Future-Proofing Your Career

Right now, I’m watching a dangerous trend unfold. One that’s being marketed really well — and leading people down the wrong path. Someone builds a chatbot. They start a prompt course. And suddenly, they’re calling themselves an AI strategist. But building with AI isn’t the same as building strategy for AI. 💬 Because your organisation doesn’t need another shiny tool. It needs a system. A roadmap. A governance structure. A values-aligned, risk-aware, people-centered approach to transformation. That’s not something you get from a prompt template. That’s not something you figure out by cloning your voice. And it’s definitely not something you want to delegate to someone who doesn’t understand data structures, AI governance, or the actual impact this technology is having — on equity, operations, culture, and safety. ⸻ ⚠️ I’ve had to go into organisations and unwind messes: • No documentation • No clear ownership • No ethical considerations • No alignment with the broader team or business strategy And it’s almost always because someone jumped in too fast — or handed the wheel to someone who knew how to build a tool, but not how to lead change. ⸻ So how do you know who to trust? Here’s what to look for in real AI strategy: ✅ A systems lens (not just tools) ✅ Governance knowledge (not just prompt tips) ✅ Ethical fluency (especially re: bias, privacy, safety) ✅ Cross-functional thinking (not silos) ✅ Measurable ROI and risk mitigation (not hype) Because this isn’t about being first to post your bot. It’s about building something that lasts. Something your team can use. Something that reflects your mission — not just your ambition. ⸻ You deserve more than duct-taped automation. You deserve aligned systems. Clear strategy. Ethical leadership. 🎯 Don’t confuse a chatbot with a vision. And don’t confuse prompt fluency with organisational foresight. Your future deserves better. #EthicalAI #AIHerWay #AIStrategy #AIConsulting #EquiAI #AIForGood #FeministAI #AutomationWithIntention #GovernanceMatters #ValuesLedTech #WomenInAI #ResponsibleAI #AITransformation #DigitalLeadership #HumanFirstAI #ChatbotIsNotStrategy

Is Your Organization Really Ready for Transformation? After years of guiding companies through digital, cultural, and structural transformations, I’ve learned this: The biggest risk is NOT in failing to transform. It’s starting without being truly ready. Here’s some “Not Yet Ready” red flags I often see before transformation projects stall or fail: Leaders say the right words, but don’t model the behavior. Middle managers resist, but no one addresses the resistance. Silos are strong, and collaboration is seen as “optional”. Culture is treated as a “HR thing,” not a business priority. Speed is prioritized over sense-making. There’s a checklist, but no shared story of the why we’re changing and wins we'll gain. Transformation is more than a roadmap. It’s a mindset shift, an emotional journey, and a test of leadership courage. If you recognize these signs in your team or organization, pause. Ask the harder questions. Prepare the ground. Because starting from honesty is better than failing from hype. If you’ve led or supported a transformation, what was your biggest ‘readiness red flag’? P.S. If you're not sure how to separate the 'real stars' vs the 'reality stars' of transformation, the 86 carefully curated questions from my game FUTURE TALK may help. DM for more info. #ChangeManagement #FutureFitLeadership #TransformationReadiness #OrganizationalChange #CultureShift

There's a consistent theme in many of the conversations I'm having in the industry... many businesses are wrestling with the invisible weight of technical debt, while others in the industry are pulling away. At the heart of this is legacy systems, fragmented IT, and siloed upgrades that undermine innovation and ROI. Our latest research with Enfuse Group | B Corp™ reveals a stark reality where digital transformation has become a key battleground for survival. Successful businesses are increasingly defined by agility, scale and speed, which is widening the performance gap. Our research found that businesses investing in their digital transformation the longest plan to invest an average of £66m in digital transformation over the next 2–3 years, compared to just £17m among early-stage companies. Underlying this paralysis is tech debt, which has become a silent value destroyer. Fragmented systems, disconnected data, and under-investment in IT infrastructure are now the biggest barriers to transformation, driving ROI challenges and stalling scalability. We found that early-stage businesses focus on customer-facing improvements, while those who have been longer in the game are investing heavily behind the scenes in AI, automation, real-time inventory, and data-driven decision-making. This is creating the infrastructure for long-term competitive advantage and in my mind, we're seeing many of the successful businesses leveraging the benefits of significant levels of previous investment. Leadership and culture are critical. Only 22% of businesses say their digital strategy is fully aligned with their corporate goals. Without executive-level alignment and digital fluency, transformation efforts risk staying stuck in pilot mode. For retail and hospitality leaders, the message is clear: 💥 Build digital readiness before scaling investment: robust IT systems, data governance, and workforce capability are critical. 💥 Shift from cost-cutting to strategic investment: leading businesses are using AI and predictive analytics to unlock new revenue streams, improve decision-making, and future-proof their operations. 💥 Treat back-end infrastructure as a growth engine: true transformation happens behind the scenes as without it, customer experience gains will plateau. Download our report here 👇 https://lnkd.in/eSizaBXr

Can we talk? Three words that gave me my biggest professional breakthrough Recently, I had the privilege of speaking with a diverse group of women leaders about their career journeys. Their stories resonated deeply with my own experience, reminding me how organizations thrive when active mentoring and coaching supports leaders in their in shaping careers and enabling leaders to support others in their leadership journeys. I spoke quite openly about imposter syndrome at a pivotal juncture in my career, as many professionals do. Here is my personal story about finding a mentor, and how this transformed my career. Early in my career, after a recent job shift, I experienced a series of failures. I began to doubt everything. Then, an unexpected opportunity presented itself: a job in another business vertical that was run by a person known to be a great mentor, someone a lot of people would speak to for advice. I sent the straightforward message, "Can we talk?" with nothing to lose and everything to gain. True to every word I had heard about this person, I received a response pretty quicikly and I set up a simple coffee conversation one sunny afternoon in a conference room where I came straight to the point - why is this happening? Am I not good enough? Everything changed after that talk. I was struggling with imposter syndrome while attempting to negotiate a totally different organisational culture, and my mentor saw past my technical proficiency to identify the true issue. What began as a call for assistance turned into a life-changing experience. With constant direction, he assisted me reframe these feelings of inadequacy into strengths. The same role that once felt overwhelming became the foundation for my long-term success. This is the reason why, Through my own career and now mentoring professionals through their career journeys, I strongly advocate for the importance of building a personal board of directors (5-10 individuals) who serve three critical roles: ↳Coaches: Providing tactical guidance ↳Mentors: Sharing wisdom and experience ↳Sponsors: Opening doors and advocating for you Consider the following questions as you read my story: ↳Who is in your support network? ↳How do you keep these relationships going? ↳What value do you bring to them? ↳How will you pay it forward? Finding a mentor may seem difficult, but it can be the most rewarding investment you make to have a multiplier effect in your career. Here are some tips to find mentors and make them matter: ↳Define what you need in a mentor ↳Create a list of potential mentors ↳Reach out and make a specific request ↳Establish goals and follow through Your story is important. Have you ever had a mentoring experience that altered the course of your career? Your story may be just what someone else needs to hear, so please share it below.

Ever wondered how to build a team that feels like a global family? Let’s talk about Workplace Diversity, Equity, and Inclusion (DEI)! 🌍 As the CEO of Goodman Lantern, I head a vibrant team spread across the world. From how we deliver results to how we solve problems, I have seen that diversity is our strength and inclusion is our superpower. A diverse team brings a wealth of perspectives, fostering creativity and innovation. Inclusion ensures that every voice is heard and valued, making our team more cohesive and collaborative. If you are looking to embrace DEI in the workplace, here are my 3 most important tips: 👇 🌈 Celebrate Differences: Acknowledge and celebrate the unique backgrounds, experiences, and perspectives that each team member brings. Host cultural events, share stories, and encourage open dialogue to build understanding and appreciation. 🌈 Foster an Inclusive Culture: Create policies and practices that promote equity and inclusion. This can include flexible working arrangements, mentorship programmes, and regular DEI training. Make sure that everyone feels welcomed and supported in your workplace. 🌈 Lead by Example: As leaders, it’s crucial to model inclusive behaviour. Show empathy, actively listen, and be open to feedback. Encourage diverse viewpoints and make decisions that reflect a commitment to equity and inclusion. We all want a diverse and inclusive workplace where everyone feels valued and empowered. To achieve this, you need effective internal strategies that work for you and your team. Let us help with that. Explore our DEI services here 👉 https://lnkd.in/gn6y7Za4 #Diversity #Equity #Inclusion #DEIinWorkplace #DiversityAndInclusion #DiversityEquityInclusion

We've talked about upskilling your team through traditional methods like training and experience. But there's a unique way to achieve this: strategic thinking. By encouraging strategic behaviour, you can equip your team with valuable skills. Here's how: First, understand the big picture. Strategic thinking helps us grasp the complex relationship between our organization and its environment—social, economic, financial, and competitive. This understanding itself is a skill booster. Second, navigate uncertainty. Strategic thinking equips us to handle ambiguity and complexity. When faced with unclear situations, a strategic perspective helps us make informed decisions and find the best path forward. Finally, strategic thinking fosters behaviours that influence organizational decision-making. This includes fostering collaboration within and outside the organization, ultimately leading to better choices. As a leader, consider the organization's long-term goals when faced with complex situations. This strategic perspective will guide you towards the best solution. If you're stuck between options, ask yourself: "What benefits the organization in the long run?"  Thinking strategically, even if the answer seems unconventional in the short term, will ultimately upskill your team and lead to success. Strategic thinking empowers your team to make better decisions, navigate challenges, and contribute more effectively. It's a powerful tool for upskilling your workforce. #culture #organizationculture #team #growth #LeadwithRajeev #leadership #strategy

🌍 Leading the Transformation: Embracing AI Responsibly 🌍 I had the incredible opportunity to engage with MBA candidates at the University of Toronto - Rotman School of Management on a topic that is very close to my heart and resonates deeply in our rapidly evolving world - "Leading the Transformation: Embracing AI Responsibly." Together, we navigated the complex interplay between artificial intelligence, ethics, and its global ramifications, focusing on how the next generation of leaders can harness this powerful technology with integrity and insight. 👉 We explored the following sub-topics:- 🌐 The Geopolitics of AI:- We delved into how AI is not just a technological advancement but a critical player in international relations. The global race for AI supremacy is reshaping power dynamics, with nations vying for technological leadership. Understanding these geopolitical currents is essential for future leaders who will operate in an increasingly interconnected world. 👨👩👧👦 Ethical Frameworks for AI:- We emphasized the necessity of embedding fairness, transparency, and accountability into AI systems. These technologies must serve humanity positively, ensuring that ethical considerations are at the forefront of AI development. 👉 Responsible AI in Practice:- Through real-world examples and actionable strategies, we discussed how ethical principles can be integrated into AI initiatives. From mitigating biases to ensuring data privacy, we explored how leaders can champion responsible AI practices within their organizations. Witnessing the enthusiasm and critical thinking of these future leaders was incredibly rewarding. I strongly believe that the journey toward responsible AI isn't merely a challenge for tech companies; it's an imperative for leaders across all sectors. 💫 A Vision for the Future: - As we look ahead, let’s commit to fostering a future where AI not only drives innovation but does so while honoring human values and promoting global well-being. Together, we can create a landscape where technology enhances our lives without compromising our ethical standards. Here’s to shaping a responsible AI-driven future! 🌐💡 #AI #EthicalAI #ResponsibleAI #Leadership #Rotman #Transformation #FutureLeaders #UofT

Can Inclusion & Diversity be a differentiator? When it’s not just lip service, it most definitely can! I firmly believe that the foundation of a thriving and innovative society lies in its commitment to Inclusion and Diversity. As a leader, I wish that I&D become so mainstream that we don’t have to set goals for it. It must not be a differentiator but rather the only way we know. At DIAGEO India, we champion I&D at work and beyond. It is embedded into our culture and ethos, making our people extraordinarily proud. Today, I want to share some thoughts on how we can build a more inclusive society for the current and future generations. 💠 Teach them young: It starts in our schools and homes; educating our children about the beauty of diversity, perspectives, and experiences is critical even more today. I did that with my children and realised that we must create safe spaces for them to have open conversations. It could be with their parent, sibling, friend, peer or partner. Encourage them to ask questions, express their thoughts, and learn from one another. It's through dialogue that we can dispel myths and break down barriers. 💠 Role Models and Mentors: Encourage mentorship! When people see individuals from different backgrounds succeeding, it will inspire them to pursue their dreams and understand that they too can achieve great things regardless of their background or gender identity. 💠 Speak up - A lot of us see things around us which we know isn’t right, but we don’t bother to speak up. The youth of today belong to a generation that’s not afraid to speak up, so make yourself heard when you see something wrong. Every voice matters!     💠 Track Progress – A key lesson we've learned is that real change happens when people authentically connect to the subject, drive initiatives and deliver rigorously tracked outcomes. It’s not enough if only the dean at the college or the boss at work wants to achieve the I&D goals. Momentum builds when passionate individuals take charge and ensure goals are delivered. 💠 Lead by Example: As leaders, parents, and educators, we must practice what we preach. Show inclusivity in your actions and decisions. Young people are incredibly observant and often emulate the behavior they see. Incorporating these practices can help build a more inclusive and empathetic generation. Together, we can create a brighter, future for all, both at the workplace and in society. Would love to hear your thoughts. #Inclusion #Diversity #FutureLeaders #Leadership #Diageo

Ever wonder what separates a good career from a great one? For me, the answer is clear: relationships. Early in my career, I missed out on a major opportunity because I didn’t ask for advice. I was prepping for a big pitch, working tirelessly, but I didn’t think to reach out to my network for feedback or guidance. The pitch fell flat. Looking back, I realized how much insight and support I left untapped. Networking isn’t about collecting contacts; it’s about bridging the gap between where you are and where you want to be. The best part? It doesn’t have to be complicated. ➤ Start small by sending a few LinkedIn messages each month. ➤ Schedule one coffee chat with someone new. ➤ Attend a networking event, even if it feels out of your comfort zone. These small steps add up to big momentum. Over time, I’ve seen firsthand how these relationships unlock opportunities I couldn’t access on my own. Every board I’ve served on, every major career move—it’s all come down to connections. Here’s another secret: don’t underestimate your weak ties. That old coworker, a friend-of-a-friend, someone you met at an event years ago—they’re often the ones who surprise you with unexpected opportunities. And remember, your network shouldn’t stop at your current job. Building external connections ensures you’re always prepared for whatever comes next. The truth is, that relationships don’t just bridge gaps—they pave the way for growth, insight, and opportunity. So, here’s the question: What’s one step you can take today to build a stronger network for your future?

2 ways to accelerate your career growth → And how you should choose the right support: As both a mentor and an executive coach, I often have people reaching out from my curren industry - consulting - or the former one - energy - seeking support.  What's interesting is that not everyone realizes which approach best fits their needs – which is totally okay! That's why we always discuss goals and expectations. They may expect mentorship perks, when they actually want executive coaching to drive deeper behavioral change. Other times, they want to learn a specific skill, which neither coaching nor mentoring truly addresses - even though these days you often people introducing themselves as "coach" instead of "trainer". I learnt my lesson - we must be on the same page from the beginning, to avoid later disappointments. When I do executive coaching at EY or at The Change Republic, it’s: → for a limited time → with a structured approach. → my client is accountable for their progress → they creating actions while → we partner on their development. When I mentor, it’s: → a longer-term relationship → with a more informal structure → I act as a role model → I provide broader guidance and, → as someone once told me, "I transfer wisdom"  What I don't do is: → offer quick fixes → train on one specific skill → force decisions → or mentor / coach my direct reports. Mentoring and coaching are not interchangeable. Each offers unique value that must match the individual's needs.  It's like choosing the right tool for the job – a hammer is great for nails, but not so much for tightening screws! 😉 What's most important is that we are both clear on what we are setting out to achieve from the very beginning. What else would you add to do during mentoring, coaching or none of them? #change #mentoring #coaching #thechangerepublic