Hiral Sanghvi is an experienced professional in the plastic and packaging industry, specializing in manufacturing and distribution of high-quality tarpaulins and garbage bags. She excels in brand building, problem-solving, and adapting to diverse markets, driven by a passion for growth and excellence.
In an insightful interaction with Women Entrepreneurs Review Magazine, Hiral shares her insights on the rapid transformation of the manufacturing landscape, emphasizing the impact of digitalization, technological advancements, and the critical role of cultural adaptability and diverse leadership in driving innovation and inclusivity.
How do you see the current shift toward digitalization affecting leadership in manufacturing? What role do cultural adaptability and diverse leadership play in ensuring a successful transition?
The shift toward digitalization in manufacturing is reshaping leadership in profound ways. Automation, data-driven decision-making, and interconnected supply chains demand leaders who are not only tech-savvy but also agile and forward-thinking. As a woman in manufacturing, I view this transition as an opportunity to redefine leadership by blending innovation with inclusivity, setting a benchmark for others to follow.
Digital transformation calls for leaders who can harness technology while balancing the human element. The need to upskill teams and ensure seamless transitions to automated systems is vital. Effective leaders must also anticipate how technological changes affect workplace dynamics, fostering an environment where employees feel secure and motivated to contribute their best.
Cultural adaptability plays a vital role in navigating this digital era. Manufacturing is inherently global, with diverse teams, suppliers, and customers. Leaders who embrace cultural exploration can connect better with their teams and stakeholders, fostering trust and collaboration across borders. For instance, my own global experiences have taught me to approach problem-solving with a broader perspective, incorporating diverse insights that often lead to more innovative solutions.
Moreover, inclusive leadership styles enable organizations to leverage the collective intelligence of diverse teams. Digitalization should not only improve efficiency but also create opportunities to empower individuals, enhancing creativity and organizational resilience. Ultimately, a culturally adaptive and diverse leadership mindset ensures that the journey toward digitalization in manufacturing is not just about efficiency but also about creating meaningful local and global impact.
How do you foresee leadership evolving to incorporate a more diverse and cross-cultural skill set, and how does this shift impact talent acquisition and retention strategies in your organization?
The future of manufacturing leadership demands a balance of technological proficiency and cross-cultural competence. As the industry becomes more globalized, leaders must navigate diverse perspectives, foster innovation, and build trust across geographies. This evolution emphasizes the need for emotional intelligence, adaptability, and inclusivity as core leadership traits.
Leaders must also adopt a growth mindset, encouraging continuous learning to keep pace with technological advancements and cultural trends. This includes staying informed about emerging tools, such as AI-driven analytics and IoT systems, while understanding the broader implications of these technologies on global supply chains.
In my organization, we prioritize hiring diverse talent with global perspectives, valuing adaptability alongside technical expertise. For example, we actively seek team members who can work effectively across time zones and cultures, as their unique insights drive innovation and enrich decision-making processes. Additionally, retention strategies focus on inclusivity, cultural exchange, and providing opportunities for growth, creating an environment where employees feel valued and engaged.
This shift ensures leaders and organizations remain resilient and relevant in an industry defined by constant change. By embracing these practices, manufacturing leaders can not only drive business success but also position their organizations as pioneers in shaping the future of global industries.
How has your exposure to diverse cultures and international business practices influenced your approach to leadership in the manufacturing industry, and how can other women in leadership positions use this global perspective to drive innovation and inclusivity in their organizations?
Exposure to diverse cultures and international business practices has profoundly shaped my leadership approach in manufacturing. It has taught me to value different perspectives, adapt to varied working styles, and approach challenges with a global mindset. For instance, working with culturally diverse teams has enhanced my ability to foster collaboration and innovate by blending ideas from different contexts.
Cultural adaptability extends beyond simple communication—it involves understanding the values, traditions, and motivations of individuals from different backgrounds. For example, when managing a project with a cross-border team, recognizing cultural nuances such as decision-making hierarchies or approaches to conflict resolution can make all the difference between success and failure.
Women in leadership can leverage a global perspective by championing inclusivity and empowering diverse voices within their organizations. By creating platforms where employees feel heard and supported, leaders can unlock the full potential of their teams. For example, incorporating cultural workshops or exchange programs can enhance mutual understanding and teamwork.
By embracing cultural adaptability and encouraging innovation through collaboration, women leaders can drive not only business growth but also create environments where everyone feels valued and motivated to contribute. This approach nurtures a sense of belonging and purpose, essential for long-term organizational success.
How does empathy and understanding of diverse cultural nuances help manufacturing companies adapt to global challenges? What advice would you give to other women leaders in fostering an empathetic and inclusive culture in their teams?
Empathy and understanding cultural nuances are critical for addressing global challenges in manufacturing. These qualities enable leaders to build trust, navigate diverse markets, and collaborate effectively across borders. For example, empathy helps identify the unique needs of international partners and employees, fostering solutions that align with their perspectives and values.
In global manufacturing, where decisions often have far-reaching impacts, empathy ensures that leaders remain grounded and considerate. For instance, when implementing a new policy or technology, understanding the concerns of all stakeholders—from factory workers to suppliers—can minimize resistance and promote smoother transitions.
My advice to women leaders is to actively listen, encourage open dialogue, and celebrate diversity within their teams. By fostering an inclusive environment where every voice is valued, leaders can unlock innovation and resilience. Creating opportunities for employees to share their experiences and ideas fosters a collaborative atmosphere that drives collective success.
Empathy isn’t just a soft skill—it’s a strategic advantage in navigating the complexities of a globalized industry. Leaders who prioritize empathy are better equipped to handle crises, build stronger relationships, and inspire loyalty among their teams and stakeholders.
Considering the current volatile global landscape, how can women in leadership positions within manufacturing industries influence crisis management strategies? How should global leadership styles evolve in response to crises?
In today’s volatile global landscape, women leaders in manufacturing can influence crisis management by prioritizing inclusivity and compassion. Empathy-driven strategies, such as understanding the unique challenges faced by diverse teams and stakeholders, help foster trust and collaboration during crises. For instance, open communication and flexible policies ensure that all voices are heard, leading to more effective and resilient solutions.
Global crises, such as supply chain disruptions or economic downturns, demand leadership styles that balance humanity with strategy. Compassionate leaders focus on empowering their teams by providing clear guidance, maintaining transparency, and addressing individual concerns. For example, during the COVID-19 pandemic, many organizations thrived under leaders who emphasized employee well-being alongside operational continuity.
Global leadership styles must evolve to emphasize adaptability, emotional intelligence, and diversity. Leaders should focus on empowering their teams, embracing cultural perspectives, and responding to crises with humanity alongside strategy. By doing so, they can strengthen organizational culture and ensure long-term resilience.
Compassionate leadership not only helps navigate uncertainty but also strengthens organizational culture for the future. In an industry as dynamic as manufacturing, where change is constant, leaders who prioritize inclusivity and empathy will stand out as true visionaries.
