Transforming Leadership: Building Pipelines Through Innovation And Connection

As businesses face rapid changes in the world, the need for adaptable, innovative, and people-focused leadership has become more important than ever. With advancements in technology, changing employee expectations, and a growing need for flexibility, building a strong leadership pipeline is no longer optional—it is essential.

In this context, the panel discussion, “Leadership Transformation: Pipeline Building, Innovation, and Human Connection,” brought together industry experts to share ideas on how to identify, develop, and support high-potential talent. Moderated by Deepshikha Thakur, Chief People Officer, Bikaji Foods International, the session included insights from Amit Sharma, CHRO, Gokaldas Exports; A Venugopal, Chief People Officer, Wrogn Pvt; Roopashri VY, VP and Head of Learning & Development, Broadridge; Dr. Nilanjana Bhaduri, Senior Director – HR, Cyient; Prasad Prabhakar, Talent Development Partner, Philips; and Chhavi Bajaj, SVP and Head, Talent and Organisation, Siemens.

Building Leadership Potential

Thakur set the stage by stressing the importance of aligning leadership development with business goals. She said, “Building a leadership pipeline is not just about finding talent; it’s about asking potential for what and making sure it fits with the future goals of the organisation.”

Sharma spoke about the key qualities needed for leadership, saying, “Leadership potential is mostly the same across industries. It’s about two things: the ability to adapt to challenges and the desire to grow. Without the drive to grow, potential often goes unused.”

Adding to this, Venugopal shared, “Potential can be both specific to an industry and flexible across fields. While technical skills are important for a role, stepping into leadership also requires alignment with organisational values and traits like resilience and adaptability.”

Roopashri explained her organisation’s approach: “We look at leaders through three areas—doing well in their current work, bringing new ideas, and preparing for future needs. Leaders should not only excel in their present roles but also think ahead and plan for what’s next.”

The Role of Mentorship

Mentorship was highlighted as a key factor in leadership development. Prabhakar said, “Mentors should guide mentees by observing them in different situations and identifying their strengths and areas to improve. The goal is to create a safe space where mentees can grow without feeling judged.”

Bajaj offered a different view, saying, “Mentorship today goes beyond traditional relationships. Leaders often learn from peers or even from people in other industries to gain new ideas and challenge their thinking. These unstructured relationships can be very valuable.”

Thakur highlighted the importance of openness in mentoring, adding, “Clarity and understanding in mentorship are essential. When done well, it helps both the mentor and the mentee grow without putting too much pressure on either.”

Using Technology To Build Leaders

The panel also discussed how technology can support leadership development. Bhaduri shared, “We use technology to understand leaders better, track their progress, and record their achievements. This helps us identify the people who can drive the organisation forward.”

However, Sharma pointed out that technology alone is not enough, saying, “Technology can help, but it can’t replace a culture where learning is encouraged. Companies need to create an environment where employees feel supported in their growth, with or without technology.”

Preparing For The Future

The discussion ended with advice on how to prepare leaders for uncertain times. Bhaduri said, “Leadership development should focus on updating skills and taking on new challenges. Staying the same is the biggest threat to progress.”

Bajaj added, “Every leadership pipeline should start by understanding whose needs it’s addressing—employees, businesses, or the community. This clarity helps build plans that create real impact.”

The event highlighted that leadership development is an ongoing journey. By focusing on innovation, connection, and flexibility, organisations can create leadership pipelines that not only withstand challenges but also lead to long-term success.