ISSUE 49

DOMAIN / SECTOR (TO CAPTURE CURRENT SECTORAL TRENDS / DEVELOPMENTS / CHALLENGES)

3. What is your talent strategy? How do you draw a balance between home grown vs lateral hiring at the leadership level?

The company adopts a balanced approach to talent acquisition, focusing on both homegrown talent and lateral hiring. At every stage of hiring, the goal is to secure the best resource for the role. If the ideal candidate is available internally, the company prioritizes internal promotions or appointments. However, they are equally open to lateral hiring at leadership levels, when necessary, as such hires can bring fresh perspectives and ideas to the organization. As a growing company reestablishing its position in the real estate landscape, the company values both approaches as integral parts of its talent strategy. When hiring for real estate or retail roles, they emphasize the importance of recruiting sector specialists who possess the expertise required for the specific role. The interview and hiring process focuses heavily on evaluating both the candidate’s skill set and attitude, which are considered critical for success within the organization. These two factors form the cornerstone of their talent acquisition strategy.

4. How are global shifts in technology/digitisation and customer preferences impacting your business and industry?

Customer preferences play a pivotal role in shaping the company’s approach, particularly in real estate, their key growth area. Today’s customers are well-traveled and globally exposed, having experienced world-class buildings and specifications in cities like Dubai and New York. This exposure has heightened their expectations, influencing the kind of products demanded in Mumbai. To meet these expectations, the company recognizes that there can be no shortcuts. They focus on delivering the right product with appropriate sizing, value, and landscaping while ensuring high standards of maintenance. Customers now compare offerings in Mumbai on a global scale, evaluating them not only in terms of quality but also on a dollar-to-dollar basis, given the premium nature of real estate in the city. This shift in customer preferences, driven by global exposure, has been a significant change and underscores the company’s commitment to matching world-class standards in their developments.

5. Have there been any recent initiatives to upskill talent at the leadership level?

The company has implemented a comprehensive HR strategy that includes regular workshops aimed at enhancing employee skills across various sectors. These workshops are a consistent feature and are complemented by regular compliance training to ensure alignment with industry standards.

In addition to skill-building initiatives, the company has introduced wellness programs and entertainment activities to foster a positive and engaged workplace culture. These initiatives aim to ensure employees remain aligned with the organization’s goals while promoting their overall well-being. Together, these efforts form a key part of the company’s commitment to employee development and satisfaction.

6. Is the pursuit of innovation a constant or a situational strategy? Please elaborate with examples.

The company places significant emphasis on ESG (Environmental, Social, and Governance) principles as a core focus in its operations. Whether in design, large-scale developments, or construction, ESG considerations are prioritized to ensure sustainable and responsible practices. Safety is another critical area of focus, particularly in the real estate sector, where it remains a top priority. The company is committed to maintaining high safety standards across all projects. In addition to these priorities, the company actively drives innovation across various domains, including design, development, construction, and customer relationship management (CRM), ensuring they stay updated with the latest advancements. However, ESG and safety are the two central pillars guiding their efforts.

7. As an organisation’s leader, how do you prepare your teams to navigate nonlinear situations / decisions.

The company fosters a culture of empowerment by encouraging employees to independently make decisions based on the situations they face. This approach not only enables out-of-the-box thinking and innovative solutions but also instills confidence among team members. To support this autonomy, the management team adopts a mentorship-driven approach, guiding employees through challenges and helping them navigate any issues that arise. This strategy emphasizes collaboration and mentorship rather than a traditional top-down approach, creating an environment where ideas are nurtured, and decision-making is a shared process.

8. Are there newer financial and/or operational metrics that your business is governed by today?

The company follows a detailed Annual Operating Plan (AOP) business plan, which outlines the vision for the year and is sanctioned by the board. This plan serves as the foundation for all financial metrics and goals, cascading down through all levels of the organization. An elaborate matrix is used to ensure alignment, so that every employee, from junior staff to senior leadership, is aligned with the vision set by both the management and the board. This structured approach ensures that the entire organization is working toward the same strategic objectives.

9. What are the 3 most pivotal moments in your career that you learned from and/or that got you where you are today?

The individual has had the opportunity to work in three different geographies— the United States, Singapore, and India— which significantly shaped their professional journey. Successfully adapting to the work cultures in these countries provided them with a great deal of confidence. This experience also enabled them to bring best practices from each geography and apply them to their current work. Their diverse work experience across these three countries has been pivotal in shaping their approach to work and decision-making. Additionally, as an architect with an MBA, they have built a broad and varied career within real estate. Having worked in private equity, corporate finance, and development, they possess a comprehensive understanding of the entire real estate spectrum. This wide-ranging exposure has equipped them with the confidence and tools to address any challenge in a logical, well-rounded manner, as they are well-versed in all aspects of the industry. Rather than focusing on a single area of expertise, they approach problems with an in-depth understanding of all the factors at play, making them versatile and adaptable.

10. What message would you like to share with young professionals?

The individual believes that regardless of the sector—whether real estate, private equity, banking, or others—it’s crucial to first gain a solid understanding of that sector. A strong educational foundation relevant to the field significantly boosts confidence, as it helps individuals grasp the fundamentals of the industry.

Equally important, they emphasize the value of a positive attitude. While technical skills can be learned on the job, attitude is fundamental. Professionals should understand what the management and board expect from them and be able to align their efforts with those expectations. The ability to get things done quickly and effectively, coupled with a clear understanding of organizational goals, is often more important than technical expertise alone.

For young professionals, particularly in India, it’s essential to recognize that they should not simply wait for tasks to be assigned to them. At the mid-management level, taking initiative and offering ideas or solutions without being asked is crucial. This proactive approach, characterized by initiative and the right attitude, can distinguish those who rise in their careers from those who remain stagnant at mid-management levels.

11. The cost of stability is often diminished opportunities for growth. Seeking out diverse experiences is useful preparation for leadership. True or false, and why?

The individual acknowledges that there is some truth to the idea that staying in a comfort zone can limit professional growth. If someone remains in a position simply because of a steady salary without seeking further challenges or growth, their opportunities for advancement will likely be restricted. However, they clarify that this doesn’t mean one should constantly switch jobs every year. Instead, they believe that overall career growth should be the priority. Professionals should aim to be in environments where they feel they are consistently growing. While salary is an important factor, long-term career growth should be driven by continuous learning and development. This ongoing growth creates more opportunities, which eventually lead to bigger and better career prospects.