In a rapidly shifting Indian business environment, how can CXOs rise above the conventional and craft a leadership playbook that’s both distinctive and enduring?
The role of Indian CXOs has evolved far beyond profit guardianship. Today’s CXOs are tasked with becoming architects of culture, stewards of purpose, and creators of sustainable impact. Yet, in a world defined by unpredictability, traditional playbooks can no longer guarantee long-term success.
This article is not your standard read about digital transformation or technological adoption. Instead, it’s a call to Indian CXOs to embrace bold, human-centric strategies that transform the enterprise from within. Let’s explore the less-discussed, game-changing elements of leadership that set apart tomorrow’s trailblazers from today’s followers.
1. Put ‘Soul’ Back into Strategy: Well-being as a Growth Lever
Well-being as a metric of growth? This might sound unusual, but the data tells a compelling story. According to the Indian Society for Applied Behavioral Science, companies that prioritize well-being see a 21% improvement in productivity and lower turnover rates. Yet, the CXO’s typical approach to well-being often remains superficial—think fruit baskets and fitness challenges.
A Bold Shift:
● Well-being Beyond HR Initiatives: Elevate well-being from a mere HR task to a CEO agenda. Leaders like Vineet Nayar, former CEO of HCL Technologies, set the tone by asking one radical question: “What can we do to make our employees feel truly happy and valued?” His philosophy of “Employees First, Customers Second” reversed the traditional logic and led to a doubled revenue growth in four years.
● Measure Employee Happiness with the Same Rigour as ROI: Implement unconventional metrics like “Happiness per Employee” and “Fulfillment Ratings,” combining psychological safety surveys with regular one-on-one check-ins. The result? A work environment where people want to stay, innovate, and grow.
2. From Profit-Driven to Purpose-Led: Crafting a New Profit Narrative
What if profit were a byproduct of a greater mission? In an era when the lines between business and societal impact are blurring, Indian CXOs must rethink what defines success. KPMG’s “Purpose 2030” report emphasizes that businesses with a clear purpose outperform competitors by 42%. This suggests that purpose isn’t a fluffy concept but a differentiator in market share.
A Revolutionary Approach:
● Purpose that Connects with the Core: Ask not what your company’s purpose is but who it’s for. The most impactful leaders start with this fundamental shift: understanding that purpose must resonate at every level, from factory floors to boardrooms. At Mahindra Group, the motto “Rise for Good” isn’t just a slogan—it’s embedded into employee KPIs and business strategies, making Mahindra’s products not just market leaders, but community leaders.
● Purpose as a Growth Multiplier: Companies like Bajaj Auto used the theme of “riders’ independence” to inspire both their products and marketing strategies, tapping into the aspirational mindset of India’s emerging middle class. This allowed them to command loyalty and build a brand loved as much for its message as its motorcycles.
3. Intrapreneurship: Unlocking Innovation from Within
What if every employee acted like a founder? Most CXOs see innovation as something that happens outside their organizations—through acquisitions, R&D investments, or startups. But, the most effective innovation often starts from within.
Unleashing Internal Pioneers:
● Implement a ‘Shark Tank’ for Employees: Introduce company-wide innovation challenges where employees pitch ideas, much like a startup founder would. For example, Titan Industries holds an annual “Titan Innovation Challenge,” offering employees incubation budgets and coaching to turn ideas into reality. This has resulted in new revenue streams and an invigorated company culture.
● Let Employees Design Their Own Roles: Adopt flexible role definitions that allow employees to shape projects around their strengths and interests. When Marico allowed employees to propose lateral projects of their choice, engagement soared and resulted in multiple product breakthroughs, including the now-popular Saffola FITTIFY brand.
4. Diversity: The Untapped Goldmine of Indian Talent
While diversity and inclusion have become buzzwords, they often remain under-leveraged, confined to gender diversity metrics or obligatory training programs. For Indian CXOs, this is a missed opportunity. A McKinsey study shows that Indian companies with diverse executive teams have 25% better financial performance.
Making Diversity Pay Off:
● Cultural Diversity as a Business Strategy: India is a land of diverse cultures, languages, and perspectives. Embrace this diversity not as a checkbox but as a strategic asset. When Tata Consultancy Services (TCS) focused on hiring talent from small towns, it not only added unique perspectives but also expanded its reach in emerging markets.
● Build ‘Reverse Mentorship’ Programs: Imagine a young millennial or Gen Z employee mentoring the CXO on digital trends or consumer insights. Reverse mentorship has transformed decision-making at companies like Reliance Jio, enabling leaders to tap into digital-native mindsets and respond more effectively to rapidly changing consumer behaviors.
5. Leadership for the Unpredictable: Adaptive, Empathetic, and Real
Empathy and agility are often perceived as soft skills, but in reality, they are the bedrock of resilient leadership. Adaptive leaders not only survive crises but thrive in them by constantly reading the pulse of the organization, acting with empathy, and pivoting quickly.
How to Lead Adaptively:
● Be the ‘Chief Listening Officer’: Cultivate a practice of constant listening—internally and externally. CXOs who spend time on the ground, listening to employees and customers, report higher levels of trust and morale.
● Master the Art of Authenticity: It’s not just about communicating often, but communicating authentically. Leaders like Kiran Mazumdar-Shaw of Biocon are known for their transparent and heartfelt communications, which strengthen team morale and inspire innovation during times of adversity.
6. Transforming Success Metrics: Focus on ‘Meaningful Growth’
What defines ‘success’ for Indian CXOs in 2025? The traditional focus on quarterly earnings and annual growth rates is increasingly viewed as narrow and insufficient. It’s time for a broader definition—one that includes sustainable impact, employee engagement, and customer happiness.
A Fresh Take on Success:
● Net Positive Impact: Move beyond ESG compliance to embrace a “Net Positive” approach. It’s about creating value that exceeds the costs to society. For example, the ITC Group's sustainability initiatives, like their agro-forestry program, not only benefit the environment but also drive profitability by creating more resilient supply chains.
● Human-Centric Metrics: Measure your success based on factors like “average employee happiness score,” “net impact on society,” and “long-term customer loyalty.” These metrics help leaders shift from short-term profit thinking to long-term value creation.
The future of Indian leadership isn’t just about profit margins; it’s about creating meaningful impact, driving human-centric growth, and crafting resilient organizations that thrive amidst uncertainty. As a CXO, the real opportunity lies in going beyond conventional metrics to build purpose-led enterprises that inspire, innovate, and endure.
Ready to transform your leadership strategy and drive growth with purpose?
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