Page 50 - Banking Finance September 2025

ARTICLE

coaches or participating in self-development retreats, Ratan Tata institutionalized the Tata Group's legacy of trust
practicing Seva (selfless service) in communities to stay and ethical leadership through formal mechanisms like the
grounded will do wonders to make this possible. Tata Code of Conduct, ensuring that the group's values would
endure across generations and leaders.
Dr. A.P.J. Abdul Kalam exemplified humility throughout his life.
Despite being one of India's most celebrated scientists and 4. Balance Visibility with Substance
the President, he always made time for students, janitors, and In India's media-saturated society, leaders often feel
villagers, emphasizing that no job or person is small. pressured to project charisma, dominance, and visibility.
Level Five Leaders resist the temptation to seek personal
2. Strengthen Professional Will Anchored in limelight, instead letting organizational results, employee
Purpose growth, and societal impact speak for themselves.
Level Five Leaders possess an unyielding professional will.
Leaders must craft a personal and organizational vision that They recognize that substance, not spectacle, earns lasting
goes beyond profits to include contributions to India's social respect and trust. At the same time, they do not shun
development, environmental sustainability, and economic visibility altogether; they use their influence strategically to
inclusion. amplify team achievements, champion causes, and inspire
communities, rather than for self-promotion.
Such purpose-driven will allows leaders to make difficult,
unpopular decisions, stay the course during crises, and avoid Using public platforms to talk about organizational purpose,
being swayed by short-term market or media pressures. societal contributions, or employee successes rather than
personal accolades, Allowing team members to represent
Defining a personal leadership manifesto aligned with the organization in forums and media, Remaining accessible
national or societal goals, making bold investments in future- to employees and customers rather than creating ivory
ready but socially impactful sectors (e.g., renewable energy, tower leadership, Avoiding excessive branding of leadership
rural development, skill-building), Taking stands on ethical personality could be more appropriate.
dilemmas, even when faced with resistance, setting clear
long-term milestones, even if they bring short-term 5. Foster a Culture of Servant Leadership
sacrifices are all possible approaches that can be adopted. Level Five Leaders view themselves as servants of the
organization, employees, customers, and society. This
3. Institutionalize Values and Legacy Systems servant leadership mindset is deeply rooted in Indian
Level Five Leaders understand that organizations should not philosophy, where kings were seen as Rajadharmis-servants
revolve around them but around enduring systems, values, of the people.
and cultures. In India, where businesses often center
around the founder or family patriarch, this shift is Servant leadership involves, Putting employees' and
particularly critical. customers' needs above personal comfort, Creating inclusive
workplaces where diverse voices are heard, Empowering
Institutionalizing governance mechanisms, leadership teams to take decisions and ownership, Fostering humility
development systems, and cultural rituals ensures that the and empathy as key leadership competencies.
organization survives and thrives long after the leader's exit.
This includes embedding ethics into the organizational DNA, Servant leadership is essential in India's hierarchical
creating transparent decision-making systems, and ensuring workplaces, where employees often hesitate to question
that successors are chosen based on merit, not loyalty. authority. Leaders who model humility, vulnerability, and
listening create cultures where innovation, trust, and
Establishing Codes of Conduct that apply equally to all levels collaboration flourish.
of leadership, Building independent boards, audit
mechanisms, and compliance systems, Creating leadership Implementing open-door policies and anonymous feedback
development academies within organizations, Documenting mechanisms. Spending time on the frontlines, engaging with
organizational history, values, and rituals for future employees at all levels. Creating forums where employees
generations are all the actionable approaches. can challenge ideas and contribute without fear. Leading

BANKING FINANCE | SEPTEMBER | 2025 | 45