Nandlal Tiwari

Leadership isn’t about having all the answers. It’s about this 👇🏼 Building trust, creating a culture of openness and leading by example. For me, leading a business family conglomerate with 34 companies, this has been crucial. The challenges, uncertainties and constant changes make one thing clear… That pretending to have it all under control is a losing game! Here’s why being open and showing vulnerability matters more than you think: 1. It builds trust When you’re honest about challenges, your team sees you as real, not just a title. Trust is built on authenticity. 2. It creates a culture of openness When leaders are transparent, employees feel safe to share concerns, ideas and even failures leading to better decisions and growth. 3. It supports resilience The journey of business growth, whether for emerging startups or established corporations, is often unpredictable. Acknowledging struggles brings teams together rather than isolating them. 4. It makes leadership human People don’t connect with perfection. They connect with leaders who are real, take responsibility and grow alongside their teams. Great leadership isn’t about appearing invincible - it’s about being real. How do you approach vulnerability in leadership? ♻️ If you think this post could help someone in your network, hit repost. 🔔 Hit the bell button at the top of my profile to see all my posts. Don't let algorithms dictate what you view.

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The Subtle Art of Reading Between Intentions A few times in my professional life, I’ve walked into meetings where everything looked right — slides aligned, KPIs glowing green, timelines on track. But something felt off. The room went quiet in the wrong places. People agreed too easily. That’s when it struck me — leadership isn’t just about what’s presented; it’s about what’s withheld. Influence in organizations is rarely loud. It moves quietly through tone, timing, and intent. Over time, I’ve learned to recognize certain patterns — what I call shadow influence. Not to imitate them, but to protect clarity and culture from them. Here are a few that surface even in the best teams: 1️⃣ Gaslighting — rewriting facts to make others doubt their perception. 2️⃣ Triangulation — pitting people or departments against each other. 3️⃣ Excessive Flattery — quick admiration before a favor is asked. 4️⃣ Guilt Pressure — decisions shaped by emotional debt, not reason. 5️⃣ Strategic Helplessness — underperformance used as leverage. 6️⃣ Silent Punishment — withdrawing communication to gain control. 7️⃣ Reputation Framing — perception managed more than performance. 8️⃣ Anchoring — skewed comparisons that make poor options seem fair. 9️⃣ Information Control — creating power through selective sharing. 🔟 Mirroring — copying values or emotions to gain quick trust. Recognizing these doesn’t make us cynical — it makes us clear. In manufacturing, as in any business, data tells one story, but human behavior tells another. A healthy culture depends on leaders who can read both. The antidote isn’t counter-manipulation; it’s transparency. Influence that hides motive is manipulation. Influence that declares motive is leadership. Every leader eventually learns this: not all influence is leadership. #Leadership #ShadowInfluence #OrganizationalBehavior #CultureByDesign #ManufacturingLeadership

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The best leaders do something quietly powerful. They do not simply set goals for the business. They make clear agreements with themselves. Before a culture is built through strategy decks or handbooks, it is shaped by the daily standards of its leader. When a leader pays attention to their words, reactions, assumptions, and effort, they create an environment others can trust. ➤ Speak with clarity. Your words shape alignment, direction, and accountability. ➤ Do not absorb every reaction. Most criticism reflects someone else's lens, not your reality. ➤ Ask instead of assuming. Questions clear confusion and accelerate decisions. ➤ Give your best effort consistently. That is what earns trust, far more than any title ever will. Leadership is not a role to perform. It is a standard to embody. Great companies may be built on sharp strategy. Companies that last are anchored by the integrity of those who lead them. #leadership #culture #mindset #growth #motivation

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Dear Rookie, If you want to get things done, here’s what’s worked for me (and where I’ve failed): 1. Communicate. Say it. Your point of view, your idea, your suggestion. Don’t wait till it’s perfect , it never will be. The scariest part is opening your mouth or hitting send. But if you don’t communicate, nothing moves. 2. Confront. Face the reality that what you share might not be liked. It might be half-baked. People might laugh. Sometimes you might realise halfway that it’s not your best work. That’s fine. State it upfront - "sharing in good faith” or “this is to learn” - and take the feedback for what it is: a tool to get better. 3. Collaborate. Once the feedback comes, do something with it. Improve the idea. Drop it. Shape it with others. Don’t sulk and disappear just because someone didn’t clap for you. Taking things to their logical conclusion - whether it’s a ‘yes’, a ‘no’, or a better version - is where you build trust and actually get stuff done. Every time I've failed, it's always one of the 3Cs I messed up on - mostly due to overthinking / over analysing. Big lesson for me - think (dont over think), start and keep going through right till the end - then, whatever the outcome, you will end up a winner.

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One of my colleagues got offended when I gave a direct feedback to her regarding a piece of work. I couldn't understand her reaction because I have always been someone who appreciates candid feedback, so I naturally assumed others would too. But it took me a while to understand that not everyone is like that. Many people are actually scared of negative feedback. In fact, I have noticed that most people who say they want feedback actually mean they want validation and appreciation. The moment the feedback gets uncomfortable, the defenses go up. I too have been guilty of this in the past. Hearing something that challenges your self-image is never easy. The natural instinct is to explain, justify, or even reject it. But over time, I have realized that the ability to take feedback is actually a long-term competitive advantage. If you can not only listen to constructive feedback but also actively seek it out, you will always have an edge. Because while most people run away from discomfort, you can turn that discomfort into growth. And growth always compounds with time. All the people I know at the top are not the ones who always get everything right. They are the ones who accept what they are doing wrong without letting ego get in the way. And it is this ability that makes them unstoppable in the long run. So if you ever find yourself feeling uncomfortable after feedback, take a pause. That discomfort is actually a sign of growth. Train yourself to welcome it instead of resisting it. How open are you, really, to hearing feedback that stings? Follow me at Sumit Agrawal - Job Search Coach for more and #UncoverExcellence with me. #careergrowth #feedbackculture #continuousImprovement #professionalgrowth #constructiveCriticism

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Read the book - Romancing the Balance Sheet by Anil Lamba Can a business with sound unit economics go bankrupt ? It possibly could ! If the business has both high operating and financial leverage with poor fund flows. This book tells in a super-simplified manner on how each business decision impacts the bottomline and hence how to make financially sound decisions. # Book Recommendation # Simplified Finance # Beyond P&L # Balance Sheets and Fund Flows

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