The Leader Within: Nurturing the next generation
The role of leadership has undergone a significant transformation in today’s developing professional landscape. With the rise of platforms such as LinkedIn, leaders are increasingly sharing information about vocal, key issues and organizational developments, make their assets more visible and make their messages more accessible. Nevertheless, despite this visibility, a disconnection continues. Although leaders may seem more accessible online, their assets may still feel distant or scary in the workplace.
This feeling, stating that the confidence in senior leaders remained low at 32%, the global leadership estimated in 2025, while the emergency executives sharply decreased sharply – from 46% to 29% in 2022 in 2022.
To close this growing gapPriyank Parkh, Director – HR, HaleonIt emphasizes that leadership is physically visible, accessible and emotionally linked to all levels of consultation, promoting qualities that encourage me to be included and long-term participation. “In a rapidly growing organization like ours, we should focus on creating open and honest two -way interactions not only through official channels, but also in more personal, informal environments. These moments allow real dialogue, active listening and real ties beyond the hierarchy or function,” he says.
Repeating a similar feeling,Rajiv Nair, Chro, RAMCO SystemsHe notes that leaders should only appear. Instead of relying on calls or meetings only, it underlines the importance of being physically existing where it takes place. “Never overlook what people feel respectable, heard and feel valuable, or he says.
Speaking with Livemint, Rajiv says that being accessible for him, responds to a message, joins a coffee or lunch or just ‘I don’t know’, he says that confessing, trusting trusts faster than any official plan.
Feeding the new generation of future leaders
Trust continues to be the main pillar of leadership. However, it is becoming increasingly difficult to feed new generation leaders. The labor market is uncertain. The priorities of Gen Z and the purpose -based mentality are constantly developing. This change is reflected in Deloitte’s 2025 Genes Z & Millennium research. Only 6% of Gen Z sees entering the senior leadership as the main career targets. This refers to a fundamental change in ambition and emphasizes an increasing disconnection between the expectations of leadership and the expectations of Gen Z.
Ruchira Bhardwaj, Partner President and Chro, Kotak LifeHe believes that this gap should be handled early. “Leadership should not be separated for a certain few. It is a muscle that we begin to build early. Teams should deliberately be cross -functional and cross -level, which allows young employees to work together with experienced leaders while contributing to strategic priorities in a significant way.
To help them believe that the goal is not to prepare a new generation one day, but it is possible and worthy of effort.
Filling the gap between leadership and new generation
However, many organizations are still struggling to close the gap between intention and perception. Although leadership development is a priority specified, young employees do not always feel the effect. A Forbes study revealed that although 90% of managers believed that they have developed strong leaders, 68% of Gen Z emphasized an open perception gap.
To recognize this difficulty,Sakshi Khosla, Human President, Cbre IndiaIt also emphasizes that feeding future leaders should be the best strategic priority. It emphasizes the importance of future leaderships that define high potential skills at the beginning of their careers and place them on accelerated development tracks.
Talking with Livemint, “This learning develops mutual growth and respect throughout generations. In terms of accessibility, we are constantly determined to sweat the leadership by sharing a transparent growth path and celebrating the success stories of organic growers in our system.”
In addition to this perspective,Anuradha Zingade, Chro, Metal PowerIt emphasizes the importance of more flat organizational structures in filling this gap. While many gene z employees prefer to start as individual contributions, they believe that those who show leadership potential should be identified early and feed from the very beginning.
In addition, nurturing new generations starts with a clear communication of roles and expectations, and continues with structured contact points such as monthly leadership connections, and allows new employees to interact directly and sincerely with senior leaders. ”
Driving his trust through transparent leadership
Employee participation becomes a critical component of strengthened leadership culture. Harvard Business Review reports that transparent cultures are 2.3 × higher, and low transparency decreases 42% in business satisfaction.
Khosla, who advanced the same idea, added that the leadership team should not only be visible and accessible, but also should be emotionally linked to every employee. “In our rapidly expanding organization, this is not a passive result, but a deliberate, multi -faceted approach that exceeds traditional hierarchical communication in favor of more personal and frequent interactions.”
It emphasizes the importance of the development of transparency among leadership and employees through normal municipal halls and allows employees to interact directly with senior leaders.
“When leaders transmit concrete changes based on employee suggestions, it creates reliability and strengthens that each sound is valued. These consistent participants are exactly the bridge of the gap, making our leadership feel in various and growing labor force, accessible and really depending on each person”.
The reinforced leadership not only guides people to break the glass ceiling, but also to completely remove the ceiling! This means creating a workplace in which everyone can rise, lead and succeed, regardless of the background or assignment. In order to reveal this vision, Mint has launched Mint India’s iconic workplaces in partnership with Deloitte – a certificate of excellence of a workplace that recognizes bold, flexible and inclusive leadership. Both empathic and unchanging, nutritious but strong leadership.
