Manisha Kelkar is an accomplished HR professional with a strong history of implementing innovative strategies that foster performance-oriented cultures in both manufacturing and service sectors. With over two decades of experience, she has successfully guided organizations through leadership development and change management initiatives. Her career includes significant roles at prominent companies such as Crompton Greaves, RPG Enterprises, E-Funds International, Morgan Stanley, and WNS Global Services.
"The world is changing very fast. Big will not beat small anymore. It will be the fast beating the slow.”
Rupert Murdoch
From its early beginnings in ancient Rome, when volcanic ash and lime were used to build strong, durable structures, cement has significantly evolved. Initially driven by the basic need for shelter and a sense of pride, the industry quickly embraced the complexities brought about by industrial advancements. In the 19th century, the Industrial Revolution introduced mass production methods, enabling large-scale construction. And today, the cement industry faces the challenge of building sustainable structures that align with modern lifestyle demands, responsibly managing limited resources, and safeguarding the environment with several green initiatives that can shape the future of the construction industry.
Historically, Portland Cement (PCC) was the standard, characterized by its strength and durability. Over time, Portland Pozzolana Cement (PPC) emerged as a sustainable alternative, incorporating pozzolanic materials that enhance performance while reducing the environmental impact compared to traditional PCC. The industry saw the introduction of Slag Cement, which uses slag from iron production as a partial replacement for clinker. This practice not only improved the durability and strength of the cement but also reduced CO2 emissions associated with cement production. In recent decades, there has been a strong push toward sustainability which led to the development of green cements that incorporate alternative materials and technologies to reduce the carbon footprint and reduce the dependence on virgin resources.
From traditional methods of production to embracing cutting-edge technologies, the industry has come a long way to meet the growing demands of construction and infrastructure development.
This evolution is not just about materials but also about the people who lead and drive these changes. Concurrently, the leadership qualities and skills have also undergone a paradigm shift, and The Building Material Industry call to the next generation of leaders is louder than ever.
It is no longer sufficient for leaders to excel solely in operational efficiency and technical expertise. Today’s leaders must adeptly navigate industry disruptions, champion sustainability, and possess the ability to the meet demand for masses while also catering to exclusive needs.
The challenge now is to identify, nurture, and develop emerging leaders who will guide the industry toward a future marked by agility, innovation, and sustainability.
In a world where strong technical competence must be balanced with a beginner's mindset to capture emerging trends and drive faster innovation, the need for competency development and leadership mentoring is more pressing than ever.
Leadership development should no longer be confined to those in or near the C-suite. As collaborative problem-solving platforms and digital 'adhocracies' gain prominence, individual initiative is becoming crucial, and employees at all levels are expected to make decisions that align with the company’s strategy and culture.
To bridge the gap from Learning to Leading, several key strategies should be employed to groom future leaders and ensure they make a significant impact on the industry for years to come.
Identify & Nurture Talent - From Fixed Mindset to Result Oriented Growth Mindset
We should recognise that growth and development are ongoing processes, essential for both individual and team excellence. In today’s fast-paced world, competence necessitates continuous upgrading, along with consistent efforts to translate these learnings into growth for the organisation. Organizations must establish well-defined processes for identifying employee potential and provide opportunities for them to utilize their abilities. Simply revamping talent management strategies to attract, retain, and develop top talent is no longer sufficient, fostering a culture and processes that allows potential employees to experiment, learn and lead is even more important.
Emphasis should be placed on developing softer skills that help them navigate complex challenges. Additionally, encouraging participation in industry events, workshops, and networking opportunities will broaden their perspectives and help them build valuable relationships.
Focus on Ongoing Improvement: Embracing Technology & Innovation
The building materials industry, like many others, necessitates its leaders to be lifelong learners. Technological innovations, changing regulations, and emerging best practices demand that future leaders remain curious, motivated, and focused on ongoing education and improvement to stay at the forefront of industry advancements.
Emerging technologies like artificial intelligence (AI), automation, and data analytics are revolutionizing HR practices across the industry. By integrating AI services across the employee life cycle companies can explore numerous opportunities to enhance employee experiences, facilitate skill development, promote continuous learning, and support professional growth.
Create a Culture for Growth
Craft a workplace that amazes, inspires, and ignites passion. This involves a multifaceted approach centred around mutual respect, and inclusivity. It is crucial to cultivate a culture where employees get a sense of individual accomplishment along with contribution towards organisational growth. Our aim should be to cultivate an environment where every employee feels valued, supported, and empowered to thrive both personally and professionally. Creating a consistent employee experience is also essential for fostering a cohesive and productive workplace culture. Ensuring that all employees feel valued, heard, supported, and aligned with the Company’s mission and values, regardless of their role or location, should be a priority.
Organizations that create a positive culture are better at drawing in top talent, retaining key personnel, and developing future leaders.
The Role of Diversity & Inclusion
Diversity and inclusion are integral to the leadership development strategy. In an era marked by unprecedented workforce diversity, the challenge of nurturing the next wave of leaders has never been more complex—or more critical. The old playbook of uniform strategies falls short. The essence of leadership development now lies in crafting individualized experiences that resonate across a spectrum of ages, cultures, and geographies.
It’s a monumental task that demands an innovative approach to talent development and employee engagement. As a diverse leadership team brings a variety of perspectives and ideas, fostering innovation and better decision-making.
Summary
In essence, leaders are made, not born. The journey of cultivating leadership requires intentional efforts and strategies to develop the skills and mindset needed to navigate the complexities of the modern business landscape. By investing in leadership development, organizations can ensure they are preparing a cadre of future leaders ready to Innovate, Inspire, and Lead with Vision and Integrity.
