A:A: In today’s disruptive world, three skills truly stand out for senior leaders. First, adaptive learning agility — the ability to unlearn and relearn quickly as markets and technologies shift. The World Economic Forum estimates that 50% of employees will need reskilling by 2027, and leaders are no exception. Second, empathy-driven leadership — because in hybrid, cross-generational teams, trust and psychological safety directly fuel performance. Third, data-led decision-making — leaders today must balance human judgment with digital fluency, since data-driven companies are proven to be up to 19 times more profitable.

These skills are not optional anymore — they are core to resilience. Leaders who demonstrate these accelerate innovation and prepare their organizations for the unknown. In many ways, leadership today is less about having all the answers and more about building the capability to continuously adapt and co-create solutions with teams. As disruption becomes the new normal, the differentiator will not be scale or resources alone, but how quickly leaders can sense, respond, and reinvent. The organizations that thrive will be those where leaders see change not as a threat, but as a continuous opportunity to transform and grow.

A:A: Measuring the true ROI of learning requires a long-term lens, not just short-term training hours or completion rates. At Zydus Wellness, we believe that learning should be assessed on its sustained contribution to business outcomes and organizational vitality. We link our learning initiatives to three core impact areas:

1. Talent Metrics — internal mobility rates, leadership succession readiness, and retention of high-potential and top talent.
2. Performance & Innovation Metrics — project delivery timelines, cross-functional collaboration outcomes, and efficiency gains from digital upskilling.
3. Cultural Indicators — employee engagement, digital adoption, and fluency.

Learning becomes meaningful when it evolves from being an isolated “event” to a sustained, embedded driver of business strategy. It is not just about filling skill gaps but about future-proofing the organization. Ultimately, the most powerful measure of learning is when employees feel empowered to innovate, leaders are equipped to take bold decisions, and the organization demonstrates resilience in the face of disruption.

A:A: Gen-Z brings unmatched passion, digital fluency, and a strong demand for purpose in the workplace. At Zydus Wellness, we are reimagining our talent strategy to harness their potential in meaningful ways. We provide early leadership exposure through project-based tracks that allow them to work closely with senior leaders in cross-functional teams right from the start, accelerating confidence and accountability.

We also design digital-first learning journeys that reflect their native comfort with technology — from gamified modules to AI-driven skill assessments and platforms that make learning engaging and continuous. Just as importantly, we embed purpose-driven engagement by aligning our wellness mission with their careers, ensuring that their work feels personally meaningful and socially impactful.

We don’t see Gen-Z as leaders of tomorrow waiting in the wings, but as leaders already in incubation today—ready to co-create, innovate, and redefine the future of work alongside us.

A:A: At Zydus Wellness, we are anchoring our HR strategy around three core imperatives that shape how we work and grow.

- The first is skills-first talent architecture, where hiring, career mobility, and learning pathways are designed around skills rather than just roles. This ensures our workforce remains future-ready as business needs evolve.
- The second is cultivating an innovation culture. We are consciously creating recognition programs that celebrate experimentation, where even fast failures are acknowledged as stepping stones to better ideas. This mindset ensures that creativity and risk-taking remain central to our DNA.
- The third is employee experience as strategy. From personalized wellness benefits to personalized learning pathways, we are creating a culture where productivity and well-being go hand in hand.

Together, these imperatives are helping us shape Zydus Wellness into a learning, experimenting, and people-first organization. And in a world where disruption is constant, this approach is not just about driving growth today but about building the long-term competitive advantage that keeps us ahead tomorrow.

A:A: Cultural inclusion and global readiness are central to our growth journey at Zydus Wellness. We are investing in leadership programs that equip our leaders with inclusive communication skills, cultural sensitivity, and global business etiquette — essential for thriving in diverse markets.

Equally important is building diverse talent pipelines, where we consciously try to bring in talent from different regions, backgrounds, and experiences to enrich decision-making. Underpinning it all is a shared purpose and values framework — our organizational DNA of wellness, trust, and innovation that unites teams while allowing diversity in expression.

For us, building a global culture is about creating unity in purpose while celebrating differences as a source of strength.

A:A: The BANI world — brittle, anxious, nonlinear, and incomprehensible — redefines what leadership truly means. My biggest lessons are:

1. Clarity Beats Control — trying to over-plan in uncertainty fails, but providing direction and purpose keeps teams aligned and focused.
2. Agility is a Muscle — the ability to unlearn and adapt quickly is more valuable than expertise frozen in time. Agility isn’t a one-off response; it’s a discipline leaders must keep strengthening.
3. Empathy Drives Trust — in anxious environments, leaders who listen deeply and act with compassion create resilience and unlock discretionary effort from teams.

Ultimately, the most relevant leadership lesson is this: in a BANI world, leadership is less about commanding certainty and more about enabling collective adaptability and trust. The leaders who thrive will not be those who resist chaos, but those who can harness it as raw material for innovation and growth.