Punit Chhatpar

𝐂𝐫𝐨𝐫𝐞𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐁𝐚𝐧𝐤, 𝐁𝐮𝐭 𝐍𝐨 𝐏𝐞𝐚𝐜𝐞 𝐚𝐭 𝐇𝐨𝐦𝐞 - 𝐖𝐡𝐲 𝐄𝐬𝐭𝐚𝐭𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐈𝐬 𝐚 𝐌𝐮𝐬𝐭 Another boardroom battle spills into headlines, this time at Sona BLW Precision Forgings (Sona Comstar). 📰 Sunjay Kapoor’s mother has challenged the appointment of his wife, Priya Sachdev Kapoor, as a director in the company. What should’ve been a private family matter is now a public corporate controversy. But this isn’t just “another high-profile spat.” 👉 It’s a wake-up call for everyone building wealth. Because here’s the harsh truth: 𝐘𝐨𝐮 𝐜𝐚𝐧 𝐠𝐫𝐨𝐰 𝐚𝐬𝐬𝐞𝐭𝐬 𝐰𝐨𝐫𝐭𝐡 𝐜𝐫𝐨𝐫𝐞𝐬 𝐛𝐮𝐭 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐞𝐬𝐭𝐚𝐭𝐞 𝐩𝐥𝐚𝐧𝐧𝐢𝐧𝐠, 𝐢𝐭 𝐜𝐚𝐧 𝐚𝐥𝐥 𝐥𝐞𝐚𝐝 𝐭𝐨 𝐜𝐨𝐧𝐟𝐥𝐢𝐜𝐭, 𝐜𝐨𝐮𝐫𝐭𝐫𝐨𝐨𝐦𝐬, 𝐚𝐧𝐝 𝐜𝐡𝐚𝐨𝐬. 📌 Whether it’s a ₹10 crore business or a ₹10 lakh mutual fund portfolio, If you don’t plan how your wealth will be handled, someone else will fight to control it. As financial advisors, we often focus on building wealth — SIPs, portfolios, startups… But protecting that wealth is just as critical. 𝐓𝐡𝐚𝐭’𝐬 𝐰𝐡𝐞𝐫𝐞 𝐄𝐬𝐭𝐚𝐭𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐜𝐨𝐦𝐞𝐬 𝐢𝐧. ✅ Wills ✅ Succession Planning ✅ Family Trusts ✅ Power of Attorney ✅ Clear business continuity structures All of this isn’t just for the ultra-rich, it’s a basic hygiene for anyone serious about generational wealth. 🔑 Lesson? 𝐃𝐨𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐢𝐧𝐯𝐞𝐬𝐭 𝐬𝐦𝐚𝐫𝐭𝐥𝐲. 𝐏𝐥𝐚𝐧 𝐲𝐨𝐮𝐫 𝐥𝐞𝐠𝐚𝐜𝐲 𝐰𝐢𝐬𝐞𝐥𝐲. 💻 Follow Isha Jain & Soch Finance to level up your investment journey. ✒️ I write to simplify Finance & Investing for retail investors. #EstatePlanning #WealthWisdom #InvestmentAdvisory #FamilyBusiness #SuccessionPlanning #PersonalFinance #SonaComstar #LegacyPlanning #IndianInvestors #WealthManagement

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In the corporate world, leadership styles vary widely—some leaders rule with an iron fist, instilling fear to maintain control, while others earn respect through integrity, competence, and empathy. While fear may produce short-term compliance, respect fosters long-term loyalty, innovation, and a thriving workplace culture. Here’s why earning respect is far more effective than being feared—and how you can cultivate it. How to Earn Respect in the Workplace 1. Lead by Example: Actions speak louder than words. If you expect punctuality, be on time. If you value hard work, demonstrate it. Employees respect leaders who practice what they preach. 2. Show Empathy & Active Listening: Respected leaders don’t just dictate - they listen. Understand your team’s challenges, acknowledge their concerns, and provide support. Empathy builds trust and loyalty. 3. Be Fair & Transparent: Favoritism and secrecy erode trust. Treat everyone equitably, communicate openly about decisions, and admit mistakes when they happen. Transparency fosters credibility. 4. Recognise & Appreciate Contributions: People want to feel valued. Publicly acknowledge hard work, reward achievements, and provide constructive feedback. Recognition boosts morale and motivation. 5. Stay Humble & Approachable: Arrogance alienates teams. Great leaders remain humble, admit when they don’t have all the answers, and encourage input from all levels. 6. Deliver on Promises: Consistency builds trust. If you commit to something—whether a raise, a project change, or support—follow through. Reliability earns respect over time. 7. Encourage Growth & Development: Invest in your team’s professional growth. Mentorship, training, and career development opportunities show that you value their future, not just their output. Conclusion: Respect Lasts, Fear Fades. As the saying goes, ‘People will forget what you said, people will forget what you did, but people will never forget how you made them feel.’ Choose to be a leader who earns respect and leaves a legacy for younger generations to come - not one who demands fear.

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Long Stability in a Single Organisation – Strength or Limitation? In the corporate world, long stability is often seen as a symbol of trust, loyalty, and consistent performance. Employees who dedicate years to one organisation become more than contributors – they evolve into the foundation of the system, carrying deep institutional knowledge, strong networks, and a track record of results. This long-term commitment not only fosters personal growth and leadership opportunities but also demonstrates resilience across changing business environments. 👉 Positive Side: Stability showcases reliability, reduces hiring & training costs, ensures business continuity, and reflects an employee’s ability to deliver performance over time. 👉 Challenging Side: Without adaptability, innovation, and continuous learning, long stability may also bring skill stagnation, limited exposure, and slowed career progression. 👉 The real success of long stability lies in balancing loyalty with learning, experience with adaptability, and consistency with innovation. An employee who remains stable yet keeps upgrading skills doesn’t just grow personally — they become an irreplaceable asset to the organisation. #CareerGrowth #Performance #LearningAndDevelopment #Leadership #Stability

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Buzzword of LTI and decoding success of the same. Some interesting Facts about LTI (Long Term Incentives) - Organizations with a stable LTI plan grow at 3 times faster than without one - 66% of organizations have already started to offer LTI as part of Total Compensation - Only 12% of rewards professionals understand LTI strategy - Well Designed LTI Programs attract right talent and help retain them Source: #HBR & #AON To be continued .....

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𝗧𝗼𝗽 𝗣𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀 𝗼𝗳 𝗛𝗶𝗴𝗵-𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗧𝗲𝗮𝗺𝘀 💡 Over the years, I’ve been part of several ESAT Top Performer roundtables — groups of leaders with 95%+ employee satisfaction scores across various industries. And here’s what always stands out: The best leadership principles are agnostic of industry — they work anywhere people work. Here are the themes that consistently rise to the top — plus how to apply them right now: 1️⃣ Have fun. → Celebrate wins, run small competitions, share laughter. Culture starts with energy. 2️⃣ Be responsive. → Acknowledge messages quickly — even if it’s “Got it, I’ll circle back.” Silence kills momentum. 3️⃣ Own your messages. → Deliver tough updates yourself. Don’t delegate communication when it matters most. 4️⃣ Have the tough conversations. → Don’t avoid them. Preparation + empathy = progress. 5️⃣ Understand your team’s motivations. → Ask, “What drives you?” Don’t assume — discover. 6️⃣ Be vulnerable and honest. → Admit mistakes. It builds trust faster than perfection ever will. 7️⃣ Maintain company messaging, even when it’s hard. → Leadership is about balancing transparency and stability. Both matter. 8️⃣ Get to know your people personally. → Ask about life outside of work. It’s not small talk—it’s connection. 9️⃣ Have career discussions regularly. → Growth doesn’t happen by accident. Create plans, track progress, celebrate movement. 🔟 Help the team find learning in every challenge. → “What can we take from this?” turns problems into opportunities. 1️⃣1️⃣ Be honest about change early. → Uncertainty breeds fear. Communicate before the rumor mill does. These principles might look simple — but the execution is where great leaders separate themselves. 👉 What would you add to this list? #PeopleFirstLeadership #FrontlineLeaders #CoachingCulture #WorkplaceExcellence #LeadingTheFront 🤵 Hi - I'm Matt Antonucci 🎯 I help new, aspiring, and existing leaders CRUSH IT through actionable tips and real stories. 🔔 Follow if you want more real-world leadership content that you can use today.

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I was delighted to be part of the launch of the second edition of the Women Entrepreneurship Optimism Index (albeit virtually) in India, together with SCWIN and Dun & Bradstreet. The Women Entrepreneurship Optimism Index this year tells a fascinating story of women entrepreneurs in India – optimism has risen, but skill confidence has seen a slight dip. This is a reminder that building businesses goes beyond ambition, but also in continuously building the skills and capability to succeed. Beyond India, various research show that uplifting women entrepreneurs in emerging economies can lead to significant benefits in productivity, job creation for women, and overall economic growth. Promoting female entrepreneurship is not just something that is ‘good to do’, but an essential lever to drive sustainable development. And that’s why I believe that the work of SC WIN by Standard Chartered is so important. It is a platform built on helping women scale their businesses, access funding, connect with mentors, and belong to a supportive community that champions their ambitions. Check out the full report in the comments below 👇 Saneeka Seth Aditya Mandloi Shubhi Sharma Ganesh #SCWIN #WomenEntrepreneurship

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No, it’s not my work anniversary. Just a random burst of introspection—must’ve been the coffee ☕️🤔 Over time, I’ve come to appreciate that leadership in operations is not just about efficiency or hitting targets—it’s about people, purpose, and progress. Here are a few key lessons that continue to shape how I lead: 🔹 People work for people Titles don’t inspire people—leaders do. Be empathetic. Listen. Support your teams. When people feel seen and valued, they bring their best selves to work. 🔹 Culture is a collective effort A great environment doesn’t happen because of one person. It takes all of us, working harmoniously, aligned toward a shared goal: being better than we were yesterday. 🔹 Organisational goals are everyone’s responsibility Goals aren’t just for leadership—they belong to all of us. When we view them objectively and not just as checkboxes, we move with clarity and purpose. 🔹 Groom and grow people—don’t assume Never assume people “just know.” Share knowledge. Invest time in growth. Everyone has the potential to shine; it’s our job as leaders to help make that happen. The operations world moves fast—but real progress comes from slowing down enough to lead with intent. #Operations #Teamwork #EmpathyInLeadership #LearningByLeading

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How to Lose Innovation in Your Team • Punishing failure • Sticking to “we’ve always done it this way • Not creating safe spaces for new ideas Leader’s Note: Innovation requires psychological safety and encouragement, not fear. Mantra: EXPERIMENT. LEARN. EVOLVE.

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