The female brain is frequently predisposed to long-term strategic vision: Pratiksha Nagori

We, at Adgully, have always saluted and honoured women managers and leaders across diverse fields. W-SUITE is a special initiative from Adgully that has been turning the spotlight on some of the most remarkable women achievers in the M&E, Advertising, Marketing, PR and Communications industry. In the refurbished series, we seek to find out how women leaders have been managing their teams and work as well as how they have been navigating through the toughest and most challenging times brought about by the global pandemic.

In conversation with Adgully, Pratiksha Nagori, HR Manager - Strategy and Compliance, Sumo India Studios, speaks about how women leaders are leveraging their positions to develop and implement revolutionary initiatives, and much more.

How do you think the role and scope of women leaders have widened in the current market ecosystem?

Within the games industry, and indeed across other sectors, the position and scope of women leaders has dramatically expanded in recent years. Since 2015, the number of women in senior leadership positions, notably in the C-suite, has increased noticeably. Women’s C-suite presence has risen from 17% to 21%, indicating a good trend towards gender diversity and inclusion at the highest levels of organisations.

The progression of employment needs in the industry is one of the primary elements leading to this rise. Physical strength is no longer the fundamental requirement for success as the economy evolves towards a service-based approach. Instead, abilities that many women naturally possess – such as determination, attention to detail, and calculated thought – are highly sought after in this new environment. Women are discovering that they are well-suited for these positions and are grabbing the opportunity to contribute their distinctive abilities.

Furthermore, studies have shown that the female brain is frequently predisposed to long-term strategic vision and community building. These characteristics connect well with the demands of leadership positions, allowing female leaders to approach problem-solving and decision-making with a fresh viewpoint. Their capacity to evaluate and focus on long-term results can be very beneficial in achieving positive change.

More importantly, ambitious skilled women are now in positions of power, allowing them to make tangible changes through technology, policies, and influence. Progress in the circular economy and blockchain, for example, show how women leaders are leveraging their positions to develop and implement revolutionary initiatives. Their leadership is fostering not only innovation, but also diversity and inclusivity in these growing industries.

Overall, the expanding role and scope of women leaders in today’s market is down to several factors, and we should expect to see even more contributions from women leaders in defining the future of business and society as we continue to build an atmosphere that values diversity and fair chances.

What has been your major learning from the pandemic period?

Adapting to limited resources: The pandemic forced us to work with limited resources, whether it was limited access to physical workspaces, restricted travel, or scarcity of supplies. We learned to be resourceful and find innovative solutions to overcome these challenges.

Effective remote work: Many companies and employees who never considered remote work as a viable option were able to adapt and operate effectively from home. This period highlighted the importance of flexible work arrangements and showcased the capabilities of virtual collaboration tools.

Resilience of HR/IT teams: HR and IT teams played a crucial role during the pandemic. They quickly adapted to new technologies and supported employees in transitioning to remote work. They demonstrated the ability to think outside the box and find solutions, even for unfamiliar challenges.

Importance of personal connections: When faced with the pandemic’s restrictions, we realised the value of connecting with people, especially professionals, when we had the time for it. Building and maintaining relationships with colleagues, clients, and mentors became even more crucial in a remote work environment.

Technology as an enabler: Technology played a pivotal role in enabling various aspects of our lives during the pandemic. It facilitated remote work, online education, telehealth services, and virtual social interactions. The rapid adoption and innovation in technology proved to be crucial in navigating the challenges brought about by the pandemic.

Significance of digital payments: The pandemic highlighted the necessity of digital payment solutions. As physical interactions decreased, digital payment methods became essential for conducting business, making purchases, and ensuring contactless transactions. It emphasised the convenience, efficiency, and safety of digital payment platforms.

Overall, the pandemic period taught us the importance of adaptability, resourcefulness, remote work capabilities, human connections, technology integration, and reliance on digital solutions like digital payments. These lessons will likely continue to shape the way we work and interact in a post-pandemic world.

What is your mantra for maintaining a successful work-life balance in the new normal? According to you, what makes women the best in crisis management?

To maintain a successful work-life balance in the new normal, the mantra is:

• Set boundaries: It’s essential to set clear boundaries between work and personal life, especially when working remotely. Define specific work hours and stick to them to avoid burnout.
• Prioritise tasks: Identify the most important tasks for the day and prioritise them to achieve the desired outcomes. This will help manage time and reduce stress levels.
• Take breaks: Taking regular breaks is crucial for maintaining productivity and mental well-being. It’s essential to take a break from work and engage in activities that help relax the mind and body.
• Communication: Communication is key to ensuring a successful work-life balance. Regular communication with colleagues and family members helps manage expectations and avoid conflicts.
• Self-care: Practising self-care is critical for overall well-being. It is essential to engage in activities that promote mental and physical health, such as meditation, exercise, and hobbies.

According to research by Harvard Business Review, women are often considered to be better leaders during crisis due to their inherent qualities such as empathy, emotional intelligence, and communication skills. These qualities help women to navigate through challenging situations effectively, as they can understand and relate to the needs of their colleagues, employees, and customers. Women leaders often create a positive work environment that encourages collaboration, inclusivity, and teamwork. Embracing emotions and feelings is seen as a weakness by some, but it can be a valuable tool for managing people during a crisis. It helps in building trust and creating a sense of community that is essential for effective crisis management.

What are the five most effective leadership lessons that you have learned?

The five most effective leadership lessons that I have learned are:

• Be a good listener: Effective leaders understand the importance of active listening. By truly hearing and understanding the perspectives and concerns of their team members, leaders can make better-informed decisions and foster a culture of open communication and trust.
• Don’t be a boss, be a mentor: Great leaders don’t just give orders and expect them to be followed. They inspire and guide their team members by being mentors. They provide support, guidance, and resources to help individuals develop their skills, achieve their goals, and grow both personally and professionally.
• Appreciation: Recognising and appreciating the efforts and contributions of your team members is crucial for building morale and motivation. Genuine appreciation, whether through verbal recognition, rewards, or opportunities for growth, helps create a positive work environment and fosters loyalty and commitment among team members.
• Give people opportunities to grow: Effective leaders understand that their team members have the potential for growth and development. By providing opportunities for learning, training, and challenging assignments, leaders empower their team members to expand their skills, gain new experiences, and reach their full potential. This not only benefits the individuals but also strengthens the overall capabilities of the team.
• Decision-making: Making timely and well-informed decisions is a key aspect of effective leadership. Leaders should gather relevant information, consider different perspectives, weigh pros and cons, and then make decisions confidently. They should also be willing to adapt and adjust their decisions when new information or circumstances arise.

By incorporating these leadership lessons of active listening, mentorship, appreciation, fostering growth, and effective decision-making, leaders can create a positive and empowering work environment, cultivate strong relationships with their team members, and drive collective success.

Gender sensitivity and inclusion in the new normal – how can organisations effectively encourage and support women leaders in challenging times?

Gender sensitivity and inclusion are crucial in creating a work environment that encourages and supports women leaders, especially during challenging times. Organisations can play a significant role in facilitating this process by implementing policies and practices that support work-life balance and career development for women. Here are some suggestions:

Flexible working arrangements: Offering flexible working arrangements such as remote work, job sharing, and part-time work can help women manage their work-life balance more effectively. This can enable them to continue their careers while also taking care of their family’s needs.

Inclusive leadership: Organisations need to create a culture of inclusivity, where all employees, including women, feel valued, respected, and empowered to voice their opinions. Inclusive leadership can help women feel supported and recognised, enabling them to take on leadership roles more confidently.

Mentorship and coaching: Providing mentorship and coaching programs can help women build their skills and knowledge, empowering them to take on leadership positions. These programs can help women develop their networks, gain exposure to different perspectives, and receive feedback and guidance to help them achieve their career goals.

Diversity and inclusion training: Organisations can provide diversity and inclusion training to their employees to help them understand the importance of gender sensitivity and inclusion. Such training can help foster an environment where everyone feels included, respected, and valued.

Re-evaluate performance criteria: As mentioned earlier, organisations need to re-evaluate their performance criteria to ensure they are inclusive and fair to women. This can involve looking at quality over quantity, evaluating team players, innovation, and out-of-the-box thinking, rather than traditional benchmarks like hours worked or mobility.

In conclusion, organisations must create a culture that supports and empowers women to become leaders, especially during challenging times. This requires a comprehensive approach that includes policies and practices that support work-life balance, inclusive leadership, mentorship and coaching, diversity and inclusion training, and re-evaluating performance criteria. By doing so, organisations can create a more gender-sensitive and inclusive workplace, enabling women to thrive and reach their full potential.