CXOToday has engaged in an exclusive interview with Apoorva Aggarwal, office managing principal, ZS
- Can you tell us in brief about your journey to becoming a leader with ZS?
I would always remember the warm welcome I felt when I joined ZS’s New Delhi office ten years ago, setting the stage for an incredible journey toward leadership. Reflecting on my path, I’m reminded of the myriad opportunities I received for ongoing growth, evolution and creating client impact. I’ve found that our strong culture of collaboration has been instrumental in building confidence that I can always reach out and find support. In 2013, I joined to bring my capabilities with client, transformation and scaled analytics to help grow and became the Office Managing Principal (OMP) for our Delhi-NCR offices; a first for our India region offices
My commitment lies in upholding ZS’s values and culture, ensuring each New Delhi ZSer experience them and continue to grow at ZS. The guiding principle of client-centricity has been central to my leadership philosophy. In any project scenario, I nudge teams to think about how they can craft exceptional client interactions, thereby transforming each project to create great outcomes and a memorable experience. It has also been my endeavor to engage with colleagues through personalized conversations and open forums.
Throughout my career, I’ve been fortunate to have coaches and champions that have expanded my horizons. They have not only encouraged me to stretch my boundaries but also exemplified how to connect empathetically with clients and teams, serving as a constant source of inspiration.
And in the spirit of paying it forward, my unwavering focus remains on nurturing ZS’s greatest asset–its people. The journey to leadership, as I’ve come to appreciate, is not a solitary endeavor; it’s a symphony of shared values, learning and a fervent commitment to a thriving team and ecosystem.
- What is the skillset required for women to emerge as leaders in tech and consulting that contributes to their success and differentiation?
The realm of technology and consulting is continuously evolving, and women are playing an increasingly pivotal role in shaping its course. The skillset required for women to emerge as leaders in these dynamic fields is a fusion of both intrinsic qualities and adaptability to the ever-changing landscape.
I believe that the evolution of leadership skills is an ongoing journey, transcending gender relevance. Tech continues to change as we speak. Understanding today’s demand, having a vision to develop tomorrow’s future and leadership to shape that journey is the key. We must be agile, build network and challenge the status quo.
Empathy, open-mindedness, and compassion are among the intrinsic qualities that often stand out in women leaders. These qualities equip them to provide a unique perspective and lead with a human-centered approach. However, these skills are gender-agnostic and by embracing these traits, leaders irrespective of gender can create an environment where team members feel heard, valued and supported. This inclusive environment encourages diverse viewpoints to flourish, enabling organizations to generate ideas that resonate with a broad range of clients. Ultimately, this diversity of thought leads to more successful, innovative and profitable outcomes.
Having said that, it’s important to acknowledge that leadership styles vary among individuals. Gender-related differences, coupled with years of conditioning and cultural norms, can lead to distinct outlooks among leaders of different genders. Emotional intelligence (EQ) is a focal point in discussions about effective leadership and its expression can differ along gender lines. Some roles may prioritize caregiving, inspiration and encouragement, qualities that may be more prominently exhibited by women leaders.
Embracing thought diversity is paramount for leaders of all genders. Through this journey of embracing diverse perspectives and skills, organizations can harness some of the most remarkable business and people outcomes. As the tech and consulting landscape continues to transform, nurturing a leadership culture that values different strengths and approaches will be the cornerstone of sustained success.
- Could you share some successful strategies or initiatives by ZS that have been effective in promoting and nurturing women’s leadership?
ZS is committed to helping women build their leadership skills and grow as leaders. Women@ZS, a ZSer-led diversity, equity and inclusion group has a rich array of programs targeted to support women’s growth at different career stages.
One of our initiatives, known as the Path to Principal (P2P) program, exemplifies this commitment. This program, tailored for women managers within ZS in India, serves as a dynamic platform for leadership development. I had envisioned and designed the P2P program to equip women ZSers with the necessary skills and mindsets for a future leadership role at ZS. P2P has witnessed participation from women ZSers across India in workshops, coaching and learning sessions to lead an internal project with a senior ZS leader assigned as a champion. The managers also benefit from the fireside chats on topics such as leadership perspective, executive presence, influencing skills, managing stakeholders and more. Personally, I take great pride in being involved in the program, spanning from its conception to execution.
In addition to the P2P program, Women@ZS enables our future women leaders to positively influence ZS’s business and their own careers by offering them support, flexibility and connections through various programs.
ZS’s core values are rooted in inclusivity and equal opportunities. We offer innovative programs such as unconscious bias training and allyship initiatives, alongside specialized programs for returning mothers, such as parental leave and flexible work hours. These have made the journey smoother for women and encouraged them to build successful careers at ZS.
- How can we encourage more young women to pursue careers in consulting and technology, and what steps can be taken to ensure their long-term growth and success?
Encouraging young women to embark on careers in consulting and technology necessitates a multifaceted strategy. Early exposure through workshops and STEM programs, coupled with the presence of diverse role models and mentors, can ignite their interest. Securing sustained growth and success for women in this industry hinges upon cultivating a workplace culture that actively fosters and champions their leadership aspirations from an early stage in their careers.
Initiatives like equity-driven growth, mentorship and personalized coaching should be tailored to prioritize the potential of women. Ensuring parity in access to resources and opportunities is paramount. Celebrating women’s achievements and advocating for their leadership potential plays a very important role.
It is also crucial to engage the entire social ecosystem and the families of women, integrating these elements more closely with their professional lives. This will not only instill a sense of pride but also nurture a deeper commitment to their work, benefiting both the company and the individual in the long run.
Collaboration with educational institutions and policymakers will reinforce this path to success as well. Ultimately, by combining inspiration, skill-building and supportive environments, we can empower young women to thrive in these fields and contribute to their long-term advancement.
My advice for young women would be to believe in yourself, take risks and ‘Choose to Challenge.’ It is important to become resilient in any challenge or cultural bias that you might face and find your path, even when the going gets tough. I firmly believe that there is only ‘Win or Learn’ and no ‘Lose’ in this journey. And while the going may be tough at times buts lets embrace ‘courage over comfort‘ as it only makes us stronger each time.
- From your perspective, what broader industry changes or trends do you foresee that could further support women’s advancement and leadership in consulting and tech?
There are several shifts and emerging trends that could significantly support women’s advancement and leadership. Firstly, there is a growing recognition of the importance of diversity and inclusion in these sectors. An industry report highlights that executive teams with more women are 25% more likely to exceed profitability expectations. Companies are realizing that diverse teams bring a wider range of perspectives and ideas, ultimately leading to better problem-solving and innovation. This awareness is leading to increased efforts to attract, retain and promote women in these fields.
Secondly, remote work and flexible arrangements are playing a crucial role. Women often face the challenge of balancing work and family responsibilities, which can lead to them having to choose between advancing their careers and taking care of their families. If the demands of their job interfere with their personal lives, they may leave the organization, resulting in the loss of valuable talent. Remote or hybrid work arrangements can help address some of these challenges.
Lastly, the rise of women-focused networks, forums and professional communities is empowering women to connect, share experiences and access valuable resources. These platforms can provide mentorship, career guidance and opportunities for skill development. These can lead to potential job opportunities, as well as provide opportunities to learn valuable skills such as self-promotion, negotiation and assertiveness.
