"Leading in the Digital World: Insights from IIMA Session"

Leading in the Digital World – Reflections from a Transformative session at IIMA I had the privilege of attending the session "Leading in the Digital World: How to Foster Creativity, Collaboration, and Inclusivity” by Prof. Amit Mukherjee at IIM Ahmedabad, organized under the aegis of the Ashank Desai Centre for Leadership and Organization Development. The central question posed was both powerful and unsettling: 👉 How will digital disruption fundamentally change the way leadership happens in organizations? This became the anchor for the session, and it reshaped how I see leadership in the digital era. 🔑 Key Reflections & Learnings 1. The Five Principles of Digital Leadership Deskilling & Upskilling: Automation erases some skills while demanding new ones. Cerebral Wave: The edge belongs to those who think, not just execute. Unpredictable Source Value: Breakthroughs can come from anywhere in the system. Radical Transparency: Openness is no longer optional—it’s foundational. 2. Christensen’s Lens – Balancing sustaining technologies (refining what exists) with disruptive technologies (reinventing the game). 3. From Productivity to Creativity – Leadership must shift from maximizing efficiency to enabling imagination and problem-solving. 4. T-shaped over I-shaped – Building professionals with deep expertise + broad collaborative capabilities. 5. Co-Creation of Value – Leaders as partners, not just directors. 6. Diversity as Growth Engine – Diversity fuels intellectual breakthroughs, not just representation. 7. Eliminating the ‘Language of Leadership Problem’ – Humanizing leadership communication so it unites and inspires. For me, the workshop was not just about frameworks—it was about embracing a new philosophy of leadership. In a digital-first world, leaders must become orchestrators of creativity, inclusivity, and collective intelligence. As a coach working with family businesses and corporates, these insights deeply align with what I see in practice: Growth is achieved through collaboration and co-creation, not control. Teams thrive when T-shaped talent and diverse perspectives are nurtured. The true shift is moving leaders from a productivity-first mindset to a creativity-first mindset. This is the very transformation I enable in organizations—helping leaders unlock not just business value but human potential. Grateful to Prof. Amit Mukherjee, IIM Ahmedabad, and the Ashank Desai Centre for curating such a meaningful experience. If you’re a business leader, HR head, or part of an organization navigating digital disruption, I’d love to exchange ideas on how these leadership shifts can be applied to your context. Let’s connect and co-create the future of leadership together. #coaching #disruption #icf #cocreation #leadership

The Inevitable shift leaders can’t afford to postpone Costing them, their organizations, and their businesses. Most executives and founders I meet are in what I call The Seeker Stage. They feel the pull to grow and elevate but the old ways aren’t working. 👉 Bigger roles under pressure - asking: How do I succeed when culture and vision don’t match? 👉 Years into a career, outwardly successful but unfulfilled - asking: Is this all there is? How do I make a bigger impact? 👉 Founders scaling - asking: How do I stop being the bottleneck so growth doesn’t depend on me? What unites them? ✔ They want clarity. ✔ They want strategic time and ease. ✔ They want teams who take ownership. ✔ They want exponential growth - without endless hustle. ✔ And ultimately… they want a legacy that lasts. 📌What keeps them stagnant & stuck isn’t skill. It’s an outdated operating system - old mental models, misaligned & unbalanced state, and leadership playbooks that no longer work. Just like your phone can’t run new apps without a software upgrade, leaders can’t create transformational results with outdated models. That’s why many leadership programs fail. They deliver insights, but miss transformation - leaving leaders stuck while organizations waste millions. Delaying this shift has consequences: ❌ Leaders burn out - losing confidence, health, and career progression. ❌ Teams disengage - slowing execution and resisting change. ❌ Organizations waste millions - on programs, stalled initiatives, and retention issues. When leaders upgrade their operating system, everything elevates: clarity, energy, team performance, and business growth. Those who step into the Extraordinary Leadership Pathway evolve exponentially and faster: ➡ From autopilot → to authentic leadership ➡ From working harder → to scaling vision & legacy with less efforts ➡ From leading → to transforming culture & impact And the speed of this change is striking because it goes beyond strategy. It’s identity evolution. It’s state mastery. It’s quantum thinking. It’s transformational leadership. The truth is, this shift is no longer optional. It’s already happening. AI is accelerating it. Leaders who act now gain advantage. Those who delay fall behind. 👉 The real question isn’t if you’ll step in… It’s how fast. And navigating it alone? Painfully slow, bumpy and often impossible. That’s why I created Extraordinary Leadership Pathways to help leaders move smoother, evolve faster and unlock exponential growth. If you know it’s time - not “after next quarter” but now - book a private call with me. You’ll walk away with clarity, direction, and a proven path forward.

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: 𝗬𝗼𝘂𝗿 𝗕𝗶𝗴𝗴𝗲𝘀𝘁 𝗚𝗿𝗼𝘄𝘁𝗵 𝗟𝗲𝘃𝗲𝗿 𝗳𝗼𝗿 𝟮𝟬𝟮𝟱 In 2025, organizations poured $366B globally into leadership growth. Why? Because the payoff is undeniable: • Companies that invest see 25% better outcomes. • Inclusive, engaged, diverse leaders fuel profitability, retention, and performance. • Internal promotions cut costs and time-to-impact, while external hires fail 61% more often. And yet, the gaps are fundamental: • 77% lack leadership depth • Trust in managers is falling fast • Most employees still get zero formal training The winners? They don’t run workshops; they build systems. Systems that weave emotional intelligence, digital fluency, coaching feedback, and growth pathways into the business fabric. Just ask Microsoft, Nadella’s coaching culture built massive value. Or Adobe, replacing reviews with check-ins cut attrition by 30%. The lesson: leadership development is a business strategy. Get it wrong, and you bleed trust, performance, and talent. Get it right, and you unlock growth that lasts. 𝗠𝘆 𝗞𝗲𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 • Treat leadership development as a revenue system, not workshops. • Close the trust gap: arm managers with emotional intelligence + coaching. • Promote vs. hire: faster impact, lower cost, less risk. • Pair AI with instructor-led for real skill transfer. • Make digital fluency core to leadership. • Hold leaders accountable: management drives 70% of engagement. • Publish growth paths or watch 71% of next-gen talent walk. 𝗖𝗮𝗹𝗹 𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻 If leadership drives 70% of engagement and shapes profitability, what’s your organization doing to turn development into strategy, not perks? Source: https://lnkd.in/gJrDeKJw

🌟 Leadership Communication in 2025: What’s Defining Success in Industry? 🌟 In today’s fast-paced industrial sectors, leadership communication is evolving rapidly to keep pace with technological shifts and changing workforce expectations. The most impactful leaders now stand out by blending adaptability, empathy, and clear, data-driven messaging. ✅ **Key styles shaping effective leadership today:** - **Transformational Communication:** Inspiring teams with vision, fostering innovation, and sharing power to drive engagement and productivity. - **Data-Driven Communication:** Using analytics and digital tools to back up decisions, set clear goals, and measure progress. - **Emotional Intelligence:** Building trust and connection through empathetic, transparent dialogue and attentive listening. - **Technologically Integrated:** Proficiency in collaboration platforms and AI for leading remote and hybrid teams, ensuring everyone feels included and aligned. - **Sustainable & Ethical Focus:** Aligning messages with broader ESG goals, promoting ethical practices, and balancing business with social responsibility. Forward-thinking leaders in industry are also embracing continuous learning, inclusivity, and proactive adaptability—meeting uncertainty with both resilience and purpose. By combining these communication styles with the flexibility to pivot quickly, leaders ensure their organizations thrive despite constant change. Which leadership communication practices are redefining your sector? Share your thoughts or experiences below! 🚀 #Leadership #Communication #Industry #2025Trends #Transformation #Innovation #DataDriven #EmotionalIntelligence #RemoteLeadership #ESG #LeadershipDevelopment

🚀 The Digital-First Generation Is Redefining Leadership in IT The IT industry is entering one of its biggest cultural shifts. For decades, Boomers and Millennials thrived in a system where: ➡️ Work came before life ➡️ Managers controlled, employees complied ➡️ Stress was normalized as a sign of commitment Now comes the Digital-First Generation — natives of technology, shaped by always-on connectivity, and driven by a different lens on work, leadership, and life. 🌍 What the Digital-First Generation Wants They prioritize: ✨ Leaders who coach, not command ✨ Transparency and authenticity in decision-making ✨ Balance — work is important, but life matters equally ✨ Continuous opportunities to learn, reskill, and grow For them, leadership is not about title or tenure. It’s about whether people choose to follow you. ⚡ Why Friction Exists Today Many current managers were trained in a command-and-control era. They’re used to compliance, hierarchy, and presenteeism. The Digital-First Generation sees that as outdated. They prefer autonomy, feedback, and purpose-driven work. This mismatch creates tension — but it’s also a powerful opportunity for organizations to evolve. 💡 Practical Playbook for Organizations To thrive in this transition, companies should: 1️⃣ Upskill legacy managers — empathy, coaching, and psychological safety are no longer “soft skills,” they’re leadership essentials. 2️⃣ Offer parallel career tracks — make senior IC (individual contributor) paths equal to managerial ones. Not everyone wants to “boss,” but many want to lead. 3️⃣ Shift performance models — replace annual reviews with continuous feedback and outcome-based metrics. 4️⃣ Measure leader reputation — retention rates and team feedback should be part of performance evaluation. If top talent won’t follow a manager, that’s the clearest signal. 5️⃣ Design flexible, tech-enabled work — empower teams with tools, autonomy, and clarity on goals instead of micromanagement. 🚀 The Future of Leadership The future belongs to organizations that understand this truth: Leadership will no longer be assigned. It will be chosen. And the leaders who win will be those who inspire followership through empathy, authenticity, and growth — not control. 👉 The question for today’s managers: Are you ready for the Digital-First Generation?

𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻 𝗶𝘀 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗷𝘂𝘀𝘁 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆, 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. When markets shift and uncertainty rises, leaders face competing tensions: • Driving innovation while ensuring stability • Moving fast but staying compliant • Empowering teams while keeping accountability clear Great leaders don’t choose one side. They balance the tensions. In my latest article, I explore 14 leadership behaviours that matter most in times of disruption, and how finding equilibrium unlocks resilience, trust, and long-term success. Read more here: https://lnkd.in/dB3ZMGa5 How do you balance these tensions in your own leadership?

*Indian Global Capability Centres seem to be a grooming ground for global leaders!* Indian Global Capability Centers (GCCs) serve as a crucial grooming ground for global leaders by offering exposure to high-impact, innovative projects, fostering cross-functional collaboration, promoting a global mindset, and providing opportunities for significant skill development in technology and strategic thinking. The transformation of GCCs into centers of excellence, along with India's vast tech talent pool and favorable ecosystem, makes them ideal incubators for cultivating future global leaders who can drive innovation and lead strategic transformations. Key Factors Strategic Evolution: GCCs have evolved from transactional support centers to strategic hubs for innovation, driving business transformation and value creation across the global organization. Talent Incubator: India's large, skilled, and constantly evolving talent pool provides a continuous supply of professionals capable of handling high-end R&D, digital innovation, and advanced analytics. Innovation and R&D Hubs: Many GCCs in India are now centers for innovation, product engineering, and advanced technologies like AI and machine learning, enabling professionals to lead cutting-edge projects. Exposure to Global Best Practices: Working in a global environment exposes Indian professionals to global business operations, governance, and compliance, enhancing their skills and strategic acumen. Cross-Functional and Global Mindset Development: GCCs promote an ecosystem where leaders collaborate across product, technology, and operations, fostering a global perspective and an ability to orchestrate diverse ecosystems. Structured Leadership Programs: Many GCCs implement programs focused on leadership development, succession planning, and strengthening leadership pipelines, nurturing homegrown talent into global roles. Career Progression: Indian professionals are increasingly being fast-tracked into global leadership roles, with a growing number of global roles within India's GCCs creating a pipeline for executive positions.

The Three Things That Actually Matter When Leading Through Transformation Transformation strategies fail or succeed based on something surprisingly simple: whether leaders stay grounded in the basics when everything else is in flux. After 25 years guiding organisations through complex change, I've seen elaborate frameworks come and go. The leaders who genuinely bring people through transformation? They do three things consistently well. 1. They're clear—even when clarity is hard Not clear about having all the answers. Clear about what's known, what isn't, and what principles will guide decisions in the gaps. Clarity isn't about certainty. It's about helping people understand what they can count on when everything feels uncertain. It's naming the trade-offs honestly. It's explaining why a decision was made, not just what was decided. 2. They stay close Distance kills transformation. When leaders retreat into steering committees and strategy sessions, they lose touch with the reality their people are navigating daily. Staying close means being present where the work happens. It means asking questions and actually listening to the answers. It means noticing who's struggling and why—not from a dashboard, but from genuine connection. The best leaders I've worked with don't delegate presence. They show up. 3. They make people feel valued and supported This isn't about recognition programmes or employee appreciation days. It's about creating the conditions where people can do their best work during disruption. Great leaders recognise that transformation takes a toll. They actively support people in making choices that are right for them as individuals—whether that's adjusting workloads, providing flexibility, or having honest conversations about capacity and boundaries. Transformation often amplifies existing inequities. Leaders who actively ensure the employees feel supported—through access to resources, inclusion in decisions, protection from additional burden—build stronger, more resilient organisations. Feeling valued isn't a sentiment. It's the result of deliberate leadership choices that prioritise people's capacity and well-being alongside delivery. Here's what I know: Transformation is hard. But it's infinitely harder when people don't trust their leaders to be clear, present, and genuinely invested in their success. The organisations that thrive through change aren't the ones with the most sophisticated change models. They're the ones where leaders never lose sight of the people doing the transforming. What's one way a leader has made you feel genuinely supported during a period of significant change?

Why do some leaders gain traction in transition while others silently stall? It isn’t capability. It’s integration. Even the strongest strategy will falter if identity and mindset haven’t caught up to change. That’s where momentum quietly fades. Stage 3 of the Executive Growth Accelerator™ is focused on Transition: Not just external change, but the internal recalibration that determines how well a leader adapts, sustains presence, and builds traction in a new context. Research shows: - Nearly 50% of executives underperform in new roles due to inadequate transition support (Gartner) - Up to 70% of leadership transitions fail, often due to lack of emotional integration and stakeholder alignment (Harvard Business Review) - Structured mindset work significantly improves confidence, resilience, and early role traction (Center for Creative Leadership) That’s why this stage focuses on integration, not just action. Because career shifts aren’t just operational, they’re deeply personal. Stage 3 is where leaders build: - Promotion and pivot readiness - Greater adaptability under pressure - Faster integration into new roles - Clearer decision-making through change - A stronger presence in uncertain conditions The tools include: - The ABCDEF Mindset Reframing Model - The Executive Change Curve - The Stakeholder Transition Lens - A 30–60–90 Integration Plan This is not remedial work. It’s a structured mindset realignment, the part most programs skip, and most executives need. Follow Consult For Growth as we continue this series through each stage of the Executive Growth Accelerator™ framework. #ExecutiveCoaching #LeadershipTransitions #MindsetMatters #ExecutivePresence #ConsultForGrowth

𝗣𝗲𝗼𝗽𝗹𝗲 𝗟𝗶𝘀𝘁𝗲𝗻 𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗢𝗳 𝗬𝗼𝘂𝗿 𝗥𝗼𝗹𝗲 𝗯𝘂𝘁.. But empathy keeps them coming back: it builds trust, reduces defensiveness, and makes people comfortable sharing problems and ideas. That’s how real influence and long-term results are created. What does empathy look like in real moments? ⮩ A manager who starts with, “How are you holding up?” not “Why is this late?” ⮩ A leader who listens more than they speak. ⮩ A leader who asks what’s getting in the way and helps remove it. ⮩ A leader who remembers people’s lives — not just their output. Yesterday, Maya walked into her manager’s office worried about a deadline and a sick parent. The manager paused work, asked what she needed, and rearranged priorities. Maya left with relief and 𝘀𝘁𝗮𝘆𝗲𝗱 𝘁𝗵𝗲 𝗲𝘅𝘁𝗿𝗮 𝗺𝗶𝗹𝗲 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝘄𝗲𝗲𝗸. Empathy doesn’t feel soft. It builds trust. It creates focus. It keeps doors open long after the title has faded. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗻𝗼𝘁𝗶𝗰𝗶𝗻𝗴 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲? One opens space. The other keeps people showing up. The truth is simple: 𝗧𝗶𝘁𝗹𝗲𝘀 𝗼𝗽𝗲𝗻 𝗱𝗼𝗼𝗿𝘀. 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗸𝗲𝗲𝗽𝘀 𝘁𝗵𝗲𝗺 𝗼𝗽𝗲𝗻. 𝗟𝗲𝘁 𝗺𝗲 𝗮𝘀𝗸 𝘆𝗼𝘂, when was the last time you chose empathy over authority in a conversation? 🔁 𝗥𝗲𝗽𝗼𝘀𝘁 or share this post to remind leaders: influence comes from how you make people feel not just what your business card says. At 𝗣𝗲𝗼𝗽𝗹𝗲 𝗙𝗶𝗿𝘀𝘁 𝗔𝗰𝗮𝗱𝗲𝗺𝘆, we help organizations 𝘁𝗿𝗮𝗶𝗻 𝘁𝗵𝗲𝗶𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 on giving & receiving feedback, building trust, and creating workplaces where people feel heard, valued, and safe. If you are looking to 𝘁𝗿𝗮𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 and build true leadership in your organisation, then book a strategy call via the “𝗕𝗼𝗼𝗸 𝗮𝗻 𝗔𝗽𝗽𝗼𝗶𝗻𝘁𝗺𝗲𝗻𝘁” button or email us at contact@peoplefirstacademy.in 𝗟𝗲𝘁’𝘀 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗲 and build a true people-first culture in your organization! 📌 𝗙𝗼𝗹𝗹𝗼𝘄 Abhinav Mohod for more actionable insights on leadership and growth.