In a fascinating 30-year career, Arvind has established multiple businesses and worked with some of the world’s leading consumer brands. Multi-lingual, he has led digital and cultural transformation programmes across Russia, China, the Philippines and elsewhere. As well as sharing a few stories about his professional journey, Arvind provided us with fascinating insight on leadership, diversity and corporate purpose.

It is those who are able to repurpose themselves by constantly re-examining their ‘value-stack’, who will survive violent storms of change. This is the essence of being a shape-shifter today.

There was an increasingly vocal group of (mostly younger) professionals who were demanding more flexible forms of working. This was the same prescient generation who made much of the early running on such ideas as corporate purpose, sustainability and work/life balance. But their preference for working from home was often seen as a step too far.

For many years, Investor Relations (IR) was every global firm’s forgotten function. If businesspeople thought about IR at all, they usually assumed it was some sort of glorified comms job, a necessary buffer between an overworked Finance team and information hungry investors.

An organized Chef can teach Talent Acquisition teams, Hiring Managers and Leaders a great deal about talent research and strategic talent pipelining. If Talent Acquisition teams used their time, resources and bandwidth to create talent pipelines strategically, then like the Chef’s ready-prepared bowls of ingredients, they could aim to create ready-made talent pools.