“Jaydeep is a great manager who fosters a supportive and empowering work environment. He consistently demonstrated exceptional business acumen and a keen eye for identifying high impact opportunities. His guidance on strategic projects was invaluable, driving the team towards rigorous governance and a deep understanding of our business. Jaydeep empowers his team to take ownership and fosters a culture of trust while supporting individual career aspirations. I highly recommend Jaydeep as a manager who inspires both professional growth and strategic thinking.”
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21+ years experience in Operations and Strategy roles in global, high-growth environments…
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Avinash Chandra
Livelihood —> Lifestyle —> Life India Inc has three generations in its workforce, each with vastly different attitudes towards work. 1. Livelihood generation: grew up in scarcity and witnessed the daily struggles for life’s basics in pre-liberalisation India. Work = only means to a comfortable and predictable life. It takes precedence over almost everything. 2. Lifestyle generation: grew up in a rapidly evolving India, witnessing the rise of consumerism and the pursuit of experiences. Work = enabler of a fulfilling lifestyle. Work-life balance is a thing. 3. Life generation: born into a digital-first world, characterized by rapid technological advancements and global interconnectedness. Work = one pie in the pizza of an aspirational life charactezed by meaning, purpose, and self-expression. Life > work. *** Good leadership - regardless of the generation you belong to - is first and foremost about empathy. Only if all of us professionals had more of it… Some won’t be generalizing their own attitude to work by advocating a 70-90 hours work week for everyone. And thousands of others won’t be wasting their weekdays and weekends trolling them on social media. #work #life #90hours #NRN #SNS
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Geoff Hudson-Searle
Today, I have the distinct pleasure of introducing a new #thoughtleadership article which is in a series though 2025. This #article was co-authored with Kruthika A. Bala and is named ‘’The performativity of trust: Rethinking #leadership in the age of managed credibility'' https://lnkd.in/ejyYtsjc This special article is our precis to an IBEM event next April “The Performance of Trust - How trust functions in practice as narrative, signal, and strategic capital.’’ The fact that we live in an era of high visibility and constant scrutiny. Credibility is no longer left to accumulate naturally; it is actively constructed and maintained through speeches, symbolic acts, ratings, #partnerships, and public commitments. Perception can be shaped in hours through #digital channels. This is the age of managed #credibility, where trust is projected and priced before stakeholders have enough direct experience to verify whether it is real. #trust is a company’s most valuable #asset. It resides in leadership, amongst the workforce, in the minds of #customers, #suppliers, the #community, and other #stakeholders. Trust develops when actions exhibit a significant level of skill and genuine intention, leading to proven ability, dependability, openness, and compassion. Businesses are increasingly recognising the impact of trust on their #operations, reputation and growth. According to a Deloitte survey, 94% of boards acknowledge that building trust is critical for their organisation's #performance. Statistics show from Deloitte that only 14% of boards have been taking proactive steps to earn and measure Trust. This presents a responsibility and opportunity for leaders to help rebuild and nurture trust. As organisations navigate market complexities, diverse stakeholder expectations, complex supply chains and climate and #sustainability challenges - the role of trust is pivotal in ensuring that trust becomes an integral part of a company's growth strategy and vision. With trust at the helm, organisations can build #credible and sustainable relationships, in an era where trust is the ultimate #currency. In the age of managed credibility, performance and #authenticity are not mutually exclusive. It must be matched by substance. #leaders cannot avoid performing trust. In many cases, the performance is what allows progress to begin. But performance should be treated as a bridge to proof and not as a destination. When perception is aligned with perspective, trust becomes a renewable form of capital, one that can weather scrutiny, adapt to #change, and outlast individual tenures.
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Aarti Ahuja
Brand Strategy to a next level PUMA India’s Bold Move: PVMA for Badminton 🏸 In a game-changing move, PUMA India has rebranded to PVMA, honoring its collaboration with badminton icon PV Sindhu and marking its official entry into badminton. 🔹 Market First: India becomes the first in PUMA’s global network to champion this racquet sport. 🔹 Athlete-Centric Branding: Celebrating Sindhu’s excellence strengthens brand values of perseverance and inspiration. 🔹 Cultural Connect: Tapping into India’s passion for badminton to expand its sports portfolio. A strategic play that redefines sports marketing in India. What’s your take on this? #brandstrategy
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Anant Sharma, ACC
Just got back from Mumbai after another face-to-face session with a senior leader who heads India operations for a global MNC. “Mumbai traffic is nothing compared to navigating leadership challenges!” 🚗💨 We’ve been working together for almost 2 years now, covering everything from executive presence to team dynamics. When we first started, I made it a point to collect honest feedback from all stakeholders, direct reports, peers, and superiors. Here’s the game-changer: ✅ Feedback-Driven Growth: Leaders don’t operate in a vacuum. We collected 360° feedback and used it as a map to guide the sessions. ✅ Micro-Improvements, Massive Impact: We focused on small, consistent improvements, like enhancing communication in high-stakes meetings. Today, his team and superiors unanimously acknowledge the transformation. ✅ Balancing Virtual and Face-to-Face: Most sessions are virtual, but meeting face-to-face every 2-3 months helps strengthen rapport and address nuanced challenges that are easier to tackle in person. The result? His growth trajectory is now visible and validated, not just by numbers but by how his team feels more empowered and aligned. Here’s the takeaway: Great leaders aren’t born. They’re built, one feedback loop at a time. What’s one area where YOU think leaders should seek more feedback? I’d love to know! 👇 #leadership #management #executiveCoaching #professionalDevelopment
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