POOJA MANGTANI

Perspective -

My move: Stop the bleed first.

In a high-friction environment, operational stability must come before transformation.

I’d begin with a listening tour across unions and frontline teams to resolve disputes and rebuild trust. Once stability and credibility return, culture, purpose,

and inclusion initiatives can scale sustainably.

Above is Pooja Mangtani'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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