Importance of Leadership

The world's best innovation for the schoolgirl... Her uniform grows with her. In Togo, 🇹🇬 West Africa, a nonprofit Style Her Empowered (SHE) collaborated with schoolgirls to design a uniform that expands—up to 6 sizes and a foot in length. They discovered a problem: many girls were missing school because their uniforms no longer fit. Families couldn’t afford to keep replacing them. So instead of offering short-term fixes, they created a lasting solution—one that grows with the girl and adapts to her changing body. 💡 The impact is far-reaching: 🧷Keeps girls in school longer. 🧷Supports dignity and self-confidence. 🧷Eases financial strain on families. 🧷Helps interrupt the cycle of poverty. And there’s more: The uniforms are made by women-owned small businesses, creating jobs. Girls were included in the design process, ensuring the solution truly met their needs. This is what meaningful innovation looks like—simple, sustainable, and purpose-driven. For business leaders, there’s a powerful lesson: 🔑 Innovation isn’t always tech—it’s relevance and empathy. 🔑 Real change starts with listening. 🔑 The best solutions come from the communities we serve. Website for SHE non profit: https://linktr.ee/SHE_Togo RE: What's captured you with this story? ------------------ ♻️ Repost to share with others... 🔔 Follow Linda Reddy for more like this. 📌 If you liked this post, you may like my newsletter: https://lnkd.in/gmVXkZEw

What is the significance of #leadership in addressing #climatechange and #sustainabledevelopment?   In my recent interview with #TerraGreen, I spoke about the crucial blend of attributes and actions that define an effective leader in context of sustainable development and climate justice.   Here are some of the key points:   👉 Leaders should adopt a 'big bets' mindset and aim for bold, transformative changes rather than settling for incremental improvements, as this can draw in partners capable of effecting significant change.   👉 Effective leaders must bridge traditional divides, bringing together a wide array of stakeholders—from government, private sector, non-profits, to communities—for multi-sectoral solutions to complex problems like climate change.   👉 It's vital to include voices traditionally marginalized in environmental discourse, such as women, young people, and local communities, ensuring that decision-making is equitable and reflects the diverse impacts of climate change.   👉 Leaders need to operate beyond local or national concerns, understanding and navigating international dynamics, and fostering cross-cultural and political collaborations to address global challenges.   👉 The escalating nature of environmental crises demands swift action from leaders, balanced with careful consideration to prevent unintended consequences.   👉 Turning ambitious visions into reality is crucial. This requires strategic and operational skills to implement and manage change effectively.   👉 Strong accountability mechanisms are essential, with leaders needing to set clear, measurable sustainability and justice goals, track progress transparently, and be answerable to all stakeholders.   Read the full interview here: https://lnkd.in/gkCpBF9F     Do you know of a leader who has these attributes? Tag them in the comments section!   #WSDS2024 #Act4Earth TERI - The Energy and Resources Institute Dr Vibha Dhawan Shailly Kedia The Rockefeller Foundation Dr. Rajiv J. Shah Elizabeth Yee

Every time I hear organizations championing "Speak Up", I feel a pang of discomfort. Not because speaking up isn’t important—but because it’s only half the equation. 🛑 People don’t stay silent because they don’t care. 🛑 They stay silent because they’ve seen what happens when they don’t. ❌ Culture of Silence “If I speak up, I’ll face backlash.” “No one else is saying anything… maybe it’s just me?” “Better to let it go than risk rocking the boat.” ❌ Culture of Combativeness “This place rewards dominance, not accountability.” “Real men don’t call each other out.” “If I step in, I might be next.” ❌ Culture of Futility “Even if I say something, nothing will change.” “People have tried before—it didn’t make a difference.” “It’s just the way things are here.” 💡 As leaders, the question isn’t ‘Why aren’t people speaking up?’ 💡 It’s ‘What have we done to make it safe to?’ ✔ Break the Silence — Speak up before harm happens, not just when there’s a scandal. — Recognize and reward those who challenge toxic behaviors, not just those who ‘fit in.’ ✔ Dismantle the Combativeness — Shift from rewarding power plays to valuing respect, collaboration, and accountability. — Make it clear: protecting bullies is career-limiting. ✔ End the Futility — When people do speak up, ensure there are real consequences for harm-doers. — Make sure those who report aren’t isolated, penalized, or pushed out. Because the greatest threat to progress isn’t the ones causing harm. It’s the leaders who let it continue. 👉 What else would you suggest? Koon Executive Coach #careerhackwithkoon DM 👉 1:1 coaching 👉 Leadership Training Program 👉 Keynote speaker/panelist Source Article in the comments below.

I'm happy to share the release of the #WiSER White Paper, "Igniting a Global Sustainable Economy," following the impactful discussions at the WiSER Annual Forum during Abu Dhabi Sustainability Week - ADSW 2025. This report highlights the critical role of female entrepreneurs in driving climate solutions and provides actionable strategies to bridge gender gaps in finance, scalability, AI, mentorship, and accessibility—especially for women in the Global South. Why This Matters: Women-led ventures are key to unlocking innovation in sustainability, yet systemic barriers persist. This paper outlines 5 recommendations: 🔹 Increase Gender-Focused Investment : Boost funding, financial literacy, and microloans for female-led climate projects. 🔹 Scale Women-Led Ventures : Streamline policies and partnerships to accelerate growth. 🔹 Harness AI & Digital Tools: Bridge the AI literacy and access gap to empower business expansion. 🔹 Strengthen Mentorship and Networking: Build cross-sector collaborations to provide women with the resources to succeed. 🔹 Empower Women in the Global South : Address legal and financial barriers, invest in STEM education, and improve access to markets and resources. Dive into the full report below or on Masdar (Abu Dhabi Future Energy Company)’s website for insights on turning these strategies into action: https://lnkd.in/dyAFPEP2 Thanks again to my fellow roundtable participants: Lawratou Bah, CFA, Mirella Amalia Vitale, Natasha Shenoy, Hajar Alketbi, Manal B., Mariam Alnaqbi, Shaima Al Mulla

No tech to die for. $5 Trillion untapped. This is the harsh truth: Without women, deep tech will never reach its full potential. Only 15% of startups are founded/co-founded by women.  Only 7% are all-women teams.  Only 30% of the global AI workforce made up by women. Only 6% of deep tech are female founders in Europe. BUT, female-founded startups are more profitable.  They show a 30% higher return on investment.  (BCG and UBS report) Why women? ✓ They drive innovation. ✓ They bring fresh perspectives. ✓ They enhance team performance. ✓ They foster inclusive solutions. • Invest in female entrepreneurs. Fuel their growth. • Mentor young women. Share your expertise. • Promote inclusive hiring. Create equal opportunities. • Advocate for policy changes. Ensure fair practices. Women and girls belong in science. Inclusion fosters innovation. Every woman and girl should fulfil her true potential. Diverse leadership is not just fair; it’s smart business. ✓ UBS estimates the impact at USD 2.5-5 trillion: If women and men were to participate equally as entrepreneurs global GDP could rise by 3-6%, boosting the world economy by USD 2.5-5 trillion. Together, we can create a diverse, innovative, and inclusive deep tech landscape. Let’s ensure no talent is left behind. Tech is worth fighting for is tech led by everyone. Deep Tech without women is No Tech To Die For! Dive deeper and learn more about Deep Tech Diplomacy and how we can realise more women in deep tech to make full use of this amazing talent pool! ♻️Repost to your network to learn more.

Control or empowerment? Stability or agility? Automation or augmentation?   In a world where change is constant and clarity is rare, leaders face a choice: pause and wait—or lean in and lead.   The 2025 Deloitte Human Capital Trends report explores how leaders can navigate the growing tension between business demands and human needs—transforming complexity into clarity, and pressure into performance. It challenges leaders to #rethinkhow they align work with purpose, empower their people, and build cultures that enable performance.   Because human performance isn’t a trade-off between people and profit—it’s the synergy of both.   To lead through today’s uncertainty, decision-making must go beyond instinct. It must be informed, intentional, and communicated clearly. Leaders play a crucial role in navigating these tensions, and communication is a central tool in making those decisions stick.   So, what should leaders keep in mind? Use the right data—not just the easy data. High-quality decisions are built on evidence—and communicated with clarity. Go beyond surface-level metrics. Use data that reflects human outcomes: skills development, well-being, employability, and impact. When leaders share this kind of data transparently, it builds trust and shows that decisions are grounded in what truly matters. Empower the right people to decide. Great decisions come from those closest to the insight—and the impact. Empower individuals with relevant expertise and the ability to communicate implications clearly across the organization. When decision-makers can both act and explain their reasoning, it drives alignment and confidence at every level. Communicate with transparency. Open dialogue around how and why decisions are made can be transformative. High-performing organizations are 22 times more likely to communicate decision-making strategies clearly—building trust, alignment, and action.   Because communication isn’t just a support function—it’s a leadership capability. People are no longer drawn to the loudest voices, but to the most authentic ones. Leaders who don’t react reflexively—but respond thoughtfully. Organizations that think quietly—and act wisely. Leadership isn’t about choosing sides. It’s about balancing outcomes to create lasting value.   #Deloitte #Leadership #HumanCapitalTrends #Communication For more details, check out the full report here in the comments.

𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐚𝐧𝐝 𝐓𝐫𝐮𝐬𝐭: 𝐅𝐫𝐨𝐦 𝐏𝐚𝐫𝐞𝐧𝐭𝐢𝐧𝐠 𝐭𝐨 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 When it comes to building trust, I often reflect on the parallels between parenting and leadership. 𝐓𝐫𝐮𝐬𝐭 𝐢𝐬 𝐧𝐨𝐭 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐠𝐢𝐯𝐞𝐧; 𝐢𝐭’𝐬 𝐞𝐚𝐫𝐧𝐞𝐝—whether with children or teams—through transparency and consistency. As a parent, being transparent with my children—admitting when I don’t have all the answers or when I’ve made a mistake—has shown me the power of honesty in nurturing trust. Similarly, in leadership, I’ve seen that 𝐭𝐫𝐮𝐬𝐭 𝐢𝐬 𝐛𝐮𝐢𝐥𝐭 𝐨𝐧 𝐨𝐩𝐞𝐧𝐧𝐞𝐬𝐬 𝐚𝐧𝐝 𝐡𝐨𝐧𝐞𝐬𝐭𝐲. When we, as leaders, are transparent—whether it’s about decisions, challenges, or expectations—we foster a culture where people feel safe, empowered, and aligned with the vision. Transparency in both parenting and leadership means showing vulnerability, admitting when we’ve fallen short, and engaging in tough conversations. 𝐓𝐡𝐢𝐬 𝐭𝐫𝐮𝐥𝐲 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐬 𝐭𝐫𝐮𝐬𝐭 because it shows that we’re human, learning, and committed to doing better. At work, just as at home, when trust is established through transparency, people feel empowered to contribute and take risks. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐞𝐫𝐞 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐭𝐫𝐮𝐥𝐲 𝐭𝐡𝐫𝐢𝐯𝐞—whether it’s in the office or within the family. #𝐌𝐲𝟐𝐂𝐞𝐧𝐭𝐬: I’ve realized that 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐢𝐬 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐚 𝐭𝐨𝐨𝐥 in leadership or parenting; it’s a conscious choice. When we consistently show up with honesty, we create environments—whether at home or work—where trust naturally follows. So, whether you’re leading a team or a family, 𝐭𝐡𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐢𝐬: 𝐰𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐝𝐨𝐢𝐧𝐠 𝐭𝐨𝐝𝐚𝐲 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐭𝐫𝐮𝐬𝐭 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲? #Leadership #Parenting #Transparency #Trust #Culture #LinkedInThoughts

Building Trust Through Transparency in Leadership Early in my career, I worked at a company where the leadership implemented extreme secrecy. The various project teams were separated into different halls, with combination locks required to enter them (access cards didn't exist yet), teams were not allowed to share information. There was always a sense of hush-hush in the office; it was all a bit intimidating. Different people had access to different information, not necessarily based on need to know, but on whom they knew. This was about 30 years ago but I do remember it resulted in a strong us vs them (management vs staff) feeling, which led to a reduced sense of ownership and commitment. When information leaked the management would run investigations to find the leak rather than understanding the root cause. I started looking for options and was one of the first to leave. It eventually led to high attrition. They tried to retain people by paying very high salaries but even that didn’t work in the long run. Fortunately, practices have changed since, even in larger corporations. The emphasis has been more and more on employee engagement and helping team members to grow and advance themselves. Trust has been recognized as playing a huge role in getting business done more smoothly and efficiently. One of the bases of trust is transparency. Where there is secrecy, there can never truly be trust. Withholding information from someone is like saying "I don't trust you to act responsibly with this information." Authentic HR leadership is grounded in transparency, a commitment to openness that differentiates itself from the shadows of secrecy. Defining transparency within HR practices sets the stage for a workplace where trust can be a fundamental building block. Secrecy is not always intentional. I have seen it be a consequence of poorly set up communication channels and structures. Unfortunately, the effect on the employees is the same, whether information is withheld intentionally or incidentally. By adopting effective communication strategies and sharing information openly, HR leaders create a culture where employees feel not only informed but also valued, fostering an environment of trust and collaboration. It goes even further: transparency empowers employees by providing them with information and insights. HR leaders who prioritize transparent practices create a culture where employees feel informed, heard, and an integral part of the decision-making process, contributing to a workplace characterized by mutual respect and empowerment. Finally, consistency in decision-making and transparent handling of challenges are pivotal trust-building practices. HR leaders who demonstrate transparency in their actions foster a culture of accountability, laying the foundation for a workplace where trust thrives. #trust #transparency #transparentleadership #globalleadership #gccs #authenticity Sunil Khunteta . Ruchira Garg what is your take on this?

🌍 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗦𝗸𝗶𝗹𝗹—𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗦𝘆𝗺𝗯𝗼𝗹𝗶𝘀𝗺 𝘼𝙨 𝙨𝙤𝙢𝙚𝙤𝙣𝙚 𝙬𝙝𝙤'𝙨 𝙬𝙤𝙧𝙠𝙚𝙙 𝙞𝙣 𝙩𝙝𝙞𝙨 𝙨𝙥𝙖𝙘𝙚 𝙛𝙤𝙧 𝙮𝙚𝙖𝙧𝙨, 𝙄 𝙨𝙖𝙮 𝙩𝙝𝙞𝙨 𝙬𝙞𝙩𝙝 𝙙𝙚𝙚𝙥 𝙘𝙤𝙣𝙘𝙚𝙧𝙣—𝙖𝙣𝙙 𝙜𝙧𝙤𝙪𝙣𝙙𝙚𝙙 𝙝𝙤𝙥𝙚. 𝙒𝙚 𝙘𝙖𝙣𝙣𝙤𝙩 𝙖𝙛𝙛𝙤𝙧𝙙 𝙩𝙤 𝙩𝙧𝙚𝙖𝙩 𝙨𝙪𝙨𝙩𝙖𝙞𝙣𝙖𝙗𝙞𝙡𝙞𝙩𝙮 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙖𝙨 𝙟𝙪𝙨𝙩 𝙖 𝙩𝙞𝙩𝙡𝙚 𝙤𝙧 𝙖 𝙗𝙖𝙙𝙜𝙚. 𝙄𝙩 𝙢𝙪𝙨𝙩 𝙗𝙚 𝙚𝙖𝙧𝙣𝙚𝙙—𝙩𝙝𝙧𝙤𝙪𝙜𝙝 𝙚𝙭𝙥𝙚𝙧𝙩𝙞𝙨𝙚, 𝙢𝙞𝙣𝙙𝙨𝙚𝙩, 𝙖𝙣𝙙 𝙚𝙢𝙥𝙖𝙩𝙝𝙮. Sustainability is more than a trend—it’s a mission rooted in expertise, systems thinking, and compassion. In a world facing urgent environmental challenges, we need leaders who can connect science with society and drive real change through collaboration and care. Too often, I’ve seen sustainability roles—across corporations, multilateral bodies, and governments—allocated based on visibility, political proximity, or even particular types , rather than on the capability to drive real, transformative change. When we prioritize optics over substance, we lose precious time—and trust. This is not about being negative. It’s about being pragmatic and calling for professionalism in a space that matters more than ever. Sustainability is complex, interdisciplinary, and deep science. It demands leaders who can bridge science, systems, society—and people. ✅ 𝗪𝗵𝗮𝘁 𝘁𝗵𝗲 𝗪𝗼𝗿𝗹𝗱 𝗡𝗲𝗲𝗱𝘀 𝗶𝗻 𝗖𝗹𝗶𝗺𝗮𝘁𝗲 & 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀: 🔬 𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 – Climate science, ESG , circular economy, carbon management, environmental policy & compliance 💬 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀 – Translating climate science for non-experts, stakeholder engagement, and impactful storytelling ⚖️ 𝗦𝘆𝘀𝘁𝗲𝗺𝘀 𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴 – Interdisciplinary insight, root cause analysis, and scenario planning 🤝 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 & 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 – Working across sectors, listening to communities, and building trust 🚀 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝘄𝗶𝘁𝗵 𝗣𝗿𝗮𝗴𝗺𝗮𝘁𝗶𝘀𝗺 – Balancing ambition with realism, staying committed through complexity 🌍 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗦𝗲𝗻𝘀𝗶𝘁𝗶𝘃𝗶𝘁𝘆 – Honoring local context, aligning global goals with local community realities 🧭 𝗧𝗿𝘂𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗚𝗼𝗲𝘀 𝗕𝗲𝘆𝗼𝗻𝗱 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 The best climate professionals lead with vision, integrity, and service—raising the bar, earning trust, and advancing solutions that last. 𝗟𝗲𝘁’𝘀 𝗽𝗹𝗮𝗰𝗲 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗿𝗼𝗹𝗲𝘀—𝘀𝗼 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘀𝗽𝗼𝗸𝗲𝗻, 𝗯𝘂𝘁 𝗮𝗰𝘁𝗲𝗱 𝘂𝗽𝗼𝗻.  #ClimateAction #SustainabilityLeadership #ESG #SystemsThinking #PurposeDriven #RealChange

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 unintentionally shape in the organization. These are the quiet risks. The ones that don’t show up on dashboards, but slowly define the limits of what we can become. 1️⃣ The risk of becoming a service, not a solution. This is where teams deliver exactly what was asked for, but never more. To avoid this we must shift the narrative from service delivery to strategic enablement. Empower teams to ask “why,” challenge assumptions, and co-create outcomes with the business. 2️⃣ The risk of chasing scale without building strength. Leaders focus on growing fast, but not deep. Leaders must balance expansion with depth. Invest in domain capability, embed cross-functional knowledge, and build core strengths that grow with the scale. 3️⃣ The risk of being efficient, but not impactful. We focus on optimizing processes, yet forgetting about the people. We must redefine value not just in cost or speed, but in experience. Combine automation with empathy. Elevate user journeys, not just turnaround times. 4️⃣ The risk of executing flawlessly, but imagining nothing new. We focus on becoming world class in delivery, but invisible in strategy. We must create space for innovation within teams. Celebrate curiosity and reward experimentation. Let execution sit alongside imagination. 5️⃣ The risk of building talent, but not voice. Leaders focus on creating capability that never speaks up, never leads, never questions. Leaders should build confidence not just skill. Encourage feedback, and recognize those who speak up not just those who comply. Every risk has a solution, only if we are willing to see the risk within ourselves or our culture. Greatness isn’t found in avoiding risk. It’s found in recognizing the ones that hide in plain sight and doing something about them. Every risk carries a seed of opportunity and when leaders are willing to look inward, the solutions reveal themselves. Photo via unsplash.