Setting Leadership Priorities

Why did I pursue an MBA as a fresher? I calculated opportunity cost, risk & ROI. Here’s how it all convinced me👇 Opportunity cost is the idea of choosing one option means you’re giving up the benefits of an alternative. - For example, imagine a fresher (someone freshly out of an Undergrad & new to the workforce) 1. who has an opportunity to start working right after graduation 2. or going for an MBA to aim for better career opportunities in the future Here’s the trade-off: ➡ Option 1: Start working now The fresher could -start earning a salary immediately -gain some work experience -potentially grow within their field over time -without investing more money and time But, without an MBA -income is low to avg(In India 3 to 6 LPA), -career growth might be slower -find it harder to transition into higher-paying roles -high barrier to entry for management positions -may get irrelevant work ex for the sake of adding work ex on the resume ➡ Option 2: Go for an MBA right away -have to invest time and money into the program -won’t be earning a salary during this period However, after the MBA, -have access to better job opportunities -higher salaries -leadership roles with more responsibility -potential for faster career growth -even with no work experience beforehand In this case, the opportunity cost of the MBA is the salary and work experience they’re giving up for those years. ➡If a fresher is driven to pursue leadership roles, has a strong profile, and believes an MBA will open doors to better job opportunities and faster career growth, the benefits can significantly outweigh the cost of delaying work experience. The decision depends on one's goals: -In my case I was sure that I don't want to continue in the tech field and have inclination towards marketing and knack for leadership. -For me pivot/transition was necessary -I came from a tier-3 engineering college and had average pay job opportunities(3 to 9 LPA) would have started my first job at around 6 LPA so salaries after MBA looked lucrative -Pre-MBA work experience as a developer wouldn’t have aligned with my goals, as I was focused on transitioning into Marketing, Creative, and Strategic roles post-MBA, along with a shift in industry 🔴 Risk was- I could end up in similar situation/or get same or even worse calls after say 2 years of work ex than I did get in my first attempt; or get into a better college and still get placed at almost same package as I would get as a fresher. I considered existing options & worst possible outcomes as well, made a opportunity cost & ROI map so I have a plan B or understand my options better. #MBA #IIM #CAT2024

How to Build Sector Expertise When No One is Teaching You When I started out in investment banking, everyone said, “You must become a sector expert.” But no one gave me the manual, just advice that was too generic or too advanced for where I was. So, if you are truly starting from scratch, here’s the practical way to build real sector expertise, without a guide. Step 1: Begin with the Basics: What (and How Much) to Read Start with: - 5 Annual Reports of top companies in the sector (oldest, biggest, or most respected) - 10 Investor Presentations from these companies, ideally across a few years for trends - 3 to 4 Initiating Coverage (IC) reports from leading brokerage houses Latest Industry Report (from an industry body or consulting firm) Plan: - Start with an annual report every morning, read for 45 minutes, make notes, and move on. - Alternate days with investor presentations or coverage reports. In two weeks, you will have covered the minimum required to speak with context. Step 2: Understand the Value Chain Think of the sector as a story. Draw the “journey of money” step by step: - Who provides raw materials? - Who transforms or adds value? - Who distributes? Who sells to the end user? - Where is value added, and where does it leak away? Take out a blank sheet and map this flow yourself, company by company. - As you read ARs and presentations, note every mention of a supplier, partner, or customer. - Try to fill out this map with real names and data, not just boxes. - If you do this exercise for just three companies, you will see both the common patterns and the unique strategies. That is how real sector understanding begins, by connecting these moving parts yourself. Step 3: Build a Daily Routine, Not a Sprint - Week 1: Read one annual report each day, summarise in 1 page, and map value chain points. - Week 2: Shift to investor presentations, making a table of products, segments, and strategy shifts. - End of Week 2: Read the IC reports and industry study, see what aligns with your findings, and what does not. Step 4: Start Connecting the Dots Now, look for: - What drives revenue growth? Is it volume, price, or a new segment? - How does working capital cycle differ across peers? - Where does each company outperform, and why? Step 5: Test Your Knowledge - Before you call yourself an expert, try explaining the sector to a peer in five minutes, without notes. - If you can walk them through the flow of money, key challenges, and what sets leaders apart, you are already well ahead. Follow Pratik S for Investment Banking Careers and Education

“𝘿𝙧. 𝙈𝙘𝙆𝙤𝙧𝙡𝙚𝙮, 𝙘𝙖𝙣 𝙮𝙤𝙪 𝙗𝙚 𝙢𝙮 𝙢𝙚𝙣𝙩𝙤𝙧?” “𝙎𝙞𝙧, 𝙄 𝙬𝙖𝙣𝙩 𝙮𝙤𝙪 𝙩𝙤 𝙢𝙚𝙣𝙩𝙤𝙧 𝙢𝙚.” “𝘿𝙧. 𝘿𝙖𝙣𝙞𝙚𝙡 𝙈𝙘𝙆𝙤𝙧𝙡𝙚𝙮, 𝙄 𝙬𝙤𝙪𝙡𝙙 𝙡𝙤𝙫𝙚 𝙩𝙤 𝙗𝙚 𝙮𝙤𝙪𝙧 𝙢𝙚𝙣𝙩𝙚𝙚.” I get messages like these every day. In my comments, replies, emails, and inboxes. And while I deeply appreciate that many see me as worthy of being a mentor, let me share a hard truth: 𝙄𝙛 𝙮𝙤𝙪’𝙧𝙚 𝙖 𝙮𝙤𝙪𝙣𝙜 𝙥𝙧𝙤𝙛𝙚𝙨𝙨𝙞𝙤𝙣𝙖𝙡, 𝙨𝙩𝙤𝙥 𝙧𝙚𝙡𝙮𝙞𝙣𝙜 𝙤𝙣 𝙟𝙪𝙨𝙩 𝙤𝙣𝙚 𝙢𝙚𝙣𝙩𝙤𝙧 𝙩𝙤 𝙜𝙪𝙞𝙙𝙚 𝙮𝙤𝙪𝙧 𝙘𝙖𝙧𝙚𝙚𝙧. 𝙄𝙩’𝙨 𝙣𝙤𝙩 𝙚𝙣𝙤𝙪𝙜𝙝. Your career is like running a business. In the beginning, you’re a startup: you're testing, failing, learning, and improving. And as you grow, the stakes rise: you’re scaling operations, managing people, and making high-impact decisions. The usual advice? Get a mentor. But let's be honest, mentorship alone has limits. Challenges will come that one mentor alone can’t solve. One mentor won’t have all the answers. They may not even be available when you need them most. What you need is a "personal board of advisors." Just like companies have boards to guide their biggest moves, your career deserves the same structure. Build your board with: - 𝙋𝙚𝙤𝙥𝙡𝙚 𝙛𝙧𝙤𝙢 𝙙𝙞𝙫𝙚𝙧𝙨𝙚 𝙞𝙣𝙙𝙪𝙨𝙩𝙧𝙞𝙚𝙨 𝙖𝙣𝙙 𝙗𝙖𝙘𝙠𝙜𝙧𝙤𝙪𝙣𝙙𝙨 𝙛𝙤𝙧 𝙛𝙧𝙚𝙨𝙝 𝙥𝙚𝙧𝙨𝙥𝙚𝙘𝙩𝙞𝙫𝙚𝙨. - 𝙐𝙣𝙗𝙞𝙖𝙨𝙚𝙙 𝙢𝙞𝙣𝙙𝙨 𝙬𝙝𝙤 𝙬𝙤𝙣’𝙩 𝙨𝙪𝙜𝙖𝙧𝙘𝙤𝙖𝙩 𝙩𝙝𝙚 𝙩𝙧𝙪𝙩𝙝. - 𝘽𝙡𝙪𝙣𝙩 𝙘𝙧𝙞𝙩𝙞𝙘𝙨 𝙬𝙝𝙤 𝙬𝙞𝙡𝙡 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚 𝙮𝙤𝙪, 𝙣𝙤𝙩 𝙟𝙪𝙨𝙩 𝙘𝙝𝙚𝙚𝙧 𝙮𝙤𝙪 𝙤𝙣. They don’t need to know they’re on your board. They don’t need to meet. This is informal, but it’s incredibly effective. And as your career evolves, so should your board. Rotate people in and out depending on where you are and what you need. This isn’t about waiting for the perfect mentor. It’s about designing a system of support that’s dynamic, strategic, and built for growth. Stop waiting for the perfect mentor. Build your board and run your career like the CEO of your life.

Picture this: a job that sucks the life out of you. No, really. It's not just a feeling; it's a stat backed reality. The WHO classifies work-related stress as the "global epidemic of the 21st century." And here's a hard pill to swallow: Staying in a toxic job can shave years off your life. Research has found a direct correlation between job dissatisfaction and increased risk of depression, sleep problems, and even cardiovascular diseases. So yes, leaving feels scary. But staying? That's a ticking time bomb. Ask yourself: Is the paycheck worth your mental well-being? Are the benefits worth the chronic stress? It's more than just feelings at stake here; it's your health, your longevity, your zest for life. Then there's the economic perspective. Toxic workplaces have a turnover rate that's 48% higher compared to those with a positive culture, says a report from the Society for Human Resource Management. High turnover rates translate to higher recruitment and training costs - a gaping hole in the company’s resources. In the long run? It's a lose-lose situation. But here's the turning tide, a shimmer of hope amidst the grim data: You'll thrive when valued. Employers are catching up. The future belongs to organizations that prioritize well-being and job satisfaction. Workplaces that nurture growth, encourage innovation, and foster a culture of respect and inclusivity. Employees in such environments report higher job satisfaction, are more engaged, and guess what? They stick around. They innovate. They propel the company forward. So, if you find yourself stuck in a toxic job, remember: Your wellbeing is not a luxury. It's a necessity. Leaving isn't just an escape. It's a step towards a brighter, healthier future. A future where you are not just surviving, but thriving. Because at the end of the day, Yes, leaving a toxic job feels scary. Staying is scarier. You'll thrive when valued.

Taking a step back at the right time can be the most powerful step you can take, and sometimes the bravest. It is important to take the time occasionally and reflect on the impact our workplace has on our mental wellbeing. If you are dreading returning after some time, or even if you have just felt welcome relief from your role grinding you down throughout the year, it could be time to make a change. The image below from the awesome Michael James Schneider on Instagram says it all quite simply. A lot of people are hesitant to leave a role unless it is for a promotion, more money, or prestige, but if a workplace is damaging to you and your mental health, why stay. If your boss said I’ll give you a pay rise, but your mental health worse off in response, would you take it. Taking a step back or down should be a viable choice, without stigma. Those who have chosen to do so in the past grow from it and eventually look back at this as one of the most important turning points (for the better) in their career. If a workplace is damaging you or impinging on your mental or physical well-being, it can be difficult to ever fully recover. This is especially the longer you stay in those scenarios. I have left organisations that either didn’t align with my values or were straight out toxic environments that damaged myself and those around you. Those steps backs and away often involved significant salary drops or leaving without another role in place. However, for me they were the absolute right thing to do. I have never been in a stronger and safer physical and mental space, and aligning myself with employers that value my talent and me as a human as allowed me to excel and I now easily earn more than those roles I stepped away from. So have to courage to step back and away from damaging situations, even if you tell yourself it’s not damaging you, you won’t see the impact until you are removed from the situation. I know that not everyone financially can afford to make these decisions and that is why I advocate so strongly to make our workplaces mentally safe for all. However until that day comes, prioritising your mental health is the best career decision you can make. #career #careerbreak #mentalhealth #leadership #humanresources #whatinspiresme #selfcare

Scientists, let’s talk about “finding a mentor” versus “drafting a board of advisors for your career” ⤵ There’s only one person who I’ve ever referred to as “my mentor." He was the PI of a lab I worked in during high school. He had high expectations which he knew I could live up to - even when I wasn’t so confident. In hindsight, I see how he consistently went out of his way to find funding, publication, and conference opportunities for me. He initiated conversations about PhD programs and fellowship applications. I didn’t grow up in a family of scientists, but he made the path to “becoming a scientist” clear. As a true mentor, he ✅ Used his position to connect me with new opportunities ✅ Advocated for me in rooms I wasn’t in ✅ Showed me a clear path to my desired career ✅ Pushed me to aim higher than I believed I could ✅ Helped me develop new skills I think finding a single person who checks all of those boxes is incredible, but also a rarity. What's slightly more attainable: ➡ A board of advisors for your career ⬅ Under this model, you curate a network of folks who you rely on for mentorship. You don’t need to find a single person who can guide you to your dream career. These folks are people who: ✅Are more experienced or more skilled in areas you want to develop (note: this doesn’t always mean they’re “more senior” than you) ✅Advocate for you when you're not around ✅Have achieved something you want to emulate ✅Believe in you in the moments when things get tough ✅Have differing perspectives and thus can challenge and improve your thinking Just as a company’s board of directors is strategically and deliberately made up of people with different backgrounds and expertise, a diverse board of advisors can help you avoid blind spots as you build your career - and really your life. I think this sort of career guidance and support will absolutely accelerate anyone’s career - but it can be just as useful coming from a board of 4-5 people, rather than in the form of a single mentor. Just some musings for a Monday morning #linkedinnewsaustralia

No paycheck is worth sacrificing your mental well-being. Seek out places where your contributions are valued, where you are respected, and where your efforts don’t go unnoticed. A strong workplace culture isn’t just about perks like free coffee or occasional team-building events. It’s about how you’re treated, whether your work is acknowledged, and if you feel safe and appreciated. A toxic job can take a severe toll on your mental and physical health. Research indicates that 76% of employees face burnout at some stage, and nearly 60% of job departures are linked to poor workplace culture. Persistent stress from a negative work setting can contribute to anxiety, depression, and even physical ailments like hypertension and sleep disturbances. On the other hand, a healthy work environment—one that fosters respect, appreciation, and support—enhances motivation, increases job satisfaction, and improves overall well-being. Studies reveal that employees who feel valued tend to be more engaged, productive, and loyal to their organizations. If your job constantly drains you, makes you question your worth, or fills you with dread at the start of each week, ask yourself: Is this where I truly belong? Sometimes, the most empowering decision you can make is to walk away and find a workplace that genuinely recognizes your talent. You owe yourself that much.

Do you have a personal boardroom? You are the CEO of your career, so why not have a board! This is an intentional grouping of people you trust, who can steer you in the right direction, give honest feedback, and root for you. Harvard Business Review found that individuals with mentors or advisors are 36% more likely to feel fulfilled in their careers. Having people who know and understand your goals can make those big decisions clearer, and bring insights you might not see on your own. Just as one encourages diverse perspectives for improved decision making, fill your boardroom with a mix of perspectives: a mentor, an industry pro, family, a friend, a colleague, it could even be someone who doesn’t know you, but whose views you respect. Each brings their unique spin and can help guide you in different areas of your journey. Authors Amanda Scott (https://lnkd.in/dv3xhGgg) and Zella King (https://lnkd.in/d5xKfQDX) developed a set of cards to help you build your Personal Boardroom. (www.personalboardroom.com)  They suggest 6-12 roles including: ·        Inspirer- Inspires new ideas and brings fresh thinking. ·        Anchor – holds me to account for the balance between work and the rest of my life. ·        Expert – gives advice based on their professional, technical or sector expertise. ·        Nerve-giver – strengthens my resolve at difficult times and gives me a sense of purpose. ·        Challenger – challenges my decisions and thinking and helps me see my errors and blind spots. ·        Improver – gives constructive feedback on my performance and development. ·        Connector – makes introductions and connects me with people who can help me. ·        Customer voice – helps me understand markets, customers and business opportunities. ·        Navigator – can tell me who I need to know and who does what. ·        Influencer – works behind the scenes to win support and helps me get things done. ·        Sponsor – speaks out to endorse me and my ideas to senior or important people. ·        Unlocker – provides access to resources (e.g., money, data, people’s time). It does not have to be these 12 roles and I struggled to find 12! And the names (or lack of names), gives plenty of room for reflection! Who’s in your boardroom? Or if you’re building one, who do you want to be in it? #Mentorship #Networking #CareerDevelopment #GrowthMindset

👩🏽⚕️ Want to advance your career? Consider building a personal board of advisors. Having a loyal personal board of advisors who keep me accountable has been enormously important to me as I transitioned career from medicine to investing. Over the years I've carefully curated a personal advisory board to help me with navigating a portfolio career. They include:  👩🏻⚕️ Someone who has lived experience of what you want to do in life 🏄🏽♀️ A sponsor who will champion you in rooms you're not in 👨🏻🦳 A mentor who might guide you through key career decisions 💃🏽 A connector who helps you expand your network 👨🏻⚕️ A close friend who knows all your foibles who can give you tough love & thoughtful criticism when required 🌍 If you're thinking about starting a personal board of advisors, consider a diverse group of people who have your best interests at heart. I’ve tried to mix mine up with diversity in age (they range from 32 to 80 years old) and also diversity of career, ethnicity & economic backgrounds. All my personal board of advisors bring strong & diverse opinions to the table for which I am very grateful. #career #femaleinvestor #personalboard #healthtech #careeradvice

Friends, let's talk about grad school, MBAs, and the real cost of education. In light of the recent Wall Street Journal article highlighting unemployment rates of 20 - 25% for graduates from even top MBA programs three months after graduation, many of you have asked for my thoughts on graduate education and my advice for others. As someone who has completed three graduate degrees - an MBA, a Master’s in Policy, and a Master’s in Biotechnology - my perspective is grounded in experience. My advice, however, is most relevant to MBA programs, where the stakes - and costs - are particularly high. The costs have always been significant, but today they are staggering. Between tuition, fees, housing, and foregone wages, pursuing an MBA can easily run between $200,000 and $250,000 for two years. To put that into perspective - if you invested that sum at a 10% annual return, you’d have millions saved by retirement. This opportunity cost is enormous, which is why you must treat this decision with extreme care. My advice has not changed, and if anything, it has become stronger: Never attend a program without scrutinizing its employment and salary outcomes. Look for detailed, verifiable data about post-graduation job placement, salaries, and industry trends. Seek help if you’re unsure how to evaluate ROI. Whether it’s a mentor, alumni, or someone with financial expertise, ensure you’re making a fully informed decision. Be selective. Unless you’re attending a top 5 or top 10 program with excellent career placement, I’d seriously question the value of full-pay, high-cost programs. For most people, the ROI simply doesn’t justify the investment. That said, I dismiss the argument that attending a top graduate program doesn’t matter. It can matter a lot in terms of credentialing, signaling, and the strength of alumni networks. Having attended these programs personally, I know they helped me in my career - although, of course, experiences can vary. This perspective isn’t rooted in elitism - it’s about making rational, data-driven decisions. Graduate programs, unlike undergrad, are optional for most careers. For fields like law or medicine, the path is more complex because of needing some graduate degree to work many functions. But for MBAs or other master’s degrees, the decision involves voluntarily stepping away from your career and income. That pause must come with significant future benefits. For many, just as with undergraduate college, public programs or less costly alternatives might make more sense beneath a certain level of competitiveness at private programs, especially when they align with long-term goals without the burden of such massive debt. Graduate school is a major financial and career decision, and it deserves thoughtful consideration. I hope this adds some clarity for those weighing their options.