Leadership

How can businesses go beyond using AI for incremental efficiency gains to create transformative impact? I write from the World Economic Forum (WEF) in Davos, Switzerland, where I’ve been speaking with many CEOs about how to use AI for growth. A recurring theme is that running many experimental, bottom-up AI projects — letting a thousand flowers bloom — has failed to lead to significant payoffs. Instead, bigger gains require workflow redesign: taking a broader, perhaps top-down view of the multiple steps in a process and changing how they work together from end to end. Consider a bank issuing loans. The workflow consists of several discrete stages: Marketing -> Application -> Preliminary Approval -> Final Review -> Execution Suppose each step used to be manual. Preliminary Approval used to require an hour-long human review, but a new agentic system can do this automatically in 10 minutes. Swapping human review for AI review — but keeping everything else the same — gives a minor efficiency gain but isn’t transformative. Here’s what would be transformative: Instead of applicants waiting a week for a human to review their application, they can get a decision in 10 minutes. When that happens, the loan becomes a more compelling product, and that better customer experience allows lenders to attract more applications and ultimately issue more loans. However, making this change requires taking a broader business or product perspective, not just a technology perspective. Further, it changes the workflow of loan processing. Switching to offering a “10-minute loan” product would require changing how it is marketed. Applications would need to be digitized and routed more efficiently, and final review and execution would need to be redesigned to handle a larger volume. Even though AI is applied only to one step, Preliminary Approval, we end up implementing not just a point solution but a broader workflow redesign that transforms the product offering. At AI Aspire (an advisory firm I co-lead), here’s what we see: Bottom-up innovation matters because the people closest to problems often see solutions first. But scaling such ideas to create transformative impact often requires seeing how AI can transform entire workflows end to end, not just individual steps, and this is where top-down strategic direction and innovation can help. This year's WEF meeting, as in previous years, has been an energizing event. Among technologists, frequent topics of discussion include Agentic AI (when I coined this term, I was not expecting to see it plastered on billboards and buildings!), Sovereign AI (how nations can control their own access to AI), Talent (the challenging job market for recent graduates, and how to upskill nations), and data-center infrastructure (how to address bottlenecks in energy, talent, GPU chips, and memory). I will address some of these topics in future posts. [Original text: https://lnkd.in/gbiRs2mi ]

IndiGo (InterGlobe Aviation Ltd) CRISIS WASN’T IN THE SKIES. IT WAS IN THE LEADERSHIP CABIN. Three things stood out. One: Employees were left alone to face furious customers. No leader should ever let that happen. If you don’t stand by your people in a storm, don’t expect them to stand by your customers in the sun. Customer experience collapses the moment employees feel abandoned. Two: In any crisis, honesty is the only strategy that works. This time, the communication wasn’t transparent. When leaders hide the full picture, years of goodwill can disappear overnight. A crisis can earn trust, but only if you tell the truth. Three: The belief that “we are too big to be ignored” has ended more companies than competition ever has. Customers always have a choice. And if they don’t, they will create one. We shouldn’t watch the Indigo crisis like spectators. This is a reminder for every leader to build their own crisis blueprint. Because crises will come, when they do, your response becomes your reputation. There is more to business than profits. There are people, trust, and how you show up when it matters most.

I was shadowing a coaching client in her leadership meeting when I watched this brilliant woman apologize six times in 30 minutes. 1. “Sorry, this might be off-topic, but..." 2. “I'm could be wrong, but what if we..." 3. “Sorry again, I know we're running short on time..." 4. “I don't want to step on anyone's toes, but..." 5. “This is just my opinion, but..." 6. “Sorry if I'm being too pushy..." Her ideas? They were game-changing. Every single one. Here's what I've learned after decades of coaching women leaders: Women are masterful at reading the room and keeping everyone comfortable. It's a superpower. But when we consistently prioritize others' comfort over our own voice, we rob ourselves, and our teams, of our full contribution. The alternative isn't to become aggressive or dismissive. It's to practice “gracious assertion": • Replace "Sorry to interrupt" with "I'd like to add to that" • Replace "This might be stupid, but..." with "Here's another perspective" • Replace "I hope this makes sense" with "Let me know what questions you have" • Replace "I don't want to step on toes" with "I have a different approach" • Replace "This is just my opinion" with "Based on my experience" • Replace "Sorry if I'm being pushy" with "I feel strongly about this because" But how do you know if you're hitting the right note? Ask yourself these three questions: • Am I stating my needs clearly while respecting others' perspectives? (Assertive) • Am I dismissing others' input or bulldozing through objections? (Aggressive) • Am I hinting at what I want instead of directly asking for it? (Passive-aggressive) You can be considerate AND confident. You can make space for others AND take up space yourself. Your comfort matters too. Your voice matters too. Your ideas matter too. And most importantly, YOU matter. @she.shines.inc #Womenleaders #Confidence #selfadvocacy

🌍 Ten Years After Paris: is the Climate Crisis a Disinformation Crisis? In 2015, the world made a historic promise: to keep global warming well below 2°C, and ideally below 1.5°C. We committed to major emission cuts by 2030, and net-zero by 2050. The Paris Agreement marked a new era of global climate cooperation. But ten years on, we're still struggling with cooperation while the World Meteorological Organization tells us that the Earth’s average temperature exceeded 1.5°C over a 12-month period (Feb 2023–Jan 2024) for the first time. Why? 🔍 A groundbreaking new study, led by 14 researchers for the International Panel on the Information Environment, reviewed 300 studies from 2015–2025. The findings are alarming: powerful interests – fossil fuel companies, populist parties, even some governments – are systematically spreading misleading narratives to delay climate action. 🧠 Misinformation isn't just about denying climate change. It’s now about strategic skepticism – minimizing the threat, casting doubt on science-based solutions, and greenwashing unsustainable practices. 📺 This disinformation flows through social media, news outlets, corporate reports, and even policy briefings. It targets all of us – but especially policymakers, where it can shape laws and delay critical decisions. 💡 So what can we do? 1️⃣ Legislate for transparency and integrity in climate communication. 2️⃣ Hold greenwashers accountable through legal action. 3️⃣ Build global coalitions of civil society, science, and public institutions. 4️⃣ Invest in climate and media literacy for both citizens and leaders. 5️⃣ Amplify voices from underrepresented regions – like Africa – where more research is urgently needed. We must protect not only the planet’s climate, but the integrity of climate information. 🔗 Read more on how disinformation is undermining climate progress – and what we can do about it: https://lnkd.in/eDN9hKAJ 🕰️ The window is small. But with truth, science, and collective action, we can still turn the tide.

In the U.S., you can grab coffee with a CEO in two weeks. In Europe, it might take two years to get that meeting. I ’ve spent years building relationships across both U.S. and European markets, and if there’s one thing I’ve learned, it’s this: networking looks completely different depending on where you are. The way people connect, build trust, and create opportunities is shaped by culture-and if you don’t adapt your approach, you’ll hit walls fast. So, if you're an executive expanding globally, a leader hiring across regions, or a professional trying to break into a new market-this post is for you. The U.S.: Fast, Open, and High-Volume Americans love to network. Connections are made quickly, introductions flow freely, and saying "let's grab coffee" isn’t just polite—it’s expected. - Cold outreach is normal—you can message a top executive on LinkedIn, and they just might say yes. - Speed matters. Business moves fast, so meetings, interviews, and hiring decisions happen quickly. But here’s the catch: Just because you had a great chat doesn’t mean you’ve built a deep relationship. Trust takes follow-ups, consistency, and results. I’ve seen European executives struggle with this—mistaking initial enthusiasm for long-term commitment. In the U.S., networking is about momentum—you have to keep showing up, adding value, and staying top of mind. In Europe, networking is a long game. If you don’t have an introduction, it’s much harder to get in the door. - Warm introductions matter. Cold outreach? Much tougher. Senior leaders prefer to meet through trusted referrals—someone who can vouch for you. - Fewer, deeper relationships. Once trust is built, it’s strong and lasting—but it takes time to get there. - Decisions take longer. Whether it’s hiring, partnerships, or leadership moves, things don’t happen overnight—expect a longer courtship period. I’ve seen U.S. executives enter the European market and get frustrated fast—wondering why it’s taking months (or years!) to break into leadership circles. But that’s how the market works. The key to winning in Europe? Patience, credibility, and long-term thinking. So, What Does This Mean for Global Leaders? If you’re an American executive expanding into Europe… 📌 Be patient. One meeting won’t seal the deal—you have to earn trust over time. 📌 Get introductions. A warm referral is worth more than 100 cold emails. 📌 Don’t push too hard. European business culture favors depth over speed—respect the process. If you’re a European leader entering the U.S. market… 📌 Don’t wait for permission—reach out. People expect direct outreach and initiative. 📌 Follow up fast. If you’re slow to respond, the opportunity moves on without you. 📌 Be ready to show value quickly. Americans won’t wait months to see if you’re a fit. Networking isn’t just about who you know—it’s about how you build relationships. #Networking #Leadership #ExecutiveSearch #CareerGrowth #GlobalBusiness #US #Europe

What happens when companies break their climate promises? Almost nothing. A new study has uncovered troubling truths about corporate climate commitments. Out of 1,041 companies with emissions reduction targets set for 2020: -9% (88 firms) openly failed to meet their goals. -31% (320 firms) stopped reporting on their targets without explanation. What happens when companies miss these targets? Practically no consequences: -Only three failed companies faced media scrutiny. -No significant market backlash, media sentiment shifts, or ESG rating downgrades. In contrast, companies were rewarded with positive press and improved ESG ratings simply for announcing these targets. The bigger issue: This accountability gap threatens the credibility of ambitious 2030 and 2050 climate pledges. Unlike financial targets, which are rigorously monitored, emissions goals often exist in a vacuum—without oversight or real consequences for failure. Interestingly, the study found that: -Firms in common-law countries and those with stronger media accountability had better success rates. -High-emitting sectors like energy and materials struggled the most, with the highest rates of "disappeared" targets. With more companies backing away from climate action, we cannot afford to let this cycle continue. It’s time for corporate sustainability leadership to move beyond announcements and deliver measurable, transparent results. Accountability mechanisms—demanded by both regulators and stakeholders are urgently needed. A great piece of work by Xiaoyan Jiang, Shawn Kim, and Shirley Simiao Lu! Let’s learn from these insights to ensure that corporate climate pledges actually deliver. #climatechange #netzero #esg

A couple of news items have me thinking. And frankly, getting a bit agitated. The first was the news that the Kiwisaver gender gap has got worse in the past year. New research from Te Ara Ahunga Ora The Retirement Commission shows a 36 percent gap between the amount men and women are putting into KiwiSaver each year, far outpacing the actual gender pay gap. Men and women are contributing the same percentage of their salaries, but women are disadvantaged by working part-time and taking greater (unpaid) care responsibilities. The other bit of not-unrelated news, is the NZ Herald’s list of top-earning CEOs. Of the top 10 - just one woman. In the 54 CEOs surveyed: seven women. In the immortal words of Carrie Bradshaw: I couldn’t help but wonder… WTF is going on here? How have we not come further? Of those top 10 CEO’s companies, how many are reporting on their gender pay gaps? (The answer, according to the Mind the Gap registry: 4) Is there a relationship between perimenopause/menopause support (or lack of it) and the lack of women in CEO roles in our top organisations? AND between perimenopause/menopause and the Kiwisaver gender gap? I think there might be. We know, for example, from the work of Sarah Hogan who found in her NZIER research that 14% of women said they had to reduce their working hours to manage their menopause symptoms, and 6% had changed roles. Twenty percent of women who experienced symptoms said it would have been helpful to be able to make adjustments, but they never requested any, mostly because of menopause and gendered ageism stigma. All of us who are working in menopause education have heard stories from women who - at a critical stage in their careers in midlife - have made the call to step back rather than step up into senior roles, because of the challenges of menopause and the lack of support for them in their organisations. We have to talk more about this. In fifty years we’ve made so little progress… we REALLY don’t want our granddaughters to be still facing these kinds of shocking statistics in fifty years’ time. 

Hire people BETTER THAN YOU and DIFFERENT TO YOU… Then LEARN FROM THEM. 🙏🏾 Sounds straightforward, doesn't it? Yet, why do so many leaders still struggle to grasp it? It’s because there's often hidden complexity beneath the surface. For example: 👀 Insecurity: Some leaders want to maintain the perception of being the smartest or most capable in the room. Therefore, surrounding themselves with highly skilled individuals could make them feel inadequate or threatened. 🔐 Need for Control: Hiring “less competent” team members could ensure that the leader remains the central figure, exerting control over important matters. 😱 Fear of Challenge: A diverse team can bring different viewpoints that might challenge the leader's ideas and decisions. 🧘🏾♂️ Comfort Zone: Some leaders prefer familiarity and ease, preventing them from being pushed out of their boundaries. ❤️ Misguided Loyalty: Leaders might adopt favouritism and hire people based on personal relationships or loyalties. 🤔 Short-Term Thinking: Hiring less skilled individuals could be a short-sighted approach to save costs or meet immediate needs, ignoring the long-term benefits of a talented and diverse team. 🤷🏾♂️ Lack of Awareness: Some leaders might just not fully recognise the value of diversity or the importance of surrounding themselves with skilled individuals. Leaders like the above ☝🏽are missing out on: 🧠 Amplified Intelligence: “Fuse Minds" Surrounding yourself with smarter people boosts team intelligence. Just like a puzzle, different pieces fit together to create a whole that's stronger than its parts. 🚀 Fast-Track Growth: “Learn from Experts" Learning from the best accelerates personal growth. Imagine being on a rocket powered by knowledge and experience – you'll reach your goals faster. 🤔 Constant Innovation: “Open Doors" Humility opens doors to innovation. Acknowledging that you don't know everything encourages openness to fresh ideas and creative solutions. 🏋️♂️ Informed Choices: “Embrace Thought Variety" Embracing diversity of thought leads to well-rounded decisions. Different perspectives catch what others might miss, reducing blind spots. 🤝 Unified Power: “Flourish in Collaboration” Collaboration flourishes when skills vary. Strength lies in unity, and a mix of talents creates a powerhouse of cooperation. 🌱 Trust Building: “Strengthen Culture" Inclusive leadership fosters loyalty and trust. Encouraging growth shows you value your team members, creating a supportive environment. 🚀 Ensured Continuity: “Smooth Transition" Passing the baton ensures continuity. When your team can carry the torch, you're free to explore new horizons without being tied down. In short, the aim of any great leader is to make your daily responsibilities redundant. This is best achieved by hiring people better than you, and those that share a different perspective. Empower them, learn from them and the rest will take care of itself 🦋

Risk is bad, isn’t it? Not always. Some risks are bad, but others you want to embrace. Why? Because they add value and allow you to serve your customers better. A little over a decade ago, in 2012, Robert S. Kaplan and Anette Mikes wrote a Harvard Business Review article “Managing Risks: A New Framework.” In this article they lay out a useful typology of three types of risk: Type 1: External Risk Definition: Risks outside your control, coming from external sources Examples: Climate change, recession, pandemic Mitigation: Reduce impact in case the event occurs  Tools: Scenario-planning, war games, stress-testing Type 2: Preventable Risk Definition: Risks arising from what happens within an organization Examples: accidents, mistakes, fraud Mitigation: Eliminate or prevent to minimize occurrence  Tools: Standard operating procedures, audits, norms and values Type 3: Strategic Risk Definition: Risks taken to create better strategic returns Examples: credit risk, R&D investments, location risk Mitigation: Reduce likelihood and impact in a cost-effective way Tools: Risk-maps, key risk indicators, Risk-based resource allocation In a nutshell: external risks you want to prepare for, preventable risks you want to avoid, and strategic risks you manage carefully. Of the three categories, I find Strategic Risk the most interesting type. Because, unlike the other two, it can add substantial value to a company and be an important part of its strategy. This means it comes with an interesting question: → Can we take on MORE risk to improve the performance of our organization? While seemingly unnatural from a risk management perspective, it’s more common than we might think. Because, taking over risk from your customers is a very common way of adding more value for them. Here’s some examples: - Any type of insurance - Any type of payment arrangement, especially no-cure-no-pay - Any type of leasing and renting model - Any type of X as a service approach To finalize, here’s a high-level risk approach based on the three types 1. List all the risks your organization faces 2. Categorize them in each of the three types 3. Reduce the possible impact of the external risks 4. Reduce the likelihood of the preventable risks 5. Investigate which strategic risks make sense to add 6. Manage likelihood and impact of strategic risks #riskassessment #forecasting #managementdevelopment

Growing as a leader, I’ve learned that expertise matters, but range is often what sets you apart. Over time, I’ve come to believe that career range is one of the most underrated assets a person can build. It helps integrate experiences across roles, ask better questions, and bring a broader perspective to the challenges you face. Leaders who combine depth with range and work across disciplines are the ones who move organizations forward. The ability to keep building new skills is a real competitive advantage – and curiosity is what makes it possible: staying open and continuing to learn, even when it would be easier to stay where you’re comfortable.