Most Admired Leader to Watch in 2024 June2024

to Watch in

Leadership is not about titles, positions, or owcharts. It is about one life inuencing another.

Editor’s V I E W

What Makes Today's Most Inluential Leaders So Powerful?

Narrativesthatstrikeachordandsteerwithaninspiringhanddelineatetheline betweenordinaryandexceptionalleadership.

Whilecompetenceinmanagementiscommon,thegiftofinspirationis

rare,separatingexceptionalleadersfromtherest.Atthecoreofthis exceptionaltraitliesapotentblendofvision,missionandintegrity thatdrivesleaderstomakeapositiveimpactontheworldaroundthem.

Inspirationalleaderspossessadeep-seatedsenseofpurpose,viewingtheirrole notmerelyasajobbutasacallingtoeffectmeaningfulchange.Theystandfirm intheirvalues,refusingtocompromiseeveninthefaceofadversity This commitment,thoughitmaynotalwayswinthempopularity,earnsthem somethingfarmorevaluable:thetrustandrespectoftheirteam.

Centraltotheethosofinspirationalleadershipistheadherencetointegrity.These leadersunderstandthateveryactiontheytakeisbeingscrutinizedbythosethey lead.Assuch,theyconductthemselveswithhonorandauthenticity,ensuringthat theirbehaviouralignswiththeircorevalues.Thisconsistencybreedstrustand fostersacultureofaccountabilitywithintheirteams.

Successfulteamsunderinspirationalleadershiparefueledbyasharedsenseof purposeandcamaraderie.Theycometogethertocollaborate,shareknowledge, andleverageeachother'sstrengthstoachievecommongoals.Thiscollaborative spiritfostersasenseofbelongingandunity,drivinggreaterengagementand productivityacrosstheorganization.

Initslatestedition, “Most Admired Leader to Watch in 2024” InsightsSuccess showcasesthestoryofavisionaryleaderwhoisdrivinginnovationandshaping thefutureofthemodernindustrywiththeirexceptionalleadershiptraits.

Asyouflipthroughthepagesofthisedition,you'llencounterataleofresilience, determination,andboldnessinthefaceofadversity.You'lllearnhowthisleader overcamechallenges,seizedopportunities,andultimatelytransformedhis organizationsandindustriesforthebetter

So,diveinandletyourselfbeinspiredbythestoryofthisremarkableleaderwho ismakingwavesintheworldofbusiness.Hisjourneyandhiscommitmentto excellenceandpassionforinnovationissuretoleavealastingimpression.

Business

Business

Digital

Marketing

Isabel

Research

Circulation

Helena

- Roy T. Bennett

Whatmotivatesatrue leader?Forsome,it'sa pursuitofpower,wealth, orstatus.Butforthemostprincipled leaders,alargercallingdrivesthem forward.Intheworldoffinance,that callingisadesiretosafeguardthe entirefinancialsystem,keepingit secure,stable,andresilientagainstany threat.

Thisisthefirethatfuelsthemost impactfulfinancialleaders.Apassion forprotectingthevitalarteriesthrough whichcapitalflows.Asenseofdutyto utilizefinancialtoolsandpracticesnot justtoaccumulateprofits,butto reinforcethefoundationsuponwhich globalmarketsarebuilt.

Drivenbyadeep-rootedsenseof purpose,GauravKohlihasemerged asaleadercommittedtoenhancingthe safetyandpersistenceofthefinancial system.Hiscareermissiontookshape afterwitnessingtheharshrealitiesof the2008financialcrisisfirsthand,an experiencethatleftanindeliblemark. CurrentlyservingasaManaging DirectorinEY'sUSRiskConsulting practice,specializinginfinancial services,hehasdedicatedhimselfto thepivotalobjectiveoffortifying Treasuryandliquidityrisk managementpractices.

Gaurav'spathwasforgedbyaninnate passionforproblem-solvingthattook rootearlyon.Aftergraduatingfrom theUniversityofDelhiin2007,the consultingfield'svarietyofbusiness challengesprovedanirresistibledraw. EYprovidedhimwithanentryintoan industryabouttoberockedby upheaval.

Atthetime,fewpredictedthe imminenceofthe2008Global FinancialCrisis.Butasstoried institutionslikeWashingtonMutual andIndyMaccollapsed,Gaurav

watchedreverednamescrumble, exposingdeepriskmanagement vulnerabilities.Thesparkthatwould ignitehiscareermissionhadbeenlit.

HeadingtotheUSin2009topursue hisMBA,heaimedtohelpbanks fortifytheirpracticesinthecrisis' wake.TheDodd-FrankAct'snew regulationscreatedanopportune opening.Havingexperiencedthe turmoil,hewasdeterminedtobuildhis careersafeguardingthefinancial servicesindustrybyenhancingitsrisk managementstandards.Today,Gaurav overseesmajorclientengagementsat EY,leveragingover15yearsofcrossindustryexperience.Hisfocusareas includeliquidityriskmanagement, payments, fundtransferpricing,and datastrategy.Buthiscoremotivation stemsfromthatcareer-definingevent justafterhestartedhisjourney

TheGlobalFinancialCrisiswasa pivotalmomentthathighlightedhow quicklyfortunescanchangewhenrisk managementpracticesareinadequate. ForGaurav,itrevealedanessential truth:institutionsmustberesilient enoughtowithstandanymarket conditions.Otherwise,collapseis inevitable.Forgedincrisis,hismission istostrengthenfinancialsafeguardsby applyingtheharshlessonshe witnessedfirsthand.Hisleadership helpsensurethosepastcatastrophic mistakesneverreoccurbypreparing banksforeverycontingencyinan uncertainfuture.

Let us learn more about his journey:

BuildingaMoreResilientFinancial System

Gauravseeshimselfasapurposedrivenleaderwithamissiontofortify thefinancialsystem'ssafetynet.His passionstemsfromthebeliefthathis team'sworkdirectlyimpactsthewell-

beingofthefinancialindustryandthe broadereconomy.

Here's how his work translates to realworld impact for Gaurav:

• PreventingLargeBank Failures:Sincethe2008 crisis,wheregiantslike WashingtonMutualcollapsed, nomajorUSbankexceeding $300billioninassetshas facedasimilarfate.This resiliencethroughchallenges likeCOVID-19andthe2023 regionalbankingstressisa testamenttoGaurav'steam's efforts.

• BuildingRiskManagement Frameworks:Gaurav'steam hasbeeninstrumentalin equippingoveradozenlarge bankswithrobustrisk managementtools.These includeliquiditystresstesting, intradayliquidity management,andother capabilities.

• PromotingEconomic Stability:Byhelpingbanks identifyandmitigaterisks proactively,Gaurav'steam contributessignificantlyto financialsystemstability.This translatestoeconomicgrowth andamoreresilientfinancial landscape.

• EnsuringTrustandJob Security:Gauravrecognizes theconnectionbetweenstable financialinstitutionsanda healthyeconomy.Strong banksfostertrustamong consumersandbusinesses, whichfuelsinvestmentand jobcreation.

• FocusonRegionalBanks: Whileprogresshasbeen made,the2023regional bankingcrisis,where relativelysmallerbanks

• failed,highlightstheongoingneed forheightenedriskmanagement acrosstheboard.Gaurav'steam remainsdedicatedtohelping regionalclientsnavigatefuture challenges.

BuildingTrustingPartnerships

Gauravrecognizestheimportanceof fosteringstrongclientrelationships withinthefinancialservicesindustry Hisapproachemphasizes understandingclientneedsbeyondjust projectspecifics.Byactivelylistening, heseekstograsptheirbroader organizationalgoalsandidentifyways tosupportthemthroughthebroader consultingnetworkorindustry connections.

Buildingtrustiskeyforhim.He prioritizesclientrelationships regardlessofimmediateproject activityandtreatsallinquirieswith urgency.Consistentsuccessinsolving complexproblemsfosterslong-term trust.Thistrustisatwo-waystreet.

WhenclientstrustGaurav,they becomeinvestedinhissuccess, offeringguidanceandsupportto navigatechallenges.Inreturn,he prioritizesmaintainingcredibility, stayinginformed,andproactively communicatinganypotentialrisks. Thisfocusonunderstandingclient needs,genuineconnection,and consistentserviceestablishesastrong foundationforsuccessful collaboration.

NavigatingtheEvolvedLandscape

Gaurav'sexperiencehighlightsa significanttransformationinhow financialinstitutionsmanagetreasury andliquidityriskssincethe2008 crisis.Regulatoryreformspost-crisis setanewbaselineforriskgovernance, measurement,andreportingacross banks.

Initially,banksfocusedonbuilding riskframeworksanddatasystemsto strengthentheseareas.Thiswas followedbythedevelopmentof advancedcapabilitieslikecashflow forecasting,stresstesting,andbuffer management.Forlargeinstitutions, standardizedmetricsliketheLCRand NSFRbecamemandatory.

Whilecoreriskmanagementprinciples remainconstant,thewaybanksgather data,reportonrisks,andmodel potentialissueshasbecomefarmore sophisticatedoverthelastdecade. Whilechallengesremainduetothe evolvingrisklandscape,Gauravsees manybanksarebetterpreparedto handlefuturecrisesthankstotheir investmentsinrobustriskmanagement tools.

ApproachtoTransformational Leadership

Gauravchampionsatransformational leadershipstyle.Hebelievesin

fosteringasharedvisionandnurturing histeammembers'technicaland leadershipskillsastheyworktowards collectivegoals.Witnessinghisteam membersflourishintoleadershiproles themselvesbringshimimmense satisfaction.

Technicalexpertiseishighlyvaluedby him,andheactivelycoachesand developshisteaminthisarea. However,herecognizesthatleadership goesbeyondtechnicalproficiency To excel,histeamneedstofeel empowered,makedecisionswithhis support,andeffectivelycoach, communicate,andbelievein themselves.

Gauravprovideshisteamwith leadershipopportunities,suchasclient presentations,technicaltraining sessions,andvendorrelationship management.Theseexperiencesboost theirconfidence,drive,andmotivation toachievesharedobjectives. Interestingly,hefindsinspirationinthe showTedLasso'sportrayalof transformationalleadership.Hehighly recommendstheshowtoanyone interestedinthisleadershipstyle.

StayingAheadinFinancialServices

Gauravseesimmensepotentialin ArtificialIntelligence(AI),especially GenerativeAI(GenAI),totransform Treasuryandliquidityrisk management.GenAI,inhisview,can beapowerfulinvestigativetoolforrisk managers.Itcananalyzedatapatterns toidentifyemergingrisks,sendalerts, andevensynthesizeresearchpapers. Additionally,GenAIcansupporttasks likemanagementreporting,analysis, anddocumentcreation.Hebelieves earlyinvestmentinAIwillleadto significantgainsinoperational efficiencyandproductivityforfinancial servicesfirms.

Stayinginformedisparamountfor Gaurav.Toachievethis,hehasawelldefinedinformation-gatheringstrategy Everymorning,hescanstheWall StreetJournal'sRiskandCompliance andCFOJournalsectionsforindustry insights.BeingpartofaBig4firmlike EYgrantshimaccesstoavastnetwork ofprofessionalsandinternalresources onregulationsandindustrytrends.He furthersupplementsthisknowledgeby activelyreadingprofessionalrisk journalstogainthelatestperspectives fromindustryexperts.

Thiscomprehensiveapproachallows Gauravtodevelophisowninformed viewsonemergingtrendsandtheir potentialimpactonclients.For instance,theriseofreal-timepayments intheUShasimplicationsforliquidity riskmanagement.Recognizingthis,he hasbeenproactivelydiscussingthese implicationswithclientsandadvising themonappropriatepreparations.

LeadingTransformationinFinancial RiskManagement

Buildingtrustwithclientsandtackling theirmostpressingchallengesis paramountforhim.Thesechallenges canrangefromtightregulatory deadlinestoresourceconstraintsor internalmisalignmentwithinthe client'sorganization.Asatrusted advisor,Gauravcollaborateswith clientstofindsolutionsandachieve desiredoutcomes.

Forinstance,heonceledacomplex engagementonfundtransferpricing,a topicknowntosparkinternal disagreementsduetoitsfinancial impact.Thechallengewastoachieve consensusfromadiversegroupof stakeholderswithinashorttimeframe. Histeam'ssolutionwastogroundtheir recommendationsinstrongrisk managementprinciplesandobjectively analyzetheclient'sdata.

Thisestablishedtheircredibilityand pavedthewayforthesuccessful implementationofchangestothe transferpricingframework.This experienceexemplifieshisapproach: buildingtrust,collaboratingwith clients,andachievingsuccessthrough objectivityandsoundproblem-solving.

LeadingwithPurpose

Gaurav'spassionforconsultingstems fromtwocoreaspects:theintellectual challengeandtheopportunityfor continuouslearning.Hethrivesonthe varietyofcomplexproblemsclients present,viewingeachdayasachance

tolearnandsolveinnewcontexts. Additionally,witnessinghisteam membersflourishandachieve promotionsbringshimimmense personalfulfillment.

Consulting,however,isn'twithoutits demands.Balancingmultipleclient engagements,businessdevelopment, andpeoplemanagementcanbea tightropewalk.Whileachievinga work-lifebalancecanbechallenging, hebelievesit'sattainableovertime. Hisstrategyhingesoneffective communicationwithhisteams.

Byinvestingintrainingand empoweringthemtomakemoredayto-daydecisions,Gauravfosterstheir developmentwhilealsocreatingthe spaceheneedstomanagehisown schedulemoreeffectively.This approachallowshimtofind satisfactioninbothhisintellectual pursuitsandhisroleasamentor, creatingawin-winforhimselfandhis team.

Leadershipisamultifacetedart. It'saboutinspiringand motivatingindividuals, fosteringcollaboration,andnavigating challengestoachieveasharedvision. Butwithsuchacomplexresponsibility comesthequestion:whatleadership styleisbest?

Thetruthis,there'snosingle"onesize fitsall"approach.

Effectiveleadersadapttheirstyle basedonthesituation,theteamthey lead,andtheirstrengths.However, understandingseveralkeyleadership stylesandframeworkscanequipyou tochoosethemosteffectiveapproach foranygivencircumstance.

This article delves into six prominent leadership styles and frameworks, providing you with a valuable toolkit for navigating the progressive landscape of leadership.

1.SituationalLeadership(SL)

DevelopedbyHerseyandBlanchard, SituationalLeadership(SL) emphasizestheimportanceofadapting yourleadershipstylebasedonthe maturitylevel(competenceand commitment)ofyourteammembers. Thisframeworkoutlinesfour leadershipstyles:

• Directing(HighDirective,Low Supportive):Idealforsituations whereteammemberslackthe skillsorconfidencetocomplete tasksindependently.Thisstyle involvesclearinstructions,close supervision,andhightaskfocus.

• Coaching(HighDirective,High Supportive):Effectiveforteam memberswhopossesssomeskills butstillrequireguidance.The leaderprovidesinstructionand support,encouragingquestions andparticipation.

• Supporting(LowDirective,High Supportive):Suitableforteam memberswiththeskillsand motivationtohandletasksbutmay benefitfromencouragementand feedback.Theleaderoffers supportandfacilitates collaboration.

• Delegating(LowDirective,Low Supportive):Bestsuitedforhighly skilledandmotivatedteam members.Theleaderassignstasks, setsclearexpectations,andtrusts theteammemberstotake ownership.

2.TransformationalLeadership

Transformationalleadersinspireand motivatetheirteamstoexcelbeyond expectations.Theypossessaclear visionforthefuture,communicateit effectively,andempowerteam memberstocontributetheirtalents towardachievingthatvision.

Key characteristics of transformational leaders include:

• IdealizedInfluence:Theyserveas rolemodels,inspiringtrustand admirationthroughtheiractions andvalues.

• InspirationalMotivation:They articulateacompellingvisionthat ignitespassionandcommitment withintheteam.

• IntellectualStimulation:They encouragecreativityand innovationbychallengingthe statusquoandfosteringcritical thinking.

• IndividualizedConsideration: Theytreateachteammemberas anindividual,recognizingtheir strengthsanddevelopmentneeds.

3.TransactionalLeadership

Transactionalleadersfocuson establishingclearexpectations, exchangingrewardsforperformance, andmaintainingastructuredwork environment.Thisstyleiseffectivein situationsrequiringcleardirectionand taskcompletion.

Transactional leadership can be further broken down into two subcategories:

• ContingencyReward:Leaders offerrewardsorincentivesin exchangeforachievingspecific goals.

• ManagementbyException: Leadersinterveneonlywhen performancefallsbelow establishedstandards.

4.ServantLeadership

Servantleadersprioritizetheneedsand well-beingoftheirteammembers beforetheirown.Theyfostera collaborativeenvironmentfocusedon growthanddevelopmentforall.

Key aspects of servant leadership include:

• PuttingOthersFirst:Servant leadersprioritizetheneedsoftheir teammembersandcreatean environmentwhereeveryonefeels valuedandsupported.

• Empowerment:Theydelegate tasks,provideresources,and encourageteammemberstotake ownership.

• DevelopmentFocus:Theyinvest intheirteam'sgrowthby providingopportunitiesfor learningandskilldevelopment.

• BuildingCommunity:Servant leadersfosterasenseofbelonging andcollaborationwithintheteam.

5.DemocraticLeadership (ParticipativeLeadership)

Democraticleadersinvolvetheirteam membersindecision-making processes.Theyvalueinput,encourage participation,andleveragethe collectivewisdomoftheteam.This stylecanfosterownership,creativity, andbuy-intodecisions.

However,democraticleadershipcanbe time-consumingandmaynotalways besuitableforurgentsituations requiringquickdecisions.

6.AutocraticLeadership(Authoritarian Leadership)

Autocraticleadersmakedecisions unilaterally,withminimalornoinput fromteammembers.Thisstyle emphasizescontrolandadherenceto instructions.

Whileautocraticleadershipcanbe effectiveinsituationsrequiring decisiveactionorstrictadherenceto protocols,itcanstiflecreativity, demotivateteammembers,andhinder innovation.

ChoosingtheRightStyle

There'snosingle"best"leadership style.Theoptimalapproachdepends onvariousfactors,including:

• TheSituation:Considerthe urgencyofthetask,the complexityoftheproblem,and thematuritylevelofyourteam.

• TheTeam:Evaluatetheskills, experience,andmotivationlevel ofyourteammembers.

• YourStrengths:Identifyyour leadershipstrengthsand preferencestodeterminethestyle youcannaturallyandeffectively embody.

Ultimately,themostsuccessfulleaders arethosewhocaninspire,motivate, andempowertheirteamstoachieve theirfullpotential.Byunderstanding andutilizingthevariousleadership stylesandframeworkspresented,you canbecomeamoreeffectiveleader, guidingyourteamandyour organizationtowardsuccess.

Leadershipstyleisacritical

factorindrivingbusiness performance.Astrongleader caninspireteams,fosterinnovation, andnavigatechallengestoachieve success.Buthowdoyou,asaleader, assesstheimpactofyourstyleonthe bottomline?Measuringthe effectivenessofyourleadershipis crucialforcontinuousimprovement andmaximizingyourteam'spotential.

This article explores various methods to quantify the influence of your leadership style on business performance.

UnderstandingYourLeadership Style

Beforemeasuringimpact,it'sessential tounderstandyourleadershipstyle. Herearesomekeyleadershipstyles:

• Authoritarian:Strongand decisive,leadersmakedecisions withminimalinput.

• Democratic:Leadersvalue collaborationandinvolveteam membersindecision-making.

• Coaching:Leadersfocuson developingpeople'sskillsand empoweringthem.

• Affiliative:Leadersprioritize buildingrelationshipsand harmonywithintheteam.

• Visionary:Leadersinspireand motivatethroughaclearvisionfor thefuture.

Thesestylesaren'tmutuallyexclusive. Effectiveleadersoftenadapttheirstyle basedonthesituationandtheirteam's needs.However,identifyingyour dominantstyleservesasastarting pointformeasuringitsimpact.

Metricsfor

Measuring

Leadership Impact

1.FinancialPerformance:

• RevenueGrowth:Hasyour companyseenanincreasein revenuesinceadoptingyour leadershipstyle?

• Profitability:Haveprofitmargins improvedunderyourleadership?

• ReturnonInvestment(ROI):Are initiativesspearheadedbyyou yieldingpositivereturns?

2.EmployeeEngagement

• EmployeeSatisfactionSurveys: Doemployeesatisfactionsurveys revealapositivework environmentunderyour leadership?

• EmployeeRetention:Hasyour leadershipresultedinlower employeeturnover?

• EmployeeProductivity:Have productivitylevelsincreasedsince youtookcharge?

3.TeamPerformance

• GoalAchievement:Isyourteam consistentlyachievingor exceedinggoals?

• MeetingDeadlines:Hasyour leadershipimprovedtheteam's abilitytomeetdeadlines effectively?

There'snosinglemetrictodefinitively measureyourleadershipimpact. However,acombinationof quantitativeandqualitativedatacan provideawell-roundedpicture. Considerthesekeyareas:

• CustomerRetention:Have customerretentionrates improved?

• TeamSpiritandCollaboration:Do surveysorobservationshighlight strongteamspiritand collaborationunderyour leadership?

4.CustomerSatisfaction

• CustomerSatisfactionSurveys: Docustomersatisfactionsurveys indicateimprovementsinceyour leadershiptookeffect?

• NetPromoterScore(NPS):Does yourNPS,ametricmeasuring customerloyalty,reflectapositive impactfromyourleadership?

5.InnovationandCreativity

• NumberofNewProduct Launches:Hasyourleadership fosteredanenvironment conducivetoinnovation,leading tonewproductlaunchesorservice offerings?

• NumberofEmployeeIdeas Implemented:Doyouencourage andimplementemployeeideas, fosteringacultureofinnovation?

• Problem-solvingEfficiency:Has yourleadershipstyleimprovedthe team'sproblem-solving capabilities?

CollectingDataforMeasurement

Several methods can be employed to gather data for these metrics:

• FormalSurveys:Conduct employeesatisfactionsurveys, customersatisfactionsurveys,and pulsesurveystogatherspecific datapoints.

• PerformanceReports:Analyze financialreports,projectreports, andsalesdatatotrack performancechanges.

• FocusGroupsandInterviews: Facilitatediscussionswith employeesandcustomerstogain deeperinsightsintotheir experiences.

• Observation:Observeteam interactionsanddynamicsto gaugecollaborationandmorale.

BeyondtheNumbers: Qualitative Measures

Quantitativedataprovidesavaluable startingpoint,butdon'tunderestimate Measuring

thepowerofqualitativemeasures. Herearesomeadditionalindicatorsof yourleadershipimpact:

• FeedbackfromManagersand Peers:Solicithonestfeedback fromfellowleadersandcolleagues aboutyourleadershipstyle's effectiveness.

• EmployeeRecognitionPrograms: Doyouhaveathrivingemployee recognitionprogram,highlighting employeeachievementsand valuingtheircontributions?

• CompanyCulture:Hasyour leadershipfosteredapositiveand motivatingcompanyculture?

• TeamMorale:Observewhether yourteamexhibitshighmorale throughpositiveinteractionsand anenergizedatmosphere.

AnalyzingandInterpretingData

Once you've collected data, analyze it to identify trends and patterns.

• Lookforcorrelationsbetween leadershipbehaviorsandspecific performancemetrics.

• Identifyareaswhereyour leadershipstylehasdemonstrably impactedperformancepositively

• Conversely,recognizeareaswhere adjustmentsmightbenecessary forfurtherimprovement.

ContinuousImprovement

Measuringyourleadershipimpactis notaone-timeexercise.It'sanongoing processofself-evaluationandgrowth.

• Usethedatatoidentifyareasfor improvementandrefineyour leadershipstyle.

• Beopentolearningandadapting yourapproachbasedonthe feedbackyoureceive.

• Communicateyourfindings openlyandtransparentlywithyour team.Thisfosterstrustandallows

foracollaborativeapproachto improvement.

• Considerseekingexternal leadershipcoachingorattending leadershipdevelopmentprograms toexpandyourskillset.

Conclusion

Measuringtheimpactofyour leadershipstyleempowersyouto understandyourstrengthsandidentify areasfordevelopment.Byutilizinga combinationofquantitativeand qualitativedata,youcangainvaluable insightsintohowyourleadershipstyle influencesemployeeengagement,team performance,andultimately,business success.Throughcontinuous evaluationandacommitmentto learning,youcanbecomealeaderwho fostersathrivingworkenvironment andpropelsyourorganizationtonew heights.

Leadership is not about being in charge, Its about taking care of those in your charge.

- Simon Sinek

The only limit to our realization of tomorrow will be our doubts of today. , ,

- Franklin D. Roosevelt