Reimagining leadership

Steering India’s workforce in 2030

  • 48%

    believe that the primary business driver will be innovation.

  • 58%

    believe that the workforce composition will be human beings aided by technology platforms.

  • 50%

    believe that the distribution of rewards will be pivotal people with specialist skills commanding higher rewards.

  • 64%

    believe that the priority for the CEO will be to build organisational capability to remain relevant.

  • 40%

    believe that the role of HR will be expanded to be the guardian of the ‘organisational brand’.

In the eighth decade of independence, India stands at a fascinating crossroads. On one hand, we are in the throes of a digital revolution which is re-engineering the world of work, while on the other we continue to look for new ways to improve the economic realities of the masses.

For leaders to be effective in India in 2030, we need to link the scenario of the future to critical capabilities that will be required and the ecosystem that is need to support their development. Our white paper, titled “Reimagining leadership: Steering India’s workforce in 2030”, reflects PwC India’s commitment and hope to developing leaders who can take on the unprecedented challenge of building sustainable and ever changing organisations across India.

The ecosystem of the future

The ecosystem defining the world of work in India in 2030 is likely to comprise of three broad organisation types, enabled by the government and industry bodies. And the interplay between this network of entities will be vital for accelerating growth!

Across organisation types, we visualise the workplace of 2030 in India to witness competing forces at play!

When we tie all these data points together, it’s an interesting interplay where the workplace of the 2030 comes across as a place with competing forces that ‘s driving the four key stakeholders. While the organisation is looking for technology enabled agility and sustainability, the employee is looking ‘personal purpose and meaning in what he or she deos’. The CEO responsible for driving the agility is expected to deliver on the people capability because that’s the ultimate test of the organisation’s capability. Finally the HR as a function has to redefine itself to drive Sustainability and be the guardian of the organisation's brand.

The new learning paradigm

“Learning intelligence” is the new differentiator that organisations need to identify, incentivise and build in leaders!

The ecosystem for development

At the organisational level, sustainability of the development agenda requires creation of an ecosystem that is enabled by organisation culture and focused on individual development and career requirements. Ecosystem development entails extending the development platform beyond full time employees, as liquid workforce becomes the norm!

Capabilities for future

Success at the top-of-the-pyramid is a function of three vital ingredients which are interlinked and often codependent for impact!

  • “Leadership is not about running the present. Leadership is about thinking about the future. A leader can be true to this future-oriented role only if and when she has the right set of operational managers who can take care of the present well. Thus, from this perspective, the ability to spot and draw the right talent is important.”

    Shyamal Mukherjee
    Chairman, PwC India

  • “One of a leader’s most challenging tasks is to execute against the issues arising today in a way that prepares the organisation for the future. The ability to be comfortable in both strategic discourse and practical execution, and to ensure each informs the other, is a combination of skills that is rarely found but critical for leadership success.”

    Blair Sheppard
    Global Leader, Strategy and Leadership Development, PwC

  • "The future of leadership will be more than pure cognition. The ability to connect the dots, build trust, demonstrate empathy and ensure alignment are becoming more and more critical for delivering 'useful change'. Leaders will need 'intense curiosity', the ability of 'sense-making' and 'courage of conviction' to lead in the new era."

    Padmaja Alaganandan
    Partner and Leader, People and Organisation

  • "'Learning Intelligence' is the leadership edge for the future. The 'Enrichment-Enhancement-Enablement' mechanism will enable organisations to hone leadership capability and build an effective ecosystem to support growth."

    Chaitali Mukherjee
    Partner, People and Organisation

For details and discussions on leadership development, please reach out to:

Chaitali Mukherjee 

People and Organisation


Bhavna Batra

People and Organisation


Anumeha Singh 

Associate Director
People and Organisation


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