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify?
Associated Press
09-04-2025
- Business
- Associated Press
New TalentLMS Research Reveals 'Quiet Cracking' as a Hidden Crisis in the U.S. Workplace
More than half of employees surveyed say they experience some level of Quiet Cracking — a persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit. SAN FRANCISCO, April 9, 2025 /PRNewswire/ -- TalentLMS, a leading employee training platform, released a study of 1,000 U.S. employees that uncovers a silent crisis in the workplace that's going largely undetected — a phenomenon its researchers have coined 'Quiet Cracking.' Over half of employees surveyed (54%) experience some level of Quiet Cracking, and one in five report experiencing it frequently or constantly. Unlike burnout or quiet quitting, Quiet Cracking doesn't manifest in obvious ways — making it even more dangerous for business leaders to ignore. The report highlights the steep costs of ignoring early signs of disengagement, which could lead to reduced performance and increased turnover risk. According to the report 'Quiet Cracking: A Hidden Workplace Crisis', employees in this state are less likely to take on extra responsibilities, share ideas with team members, or attend company/team events. 'Quiet Cracking may not be obvious at first, but over time it can wear down team energy, connection, and trust,' said Nikhil Arora, CEO of Epignosis, the parent company of TalentLMS. 'But the solution isn't complicated. When people feel stuck, unheard, or unsure about their future, that's when disengagement creeps in. Giving employees space to grow — through learning, skilling, and real conversations — is one of the most powerful ways to turn things around. It not only shows people they matter, but helps them rediscover a sense of purpose and forward momentum, something we all seek at work and in life.' The survey asked employees a range of questions including how secure they feel in their current jobs, whether their manager listens to their concerns and whether their employer has provided training in the past 12 months. Other key findings include: 29% report unmanageable workloads. 20% say their manager doesn't listen to their concerns. 42% haven't received any employer-provided training in the last 12 months. Employees without training are 140% more likely to feel job insecure. Quiet Cracking employees are 68% less likely to feel valued and recognized at work. The research also found that, while 82% of employees feel secure in their current roles, this confidence plummets to 62% when asked about their future with their company — revealing a major disconnect between present stability and long-term commitment. TalentLMS urges organizations to take simple but effective actions to combat this trend: Survey employees: HR and leadership should know if their employees are suffering from persistent feelings of unhappiness; knowing is the first step. Empower managers with empathy: Listening, regular check-ins, and recognition can dramatically improve employee sentiment. Double down on learning and development: Employees who receive regular training are more likely to feel confident, engaged and valued. Recognize contributions frequently: Low-cost recognition programs can deliver a high impact on employee morale. Clarify expectations and manage workloads: When people know what's expected and workloads are balanced, disengagement drops. The full report underscores that training, communication, and recognition aren't just 'nice to haves' — they're critical business strategies for building a more resilient, productive and happier workforce. About TalentLMS Trusted by 70,000 teams, TalentLMS is the training platform built for success and designed with simplicity in mind. With a course library, an intuitive interface, and all the tools you need to create transcendent training, you'll be up and running in no time. For media queries, please contact Eri Panselina at [email protected].
Associated Press
19-02-2025
- Business
- Associated Press
TalentLMS Offers TalentLMS Learning Software to Women-owned SMBs for International Women's Day
The theme of IWD this year is #AccelerateAction. TalentLMS launches its Skills Accelerator Program to help female entrepreneurs with upskilling and cultivating a culture of continuous learning. SAN FRANCISCO, Feb. 19, 2025 /PRNewswire/ -- TalentLMS, a leading LMS for learning success, is proud to announce the launch of its Skills Accelerator Program for women-owned small and medium-sized businesses (SMBs). This initiative is designed to empower women entrepreneurs by providing them with the necessary technology and resources for employee reskilling and upskilling opportunities, helping foster a culture of continuous learning. TalentLMS will offer 20 selected women entrepreneurs full access to the industry-leading learning platform for one year. In today's rapidly evolving business landscape, it is imperative to address the challenges faced by women-owned businesses. Economic and social imperatives underscore the importance of strengthening women entrepreneurs, not only as a matter of equality but also for economic growth and sustainability. Women-owned businesses often encounter obstacles such as limited access to capital and lower profitability compared to their male counterparts. According to a recent LinkedIn global study, organizations that invest in employee development report 15% higher productivity levels than those that don't. TalentLMS recognizes these challenges and is committed to providing support to bridge the gender gap in entrepreneurship. 'At Epignosis, we believe that equal access to opportunities and resources is essential for building a more equitable and thriving business landscape. Women play a pivotal role in shaping the workforce and driving economic growth, yet too often face systemic barriers to success. With the launch of the TalentLMS Skills Accelerator Program for women-owned SMBs, we are taking deliberate action to break down these barriers and create pathways for women entrepreneurs to thrive,' said Nikhil Arora, CEO of Epignosis, parent company of TalentLMS. 'Investing in continuous learning isn't just beneficial—it's imperative. We are proud to support women-owned businesses that may lack the financial resources to invest in employee development, knowing that robust learning programs not only foster innovation and engagement but also drive long-term business success.' The program will offer the selected women-owned SMBs access to TalentLMS, along with access to TalentLibrary™, a library of ready-made courses for training on soft skills and workplace topics. TalentLMS makes training easy, simple, and accessible. It ensures your learners are not only engaged but also grow and excel in their roles, significantly contributing to your company's success. About TalentLMS Trusted by 70,000 teams, TalentLMS is the training platform built for success and designed with simplicity in mind. With a course library, an intuitive interface, and all the tools you need to create transcendent training, you'll be up and running in no time. SOURCE Epignosis
