Women’s leadership development should be a top priority for organisations:Priyanka Salot

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, Priyanka Salot, Co-founder, The Sleep Company, speaks about the shift in the outlook towards women leaders in the corporate world, rise of women entrepreneurs, how organisations can unleash untapped potential of women leaders, and more.

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

Over the past decade, more businesses have realised the value that women can bring to the table. This is why the role and scope of women leaders have significantly expanded in the current market ecosystem. This is a much-welcome positive trend in society and signals a shift in the outlook towards women leaders in the corporate world.

One significant factor contributing to this change is the growing recognition of gender equality. Many companies are actively working to eliminate gender bias in hiring and promotion practices, resulting in more women being considered for leadership roles.

Additionally, the rise of women entrepreneurs is another notable development in the market ecosystem, providing more opportunities for women to lead and inspiring future generations of female leaders. In fact, according to the Grant Thornton International Business Report 2021, the percentage of senior management roles held by women in India increased from 18% in 2019 to 39% in 2021. In addition, the proportion of businesses in India with at least one woman in senior management has increased from 68% in 2019 to 81% in 2021.

All of these numbers signal that we are ready for change; all we need to do is keep up the momentum and continue working towards gender equality and creating a more inclusive environment in the corporate world to ensure that this positive trend continues.

What has been your major learning from the pandemic period?

As a company that was founded just a few months before the pandemic, we at The Sleep Company had a steep learning curve. There was a lot of uncertainty and chaos, however, amidst it all, I learned several valuable lessons. Firstly, I learned that nothing can stop us from growing, even in difficult times. Despite the limitations and boundaries set by the pandemic, it has provided us with the opportunity to learn and grow in unique ways.

Secondly, adaptability is crucial in navigating difficult situations. Whether it is remote work or finding new ways to connect with others, being patient and open-minded can lead to innovative solutions.

Thirdly, setting boundaries has been vital in maintaining a healthy work-life balance during the pandemic. It has allowed me to prioritise self-care and avoid burnout.

Finally, the pandemic has taught me to be resourceful and make the most of what is available to me. This has required a level of flexibility and resilience that I may not have developed otherwise.

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?

As an entrepreneur, maintaining a successful work-life balance can be challenging, but prioritising self-care and setting boundaries is key. I believe women are particularly skilled in crisis management because of their strong communication and collaboration skills, as well as their ability to navigate complex situations with empathy and understanding.

Women have also proven to be adept multi-taskers and have achieved success in a variety of top management roles, including CEOs, business owners, IAS, IPS, and others. They are capable of managing their jobs, family obligations, and personal development all at once.

My personal motto is to separate my personal life from my job life so that I may concentrate on one without thinking about the other. At home, I try not to think about work, while at the office, I concentrate on work-related duties.

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

Over my years of leadership experience, I have learned several valuable lessons that have helped me become a better leader. Here are the top five leadership lessons that I believe have been most effective:

• Encouraging Teams: Human beings have the innate need to be seen, heard, and appreciated. Praise and recognition can not only help boost employee performance at work but also encourage them to take up more responsibility and do better. Hence, leaders ought to try and create a happy and effective work atmosphere by recognising their employees’ accomplishments and rewarding them with both monetary and non-monetary incentives.
• Be an Inspirational Source: Team leaders should inspire members of their organisations. They must strive to lead by example by exhibiting a strong work ethic, a positive outlook, and a dedication to achieving objectives.
• Pay Attention to Feedback: Every employee’s input is valuable, regardless of their position. Actively seeking feedback and being receptive to team recommendations are two things that leaders should do.
• Be Honest and Transparent: Managers and team leaders should be truthful and open with their groups. Leaders may make sure that everyone is on the same page and pursuing the same objectives by communicating clearly and openly.
• Take Care of Team Members: Finally, leaders should take good care of the people in their teams. This entails giving them chances for both personal and professional development, recognising and appreciating their efforts, and making sure that their well-being comes first.

By applying these leadership principles, leaders can cultivate a conducive environment that promotes growth and achievement for the team as well as the organisation as a whole.

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

Organisations need to acknowledge and embrace the distinctive perspective and skills that women bring to the table in order to empower and develop women leaders in tumultuous times. Women are particularly well-suited to negotiate complicated and difficult corporate situations because they are adaptive, resilient, and collaborative.

Women’s leadership development, including training, mentoring, and networking opportunities, should be a top priority for organisations. This will make it possible for female leaders to advance their knowledge and abilities, widen their networks of contacts, and confidently take on new tasks.

Furthermore, organisations should have clear policies and procedures that encourage diversity, equity, and inclusion in order to support gender sensitivity and inclusion. This involves supporting female wage parity, providing flexible work schedules, and fostering equitable opportunities for professional development.

And lastly, crisis management is an essential leadership ability for all leaders, and women are no different. Women who lead will be more capable of leading with agility and empathy if they receive regular training and assistance in handling challenging situations.

Organisations that place a high priority on gender sensitivity and inclusion will eventually develop a culture that embraces diversity and gives every employee the opportunity to realise their full potential. Organisations may unleash untapped potential and propel success in trying times and beyond by creating an atmosphere that supports and develops women leaders.