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Tag: Best Practices
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Do We Learn Enough From the Experience, or Just Chase the Next Big Thing?
In the rush to climb higher, many of us forget to stand still. We often chase the next big challenge, the next title, the next move, yet rarely pause to truly absorb the last experience. Think about it. You have delivered a high impact project, closed a major win for your client, or completed a
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The Leadership Multiplier Effect
Before strategy takes flight.Before transformation is visible.Before dashboards reflect progress… It begins quietly, with a conversation, a point of view, a decision made deeper in the ranks.In Global Capability Centers, this management layer is often overlooked, but that’s exactly where the real acceleration lives. Operations Managers.Team leads.Department & Support function heads.The bridge between vision and
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Leadership in Capability Centers is no longer about command and control. It is about conscious, collaborative, and contextual leadership.
Not all leadership is taught. Some of it is observed, some is absorbed, and most of it is shaped through experience. Over the last few weeks, i have shared a leadership model rooted in what has been observed from real people driving real change in fast paced, complex environments. This model is not meant to
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The Flame Leader – drives momentum, fueling transformation.
Every transformation needs a spark.Every bold move needs a push.Every breakthrough needs belief. Flame Leaders don’t wait for permission, they create momentum where none exists. They are the energy carriers. The ones who don’t just manage change, they ignite it. These are the leaders who rally teams during ambiguity, and take on the impossible with
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⚓️ Anchor Leader – Steadying teams, provides stability & trust.
In high growth environments, stability is not about the absence of change, it is the presence of trust. The Anchor Leader grounds their teams in consistency, clarity, and calm. They are not always the ones launching bold new ideas, but they are the ones ensuring those ideas get delivered, scale, and sustain. In Global Capability
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Mirror Leader – Reflecting the team’s voice. Building a sense of belonging.
Every transformation begins with listening. The Mirror Leader is not the loudest in the room, but often the most powerful. They lead through reflection making it safe for people to speak, challenge, and grow. In teams where organizations scale across functions, geographies, and expectations, the Mirror Leader helps build trust at the speed of change.
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The Compass Leader — Leading with Strategic Direction and Purpose.
Not all leadership is about being at the front.Sometimes, it’s about becoming the fixed point others align to, especially in fast changing environments. The Compass Leader is that steady force. They are the ones who bring focus when complexity rises.They set priorities when everything seems important.They ensure that teams are not just doing more, but
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Do employees feel more accountable under empowering managers?
Have you noticed that the best teams don’t need to be micromanaged, they own their outcomes? It often comes down to one thing: empowering leadership. When managers empower instead of dictate, they don’t force accountability, they inspire it. Here’s what happens under empowering managers: – Teams have clear goals and context. They act decisively because
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Rethinking decisions when data tells a different story.
As a leader have you ever truly believed in being certain about your action, only for the data to tell a different story? What should you do when your conviction and the numbers don’t align? These are moments every professional faces, especially in leadership roles. You made a call based on instinct, experience, or consensus.
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The courage to try new things will set you free.
Courage rarely makes a grand entrance. It usually begins as a quiet push from within, a feeling that where you are isn’t where you are meant to stay. Then comes the tipping point, when the cost of staying the same becomes greater than the risk of stepping into the unknown. That’s when change begins. As
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Not Outside, But Within: The hidden threats to GCC potential.
As GCC leaders, we often track external risks like market shifts, evolving regulations, economic headwinds, or attrition spikes, believing those to be our greatest vulnerabilities. While these factors matter, the deeper risks often sit much closer. Not in what’s happening outside the organisation, but within it, in our decisions, our mindset, and the culture we
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Navigating Change: When Leaders Opt for the Least Disruptive Option
In the complex world of change management, leaders are often faced with tough decisions. Sometimes, choosing the least disruptive option seems like the most logical path, one that minimizes resistance, maintains stability, and moves the organization forward. But is this always the right choice? Choosing the least disruptive option. 1. When time is critical, leaders
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