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Never let a crisis go waste! We have all heard this many times! Well now we can do something about it.  The Pandemic today is compelling us to look at it as an opportunity to learn & evolve given its huge socio-economic impact across the world. I am sharing my thoughts through this article on what we can do to thrive. I invite your views and thoughts to create a meaningful dialogue to find a direction together. The pandemic is showing us: We can work from anywhere as long as we have a good Internet connection.  Many professionals are experiencing higher productivity with no travel hassles, no traffic jams, and not mention the tremendous amount of time saved. This increases the opportunities available to both organizations and talent beyond geographical boundaries.  Human Capital is now freely available creating what economists call "Perfect Competition". We are more connected than ever before, we have immense power to influence each other sitting thousands of miles away and working together. The millenniums were already showing it through aspects like “crowd funding”, demanding flexibility, WFH, resisting what we considered as “normal” office working hours; well they have indeed proved themselves and it took a pandemic for us to see this! Now the Pandemic has also proven that we are very very connected. A small town of Wuhan has impacted the whole world in less than three months. World has embraced technology like never before.  This is true across all age groups, societies and geographies; even the most resistant ones have had no option but to adapt. We had imagined this change to happen perhaps 5-10 years from now; well it has already happened. Acceptance & adoption of technology has been huge, and is now a game changer for all industries. This raises many pertinent questions on future of talent and how HR & Talent Development functions will evolve. This also opens up many dialogues on taxation, politics, visa-regulations, education and regulatory & economic policies. The multiplier effect will be unimaginably huge with each country reacting and responding differently in this new world.  “According to  Darwin's  Origin of Species, it is  not  the  most  intellectual of the species that  survives ; it is  not the strongest  that  survives ;  but  the species that  survives  is the one that is able best to adapt and adjust to the changing environment in which it finds itself.” Darwin’s theory holds true even today.  Sharing some emerging trends which have high stickiness. I feel these would have significant impact on how business operates, create our vision and values, how we nurture & develop talent, frame HR policies to create value: “Ability to plan” TO “Agility to RE-plan” “Agile Process” TO “Agile People” “Traditional learning” TO “Just in time, bite size learning” “Having a Career” TO “Having a Life” “Defined Location TO Flexible location” These shifts are significant and force us to re-think our strategy.  This new level of VUCA is pushing us to re-consider and re-evaluate the mindset, competencies and skills required for the future. We will emerge from the Pandemic, and when we do the world-view will be different, changed forever, how poised and prepared are we? Preparing to push the RESET button. We need to focus on creating the mindset, attitude & behavior of being agile, adaptive & flexible as individuals and organizations. The faster we accept, faster we move towards thriving. Three key focus areas: Mindset, Attitude & Behavior: Develop a Growth Mindset   - believe that abilities can be developed throughout life Be Patient & Understanding – everyone reacts to change differently Be Flexible & Adaptive – Shift focus, embrace ambiguity & creative thinking Courage – To walk a new path, maybe even create a new path Competency & Skills: Physical & Emotional Resilience – Ability to recover quickly from difficulty/ failure Be an Agile Learner – Learn quickly & easily, Age is not a limitation, begin a new career path Become Tech Savvy! – No other option Actions: Challenge existing practices, norms and culture - What needs to Change? Be yourself  – Show up as your authentic self, ditch the façade Connect-Connect-Connect outside your natural network, Cross-fertilization of thoughts and ideas fosters creativity & flexibility, embrace differences While this is a good list, I am eager to hear about your list. I am passionate about helping organizations and individuals thrive through UPSET’s as they are perfect SETUPs for transformation. Looking forward to your thoughts, ideas, and connecting.  Also read the research article published by the BBC https://www.bbc.com/worklife/article/20201023-coronavirus-how-will-the-pandemic-change-the-way-we-work Who I Work With Individuals Mid–senior leaders, founders, solopreneurs in transition. Includes:  Executive coaching, personal clarity, leadership development Organisations NGOs, corporations, mission-led businesses Includes:  Sustainable Organization Transformation, Culture change, strategy alignment, leadership learning

How Organisations Change — And Stay Changed Organisations are constantly evolving — but not all change is transformational, and even fewer transformations are sustainable. Sustainable transformation is not about a short burst of enthusiasm or temporary success; it’s about embedding a new way of being that aligns strategy, people, and culture. It means that even when leadership changes or external pressures shift, the new way of working remains resilient and relevant. Sustainable transformation is more than a project or an initiative. It’s a shift in mindset, systems, and culture that holds over time — long after a consultant has left or a workshop has ended. But how do you make change last in the complexity of real organisational life? The short answer: you make it human, systemic, and lived. 1. From Transaction to Transformation Many change programs focus on checklists — updated policies, new systems, team trainings. But true transformation touches how people think, behave, and relate to each other. It’s not just about what changes — it’s about how change is internalised. Sustainable change is not delivered to people — it is co-created with them. 2. Systems Thinking for Real Contexts No team or leader exists in isolation. Sustainable transformation requires understanding the whole system — the formal structures and the informal patterns that shape culture. This includes: Power dynamics Organisational history Invisible incentives Leadership modelling A systemic lens reveals what holds the current state in place — and where real leverage lies. 3. Engagement Over Compliance You can’t mandate buy-in. But you can invite ownership. This means creating space for voice, reflection, and agency at all levels of the system. People commit to what they help create. Whether through large-scale facilitation, peer coaching circles, or leadership dialogue, change becomes sustainable when it becomes personal. 4. Leadership as Culture Carrier Leadership isn’t just about decision-making — it’s about meaning-making. Sustainable transformation depends on leaders who model the change with consistency and vulnerability. Culture shifts when behaviour shifts — visibly, repeatedly, and with intention. Leaders need to embody the change they expect — walking the talk in everyday interactions. It's not enough to sponsor initiatives; they must become visible champions of new narratives, creating safe spaces for experimentation, feedback, and learning. A single leader’s shift can cascade across layers when anchored in authenticity. 5. The Role of Rhythm and Ritual Transformation needs scaffolding. New behaviours need reinforcement. Embedding rituals — reflective pauses, team check-ins, appreciative inquiry — builds a cadence that sustains momentum and resilience. If your organisation is ready to move from one-off interventions to deeply rooted change, let’s begin with a conversation. Sustainable organisational change isn’t a linear journey — it’s iterative, relational, and adaptive. It asks for commitment, curiosity, and courage. But when done well, the impact ripples far beyond strategy documents or KPIs. It redefines how people show up, collaborate, and grow together. Who I Work With Individuals Mid–senior leaders, founders, solopreneurs in transition. Includes:  Executive coaching, personal clarity, leadership development Organisations NGOs, corporations, mission-led businesses Includes:  Sustainable Organization Transformation, Culture change, strategy alignment, leadership learning

For much of my early career, I focused on doing good work quietly — often behind the scenes, often with impact that spoke for itself. Like many women and professionals from cultures that value humility over self-promotion, I believed that visibility was something others pursued, not something I needed. My value would be recognised naturally, I thought. Until I realised that invisibility, however unintentional, can be its own form of limitation. Then one day, almost accidentally, a sign from the universe nudged me toward a mindset shift. I felt an internal push to write a post on LinkedIn — to finally speak about something that had unlocked something deep within me. I’d always promoted others, always stayed behind the scenes. Visibility wasn’t something I embraced. But this post felt necessary. I published it. The response was overwhelming. It resonated. People commented, messaged, and shared…and some wrote personal messages. One comment stood out — "Is this the cover of your book?" It was from Sumit Mundra, someone I had inducted into McKC years ago on June 6th — his first corporate role. I had no idea I’d left such an impression until we reconnected, coincidentally, on June 6th again. When I thanked him and asked about the idea of a book, he said, "It’s real, it’s tough, and I think if anyone can do justice to it, it’s you." I didn’t have complete faith in myself yet. But he did. That faith ignited something in me. I began writing — not knowing where it would take me, only that it needed to begin. What is emerging may become a book, or something else entirely, but it already feels like a calling I am answering. I had always wanted to write, but didn’t see myself as a writer. This mindset shift has changed that. I feel more connected to my voice and more attuned to the whispers of what wants to be shared next. Visibility is the courage to be seen not for attention, but for alignment — with your values, your voice, and your impact. I started challenging my belief that visibility meant arrogance or self-centeredness. Instead, I began to see visibility as a service — a way of showing others what is possible, a way of standing for the work I believe in, and a way of leading from the front with authenticity. From that shift emerged new collaborations, speaking opportunities, and clients who said, “I never knew you did this kind of work” or “I’ve been looking for someone just like you.” Whether you're a solopreneur, a senior leader, or navigating a career pivot, I invite you to ask: What possibilities might open up if you allowed yourself to be more visible — strategically, intentionally, and authentically? Three small ways to begin: Share one personal insight or story that reflects your values. Say yes to a panel, a podcast, or a conversation you’d usually turn down. Rewrite your internal narrative: visibility is an offering, not an ego move. Being visible isn’t about performing. It’s about being present — and choosing to be seen, so your possibilities can find you. Who I Work With Individuals Mid–senior leaders, founders, solopreneurs in transition. Includes:  Executive coaching, personal clarity, leadership development Organisations NGOs, corporations, mission-led businesses Includes:  Sustainable Organization Transformation, Culture change, strategy alignment, leadership learning

What’s the Difference — and Which One Do You Need? In the world of transformation and leadership, these three words — coaching , consulting , and facilitation  — are often used interchangeably. But in practice, they serve very different purposes. Understanding what each offers (and when to use which) can be the difference between movement and momentum. Mentoring : Guiding Through Shared Experience  Mentoring is relationship-based and experience-driven. A mentor shares insights from their own journey to support someone else’s development — often over time, with a foundation of trust. Best for: Career growth and role transitions Long-term professional development Informal, experience-based guidance Facilitation: Enabling Collective Insight and Alignment Facilitation is the art of guiding a group through a process — often for clarity, collaboration, or decision-making. A facilitator ensures that every voice is heard and that the group’s goals stay centred. Best for: Team alignment sessions Visioning or offsites Dialogue across differences Consulting: Bringing Expertise and Direction Consulting is expert-led. A consultant brings experience, frameworks, and recommendations to help you solve specific problems. It’s about diagnosis, insight, and actionable strategy. Best for: Organisation transformation Strategy development Systems, structures, and scalability Coaching: Unlocking Inner Clarity and Action Coaching is a reflective, client-led process. It’s about asking powerful questions that help individuals surface their own answers. A coach doesn’t tell you what to do — they create a space where you can see yourself more clearly and move forward with confidence. Best for: Personal or professional transitions Leadership growth and self-awareness Goal setting and accountability So Which One Do You Need? Think of it like this: You want to lead yourself better?  — Coaching You want expert guidance to solve a problem?  — Consulting You want to bring people together to think and act as one?  — Facilitation Sometimes, these roles overlap — and mentoring often weaves through all of them when there’s a long-term relationship built on mutual trust. Often, the best support comes from someone who knows when to switch hats — and when to just hold space. If you’re unsure which one is right for your current challenge, reach out. Let’s explore it together. Who I Work With Individuals Mid–senior leaders, founders, solopreneurs in transition. Includes:  Executive coaching, personal clarity, leadership development Organisations NGOs, corporations, mission-led businesses Includes:  Sustainable Organization Transformation, Culture change, strategy alignment, leadership learning

From Tension to Trust: Navigating the Shift from Resistance to Collaboration Resistance is not the enemy of progress — it’s often the beginning of it. When individuals or teams push back, disengage, or appear reluctant, it usually signals something deeper: fear of loss, past disappointments, unclear expectations, or simply not feeling heard. In my work across sectors and cultures, I’ve seen this play out again and again. And what I’ve learned is this: collaboration isn’t something you can demand. It’s something you build — through understanding, trust, and shared purpose. 1. Resistance is Communication Before we label resistance as ‘difficult,’ we need to pause and ask: what is this behaviour trying to protect? Often, it points to: A fear of not being valued in the new way of working Concerns about psychological safety Unspoken history or unresolved tension Resistance isn’t opposition. It’s information. 2. Listen to Learn, Not to Fix The move from resistance to collaboration begins with curiosity. When we stop trying to solve the person and start listening for what matters to them, the conversation changes. Empathy opens the door that logic alone can’t. Trust isn’t built by solving problems. It’s built by being present with them. 3. Make It Safe to Say No True collaboration only begins when people feel safe to disagree. Creating space for dissent, alternative views, and “not yet” allows authenticity to flourish. Ironically, the freedom to say no is what creates the conditions for a real yes. 4. Align Around Shared Purpose People will resist being controlled — but they will commit to a purpose they believe in. Move beyond “compliance with process” and invite co-creation around outcomes that matter. 5. Create Small Wins Together Nothing builds collaboration like momentum. Start small — a joint decision, a shared learning moment, a redefined ritual. Each act of success shifts the system from “us vs them” to “we.” The real transformation isn’t in the plan. It’s in the relationship. When people feel seen, heard, and respected — resistance melts. What remains is the willingness to build something together. If your team or system is stuck in resistance, perhaps what’s needed isn’t more persuasion — but more presence. Who I Work With Individuals Mid–senior leaders, founders, solopreneurs in transition. Includes:  Executive coaching, personal clarity, leadership development Organisations NGOs, corporations, mission-led businesses Includes:  Sustainable Organization Transformation, Culture change, strategy alignment, leadership learning

I’ve sat in high-stakes meetings in global boardrooms, and I’ve listed to stories under trees and inside tiny huts with women in rural Indian villages. I’ve facilitated leadership conversations in US, Switzerland, London and China—and led dialogue circles in Papua New Guinea, Tajikistan, Uzbekistan, India and Sri Lanka. Across continents and sectors—from McKinsey and the World Bank to grassroots non-profits—one truth continues to rise: “At our core, humans are more similar than we are different” We may speak different languages, live in vastly different realities, and occupy different levels of power. But when we strip back the layers—status, systems, symbols—we find the same beating heart. We all want to be seen , to feel safe , and to be treated with dignity .We fear failure , long for belonging , and dream of better futures—for ourselves and those we love. Whether you’re a CEO or a farmer, an entrepreneur or a policy-maker—when we connect at the level of our fears, joys, and values , connection becomes real, and transformation becomes possible . What Does This Mean for Leadership Today? To me, it’s simple: The ability to pause, really see each other, and lead from a place of shared humanity – “Being Human”. If you're navigating transformation—at any level—ask yourself: • Are we solving this with people or for them? • What fears or hopes are shaping this moment? • Are we connected not just through goals, but through values ? Let these questions be an invitation to go deeper—within yourself and with your teams.I’d love to hear your reflections. Who I Work With Individuals Mid–senior leaders, founders, solopreneurs in transition. Includes:  Executive coaching, personal clarity, leadership development Organisations NGOs, corporations, mission-led businesses Includes:  Sustainable Organization Transformation, Culture change, strategy alignment, leadership learning