Microtek International Pvt  Ltd.

I lead the Integrated Marketing function,  ° Currently heading Marketing, Digital marketing, content, social media marketing, performance marketing focusing on   user acquisition, Website, Growth hack and hyper personalized campaigns in consumers digital journey by seamlessly weaving channel orchestration and marketing automation 

° Repositioned Microtek, India’s #1 HUPS brand across digital and offline channels achieving 360 Brand Refresh 

° Driving performance and brand marketing campaigns for inverters, Online UPS, Wires & cables and Solar 

° Driving revenue of D2C channel and ecommerce platforms including managing marketing and revenue of Amazon and Flipkart 

° Led demand gen campaigns for Online UPS and Line Interactive UPS  

° Responsible for optimization of awareness campaigns and effective lead acquisitions from SEM, SEO, Meta, Google and programmatic platforms

Head of Marketing

Kurate Digital Consulting

B2B and B2C ; Digital Marketing, Campaign management,  Programmatic advertising, Enterprise software sales, Solution selling and Digital strategy. 

Currently spearheading the end to end marketing automation for a eye hospital chain.

Senior Partner

The Parentinc

Heading Programmatic sales and  Automated revenue for Asia
Heading Performance Marketing for Asia
In charge of IN and Sri Lanka operations

Dy Country Manager

HOOQ

HOOQ is a jv between Warner Bros, Sony pctures and Singtel. I launched the brand in India and was heading Growth, performance marketing, Brand strategy, marketing revenue PR, experiential and CRM

Marketing Head

Ireo Private Limited.

Leading the digital leg of the brand  with key emphasis on framing the digital strategy for 2016, Lead management,revamping the websites and key digital assets and contributing to the brands foray into new segments.
Preparing for new project launch

VP Marketing & Digital

Dish TV

• As VP Marketing - Dishtv I played a key role for managing strategic equity. The brand grew from 5Mn to 15Mn subscribers during my tenure making it Asia’s #1 DTH brand
 • I led the creation of current brand identity of Dishtv visible across India and Sri Lanka. My tenure has seen the launch of ongoing ‘Dish Sawaar Hai’ positioning for the brand. I oversaw all sponsorship associations and was responsible for inking KKR IPL sponsorship from start to end
• Managed  industry first launches like HD Box, Recorder Box, Dishonline, Dishonwheels, One such intervention-Zing, the SD Box with state specific content has been unmatched by competition and has strengthened the leadership position

Dentsu

Managed P&L and a team of 22 people for Honda Cars/Motorcycles, Toshiba laptops/Washing Machine. Daikin and IFFCO Tokio. I managed to exceed the revenue by more than 30% YoY

Vice President

J. Walter Thompson Worldwide

Managed three of the strongest youth brands in the country ESPN, Hero Honda and Lay’s. Successfully managed the Frito Lay portfolio (Lay’s, Cheetos, Uncle Chips, Quaker Oats and Lehar namkeen) for 7 years. During my stint all the brands became power brands and the snack division was voted as the best performing region 5 years in a row   
• I played a key role in executing one of the most successful running campaign of Lay’s- ‘No one can eat just one’ which straddled across existing and new variants with Saif as ambassador
•Supported Cheetos school program through activations involving Pokémon, Beyblade, Zenga

Client Services Director

FCB Ulka Advertising

Handled LML scooters one of the biggest and operationally heavy accounts in Delhi. Successfully supervised the account and it went on to push Bajaj to the second spot in the metros. Played a key role in the national launch of Panasonic audio products

Account Supervisor

B2C I MarTech I SaaS I Blockchain | Ex Dishtv, HOOQ, The Parentsinc, Dentsu, JWT

As a seasoned marketing professional with a proven track record of driving growth and innovation in the digital space. I currently lead the Integrated Marketing function at Microtek International Pvt Ltd, where I oversee a range of marketing disciplines, including ATL, digital marketing, content, ecommerce, social media marketing, and performance marketing. My focus is on user acquisition, website optimization, and hyper-personalized campaigns that enhance the consumer's digital journey.

In my previous roles, I have successfully repositioned brands, driven revenue through D2C channels and ecommerce platforms, and led demand generation campaigns for B2B and B2C clients. I am also skilled in programmatic advertising, enterprise software sales, solution selling, and digital strategy. I hold certifications in Blockchain, HTML5 design and coding, and data-driven planning, which enable me to utilise cutting-edge technologies to deliver impactful marketing solutions. My goal is to continue pushing the boundaries of what is possible in the digital marketing landscape.

Animesh Misra

CEO/CXO coach. I help people move from confusion to clarity. I can help you identify what is coming in the way of your or your team's success, work on it, and realize your true potential.

I coach senior leaders through their toughest challenges.

What I do:

For CEOs/CXOs (1:1 Coaching): 
I'm your confidential thinking partner when you're facing big decisions, feeling stuck, or navigating leadership challenges that you can't discuss with anyone else.

For Leadership Teams: 
When your CXOs work in silos, avoid difficult conversations, or struggle to align - I help you function as a real team with shared goals.

For Groups of Leaders: 
I bring together leaders facing similar challenges (like CXOs dealing with CEO expectations) to learn from each other in a structured coaching environment.

For Co-Founders: 
Before you start a venture together (or if you're already struggling), I help you understand if you're truly compatible as business partners.

For Conflict Resolution: 
When relationships between senior leaders break down, I help rebuild communication and find workable solutions.

I have worked with leaders from 100+ companies, including:
- Large companies like Adobe, Cisco, Barclays, Wells Fargo, Salesforce.com, Disney, Reliance, TVS, Indian Oil
- Growth-stage businesses like 91mobiles.com, Finzly, River Law, Intoglo
- Institutions like ISB, IIT, Great Lakes Institute of Management

My approach: 
• Practical, not theoretical 
• Confidential and judgment-free 
• Focused on real outcomes

Background: 
• Certified executive coach and team coach (CFI), trained in depth coaching (IIT Madras), and NLP 
• MBA from ISB, Gold Medalist from DCE 

Ready to talk? 
The first conversation is always confidential and clarifying.

DM me with what's on your mind, and let's explore what's possible.

Ramkumar R

𝗠𝘆 𝗴𝗿𝗮𝗻𝗱𝗳𝗮𝘁𝗵𝗲𝗿 𝘄𝗼𝗿𝗸𝗲𝗱 𝟰𝟬 𝘆𝗲𝗮𝗿𝘀 𝗮𝘁 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆.
𝗛𝗲 𝗰𝗮𝗹𝗹𝗲𝗱 𝗶𝘁 𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆. 𝗜𝘁 𝘄𝗮𝘀 𝗮 𝗹𝗮𝘆𝗼𝗳𝗳 𝗶𝗻 𝘀𝗹𝗼𝘄 𝗺𝗼𝘁𝗶𝗼𝗻.

They just waited until his pension kicked in.

My DMs exploded yesterday.
"AI will take my job. What do I do?"

They're asking the wrong question.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗧𝗵𝗲 𝘀𝗮𝗺𝗲 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗱𝗲𝘀𝘁𝗿𝗼𝘆𝗶𝗻𝗴 𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗰𝗮𝗿𝗲𝗲𝗿𝘀
𝗶𝘀 𝗮𝗹𝘀𝗼 𝗱𝗲𝗺𝗼𝗰𝗿𝗮𝘁𝗶𝘇𝗶𝗻𝗴 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆.

Data analyst. Laid off last year.
Six months later, earning triple.
Building dashboards for Silicon Valley. From Bangalore.

"LinkedIn + Loom + GitHub = Global clients," she said.
"The tech that killed my job became my distribution."

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
Your skill worth ₹50K to your employer
is worth ₹2 lakh to someone who needs it.

They're everywhere. You're invisible.
Until you're not.

AI didn't kill the middleman.
It killed the middle distance.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:
Stop mourning the job. 
Start broadcasting the skill.

Developer: 2 hours weekly documenting React solutions.
Now has 4 retainer clients. Never met them.

Designer: Posted app redesigns for practice.
Got hired by viewers. Three countries away.

𝗧𝗵𝗲 𝘁𝗿𝗮𝗴𝗲𝗱𝘆 𝗶𝘀𝗻'𝘁 𝗷𝗼𝗯 𝗹𝗼𝘀𝘀.
𝗜𝘁'𝘀 𝗴𝗿𝗶𝗲𝘃𝗶𝗻𝗴 𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝘁𝗵𝗮𝘁 𝗻𝗲𝘃𝗲𝗿 𝗲𝘅𝗶𝘀𝘁𝗲𝗱
𝘄𝗵𝗶𝗹𝗲 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝗳𝗶𝗻𝗮𝗹𝗹𝘆 𝗱𝗼𝗲𝘀.

Most know this. Few execute.
Soon, I'll show you how to bridge that gap.

💬 What skill could you sell globally tomorrow?

🔁 Share this for someone still protecting a job instead of projecting value.

🔔 Follow Ramkumar R for mirrors that turn disruption into opportunity.

li_at

JSESSIONID

Talks about #coaching, #mentoring, #leadership, #mentalhealth, and #leadershipdevelopment

Executive coach to 100+ CEOs/CXOs | Turning leadership struggles into success stories

𝗧𝗵𝗮𝘁 𝗔𝗺𝗮𝘇𝗼𝗻 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗱𝗶𝗱𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗹𝗼𝘀𝗲 𝗵𝗶𝘀 𝗷𝗼𝗯. 𝗛𝗲 𝗹𝗼𝘀𝘁 𝗵𝗶𝘀 𝗮𝗻𝘀𝘄𝗲𝗿𝘀.

For 17 years, every question had a response:
"What's next?" - Next sprint.
"What's your value?" - My salary.

Then silence.

My LinkedIn DMs have exploded lately.
Same message, different sender:
"I want to start something. I just don't know what."

The panic is real. And growing.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗰𝗼𝗻𝗳𝘂𝘀𝗲𝗱 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱.
𝗬𝗼𝘂'𝗿𝗲 𝗮𝘀𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻.

"What should I build?" = Paralysis.
"What problem makes me furious?" = Progress.

Last month, a CMO sat across from me.
"Tell me about the last time work made you genuinely angry," I said.

17 minutes. Non-stop rage.
About broken hiring. Biased algorithms. Wasted talent.

"That's your business," I said.

"But I don't know how to build ...."

"You know what's broken. Start there."

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
Every executive sitting on "someday I'll start something"
is one layoff away from discovering
they don't know how to start anything.

Your next venture isn't in a framework.
It's in your frustrations.

The problems you rant about.
The inefficiencies that make you crazy.
The "someone should fix this" moments.

But here's what stops you:

You think anger isn't professional.
You think you need the full vision first.
You think passion should feel prettier.

Wrong. Wrong. Wrong.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:
Pick one thing that pisses you off.
Find ten people who share that rage.
Build the simplest fix.

Most try to wing it from here.
The few who succeed? They follow a process.

That CMO? Five calls. 50 companies with her problem.
Now building her MVP.

The insight is simple.
The execution? That's where everyone gets stuck.

Because turning frustration into a business
requires more than anger.
It requires method.

That Amazon employee making breakfast?
He's one conversation away from clarity.

Or a few months away from taking any job that'll have him.

💬 What problem has been making you angry for years?

🔁 Share this for the executive who's one layoff away from realizing they don't know how to start.

🔔 Follow Ramkumar R for mirrors that turn rage into revenue.

𝟱𝟬𝟬,𝟬𝟬𝟬 𝘄𝗼𝗺𝗲𝗻 𝗹𝗲𝗳𝘁 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿.
𝗠𝗼𝘀𝘁 𝗖𝗘𝗢𝘀 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲𝘆'𝗿𝗲 𝗰𝗵𝗮𝘀𝗶𝗻𝗴 𝗲𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝗶𝗮𝗹 𝗱𝗿𝗲𝗮𝗺𝘀.

They're not.
They're escaping your culture.

A CEO came to me six months ago.
Three female VPs had resigned to "start consulting firms."

"Good for them," he said. "Entrepreneurial spirit."

"Call one of them," I suggested. "Ask how it's going."

He did. She was honest:
"I'm making ₹40K a month. Was making ₹6 lakhs.
But at least nobody steals my ideas anymore."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂𝗿 𝘁𝗼𝗽 𝘁𝗮𝗹𝗲𝗻𝘁 𝗶𝘀𝗻'𝘁 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴.
𝗧𝗵𝗲𝘆'𝗿𝗲 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘁𝗼 𝗲𝘀𝗰𝗮𝗽𝗲 𝘀𝗼𝗺𝗲𝗼𝗻𝗲.

Usually you.

Women 40-50 are a fast-growing entrepreneur group.
Sounds empowering.
It's not.

Of the 100+ CEOs I've coached, many have lost senior women this way.
Same pattern:
Passed over for promotion. Again.
Boss took credit for their strategy. Again.
Asked to mentor everyone but lead no one. Again.

They don't start businesses from vision.
They start them from exhaustion.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗘𝘅𝗵𝗮𝘂𝘀𝘁𝗶𝗼𝗻 𝗺𝗮𝗸𝗲𝘀 𝗮 𝘁𝗲𝗿𝗿𝗶𝗯𝗹𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗽𝗹𝗮𝗻.
𝗕𝘂𝘁 𝗶𝘁'𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆.

That CEO did something smart.
He called all three former VPs.
Asked one question:
"What would've made you stay?"

Same answer from all three:
"Let me build something that mattered."

Not more money.
Not better title.
Just ownership of outcomes.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop the exodus before it starts.

Ask your top performers one question:
"If you could launch any initiative here, what would it be?"

Blank stare = They're already gone.
Instant answer = You've found your retention strategy.

Create "founder roles" inside your company:
- They own the P&L
- Build their own team 
- Their name on the success
- They get the credit

One CEO I work with implemented this last year.
Used to lose 3-4 senior women annually.
This year? Lost zero. 

New revenue from their initiatives? ₹18 crores.

The women who left to consult?
Two came back as advisors.
Running initiatives they designed.
Inside the company that finally saw them.

Your female talent isn't leaving for freedom.
They're leaving because freedom looks better than frustration.

Even when it pays less.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀 𝘁𝗵𝗲 𝗼𝗻𝗹𝘆 𝘄𝗮𝘆 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻
𝗶𝘀 𝘁𝗼 𝗱𝗶𝘀𝗮𝗽𝗽𝗲𝗮𝗿.

💬 How many "entrepreneurs" on your team are just exhausted executives planning their escape?

🔁 Share this for the CEO who thinks their talent is leaving for opportunity.

🔔 Follow Ramkumar R for mirrors that show you what you're really losing.

𝗬𝗼𝘂𝗿 𝗯𝗼𝘀𝘀 𝘀𝗲𝗻𝘁 𝘁𝗵𝗮𝘁 "𝘂𝗿𝗴𝗲𝗻𝘁" 𝗦𝗹𝗮𝗰𝗸 𝗮𝘁 𝟭𝟭𝗽𝗺.
𝗡𝗼𝘄 𝟯𝟬𝟬 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗮𝗻'𝘁 𝘀𝗹𝗲𝗲𝗽.

That's the worry paradox at scale.

A founder came to me after months of watching his team freeze.
"Nothing's moving," he said.
"Everyone's scared to make mistakes."

"How often do you share concerns in all-hands?" I asked.

"Every week."

"For transparency?"

"Exactly."

There it was.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂𝗿 𝗮𝗻𝘅𝗶𝗲𝘁𝘆 𝗮𝘀 𝗮 𝗖𝗘𝗢 𝗵𝗲𝗹𝗽𝘀 𝘆𝗼𝘂 𝘀𝗽𝗼𝘁 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀.
𝗕𝘂𝘁 𝘄𝗵𝗲𝗻 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘄𝗼𝗿𝗿𝗶𝗲𝘀, 𝗻𝗼𝗯𝗼𝗱𝘆 𝗮𝗰𝘁𝘀.

The CEO who worries protects the company.
When 10,000 employees worry, nothing ships.

He'd been sharing every concern "to be transparent."
His team stopped building to avoid mistakes.
Created a culture where fear looked like care.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝗱𝗮𝗻𝗴𝗲𝗿𝗼𝘂𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲𝗻'𝘁 𝘁𝗵𝗲 𝗼𝗻𝗲𝘀 𝘄𝗵𝗼 𝗱𝗼𝗻'𝘁 𝘄𝗼𝗿𝗿𝘆.
𝗧𝗵𝗲𝘆'𝗿𝗲 𝘁𝗵𝗲 𝗼𝗻𝗲𝘀 𝘄𝗵𝗼 𝗺𝗮𝗸𝗲 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲 𝗰𝗮𝗿𝗿𝘆 𝘁𝗵𝗲𝗶𝗿𝘀.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Keep anxiety with people who can fix things.
Free everyone else to execute.

We changed how he communicates:
- Board: Gets the raw truth
- Leaders: Get problems with solutions
- Everyone else: Gets decisions and direction

Three months later? 
They shipped more in 30 days than the previous quarter.
Same problems. Different approach.

He learned: When he said "I'm worried about revenue,"
employees heard "Layoffs coming."

When he says "We're fixing revenue this way,"
employees hear "I've got this handled."

His job wasn't to eliminate worry.
It was to turn anxiety into action.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗮 𝘁𝗲𝗮𝗺 𝘁𝗵𝗮𝘁 𝘁𝗿𝘂𝘀𝘁𝘀 𝘆𝗼𝘂 𝘁𝗼 𝘄𝗼𝗿𝗿𝘆
𝗺𝗼𝘃𝗲𝘀 𝗳𝗮𝘀𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗮 𝘁𝗲𝗮𝗺 𝘁𝗵𝗮𝘁 𝘄𝗼𝗿𝗿𝗶𝗲𝘀 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂.

💬 What anxiety is your team carrying that only you can fix?

🔁 Share this for the leader who thinks sharing everything is transparency.

🔔 Follow Ramkumar R for mirrors that turn worry into velocity.

𝗔𝗳𝘁𝗲𝗿 𝗺𝘆 𝗔𝗺𝗮𝘇𝗼𝗻 𝗹𝗮𝘆𝗼𝗳𝗳 𝗽𝗼𝘀𝘁, 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗰𝗼𝗺𝗺𝗼𝗻 𝗗𝗠:
"How do I explain 15 years at one company without looking outdated?"

Wrong question.
Right fear.

You're sitting on two decades of solving problems
that 90% of startups are just discovering.

But you can't see it.
Because corporate taught you to hide your wins in team updates.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗶𝘀𝗻'𝘁 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿𝘀 𝘆𝗼𝘂 𝘀𝘁𝗮𝘆𝗲𝗱.
𝗜𝘁'𝘀 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 𝘆𝗼𝘂 𝘀𝗼𝗹𝘃𝗲𝗱.

I asked one reader:
"What did you build that saved your company the most money?"

They couldn't stop talking.
Systems that handled Black Friday without breaking.
Algorithms that cut costs by millions.
Teams they mentored who now lead at Meta, Google, Microsoft.

"But everyone at my company knows this stuff," they wrote.

"Your company is 0.001% of the market," I replied.
"The other 99.999% would pay for what you call obvious."

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗘𝘃𝗲𝗿𝘆 𝗹𝗮𝗶𝗱-𝗼𝗳𝗳 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗵𝗮𝘀 𝗮 𝗣𝗵𝗗 𝗶𝗻 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲.
𝗧𝗵𝗲𝘆 𝗷𝘂𝘀𝘁 𝗻𝗲𝘃𝗲𝗿 𝗱𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗲𝗱 𝘁𝗵𝗲 𝗰𝘂𝗿𝗿𝗶𝗰𝘂𝗹𝘂𝗺.

Your experience isn't outdated.
Your packaging is.

While you're perfecting your resume,
someone with 2 years experience is teaching your expertise
to CEOs who need it.

They're not smarter.
They're just louder about what they know.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:
Pick your best war story.
The project that almost failed.
The problem nobody else could solve.

Document it. Share it. Teach it.

One executive from my DMs?
First LinkedIn post about scaling systems yesterday.
Three founders reached out.
"Can you teach my team this?"

They thought their career was over.

It was just changing shape.

They're not becoming employees again.
They're becoming educators. Advisors. Equity partners.

The transition isn't automatic.
Most fumble it.

Because knowing isn't teaching.
And teaching isn't selling.

𝗔𝗻𝗱 𝘀𝗲𝗹𝗹𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗶𝘀𝗻'𝘁 𝘀𝗲𝗹𝗹𝗶𝗻𝗴 𝗼𝘂𝘁.
𝗜𝘁'𝘀 𝘀𝗲𝗹𝗹𝗶𝗻𝗴 𝘂𝗽.

Most never make the leap.
They die with their expertise untapped.

Don't be most.

💬 What expertise are you hiding in your resume that should be in your content?

🔁 Share this for the executive who thinks 'outdated' when they should think 'untapped.'

🔔 Follow Ramkumar R for mirrors that turn experience into expertise others pay for.

𝗔 𝟰𝟮-𝘆𝗲𝗮𝗿-𝗼𝗹𝗱 𝗖𝗘𝗢 𝗯𝗿𝗮𝗴𝗴𝗲𝗱 𝘁𝗼 𝗺𝗲 𝗮𝗯𝗼𝘂𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝟳𝟮 𝗵𝗼𝘂𝗿𝘀 𝘀𝘁𝗿𝗮𝗶𝗴𝗵𝘁.

"No breaks. Pure hustle. That's commitment."

His board member sitting next to him nodded.

I didn't.
"Show me what you built in those 72 hours," I said.

He opened his laptop. Three half-done strategies.
Two broken partnerships. One resignation letter from his best VP.

"Now show me your hospital bills," I said.

Confused look.

"The ones coming in 3 years when your body invoices you for this stupidity."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗮 𝗵𝗲𝗿𝗼 𝗳𝗼𝗿 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝟳𝟮 𝗵𝗼𝘂𝗿𝘀.
𝗬𝗼𝘂'𝗿𝗲 𝗮𝗻 𝗮𝗺𝗮𝘁𝗲𝘂𝗿 𝘄𝗵𝗼 𝗰𝗮𝗻'𝘁 𝗺𝗮𝗻𝗮𝗴𝗲 𝗲𝗻𝗲𝗿𝗴𝘆.

Stanford research: After 50 hours per week, productivity drops to near zero.
Microsoft study: Decision errors increase when sleep-deprived.

But sure, post your exhaustion trophy on LinkedIn.
Watch the applause roll in from people destroying themselves too.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗽𝗲𝗼𝗽𝗹𝗲 𝗜 𝗸𝗻𝗼𝘄 𝗮𝗿𝗲 𝗶𝗻 𝗯𝗲𝗱 𝗯𝘆 𝟭𝟬 𝗣𝗠.

A ₹2,000 crore CEO I coach works 6 hours daily.
"My superpower?" he told me.
"I make three decisions a day. The right ones."

Meanwhile, that 72-hour hero?
Making 300 micro-decisions while exhausted.
290 of them wrong.

The other 10? He won't remember making them.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

𝗥𝗲𝘀𝘁 𝗶𝘀 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲.

- 90-minute deep work blocks (not 9-hour marathons)
- 8 hours sleep (non-negotiable, not weakness)
- Walking meetings for creative problems
- Email bankruptcy at 6 PM sharp

That CEO who worked 72 hours straight?
We restructured his schedule:

Morning: One big problem. Fresh brain.
Afternoon: Execution. Clear tasks.
Evening: Family. Full stop.

One year later:
Finally hit his growth targets. Working 40 hours weekly.
Best part? His VP withdrew that resignation.

"I get more done by noon than I used to in three days."

Because exhaustion isn't dedication.
It's just poor planning with better PR.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗱𝗶𝗿𝘁𝘆 𝘀𝗲𝗰𝗿𝗲𝘁 𝗼𝗳 𝗵𝘂𝘀𝘁𝗹𝗲 𝗰𝘂𝗹𝘁𝘂𝗿𝗲?
𝗜𝘁'𝘀 𝗻𝗼𝘁 𝗮𝗯𝗼𝘂𝘁 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗵𝗮𝗿𝗱.
𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗮𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴.

Easier to stay busy than ask: "Is this even worth doing?"

💬 What are you using exhaustion to avoid confronting?

🔁 Share this for the CEO who thinks sleep is for the weak.

🔔 Follow Ramkumar R for mirrors that turn hustle addiction into strategic excellence.

𝗨𝗻𝗽𝗼𝗽𝘂𝗹𝗮𝗿 𝗼𝗽𝗶𝗻𝗶𝗼𝗻: 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗿𝗲𝗮𝘀𝗼𝗻 𝗣𝗿𝗮𝘀𝗵𝗮𝗻𝘁 𝗞𝗶𝘀𝗵𝗼𝗿 𝗳𝗮𝗶𝗹𝗲𝗱 𝗶𝗻 𝗕𝗶𝗵𝗮𝗿?

It wasn't execution.
It was becoming an insider.

Zero seats in Bihar.
After helping PM Modi, Mamata, Nitish win elections.

My LinkedIn feed is full of the same take:
"Kishor = strategist, not executor."
"Just like Laxman Narasimhan at Starbucks."
"Consultants can't operate."

They're missing the real story.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗞𝗶𝘀𝗵𝗼𝗿'𝘀 𝗽𝗼𝘄𝗲𝗿 𝘄𝗮𝘀 𝗵𝗶𝘀 𝗱𝗶𝘀𝘁𝗮𝗻𝗰𝗲.
𝗧𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁 𝗵𝗲 𝗷𝗼𝗶𝗻𝗲𝗱 𝘁𝗵𝗲 𝗴𝗮𝗺𝗲, 𝗵𝗲 𝗹𝗼𝘀𝘁 𝘁𝗵𝗲 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲.

As a consultant, Kishor saw what politicians couldn't:
Their blind spots. Their biases. Their bubbles.

He could tell them: "Your loyal voters hate this."
He could say: "You're solving the wrong problem."

Why? He wasn't trapped in their echo chamber.

The moment he started his own party?
He became what he used to diagnose.

Walked 3,000 km but missed what villagers wanted.
Talked governance when youth wanted jobs.

His Jan Suraaj got fewer votes than NOTA in 68 constituencies.
Voters preferred "none of the above" to his vision.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝗰𝗼𝗮𝗰𝗵𝗲𝘀 𝗮𝗻𝗱 𝗰𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁𝘀 𝗼𝗳𝘁𝗲𝗻 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝘀𝘁 𝗽𝗹𝗮𝘆𝗲𝗿𝘀.
𝗡𝗼𝘁 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲𝘆 𝗱𝗼𝗻'𝘁 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲 𝗴𝗮𝗺𝗲.
𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲𝘆 𝗹𝗼𝘀𝗲 𝘁𝗵𝗲𝗶𝗿 𝘀𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿: 𝗼𝗯𝗷𝗲𝗰𝘁𝗶𝘃𝗶𝘁𝘆.

Same pattern with Narasimhan.
McKinsey partner → Starbucks CEO → Gone in 17 months.
Not because he couldn't execute.
Because he started believing Starbucks' own stories.

Once you're inside, you breathe the same air.
Start believing the same stories.
Your edge was never your expertise.
It was your outside perspective.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Don't abandon your superpower when you expand your game.

Kishor could have partnered with a grassroots leader.
He'd bring the strategy. They'd bring the ground game.
He'd stay at 30,000 feet. They'd work the villages.

Instead, he tried to be both.
Lost his edge trying to gain theirs.

With PM Modi, Mamata, Nitish - he upgraded their machinery.
When he became the machinery? He needed what he'd never built.

The smartest consultants who transition?
They maintain their outsider perspective.
Hire operators who execute.
Build boards that challenge them.
Keep advisors who call BS.

They protect their distance while building depth.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗱𝗮𝗻𝗴𝗲𝗿𝗼𝘂𝘀 𝗰𝗮𝗿𝗲𝗲𝗿 𝗺𝗼𝘃𝗲
𝗶𝘀𝗻'𝘁 𝘁𝗿𝘆𝗶𝗻𝗴 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗻𝗲𝘄.
𝗜𝘁'𝘀 𝗳𝗼𝗿𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝗺𝗮𝗱𝗲 𝘆𝗼𝘂 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗽𝗹𝗮𝗰𝗲.

💬 Are you protecting your edge while expanding your game?

🔁 Share this for the consultant thinking they need to become the operator.

🔔 Follow Ramkumar R for mirrors that show you how to grow without losing your superpower.

𝗔 𝟰𝟱-𝘆𝗲𝗮𝗿-𝗼𝗹𝗱 𝗩𝗣 𝘀𝗮𝘁 𝗮𝗰𝗿𝗼𝘀𝘀 𝗳𝗿𝗼𝗺 𝗺𝗲.
"𝗜'𝘃𝗲 𝗯𝗲𝗲𝗻 𝗽𝗹𝗮𝗻𝗻𝗶𝗻𝗴 𝗺𝘆 𝗲𝘅𝗶𝘁 𝗳𝗼𝗿 𝟯 𝘆𝗲𝗮𝗿𝘀."

Still there.
Still planning.
Still dying inside.

Every other Sunday night, he opens his email.
Types his resignation letter.
Opens Excel. Reviews his EMIs.
Deletes the resignation letter draft. 

₹5 lakhs monthly salary.
₹2.8 lakhs monthly expenses.
Golden handcuffs. Platinum prison.

"What would you do?" I asked.
"If money wasn't the issue?"

Silence. Then tears.
He'd forgotten how to want things.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗶𝘀𝗻'𝘁 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.
𝗖𝗼𝘂𝗿𝗮𝗴𝗲 𝗶𝘀.

You know exactly what's killing you:
The PowerPoints nobody reads.
The 9am status call where nothing changes.
The promotions that feel like participation trophies.

But clarity without courage is torture.
You see the cage. You hold the key.
You stay anyway.

I've coached 100+ CEOs.
Know what I discovered?
Half their top performers Google "resignation letter template" regularly.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲𝗻'𝘁 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗾𝘂𝗶𝘁𝘁𝗶𝗻𝗴.
𝗧𝗵𝗲𝘆'𝗿𝗲 𝗹𝗼𝘂𝗱𝗹𝘆 𝘀𝘁𝗮𝘆𝗶𝗻𝗴.

They show up. Deliver. Excel.
While their soul shops for exits.

That VP had been pushing one idea for years:
A simpler product for tier-2 markets.
Always got "maybe next quarter."

His CEO finally asked the right question:
"What would make you stop planning your exit?"

"Let me build that product," he said.

Six months later: 8 pilot customers.
₹50 lakhs in revenue. Small start.
But his main role performance? Up 40%.

Why? He wasn't managing someone else's vision anymore.
He was building his own. Inside the company.
Even 2 hours a week on YOUR project changes everything.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop giving your best people better titles.
Give them ownership of outcomes.
Real P&L. Real decisions. Real impact.

Your top talent doesn't need an exit.
They need to build something with their name on it.
While keeping their medical insurance.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝘄𝗮𝘆 𝘁𝗼 𝗸𝗲𝗲𝗽 𝘀𝗼𝗺𝗲𝗼𝗻𝗲
𝗶𝘀 𝘁𝗼 𝗹𝗲𝘁 𝘁𝗵𝗲𝗺 𝗹𝗲𝗮𝘃𝗲... 𝘁𝗵𝗲𝗶𝗿 𝗼𝗹𝗱 𝗿𝗼𝗹𝗲.

💬 What's the idea you've pitched 10 times that keeps getting delayed?

🔁 Share this for the executive who's planning their exit while perfecting their PowerPoints.

🔔 Follow Ramkumar R for mirrors that turn midlife crisis into midlife creation.

𝟭𝟬 𝘁𝗿𝘂𝘁𝗵𝘀 𝗳𝗿𝗼𝗺 𝗜𝗦𝗕 𝗪𝗜𝗦𝗘 𝘁𝗵𝗮𝘁 𝗵𝗶𝘁 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁.

Rujuta Diwekar dropped the first bomb: 
"I love money so much that I care how I make it."

That stopped me cold. 
Because your bank account has no memory. You do.
And that memory compounds harder than any interest rate.

Then Kirthiga Reddy said something that challenged everything:
"Do at least one thing just because. Let the dots connect."

Made me think - the best networkers I know? They don't network.
They just stay curious about people. 
The connections happen anyway.
Not everything needs an ROI. 
Some things ARE the ROI.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝘀𝗼 𝗯𝘂𝘀𝘆 𝗰𝗮𝗹𝗰𝘂𝗹𝗮𝘁𝗶𝗻𝗴 𝗥𝗢𝗜
𝘆𝗼𝘂 𝗳𝗼𝗿𝗴𝗼𝘁 𝘁𝗼 𝗰𝗮𝗹𝗰𝘂𝗹𝗮𝘁𝗲 𝗥𝗢𝗟 - 𝗥𝗲𝘁𝘂𝗿𝗻 𝗢𝗻 𝗟𝗶𝗳𝗲.

The other 8 truths? 

Including Srishti Behl's question that silenced the room.
And Vishal Karungulam's AI insight that nobody saw coming.
Why Ashni Biyani's take on respect changed how I see leadership.

All 10 truths are in the carousel.
With what they said. And what I learned.

Swipe through. 
Pick the truth that stings most.
That's your work for next week.

💬 Which truth from the carousel are you taking home?

🔁 Share this for someone who needs these mirrors but wasn't in that room.

🔔 Follow Ramkumar R for wisdom that turns conferences into conversions.

Indian School of Business ISB Alumni Madan Pillutla D N V Kumara Guru Parul Khullar Kaumudi Goda Sireesha Yadlapalli Shifa Soomar Bhargavi Vijayakumar Dr. Manisha Gudka Mahima Garg Himanshu Arya Deeksha Shah Priya Yadav Sandhya Balakrishnan Mukti Hariharan Maulshree Kalothia Kanksha Sood Naman Sharma

Top 10 Learnings from ISB WISE 2025

𝗜 𝘀𝗽𝗲𝗻𝘁 𝟴 𝘆𝗲𝗮𝗿𝘀 𝗽𝗹𝗮𝗻𝗻𝗶𝗻𝗴 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗮𝗻 𝗮𝗽𝗽.
𝗟𝗮𝘀𝘁 𝗺𝗼𝗻𝘁𝗵, 𝗜 𝗯𝘂𝗶𝗹𝘁 𝗶𝘁 𝗶𝗻 𝟯𝟬 𝗺𝗶𝗻𝘂𝘁𝗲𝘀.

Bharanidharan Viswanathan initiated me recently into coding using AI tools.
I took 30 minutes to design the application and test locally.
Another hour to deploy it.

Of course, my deep expertise using this with 700+ people over the years 
was key to churning it out quickly.

But still. 30 minutes vs 8 years.

Now my coaching clients use it daily.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗧𝗵𝗲 𝗯𝗮𝗿𝗿𝗶𝗲𝗿𝘀 𝘆𝗼𝘂'𝗿𝗲 𝘂𝘀𝗶𝗻𝗴 𝗮𝘀 𝗲𝘅𝗰𝘂𝘀𝗲𝘀?
𝗧𝗵𝗲𝘆 𝗱𝗼𝗻'𝘁 𝗲𝘅𝗶𝘀𝘁 𝗮𝗻𝘆𝗺𝗼𝗿𝗲.

When ChatGPT launched, everything shifted.
My 5-day work week compressed to 3.5 days.
Proposals. Research. Content. All automated.

But I watched most people do nothing with that extra time.
Write emails faster. Then scroll LinkedIn.

Meanwhile, I started showing CXOs what they were missing.

A Head of Strategy told me after one of my sessions:
Fresh from Stanford Seed program.
Year-long executive education. Top-tier faculty.

She went quiet when I showed her AI analyzing her company's strategic options.

"The frameworks we spent months learning...
The analysis that took our team weeks...
This just did it in minutes."

Then she said something that haunts me:

"𝗜𝗳 𝗜'𝗱 𝗸𝗻𝗼𝘄𝗻 𝘁𝗵𝗶𝘀, 𝗜 𝗰𝗼𝘂𝗹𝗱'𝘃𝗲 𝗰𝗿𝘂𝗻𝗰𝗵𝗲𝗱 𝗮 𝘆𝗲𝗮𝗿'𝘀 𝘄𝗼𝗿𝗸 𝗶𝗻𝘁𝗼 𝗱𝗮𝘆𝘀."

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝘁𝗼𝗼 𝗯𝘂𝘀𝘆 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.
𝗬𝗼𝘂'𝗿𝗲 𝘁𝗼𝗼 𝗯𝘂𝘀𝘆 𝗱𝗼𝗶𝗻𝗴 𝘄𝗼𝗿𝗸 𝗔𝗜 𝘀𝗵𝗼𝘂𝗹𝗱 𝗵𝗮𝗻𝗱𝗹𝗲.

My fellow coaches from CFI saw what I was doing.
"Show us," they demanded.

Live demos. Real workflows. Actual results.
Watching skeptics become builders in weeks?
That's when I knew the game had changed.

They went from "AI is complicated" to using AI excitedly in their coaching.
Some of them message me about breakthroughs they're having.

But here's what nobody's talking about:

𝗧𝗵𝗲 𝘄𝗶𝗻𝗱𝗼𝘄 𝗶𝘀 𝗰𝗹𝗼𝘀𝗶𝗻𝗴.

Right now, most people are AI tourists.
Using ChatGPT for emails. Maybe some content.

The builders? Still rare.
But not for long.

Your "unique" business idea? 
Someone's building it right now. With AI. In hours.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Can't code? AI tools make you a developer.
No designer? AI creates your visuals.
Need research? AI analyzes everything.
Want automation? AI builds it with you.

Every excuse you had in 2020 is dead.

The question isn't "Is this the right time?"
The question is "How much longer will you wait while others build?"

That app I wanted for 8 years?
Someone else could build it tomorrow.

Good thing I built it last month.

💬 What have you been waiting 8 years to build?

🔁 Share this for someone still collecting excuses instead of customers.

🔔 Follow Ramkumar R for mirrors that show you what's actually possible.

Serial Entrepreneur | Co-Founder - Intoglo.com, 91mobiles.com, saasworthy.com

"𝗜 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱 𝘁𝗮𝗿𝗴𝗲𝘁𝗶𝗻𝗴 𝗺𝗶𝗱-𝗺𝗮𝗿𝗸𝗲𝘁 𝗰𝗹𝗶𝗲𝗻𝘁𝘀. 𝗚𝗼𝘁 𝗰𝘂𝘁 𝗼𝗳𝗳 𝗺𝗶𝗱-𝘀𝗲𝗻𝘁𝗲𝗻𝗰𝗲.
𝗧𝘄𝗲𝗻𝘁𝘆 𝗺𝗶𝗻𝘂𝘁𝗲𝘀 𝗹𝗮𝘁𝗲𝗿, 𝘁𝗵𝗲 𝗖𝗙𝗢 𝘀𝗮𝗶𝗱 𝘁𝗵𝗲 𝗲𝘅𝗮𝗰𝘁 𝘀𝗮𝗺𝗲 𝘁𝗵𝗶𝗻𝗴.
𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗼𝘃𝗲𝗱 '𝗵𝗶𝘀' 𝗶𝗱𝗲𝗮."

A 38-year-old COO sat across from me, exhausted.
This happens every executive committee meeting.

"How many women in that room?" I asked.

"Just me and one other. Out of twelve."

There it was.

She wasn't imagining it.
Men interrupt women 33% more often than other men.
In mixed meetings? 46 out of 48 interruptions come from men.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝘁𝗼𝗼 𝗾𝘂𝗶𝗲𝘁.
𝗬𝗼𝘂'𝗿𝗲 𝗯𝗲𝗶𝗻𝗴 𝘀𝗶𝗹𝗲𝗻𝗰𝗲𝗱.

"Watch what the Obama White House women did," I told her.

They created 'amplification':
When one woman made a point, another would repeat it.
"Sarah's insight about X is critical because..."
A third would build on it.

They stopped letting their ideas get stolen.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗪𝗼𝗺𝗲𝗻 𝗱𝗼𝗻'𝘁 𝘀𝗽𝗲𝗮𝗸 𝗲𝗾𝘂𝗮𝗹 𝘁𝗶𝗺𝗲 𝗶𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝘂𝗻𝗹𝗲𝘀𝘀 𝘁𝗵𝗲𝘆'𝗿𝗲 𝟴𝟬% 𝗼𝗳 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺.

When outnumbered, women use only 72% of their fair share of speaking time.

"So what do I do?" she asked.

"Three things," I said.

"First, find that other woman. Make her your amplifier.
When you speak, she repeats and credits you.
When she speaks, you do the same."

"Second, change your physics.
Men lean in 40% more often in meetings.
Lean forward. Both hands on table. Hold eye contact.
Your body claims space before your words do."

"Third, use verbal anchoring.
Start with: 'I have three points to make. First...'
When interrupted: 'I'll take questions after I complete my three points.'
They can't steal what you haven't finished saying."

She took notes. Then looked up.

"What if they still interrupt?"

"Name it. Calmly. Directly.
'I've been interrupted three times. I'd like to complete my point.'
Most men don't realize they're doing it.
The data shows they genuinely don't."

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

1) The Amplification Alliance: Find one person. Just one.
2) Physical Presence: Lean in. Hands visible. Eyes locked.
3) Verbal Anchoring: Number your points. Control the flow.
4) Data Shield: Lead with numbers. They can't interrupt facts.
5) Name the Pattern: Call it out. Without emotion. With precision.

The boardroom doesn't need women acting like men.
It needs women using strategies that actually work.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗴𝗮𝗽 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗯𝗲𝗶𝗻𝗴 𝗵𝗲𝗮𝗿𝗱 𝗮𝗻𝗱 𝗯𝗲𝗶𝗻𝗴 𝗶𝗴𝗻𝗼𝗿𝗲𝗱?
𝗜𝘁'𝘀 𝗻𝗼𝘁 𝘆𝗼𝘂𝗿 𝘃𝗼𝗶𝗰𝗲.
𝗜𝘁'𝘀 𝘆𝗼𝘂𝗿 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆.

These exact strategies are being explored at ISB WISE conclave's Boardroom Ready roundtable on Nov 29.
Because knowing the rules changes the game.

💬 Which strategy will you try in your next meeting?

🔁 Share this for the woman who needs these tools today.

🔔 Follow Ramkumar R for mirrors that turn interruption into influence.

𝗧𝘄𝗼 𝗳𝗼𝘂𝗻𝗱𝗲𝗿𝘀 𝗺𝗲𝘁 𝗮𝘁 𝗮 𝗰𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲.

One was 24, building his first startup.
The other was 40, between school pickups.

Both walked away convinced they were losing.

The young founder saw composure. Balance. Wisdom.
The parent-founder saw energy. Focus. Speed.

Neither saw the truth.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗧𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗿𝗶𝘀𝗼𝗻 𝗰𝗼𝗻 𝗶𝘀𝗻'𝘁 𝘁𝗵𝗮𝘁 𝗼𝘁𝗵𝗲𝗿𝘀 𝗮𝗿𝗲 𝘄𝗶𝗻𝗻𝗶𝗻𝗴.
𝗜𝘁'𝘀 𝗰𝗼𝗻𝘃𝗶𝗻𝗰𝗶𝗻𝗴 𝘆𝗼𝘂 𝘁𝗵𝗮𝘁 𝘆𝗼𝘂'𝗿𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗿𝗮𝗰𝗲.

The 24-year-old works 80 hours because they have 80 hours.
The 40-year-old works 40 brilliant hours because that's all they get.

One burns time to learn what the other knows instantly.
Pattern recognition vs runway. Different games entirely.

A parent-founder told me last week:
"I can't compete with these kids. They code all night."

"When did you last lose a deal to them?" I asked.

Silence.

She'd won every pitch against younger competitors.
Why? She solved the problem in one meeting.
They needed six iterations to understand it.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗺𝗮𝗿𝗸𝗲𝘁 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗰𝗮𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝘀𝘁𝗿𝗮𝗶𝗻𝘁𝘀.
𝗜𝘁 𝗰𝗮𝗿𝗲𝘀 𝗶𝗳 𝘆𝗼𝘂 𝘀𝗼𝗹𝘃𝗲𝗱 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

The tragedy?

The parent-founder quits, thinking they can't compete.
The young founder burns out, thinking this pace is sustainable.

I've coached both types.
The young ones ask: "How do I go faster?"
The parents ask: "How do I find more time?"

Wrong questions. Both of them.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Young founder? Your edge isn't time. It's iteration speed.
Ship fast. Break things. Learn cheaper.

Parent-founder? Your edge isn't balance. It's precision.
One right decision beats ten experiments.

Stop comparing hours. Compare outcomes.

The 24-year-old has time but needs wisdom.
The 40-year-old has wisdom but needs time.

Both staring at what they lack
instead of leveraging what they have.

That parent-founder who thought she couldn't compete?
She raised ₹8 crores last month.
Works 35 hours a week.
Outperforming teams working twice as long.

She stopped trying to run their race.
Started running her own.

𝗥𝘂𝗻 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗿𝗮𝗰𝗲.
𝗕𝘂𝘁 𝗺𝗼𝗿𝗲 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁𝗹𝘆:
𝗦𝘁𝗼𝗽 𝗽𝗿𝗲𝘁𝗲𝗻𝗱𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲 𝗶𝘀 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗱𝗶𝘀𝘁𝗮𝗻𝗰𝗲.

💬 What constraint do you have that's secretly your competitive advantage?

🔁 Share this for the founder comparing their chapter 7 to someone else's chapter 2.

🔔 Follow Ramkumar R for mirrors that show you the race you're actually running.

"𝗪𝗲'𝗿𝗲 𝗳𝗹𝗮𝘁𝘁𝗲𝗻𝗶𝗻𝗴 𝗼𝘂𝗿 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲. 𝗠𝗶𝗱𝗱𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗱𝗲𝗮𝗱 𝘄𝗲𝗶𝗴𝗵𝘁."
Three CEOs told me the same thing this month.

I've heard this from 12 CEOs in the last quarter alone.
All saying the exact same thing. Almost word for word.

One showed me his org redesign:

"Look - AI handles reporting now. Junior folks execute.
My senior management make the strategic calls. 
Why do I need translators in between?"

Another was more blunt:
"I'm paying ₹50 lakhs for someone to forward emails
and schedule meetings my calendar app can handle."

The third? She actually showed me the math:

"22 middle managers three years ago. Now we have 8.
Revenue up 40%. Efficiency soared."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗺𝗶𝗱𝗱𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿,
𝘆𝗼𝘂𝗿 𝗖𝗘𝗢 𝗶𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗽𝗹𝗮𝗻𝗻𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗲𝘅𝗶𝘁.

They just haven't figured out the timing yet.

Meanwhile, on LinkedIn:
These same middle managers posting about "building culture"
and "mentoring the next generation."

While their CEOs are in board meetings
drawing org charts without them.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝘀𝗮𝗻𝗱𝘄𝗶𝗰𝗵 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗯𝗲𝗶𝗻𝗴 𝘀𝗾𝘂𝗲𝗲𝘇𝗲𝗱 𝗼𝘂𝘁.

AI from below. Cost pressure from above.

Too expensive to keep. Too experienced to retrain.

Too proud to pivot. Too visible to panic.

One CEO confided:
"My 45-year-old directors make ₹60 lakhs
to do what a 28-year-old with ChatGPT does better.
The math stopped working."

Another admitted:
"I feel bad. These are good people.
But sentiment doesn't show up on P&L."


𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop being a messenger. Start being a maker.
- Own outcomes, not org charts
- Create value, not slide decks
- Build revenue streams, not reporting lines
- Solve problems AI can't define
- Become indispensable, not intermediate

The CEOs keeping middle managers?
Only the ones who generate more than they cost.

The harsh calculus: If your job is translating up and down,
you're already obsolete.

Your Sunday truth:
If you're explaining someone else's strategy to someone else's team,
start building your own value proposition.

Before someone else explains why you're redundant.

💬 What unique value do you create that can't be automated or eliminated?

🔁 Share this for the middle manager who needs this wake-up call.

🔔 Follow Ramkumar R for uncomfortable truths your CEO won't tell you.

𝗔𝘁 𝟮𝟱, 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗴𝗼𝗮𝗹.
𝗔𝘁 𝟯𝟱, 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗴𝗼𝗮𝗹.
𝗔𝘁 𝟰𝟱, 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗹𝗶𝗳𝗲𝘀𝘁𝘆𝗹𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗴𝗼𝗮𝗹.

Then you hit 50 and realize the goal was never the goal.

A CXO messaged me last week.
"Finally got the corner office. Feel emptier than when I was an analyst."

"My kids don't know me," he said.
"I'm in board meetings all day planning a future I won't enjoy."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝖸𝗈𝗎 𝖽𝗈𝗇'𝗍 𝗇𝖾𝖾𝖽 𝖺𝗇𝗈𝗍𝗁𝖾𝗋 𝗍𝗂𝗍𝗅𝖾 𝗍𝗈 𝖿𝖾𝖾𝗅 𝗏𝖺𝗅𝗂𝖽𝖺𝗍𝖾𝖽.
𝖸𝗈𝗎 𝗇𝖾𝖾𝖽 𝗆𝗈𝗋𝖾 𝖽𝖺𝗒𝗌 𝗍𝗁𝖺𝗍 𝖿𝖾𝖾𝗅 𝗐𝗈𝗋𝗍𝗁 𝗅𝗂𝗏𝗂𝗇𝗀.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝖳𝗁𝖾 𝗀𝗈𝖺𝗅𝗉𝗈𝗌𝗍𝗌 𝗇𝖾𝗏𝖾𝗋 𝗌𝗍𝗈𝗉 𝗆𝗈𝗏𝗂𝗇𝗀.
𝖴𝗇𝗅𝖾𝗌𝗌 𝗒𝗈𝗎 𝗌𝗍𝗈𝗉 𝖼𝗁𝖺𝗌𝗂𝗇𝗀 𝗍𝗁𝖾𝗆.

Get the promotion? Want the CEO chair.
Hit ₹3 crore? Want ₹5 crore.

Playing a game where winning means needing more.

I've coached 100+ CEOs through this exact trap.
Chase the next level thinking it'll complete you.
Get there. Feel the same. Chase harder.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

𝗗𝗲𝘀𝗶𝗴𝗻 𝘆𝗼𝘂𝗿 𝗱𝗮𝘆𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂𝗿 𝗱𝗲𝗰𝗮𝗱𝗲𝘀.

What does a perfect Tuesday look like?
Not vacation. A working Tuesday.

Work backwards from there.

Most never do.

One CEO I coach built a ₹500 crore company.
"My biggest mistake?" he told me.
"I built a prison and made myself the warden."

Now he works 4 days a week.
Resigned from 3 boards. Joined his son's startup.
Making less money. Making more memories.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗶𝗺𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝘄𝗼𝗿𝗸 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗳𝗮𝘃𝗼𝗿
𝘄𝗵𝗲𝗻 𝘆𝗼𝘂'𝗿𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻.

Stop chasing the next decade.
Start designing tomorrow.

The titles will matter less when the days matter more.

💬 What are you chasing that's actually chasing you away from happiness?

🔁 Share this for the executive who needs permission to want less.

🔔 Follow Ramkumar R for mirrors that turn ambition into alignment.

𝗬𝗼𝘂𝗿 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗱𝗼𝗻'𝘁 𝗰𝗮𝗿𝗲 𝗶𝗳 𝗔𝗜 𝗵𝗲𝗹𝗽𝗲𝗱.
𝗧𝗵𝗲𝘆 𝗰𝗮𝗿𝗲 𝗶𝗳 𝘆𝗼𝘂 𝘀𝗼𝗹𝘃𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗮𝗻𝗱 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝘁𝗿𝘂𝘀𝘁.

A CEO messaged me last week.
"Should I tell clients we're using AI for strategy work?"

"Are you using their confidential data?" I asked.

"No, just market analysis."

"Then they care about results, not your research tools."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗧𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝘄𝗼 𝗔𝗜 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.
𝗬𝗼𝘂'𝗿𝗲 𝗽𝗿𝗼𝗯𝗮𝗯𝗹𝘆 𝗵𝗮𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗿𝗼𝗻𝗴 𝗼𝗻𝗲.

The first: "Look how innovative we are with AI!"
Nobody cares. AI is table stakes now.

The second: "Here's how we protect your data while delivering faster results."
Now you're talking business.

Your client with the ₹500 crore revenue plateau?
They don't care if AI analyzed trends.
They care that revenue hit ₹750 crores.

But feed their customer list into ChatGPT without asking?
You just became their biggest problem.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗔𝗜 𝗱𝗶𝘀𝗰𝗹𝗼𝘀𝘂𝗿𝗲 𝗶𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆.
𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝘁𝗿𝘂𝘀𝘁 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀.

Public information + AI = Your competitive advantage
Client data + AI = Requires consent

Simple as that.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Know your boundaries:
- Market research = Your toolkit
- Client data = Full transparency required
- Regulated industries = Compliance first

Wrong conversation: "We use cutting-edge AI"
Right conversation: "We deliver results 5x faster"

AI is like having 20 junior analysts.
You wouldn't brag about team size.
But you'd disclose if they handled confidential data.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗿𝘂𝘀𝘁 𝗶𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴.
𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗻𝗲𝘃𝗲𝗿 𝘃𝗶𝗼𝗹𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀.

💬 Where's the line between your tools and their trust?

🔁 Share this for the professional navigating AI ethics without the handbook.

🔔 Follow Ramkumar R for mirrors that show you what actually matters.

𝗠𝘆 𝗰𝗹𝗶𝗲𝗻𝘁 𝗴𝗼𝘁 𝗳𝗶𝗿𝗲𝗱 𝗳𝗼𝗿 𝗱𝗼𝗶𝗻𝗴 𝗮𝗰𝘁𝘂𝗮𝗹 𝘄𝗼𝗿𝗸.

A VP Sales called me in tears.

"I stopped attending the daily sync.
Started visiting clients instead.
Closed ₹3 crores in new business last month.
HR just put me on a PIP for 'not being collaborative.'"

"How many meetings did you miss?" I asked.

"Twenty-two."

"How many deals did you close?"

"Four."

"So you traded 22 hours of talking for ₹3 crores?"

"But nobody knows about those deals except my two team members."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝘄𝗼𝗿𝗸 𝗶𝘀 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝘂𝗻𝗹𝗲𝘀𝘀 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗶𝘁 𝘃𝗶𝘀𝗶𝗯𝗹𝗲.
𝗔𝗻𝗱 𝘆𝗼𝘂'𝗿𝗲 𝘁𝗼𝗼 𝗯𝘂𝘀𝘆 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝘁𝗼 𝗺𝗮𝗿𝗸𝗲𝘁 𝗶𝘁.

I see this pattern everywhere:
The quiet achiever wondering why they're overlooked.
The meeting regular who contributes nothing but gets promoted.

One CEO told me honestly:
"I promoted Rajesh because I see him every day.
Priya closed our biggest deal, but I found out three weeks later.
In my mind, Rajesh is always working. Priya? I don't know what she does."

"But Priya delivered ₹5 crores last quarter."

"I know that NOW. But perception happens daily.
Results get reported quarterly."

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗶𝘀𝗻'𝘁 𝗶𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝘂𝗹𝘁𝘀.
𝗧𝗵𝗲𝘆 𝗷𝘂𝘀𝘁 𝗱𝗼𝗻'𝘁 𝗸𝗻𝗼𝘄 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲𝗺.

Your manager has 200 emails daily.
15 meetings.
3 escalations.

Your quiet excellence? It's competing with loud mediocrity.
And loud usually wins.

Not because companies are stupid.
But because humans are wired to notice presence over performance.

I've coached 50+ executives who discovered:
- High performers spend 8 hours/week in meetings
- But only 10 minutes/week communicating wins
- Low performers? 27 hours in meetings
- Which means 27 hours of visibility

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

The 10-minute visibility system:
- Monday: 5-bullet email on last week's wins
- Wednesday: One Slack message about progress
- Friday: Quick corridor update to your boss

Total time: 10 minutes weekly.
Total impact: Massive.

That VP Sales?
We didn't change her work style.
We just made her work visible:
- Created a "Deals Closed" Slack channel
- CC'd leadership on client thank-you emails
- 2-minute video updates instead of hour-long meetings

PIP withdrawn in 3 weeks.
Why? Same results. Different visibility.

"Nothing changed except everything," she told me.
"I'm doing the same work.
But now people know I'm doing it."

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗵𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝘄𝗼𝗿𝗸 𝗱𝗼𝗲𝘀𝗻'𝘁 𝘀𝗽𝗲𝗮𝗸 𝗳𝗼𝗿 𝗶𝘁𝘀𝗲𝗹𝗳.
𝗬𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘀𝗽𝗲𝗮𝗸 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸.

💬 How much time do you spend doing vs. communicating what you've done?

🔁 Share this for the quiet achiever who deserves to be seen.

🔔 Follow Ramkumar R for mirrors that show why being good isn't good enough.

𝗔 ₹𝟱𝟬𝟬 𝗰𝗿𝗼𝗿𝗲 𝗖𝗘𝗢 𝘀𝗮𝘁 𝗮𝗰𝗿𝗼𝘀𝘀 𝗳𝗿𝗼𝗺 𝗺𝗲, 𝗵𝘆𝗽𝗲𝗿𝘃𝗲𝗻𝘁𝗶𝗹𝗮𝘁𝗶𝗻𝗴.

"I can't breathe. Every decision feels like life or death.
3,000 families depend on me."

"What's your company's global market share?" I asked.

He did the math. "0.00001%"

"So you're having a panic attack over a rounding error?"

Long pause.

"Shit. That's... actually helpful."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗬𝗼𝘂'𝗿𝗲 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗰𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗺𝗼𝘃𝗶𝗲.
𝗬𝗼𝘂'𝗿𝗲 𝗮𝗻 𝗲𝘅𝘁𝗿𝗮 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗲𝗹𝘀𝗲'𝘀.

To your employees? You're everything.
To the universe? You're nothing.

Both true. Both liberating.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗬𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘄𝗼𝗻'𝘁 𝗲𝘅𝗶𝘀𝘁 𝗶𝗻 𝟭𝟬𝟬 𝘆𝗲𝗮𝗿𝘀.
𝗦𝗼 𝘀𝘁𝗼𝗽 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗶𝗻𝗴 𝗳𝗼𝗿 𝗳𝗼𝗿𝗲𝘃𝗲𝗿.

I've coached 100+ CEOs through this paradox.

The ones who get it? Move faster.
Make bolder bets. Sleep better.

When nothing matters eternally,
what matters is impact now.

One told me:
"I stopped asking 'What if this ruins my legacy?'
Started asking 'What if this helps one customer today?'"

His business transformed. Not because strategy changed.
Because fear left.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Your insignificance IS your competitive advantage.

Amazon won't remember you.
Your competitor is also a rounding error.
The market doesn't care about your ego.

So take the risk.
Launch ugly.
Fail fast.

That hyperventilating CEO?
Six months later:

"Launched our riskiest product.
Failed spectacularly.
But the failure taught us what customers actually wanted.
Next product? Our biggest hit."

"Still losing sleep?" I asked.

"Only when my newborn cries.
The company stuff? Just math now.
Not mythology."

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗵𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗻𝗼𝗯𝗼𝗱𝘆 𝘁𝗲𝗹𝗹𝘀 𝗖𝗘𝗢𝘀:

The weight you feel isn't responsibility.
It's imaginary importance.

Your job isn't to matter forever.
It's to matter right now to the people who chose to follow you.

💬 What decision would you make TODAY if you accepted your cosmic insignificance?

🔁 Share this for the CEO mistaking pressure for purpose.

🔔 Follow Ramkumar R for mirrors that turn existential weight into execution speed.

𝗔 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 𝘁𝗼𝗹𝗱 𝗺𝗲: "𝗜 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗮 𝗳𝗿𝗮𝘂𝗱 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆."

"Good," I said. "That means you're doing it right."

He looked at me like I'd lost my mind.

"What makes you feel like a fraud?" I asked.

"Everyone else seems to have answers.
Real CEOs know what they're doing.
I'm just making it up as I go."

"I've coached 100+ CEOs," I said.
"Want to know their secret?"

He leaned in.

"They're all making it up as they go.
Every. Single. One."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗜𝗺𝗽𝗼𝘀𝘁𝗼𝗿 𝘀𝘆𝗻𝗱𝗿𝗼𝗺𝗲 𝗶𝘀𝗻'𝘁 𝗮 𝗯𝘂𝗴.
𝗜𝘁'𝘀 𝗮 𝗳𝗲𝗮𝘁𝘂𝗿𝗲.

Think about what you're actually doing:
Building something that's never existed.
In a market that's still forming.
With a playbook you're writing in real-time.

How could you possibly feel qualified?

Steve Jobs? Started Apple at 21.
Bill Gates? Dropped out at 19.
Zuckerberg? Built Facebook in a dorm room.

They weren't qualified.
They were just first.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗼𝗳 𝗯𝗲𝗶𝗻𝗴 𝗮𝗻 𝗶𝗺𝗽𝗼𝘀𝘁𝗼𝗿 𝗜𝗦 𝘁𝗵𝗲 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻.

It means you're doing something that matters.
Something hard.
Something new.

If you felt completely qualified,
you'd be playing it too safe.

That founder I mentioned?
He'd just raised ₹50 crore.

His investors weren't betting on his qualifications.
They were betting on his ability to figure it out.

The "experts" who feel qualified?
They're usually people who've never built anything.
They have answers because they've never faced your questions.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Stop trying to cure impostor syndrome.
Start using it as a compass.

Feeling like a fraud about fundraising?
→ Good. Learn from someone who's done it.

Feeling unqualified to lead?
→ Perfect. Your humility will make you coachable.

Feeling uncertain about decisions?
→ Ideal. You'll actually listen to your team.

The CEOs who scare me?
The ones who never doubt themselves.

They're usually six months from disaster.

Because confidence without doubt is just ignorance with funding.

𝗧𝗵𝗲 𝗽𝗮𝗿𝗮𝗱𝗼𝘅 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽:
𝗧𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱 𝗶𝘀 𝘁𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁 𝘆𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁.

Real qualification comes from knowing you don't know.
And building anyway.

That founder went on to scale 3x in 18 months.
Not because he stopped feeling like an impostor.
Because he stopped waiting to feel qualified.

The difference between founders who make it and those who don't?

The successful ones realize everyone's an impostor.
Then they get back to work.

𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗹𝗶𝗸𝗲 𝗮𝗻 𝗶𝗺𝗽𝗼𝘀𝘁𝗼𝗿,
𝘆𝗼𝘂'𝗿𝗲 𝗻𝗼𝘁 𝗽𝘂𝘀𝗵𝗶𝗻𝗴 𝗵𝗮𝗿𝗱 𝗲𝗻𝗼𝘂𝗴𝗵.

💬 What makes you feel most like an impostor? That's probably your biggest opportunity.

🔁 Share this for the founder who needs to hear they're not alone.

🔔 Follow Ramkumar R for truths that make leadership make sense.

𝗧𝗵𝗲 𝗜𝗦𝗕 𝗪𝗜𝗦𝗘 𝗰𝗼𝗻𝗰𝗹𝗮𝘃𝗲 𝗯𝗲𝗴𝗶𝗻𝘀 𝗶𝗻 𝗺𝗶𝗻𝘂𝘁𝗲𝘀.

All week I wrote about the problems.
The ₹800 crore deal maker accepting 40% less pay.
The COO whose ideas get stolen in meetings.
The CMO choosing excuses over execution.

Today? We stop documenting the problem.
We start becoming the solution.

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗘𝘃𝗲𝗿𝘆 𝘄𝗼𝗺𝗮𝗻 𝗵𝗲𝗿𝗲 𝗸𝗻𝗼𝘄𝘀 𝘁𝗵𝗲 𝘀𝘁𝗮𝘁𝘀.
𝗧𝗼𝗱𝗮𝘆 𝘁𝗵𝗲𝘆 𝗴𝗲𝘁 𝘁𝗵𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀.

200+ women leaders. NSE Mumbai. One afternoon.
Four roundtables that change everything:

𝗕𝗢𝗔𝗥𝗗𝗥𝗢𝗢𝗠 𝗥𝗘𝗔𝗗𝗬
Turn interruptions into influence. Get heard without raising your voice.
Because 46 out of 48 meeting interruptions come from men.
Time to flip that script.

𝗗𝗘𝗦𝗜𝗚𝗡𝗜𝗡𝗚 𝗔 𝗟𝗜𝗙𝗘 𝗧𝗛𝗔𝗧 𝗪𝗢𝗥𝗞𝗦
Stop choosing between success and sanity.
Build boundaries without apology.
43% higher burnout rates? Not anymore.

𝗔𝗜 𝗙𝗢𝗥 𝗛𝗨𝗠𝗔𝗡𝗦
Close the 25% AI adoption gap.
Make technology work for you, not intimidate you.
Because falling behind isn't an option.

𝗠𝗢𝗡𝗘𝗬 𝗖𝗜𝗥𝗖𝗟𝗘𝗦
"I want more" becomes standard vocabulary.
Track wins like evidence. Negotiate like you mean it.
64% wealth gap? We're coming for it.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗧𝗵𝗲 𝗴𝗲𝗻𝗱𝗲𝗿 𝗴𝗮𝗽 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗰𝗹𝗼𝘀𝗲 𝘄𝗶𝘁𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.
𝗜𝘁 𝗰𝗹𝗼𝘀𝗲𝘀 𝘄𝗶𝘁𝗵 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻𝘀.

From accepting to negotiating.
From silenced to strategic.
From overwhelmed to optimized.
From left behind to leading edge.

Recording every breakthrough moment.
Because evidence beats anecdotes.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘄𝗵𝗲𝗻 𝘄𝗼𝗺𝗲𝗻 𝘀𝘁𝗼𝗽 𝗮𝘀𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝘀𝗲𝗮𝘁 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗮𝗯𝗹𝗲
𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗼𝘄𝗻?

The entire game changes.

💬 Which strategy are you implementing Monday morning?

🔁 Share this for the woman who needs these tools but couldn't be here.

🔔 Follow Ramkumar R for real-time updates from where transformation happens.

ISB Alumni Indian School of Business D N V Kumara Guru Parul Khullar Mukti Hariharan Shifa Soomar Dr. Manisha Gudka Sireesha Yadlapalli Mahima Garg Kaumudi Goda Himanshu Arya Deeksha Shah Kanksha Sood Sandhya Balakrishnan

𝗬𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿 𝗴𝗼𝘁 𝗽𝗿𝗼𝗺𝗼𝘁𝗲𝗱 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝗳𝗮𝗶𝗹𝗶𝗻𝗴.

A CEO called me after his quarterly review.

"My star salesperson is drowning as sales director.
She was closing ₹5 crores quarterly. Alone.
Now her team of 8 barely hits ₹3 crores."

"What's her salary now?" I asked.

"₹75 lakhs. Up from ₹60 lakhs."

"So you're paying 25% more for 40% less output?"

He winced. "When you put it that way..."

"How's she handling it?" I asked.

"Used to love client calls. Now she's in back-to-back internal meetings.
She knows she's failing. We both know it."

𝗧𝗵𝗲 𝗺𝗶𝗿𝗿𝗼𝗿 𝗺𝗼𝗺𝗲𝗻𝘁:
𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗱𝗼𝗻'𝘁 𝗺𝗮𝗸𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗯𝗲𝘁𝘁𝗲𝗿.
𝗧𝗵𝗲𝘆 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲𝗺 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁.

And different isn't always valuable.

That salesperson knew exactly how to close deals.
Read buying signals. Handle objections. Build trust.

As director? She's in spreadsheets all day.
Pipeline reviews. Team conflicts. Budget meetings.
Everything except what made her brilliant.

𝗧𝗵𝗲 𝗯𝗿𝘂𝘁𝗮𝗹 𝘁𝗿𝘂𝘁𝗵:
𝗠𝗼𝘀𝘁 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝘃𝗮𝗹𝘂𝗲 𝗱𝗲𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻 𝗲𝘃𝗲𝗻𝘁𝘀.

We take someone generating 8x their salary.
Give them a 25% raise.
Watch them generate 2x.
Then wonder why margins shrink.

The math is brutal:
Star seller at ₹60 lakhs generating ₹20 crores = 33x multiplier
Sales director at ₹75 lakhs generating ₹12 crores = 16x multiplier

Same person. Rising cost. Declining ROI.

𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸𝘀:

Before any promotion, have the math conversation:
"How will you generate proportionally more value?"

Not "more value."
Proportionally more.

If your salary goes up 25%, your impact needs to scale 25% minimum.
Can't map it out? Wrong promotion.

Your promotion conversation should start with:
"At this new salary, I'll need to deliver X value.
Here's exactly how I'll do it."

No timeline? No clarity? No promotion.

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲 𝗱𝗶𝗿𝘁𝗶𝗲𝘀𝘁 𝘀𝗲𝗰𝗿𝗲𝘁 𝗶𝗻 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗹𝗶𝗳𝗲?
𝗠𝗼𝘀𝘁 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝗱𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵 𝗯𝗲𝘁𝘁𝗲𝗿 𝗣𝗥.

💬 What promotion made you less valuable to your company?

🔁 Share this for the star performer about to become an expensive disappointment.

🔔 Follow Ramkumar R for mirrors that show why your best people become your worst investments.

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Animesh Misra

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The Battle

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Ramkumar R

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