ASHISH CHADDHA

Perspective -

First, stabilize industrial relations by resolving disputes quickly and visibly. Second, build credibility with unions and employees through transparent grievance mechanisms. Third, embed a human‑centric lens in these operational fixes to signal cultural change. Fourth, once trust is established, introduce purpose workshops and inclusion programs. Fifth, expand these initiatives into long‑term transformation.

Above is Ashish Chaddha's answer to the question -

Leena Nair faced a massive uphill battle when she took on grassroots roles in manufacturing, confronting aggressive union disputes, a highly traditional culture, and deeply entrenched legacy practices. If you were stepping into a leadership role in a similarly rigid, high-friction environment, what would be your very first strategic move? Would you tackle the immediate operational bleed of the union disputes first, or start by laying the groundwork for a long-term cultural shift through employee purpose and inclusion initiatives?

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