Pavitra Pai’s Post

https://lnkd.in/gRuKXGaW For senior leadership, GCCs offer a good employment alternative to the slowing IT sector Staffing firm Xpheno's study found that about 120 top GCCs in India have over 21,000 senior executives, including vice presidents, assistant vice presidents, senior vice presidents, and directors. More than 100 senior executives have moved from an IT company to a GCC in the last year, and they all have a minimum experience of 15 years. Higher compensations, slow hiring in IT services and promising global presence are some reasons for IT talent to move to GCCs, experts at WTW India and Everest Group say. The findings suggest that there are more than 102,000 Indian IT professionals in senior roles, including CXOs, directors, VPs, AVPs, heads of departments, and chiefs of enterprise functions. “Given that each GCC would have 10-15 senior folks, we are looking at a demand of 150 senior folks per quarter (external and internal both),” Many Indian pure-play service providers, such as Cognizant, Infosys, TCS, Wipro and Tech Mahindra, are seeing talent demand decline year-on-year. “This decline is much more prominent for global providers, reaching 35% YoY. Our hypothesis is that hiring is slowing down in line with weak macroeconomic sentiment and tighter tech spending by clients...”

CHROs, are you ready to take the leap to become a successful CEO? With companies recognizing the significance of human capital in driving growth and innovation, it's becoming increasingly common for CHROs to transition to a CEO role. But what does it take to make that transition successfully? Here are the four essential areas of focus for CHROs looking to become successful business leaders in a CEO role: 1. Strategic Vision and Business Acumen: Understanding various business models, analyzing market trends, and financial management principles are critical to making informed decisions that balance growth with sustainability. 2. Leadership and Change Management: Inspiring and motivating a diverse workforce, fostering a culture of innovation and resilience, and leading organizational change are key skills. 3. Operational Excellence and Execution: Focusing on continuous improvement, streamlining operations, and leveraging technology to enhance productivity and customer satisfaction, while also identifying, assessing, and mitigating risks that could impact the organization's strategic goals and operational stability. 4. Stakeholder Engagement and Communication: Exceptional communication skills are necessary to articulate the company's vision, values, and strategies to employees, investors, customers, and other stakeholders. Building and maintaining strong relationships with all stakeholders fosters trust and support for the company's strategic initiatives. To become successful CEOs, CHROs must possess a blend of strategic vision, operational expertise, leadership qualities, and financial acumen. Rajeev Dubey, who served as the President (HR & Corporate Services) and CEO (After-Market Sector) of the Mahindra Group, is a prime example. His transition underscores the importance of HR in shaping organizational strategy and leadership. Leena Nair's ascent from CHRO to CEO is also notable. Nair, with her groundbreaking tenure at Unilever, challenged and changed the stereotypical narratives about the role of HR in business leadership. Her transition to the role of CEO at Chanel underscores the critical importance of human capital management, leadership, and organizational culture as foundational elements of modern

#unethicalpractices #officepolitics #leadershipfailure #harshreality #unfairorganisations A real life event that shattered my CXO level professional friend in July2024. Selected as a CXO by a promoter driven legacy organisation into technical/infra services in Pune. 📢Headhunter to CXO: This promoter-driven organisation in PUNE, is the most ethical, righteous Org I have seen. It's on a complete transformation journey, it has a phenomenal growth path scripted and you will have great opportunities to make a difference. You will have a SAY ON THE TABLE. This is a leadership role as a CXO with the MD to build the future. ( blah blah blah !!! 🥁🥁🎷) 🎁CXO is impressed with the vision/dream/promises made by THE MD in the interview....CXO is selected and takes the offer, (obviously) assuming that this could be a great learning and truly value adding opportunity... ⏰Week 1 :The CXO is asked to present the company road map, future transformation plans and leadership alignment etc to all 4K employees.. He shines through and is impactful.>>>> MD is full of praise and positive feedback. People applaud & appreciate. ⏰Month 1: CXO hires his own team and sets processes, methods and established some good practices. Gets the team aligned to business goals, gets monitoring metrics set, does site visits himself before setting expectations, gets a team competence devpt plan in place etc.>>>>MD is full of praise and supports/sponsors all the proposals. ⏰ Month 2: CXO takes charge of all expected functions under him, starts taking decisions (in agreement with MD and other legacy leaders) He is now leading the Org transformation agenda, Digitization and similar progressive projects (ofcourse under the MDs guidance and agreement). EMPLOYEES AND TEAM HAPPY. >>>> MD is full of praise for the CXO and is vocal (in public) about great professionalism. ⏰Month 3 : THE BEST OF LEGACY POWER PLAY & POLITICS. Legacy leaders misguide the MD over the weekend. The MD (young and immature) is light-eared, shows no decision making judgement and has no professional values or ethics. Lacks depth of thinking, lacks empathy and respect. xxxxxxx MD agrees blindly with his "advisors" !! ❌ The same MD praising the CXO on Friday...uses the axe on Monday morning. MD fires this CXO verbally for NO REASON. He has NO JUSTIFICATION to offer, does not give any time to be questioned. NO WRITTEN COMMUNICATION OR WARNING. DOES NOT PERMIT COMPLETION OF NOTICE PERIOD OR PAY ANY NOTICE PAY or separation remuneration. ..they are now firing all the newly hired team members with a 5 min notice (and obviously NO remuneration) ..And this Organisation aspires to be a Great Place to Work in 2024, wants to be the best employer, wants to transform into a modern Organisation etc. 🥁 🧿My friend is left shattered and devastated. A high performer throughout his career across MNCs , with several awards and accolades is now questioning himself. He needs a closure. Hoping that Karma does the rest.

#empathy as a important parameter in CXO recruitment.. Company's have started realising how important is Empathy along with other considerations. While rules provide structure, empathy enables a CXO to consider various perspectives, anticipate potential challenges, and make decisions that align with the organization's values and goals. #india #hiring #cxo #recruitmentsuccess

Shift in the functional background of the CEO. #Csuite executives are #evolving their qualifications to match the #dynamic #business landscape, which is becoming more #complex and #unpredictable. Traditional #expertise in #sales and #marketing may no longer suffice, prompting a need for leaders to #cultivate a #diverse skill set that includes strong #strategic #acumen. A survey by #ExecutiveAccess, commissioned by #TOI, underscores this shift towards broader skill requirements across sectors. ⬆ A study of over 300 new CEO hires in 2023-24 reveals significant shifts in background compositions. ⬆ Previously, 80% of CEOs came from sales and marketing, but this has dropped to 45% in recent years. ⬆ Strategy and operations backgrounds are on the rise, with 20% of new CEOs now coming from strategy. ⬆ This shift reflects changing business dynamics, with strategy becoming increasingly crucial in navigating complexity and uncertainty. ⬆ The survey indicates a trend where sales and marketing backgrounds are less prevalent among new CEOs, contrasting with earlier times. ⬆ Businesses face heightened pressures with shorter product and idea lifecycles, contributing to faster rates of company extinction. Best wishes ! #iimahmedabad #iima #iim #ceo #founders #salesandmarketing #strategy #operations #IT #finance #productmanagement #regulatory #humanresource #research #innovation #medical #growth #upskill #beyond #changemanagement #executivesearch #hr #hrdevelopment #hrbp #consulting

Wipro is said to be grooming at least three internal leaders for the top job. These include Srini Pallia, CEO for Americas 1, Suzanne Dann, CEO for Americas 2, and Pierre Bruno, CEO for Europe, sources told TOI. Americas 1 and Americas 2 are part of the America strategic market unit, with each having a different set of industries. Americas 1 and Americas 2 and Europe contribute 30%, 30% and 29% respectively. "My mission is to rebuild Wipro for the next 5-10 years,” Wipro CEO Thierry Delaporte told TOI after the September quarter results. But the question is, will a revenue growth turnaround happen before the end of his term and persuade the Premjis to offer him a second term? If that doesn't happen, or if he declines a second term, the choice may be among the second line being groomed. Infact, Delaporte, who started as a remote CEO after taking charge during the pandemic, took nearly 15 months to meet his entire executive team on his first trip to India in 2021. Before the Wipro opportunity came through, Delaporte had planned a six-month sabbatical to sail transatlantic from Newport to Brittany in France. "I think when you're going for a trip like this, to which you're not totally prepared, you know, you're going to be challenged. …It's about three weeks on the water, and there's no escape on the water and you have to go from point A to point B no matter what. And I find it very much the type of challenge that I want to have... I see a lot of similarities between a trip like this and life as a leader in an organization,” he said in a podcast at the World Economic Forum (WEF) in 2021. Thierry’s sailor mindset steered Wipro to take on new challenges, but he's sailing against rough weather when peers have steadied their ships. Will the Premjis look within, once again? Phil Fersht Peter Bendor-Samuel Omdia Hansa Iyengar

Came across an interesting article in The Economic Times on the growing demand for leadership talent in India. According to market players, there are plenty of opportunities despite increasing competition. Factors such as shorter CXO tenures, professionalization of operations in Indian companies, diversity hiring, and demand from traditional and new-age sectors keep top-level mandates flowing. #executivesearch #leadershiphiring #hiring #recruitment #India

Happy to share that I will be sharing my thoughts on "Innovative strategies for finding & retaining Top talent" in the CHRO Confex & Awards, Bangalore on 28th Aug'24. Please join us at The Taj MG Road for knowledge & insights on the trending topics in HR. #gainskillsmedia #6thCHROConfex #HRConfex #HRleaders #CHRO #HRprofessionals #HRTalent #HRConference #HRStrategy

From Crisis to Triumph: A Journey of Leadership and Transformation✊ After my initial consulting stint, I made a bold decision to dive into full-time employment. I joined a leading web solutions company in Hyderabad at a critical juncture. The company was facing severe challenges: the previous marketing manager had absconded with company funds, and we were bleeding a crore of rupees annually due to malpractices and inefficient sales and delivery processes. Taking charge as the Marketing Manager, I was entrusted with leading a sales and business development team of 15 talented individuals. My mission was clear: to turn the tide and restore the company’s financial health. I focused on cultivating a culture of transparency and integrity. Empowering my team with the right tools and techniques, we identified the right prospects, crafted compelling proposals, and adopted a consultative sales approach. Diligent follow-ups became our mantra. Within 18 months, our collective efforts bore fruit. We achieved a remarkable turnaround, reaching a cash flow positive of 1 crore. This journey taught me invaluable lessons in leadership, resilience, and the power of a motivated team. This experience was more than just a professional milestone; it was a testament to the power of leadership and teamwork. We didn’t just save a company; we built a community of trust and excellence. The transformation we achieved wasn’t just about numbers; it was about people coming together, believing in a shared vision, and working tirelessly to make it a reality. Looking back, I am immensely proud of what we accomplished. It reinforced my belief that with the right leadership mindset and a motivated team, any challenge can be overcome. This journey has been a cornerstone in my career, shaping me into the leader and mentor I am today. #Leadership #Transformation #Teamwork #BusinessGrowth #Transparency #Integrity #Resilience #SuccessStory #Motivation #ProfessionalJourney Chennapa Naidu Darapaneni Amit Gupta Dr Arpitha Velanky Vahab Abdul

🌐🚀 Unveiling India's 2024 CXO Hiring Landscape: Insights by WITS ACUMEN, Your Strategic Partner in Executive Search 🌐🚀 Exciting times ahead for India's CXO hiring in 2024! As a seasoned executive search firm deeply ingrained in this dynamic market, we are thrilled to present a snapshot of the unfolding trends. Booming Sectors & Roles 📈  • Brace for a remarkable 20-25% surge in CXO hiring, particularly in pivotal sectors such as industrial, digital, consumer, healthcare, manufacturing, and renewables. • Tier 2 cities are emerging as vibrant hubs for CXO opportunities, particularly in manufacturing and services. • The spotlight is on Digital Leaders – CTOs, CDOs, CFOs, CROs, and individual directors are witnessing an upswing in their roles. Challenges on the Horizon 🌪️ • A talent squeeze is imminent, intensifying competition for specialized CXO roles. • Companies are actively seeking "T-shaped" individuals who bring a unique blend of industry expertise, digital fluency, and robust leadership skills. • Winds of change demand gender and regional representation in leadership, transforming these from buzzwords into business imperatives. 🏆Conquering the CXO Landscape: Your Strategic Game Plan 🏆 • Start Early, Start Smart: Proactively identify your CXO needs well in advance. Partner with search firms like WITS ACUMEN, finely tuned to the nuanced dynamics of the Indian business landscape. • Think Beyond Traditional Sourcing: Harness the power of your network, tap into social media goldmines like LinkedIn, and consider specialized search firms to discover hidden talent. Remember, the best fit isn't always the most apparent. • Focus on Value: The right CXO can be your secret weapon. While cost is a factor, prioritize finding a cultural fit and strategic alignment that propels your company forward. • Embrace Diversity: Transform diversity from a checkbox exercise into an inclusive hiring process. Attract top talent from diverse backgrounds, recognizing that diverse leadership teams are synonymous with high performance. 🚀The Future Beckons: Lead the Charge! 🚀 India's CXO landscape in 2024 is pulsating with potential. Embrace the growth, navigate the challenges, and leverage these insights to identify exceptional leaders who will steer your company to unprecedented heights. Let's foster an ongoing dialogue! Share your thoughts, questions, and experiences in the comments below. Together, as a community, we can fortify and nurture a thriving CXO ecosystem in India! #CXOHiring #IndiaLeadership #TalentAcquisition #2024Outlook #ExecutiveSearchSuccess #WITSAcumenInsights #CHRO #CEO #CMO #CFO #CTO #COO #CIO #strategicpartnerships #talentsolutions #recruitingtrends #leadershipdevelopment