The Most Inspiring Indian Women Leaders in Dubai

www.womenworldindia.com W O R L D I N D I A VOL. 10 | ISSUE 02 | 2024 The Most Inspiring Indian from Dubai Employee Empowerment How to Attract, Hire and Retain the Best Employees at Workplaces? Woman Leader Seema Chaturvedi National Sales Manager, Global Credit Card Sales Team Chaturvedi Contributing to Thought Leadership that Shapes the Future

The Most Inspiring Indian from Dubai Woman Leader

The Transformative Impact of the Future Shapers nown for its thriving business K prime destination for many business and corporate heads. While all major success stories are representative of this city, the Indian women represent something different in that respect. In this fast- evolving metropolis, there are countless inspiring figures, yet one Indian woman stands out—Seema Chaturvedi, a trailblazer whose work transcends business, culture, and philanthropy, making a significant impact both in Dubai and back in India. boardroom but also resonate to communities as her vision on equality, diversity, and empowerment starts taking vivid forms. She has in-depth contributions towards equal gender inclusivity at the workplace level. She has really been advocating for policies to create a more level playing field for women where opportunities are not limited by gender but expanded through talent and ambition. and cosmopolitan nature, Dubai has emerged to be a With her work, Seema has further developed the concept that leadership is not a personal victory but a way to create an opportunity for others to highlight themselves. Her story is that of balancing two worlds-the energetic heartbeat of Dubai and the deep-rooted culture of India. She derives strength from her heritage, the fusing of traditional values with mindsets that look forward into the future, and so she is an exemplary figure in both countries. Her success stands testimony to the influence of Indian women gaining prominence on the international canvas, proving how they are not merely participants in the world economy but shapers of the future. Erasing barriers, Seema’s journey is marked by resilience, innovation, and an unyielding determination to break boundaries in industries where few have ventured. Her rise to prominence as the National Sales Manager of a Global Credit Card Sales Team at Group of Companies, is a reflection of both personal grit and the opportunities that Dubai, as a global city, offers to ambitious individuals from all corners of the world. Seema embodies the spirit of modern India—blending tradition with progress, while continuously striving to empower others through her work. Editor's Note Ultimately, as ‘The Most Inspiring Indian Woman from Dubai,’ of Women World India, Seema Chaturvedi is a symbol of what can be accomplished when traditional values meet contemporary vision. She is a reminder that success is not just about individual accolades but about paving the way for others to succeed as well. As the world continues to witness the rise of women in leadership, she remains a testament to the power of persistence, innovation, and the deep desire to make a difference. Her leadership experience is reflected in her passion for changing sectors that are essential for the growth and development of society: financial, banking, and fintech; thus, she used her expertise to contribute to solving challenges from business innovation to social development, inspiring a generation of women. Being a thought leader, she will speak to the Gaurav?PR?Wankhade

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Chaturvedi Contributing to Thought Leadership that Shapes the Future A good leader doesn’t just lead a team by distributing tasks; a good leader trains and grooms their team to become future leaders. Seema Chaturvedi National Sales Manager, Global Credit Card Sales Team

The Most Inspiring Indian Woman from Dubai E challenges, obstacles, and hurdles in our path do not matter. An Open Mind Thirsty of Knowledge very goal is achievable if we have enough inspiration. In fact, inspiration is a potent catalyst so essential for human achievement that all the Emerging as one of Dubai's inspirational women, Seema shares the guiding philosophy behind her success. It is staying curious and committed to learning, she says, adding that the world evolves rapidly and keeping an open mind and a thirst for knowledge, which is helping her to adapt and innovate by surrounding herself with supportive mentors, collaborators, and peers. “They can offer guidance, feedback, and opportunities I might not find on my own,” she adds. Our stimulus ignites a fire within our spirit that not only keeps us on our toes but also propels and compels us to achieve our aim and accomplish our dreams. It enables us to turn seemingly insurmountable obstacles into the very opportunities that can guide us to our success. When we are stirred, we find the motivation, determination, and creative urge needed to overcome challenges and persevere through setbacks. By embracing challenges and seeing setbacks as stepping stones, she unlocks her ability to learn, adapt, and succeed. The growth mindset allows her to break free from self- imposed limitations and take charge of her personal and professional growth. Inspiration is the bedrock of every successful entrepreneurial story, including Seema Chaturvedi’s. In Women World India's latest discovery, she emerged as the most inspiring Indian woman from Dubai. She is the National Sales Manager of a Global Credit CardSales Team at Group of Companies. True success is not just about personal achievements but also about lifting others as you rise. Supporting and empowering those around you creates a positive impact and builds a legacy. A Self-Made Global Leader An Endless Pursuit of Constant Improvement Seema's journey is unique and serves as a source of motivation for many women. She began her career at the age of 18 when most young people were enjoying their college life. Seema sought to challenge herself, learn new skills, and grow as an individual, never wanting to be dependent on anyone. Starting as a Tele-Sales Executive, she embraced new challenges and responsibilities, which helped her gain confidence in her abilities. She believes that being independent does not equate to isolation; rather, it involves finding a balance that allows one to contribute to relationships while maintaining a strong sense of self. It is essential to stay agile and innovative in a constantly changing business environment to meet client needs. To do this, Seema regularly gathers insights on industry trends and client preferences. This helps anticipate changes and Empowering team members by giving them the autonomy to make decisions and trust their expertise not only fosters a sense of ownership but also encourages innovation and creativity. Seema has always been passionate about influencing others and driving meaningful change. Her motivation stems from the opportunity to make a positive difference, which was a key factor in her pursuit of leadership roles. She inspires and motivates those around her to achieve their best, encouraging her team and helping them stay engaged and committed to their objectives. According to Seema, “A good leader doesn’t just lead a team by distributing tasks; a good leader trains and grooms their team to become future leaders.” This perspective highlights the importance of nurturing talent within the organization. Effective leaders are dedicated to personal and professional growth, seeking feedback, reflecting on their experiences, and striving to enhance their leadership skills continuously.

adjust strategies proactively. Encourage new ideas within the team. Provide opportunities for brainstorming and be open to unconventional solutions. Seema says that gathering and analyzing client feedback can be achieved through surveys, direct conversations, or monitoring engagement metrics. This method enables ongoing development and rapid responsiveness to changes. It helps in real-time project and strategy adjustments according to evolving demands. Regularly invest in the team’s professional development to keep them updated with the latest industry trends and knowledge. This approach not only boosts their skills but also fosters innovation within the company. As a leader in Dubai’s corporate sector, I have faced numerous challenges. Cultivate relationships with industry leaders, peers, and other relevant parties. Working together and networking can offer fresh ideas and pave the way for new opportunities and understanding. The Most Accomplished Team Leader Chaturvedi Often recognized as an inspirational force behind her achievements, Seema sheds light on her leadership and team-building approach. She says that empowering team members by giving them the autonomy to make decisions and trust their expertise not only fosters a sense of ownership but also encourages innovation and creativity. She prioritizes open and transparent communication, adding, “I always love to hear their ideas, feedback, and concerns & work on that accordingly.” Investing in the growth and development of team members is important. Seema provides opportunities for learning and skill-building, whether through training programs, mentorship, or challenging projects. “Sometimes I sit with them for tea and talk to them about their personal lives to get to know them more; that helps me understand their life goals, too,” she says. Seema recognizes their hard work and success, which helps maintain motivation and reinforces a positive work environment. She provides growth opportunities as a reward, which keeps them going. She embraces change and encourages her team to adopt a growth mindset. Being adaptable in the face of challenges and viewing setbacks as opportunities for learning can drive continuous improvement.

Fostering Solutions that Exceed Expectations The essence of entrepreneurship lies in bringing innovation and advancements to the niche one is working in. To balance customer expectations with user experience, Seema thoroughly investigates the market to grasp her customers’ needs and preferences. This involves studying her competitors, keeping up with industry trends, and gathering direct feedback from her target audience. “I aim to tailor our products or services to meet these expectations, ensuring they are both practical and attainable,” she adds. I aim to tailor our products or services to meet these expectations, ensuring they are both practical and attainable. Furthermore, she identifies and articulates the desired outcomes for customer satisfaction and user experience. Setting specific goals and metrics to track her progress towards these outcomes is also a part of her routine. She continuously monitors and refines her approach based on the data collected from these metrics. “By setting realistic expectations with our customers about what our product or service can deliver,” says Seema. Transparency about capabilities, limitations, and timelines helps manage customer expectations and build trust. A Long-Term Focus Creating value for customers can increase the brand's reputation, profits, and long-term success. Providing valuable goods and services can increase customers' confidence and trust in the company's offerings. Customers who feel they've made a good purchase are more likely to buy from you again and share their positive experience with others, believes Seema. “Taking the time to learn what benefits our customers value helps us improve our product, increase sales, and encourage customer loyalty.” As a testament to her remarkable success, Seema highlights a transformative project that showcases her commitment to excellence and innovation. The top achievement of her career has been the transformation of her former department as National Sales Manager of a Credit CardSales Team. When she took on the position, turnover was high, and the company’s cost-to-fill was skyrocketing. “They promoted me from a mid-level position and tasked me with improving Sales and recruitment. I set the goal of overachieving the set targets by the higher management,” reveals Seema. Within six months, the team size doubled, and the company hired/promoted the new team leaders, which gave it the required growth. Seema adds, “A year later, we had met and exceeded the goals I set when I took on the position. Now we have one of the highest revenue-generating teams within the organization.”

“I’m promoting continuous learning by regular training sessions online and offline, workshops, and courses that are relevant to employees’ roles and career aspirations.” • I will actively seek and integrate user feedback to refine and enhance services, ensuring they meet evolving needs and expectations. • Encouraging career development by helping the team to understand potential career paths within the organization and provide guidance on how to achieve their goals. • Pairing employees with mentors who can offer advice, support, and knowledge sharing. Encouraging employees to take on new challenges and come out of their comfort zones. Recognize and reward efforts to learn and improve, “Even if the outcomes are not always perfect, we are celebrating our every month achievements as a team.” • A Resolute Team To build and maintain a top-performing sales team in a highly competitive market, Seema always considers hiring the right people by Identifying the skills, experience, and traits that are crucial for success in the sales environment. She looks for candidates with a track record of achieving sales targets, resilience, and a strong work ethic. “We are using a combination of behavioural interviews, skills assessments, and real-world scenarios to evaluate candidates. Ensure they align with our company culture and values,” she informs. Providing comprehensive training to the staff, developed an intensive onboarding program that covers their product or service, sales techniques, and company processes. This sets a strong foundation for new hires. It is regularly updating her team on new products, industry trends, and advanced sales strategies. Encourage continuous learning. Using a Customer Relationship Management (CRM) system to track interactions, manage leads, and analyze performance. This helps in streamlining processes and maintaining organization. The Cornerstone of Business Success Furthermore, fostering a culture of growth, skill development, and empowerment in the workforce is crucial for any organization’s success, says Seema, who leverages some key strategies:

To alleviate some of this pressure, Seema delegates tasks and breaks projects into smaller segments. Additionally, she finds that engaging in exercise, yoga, and other relaxing activities helps to reduce her personal stress. Continuous learning will help us adapt and stay competitive. Seema also has uncomfortable conversations with employees, such as laying off staff or discussing the company’s struggles. These situations challenge her ability to communicate delicately while remaining calm. She emphasizes the importance of keeping her team motivated and engaged, believing that “when my team members believe in the value they provide, they may feel more engaged with their work.” Maintaining this motivation is a critical aspect of her leadership style. Seema understands that a good leader not only distributes tasks but also trains and grooms their team to become future leaders. Effective leaders are committed to personal and professional growth, seeking feedback, reflecting on their experiences, and striving to improve their leadership skills. Devising Contingency Plans The post-pandemic times have reshaped industries globally. In such a scenario, Seema’s contingency plans include continuous assessment of potential risks and their effects on the organization, encompassing health crises, economic downturns, technological disruptions, and geopolitical events. She has created and analyzed various scenarios to understand potential outcomes and prepare appropriate responses. She has continued investing in digital tools and technologies that enhance operational efficiency and resilience. She has developed a communication plan that includes protocols for internal and external communications during a crisis, says Seema. She adds, “I have implemented health and safety protocols that protect employees and reduce the risk of disruption, also encouraged a culture where employees are engaged and prepared to respond proactively to challenges.” • Ensuring the leaders are approachable and actively involved in supporting their teams. • Implementing reward systems (Incentives and Boosters) that align with the company’s values and encourage desired behaviours and outcomes. “We are also promoting foreign trip contests for the teams from time to time.” Trailblazing Triumphs Amidst Turbulences Next, Seema states, "As a leader in Dubai’s corporate sector, I have faced numerous challenges." She acknowledges that there were instances when sales numbers dropped drastically, and she had to manage the situation without placing additional pressure on her team. In her role, Seema is responsible for overseeing all team members and managing various work projects and tasks. At times, these daily responsibilities can become overwhelming and create pressure. An Articulated Advice Businesses are a way for world industry to enhance its efficiency and contribute to the global economy. In this regard, in her advice to the aspirants, especially women, wishing to embark upon their entrepreneurial endeavours, Seema says that one must clearly articulate what they want to achieve. “I do the same. Having a strong sense of purpose helps me stay motivated and focused, especially during tough times. Breaking down my vision into She specifically feels the strain when dealing with projects that have strict requirements and deadlines.

I always love to hear my team's ideas, feedback, and concerns and work on that accordingly. Establish clear boundaries between work and personal life to avoid burnout. Make time for self-care and activities that rejuvenate you. Looping in the Progressive Times Envisioning her future clearly, Seema aspires to make a significant impact on Dubai's business landscape by providing guidance and resources for entrepreneurs, including advice on business strategy, market trends, and technology adoption, offering personalized recommendations and insights based on individual needs, preferences, and behaviours, enhancing both personal and professional outcomes. By contributing to thought leadership by sharing insights, research, and trends that shape the future of various industries and domains, promote collaborative learning and knowledge exchange among experts, practitioners, and learners to drive collective intelligence and innovation. “I will actively seek and integrate user feedback to refine and enhance services, ensuring they meet evolving needs and expectations,” she concludes. actionable goals and milestones. This will make my journey more manageable and provide me with a roadmap to follow.” She always finds experienced mentors who offer guidance, support, and valuable insights. They help her navigate challenges and make informed decisions by connecting with other entrepreneurs, industry professionals, and potential customers. Networking can provide opportunities, resources, and support. She is keeping up with industry trends, emerging technologies, and best practices. “Continuous learning will help us adapt and stay competitive,” she adds. “You will be defined not just by what you achieve, but by how you survive.” - Sheryl Sandberg

High-Tech Entrepreneurship to Attract, and Retain How How to Hire and the the Best Best Employees at at Workplaces? I will improve their reputation while at the same time increasing productivity and profitability. Some effective ways of attracting and retaining the best employees are discussed herein. n a job market that is becoming very competitive, the issue at hand must be understood as finding and retaining the best employees. Organizations with satisfied employees 1. Positive Company Culture One of the most vital factors that can attract and retain employees for a company is a positive organizational culture. A company will be described as having a good culture if it maintains the values and mission that would promote an environment of valued and included employees. Companies achieve this through open communication, teamwork promotion, and recognition of achievements. This encourages loyalty and a sense of belongingness among employees, thus making them less likely to move elsewhere. 2. Competitive Compensation and Benefits Compensation packages have to be attractive. This doesn't just include salary but also health care, retirement plans, paid holidays, and leaves. Even flexible work arrangements like telecommuting and flexible working hours may even be even more attractive to many employees. Compensation packages should also be reviewed and revised regularly to attain industry standards. This will act as a factor in holding on to employees who might otherwise leave for other jobs that pay better. Employee Employee Empowerment Empowerment Oct, 2024 | www.womenworldindia.com 20 Oct, 2024 | www.womenworldindia.com 21

3. Professional Development 7. Better Recruitment Process The more you make an employee feel that his development is being invested in, the more likely he will be to stay. Thus, if you make an employee understand that you are investing in his future by offering him training programs, workshops, or mentorship, it will be very motivating for him to stay. Advancement pathways also motivate employees to concentrate and stay with the organization. In most instances, employees know that a certain trajectory is set for them in their careers; therefore, most of them do not look for opportunities outside the workplace. A decent and respectful recruitment process can be recalled even at the recruitment stage. Ensure that the application procedures are simplified, communication during hiring is clear, and that there is feedback provided in good time. A good recruitment experience feeds into organizational values and actually will attract more talent who respect such an approach. 8. Reinforcement of the Accomplishments In past studies, it has been shown that recognition is one of the primary motivators that may be used to retain employees. Employees ought to be valued for the work they do as this goes along way in increasing their Job satisfaction and productivity. This can be done in the form of, award ceremonies, incentives, or even a simple thank- you wish. Recognizing accomplishments will generate positive energy and positive outcomes for performances, small or large, thereby enhancing employees’ value for organizations. 4. Work-Life Balance The workplace has become very demanding, and so maintaining a healthy work-life balance calls for consideration. Companies can facilitate the whole issue of refreshing employees by encouraging breaks and vacation days, as well as disengaging from work after working hours. All the policies and measures that have been adopted with the aim of creating an environment of wellness for mental health, through counselling and other wellness programs, also support this end. Whenever the personal lives of the employees are respected and valued, they will continue to be loyal to the organization. Conclusion In order to make efforts to attract and maintain great people it is important to have a good working climate, fair wages, opportunities to develop and to be occupied and interested. When promoting support, appreciation, and diversity, companies will build an environment that people not only want to enter but would also like to stay in. The candidates have many opportunities in front of them, so only those employers who will invest in people will get loyalty, productivity, and commercial success. 5. Maintaining Engaged Employees Constitutively Regular interaction with employees can be conducted through surveys, one-to-one meetings, and feedback sessions. This shows them that their thoughts and sentiments matter. Therefore, change for the better is enforced according to their recommendations. Engaged employees are more productive, but they will also be likely to stay with the organization. Being your own boss 6. Enable Diversity and Inclusion Diversity and inclusion are big plays for recruiting and retaining talent at the top level. An organization focusing on a diverse workforce is innovative and creative because there are varying views and ideas brought together. When the workplace environment is inclusive, every employee is respected, and it leads to higher job satisfaction with low turnover rates. It is diversity training programs, combined with active strategies to facilitate diverse hiring practices, that assist in this workplace culture. 22 Oct, 2024 | www.womenworldindia.com March | , 2024 | www.womenworldindia. com 22

How to Avoid Favouritism at Workplaces? No Toxic Work Environment S favours happens at work when employers or managers give favours to some workers based on reasons other than their performance or merit, such as personal relationships, bias, or arbitrary reasons. The behaviour will lead to an unhealthy work environment and causes resentment, among others, towards negativity about overall productivity and morale of the team. Equity and equality in the workplace are very necessary to promote a healthy and positive working environment for all employees. the management. In the long run, it creates an unhealthy environment where people are pitted against each other, more for individual attention rather than for the pursuit of a common goal of the team. Moreover, Favouritism affects the leadership's credibility because people believe that promotions and awards are given due to taste rather than merit. ome of the most destructive issues rampant in the modern workplace today include favouritism. Favouritism is a situation whereby preference in Effects of Favouritism The consequences of Favouritism are long and disastrous in nature, extending their effects on the individual and the organization as a whole. Some of the critical effects are stated below: Understanding Favouritism at Work Decline in Employee Morale: Where employees have no feeling that they are receiving recognition for work done, this has a beating effect in lowering the morale and motivation level. Watching someone else repeatedly be given undue attention or benefits can make someone else feel undervalued and overlooked. Favouritism can take many different faces for different kinds of Favouritism. The face includes giving certain employees better projects or promotions where one employee is promoted over a more deserving colleague or over another less qualified individual. It could mean giving them undue leniency in performance evaluations. This might be very subtle, like giving preferential treatment in terms of mentoring opportunities, social invitations, or even in day-to-day interactions. Whatever its face, Favouritism has a corrosive effect on the overall work environment. Loss of Trust: Favouritism affects trust among various workplace members. A decline in trust among staff in the management's ability to make fair decisions may lead to a sense of powerlessness and team cohesion breakdown. Mostly, employees who do not receive such special treatment get demoralized and not valued. It reduces their motivation level, engagement, and eventually less trust in Lower Productivity: Favouritism at work creates a poisonous environment and hence tends to lower the Oct, 2024 | www.womenworldindia.com 24

productivity levels. This is because people do not strive for their best performance when their hard effort is not valued. It could also lead to a "bare minimum" attitude: employees just trying to get through the day. 2. Regular Constructive Feedback How do you keep your team members motivated? Blatant favouritism at the workplace mainly arises due to unclear communication about the performance expectancy. Managers who give regular constructive feedback to all employees make the workplace environment fairer. The employees must know where they stand about their performance and what they could do to improve. High Employee Turnover: If employees believe there is no opportunity for advancement or that this can be done only in a grossly unfair manner, these employees tend to leave the organization. High turnover interferes not only with the flow of work but also increases the costs associated with hiring and training new employees. Provide feedback is not to some employees but to all equally. Feedback has to be constructive and for the growth and development of employees, and not just criticism. That makes them feel that others are also being supported rather than them being singled out. Favouritism can create a divisive or hostile culture at the workplace. It starts increasing unhealthy competition, resentment, and even bullying. Employees will start focusing on currying favour with managers rather than working on their skills and performing duties. 3. Rotate Opportunities for Growth Reduced Innovation: In an environment dominated by nepotism, people may not readily share ideas or take risks. True innovation flourishes in an open and inclusive culture where everyone has value and voice. Favouritism occurs when managers repeatedly give desirable projects or opportunities to the same people. Rotation of opportunities for leadership, mentorship, and professional development can be achieved among several employees. Other employees' opportunities in carrying out tough projects or working on prominent projects will ensure an equal chance for everyone to grow and expand their talents and skills. How to Avoid Nepotism in Workplaces? Favouritism at the workplace has been one of the major pitfalls that organizations have suffered trying to make the workplace just and fair. To begin with, equality and transparency must be encouraged in the organization. Here are some measures that managers and leaders should adopt in order to avoid this favouritism for an easy work environment for all the employees working in an organization. By fairly distributing opportunities, managers can avoid some form of employee resentment or feeling of being left out. 4. Diversity and Inclusion Diversity and inclusion are the keys to prevent Favouritism. Active diversity always promoted while hiring, grouping, and delegating people to projects in an organization, then all employees start to feel important irrespective of their origin and gender and any other bond. 1. Establish Clear Criteria for Promotions and Rewards Avoiding favouritism is also best if workable and objective criteria for promoting, establishing raise percentages, bonuses, or rewards can be determined. These criteria must be in line with the measurable performance metric that defines skills and achievements rather than personal preference or relationship. Employees must clearly know the expectations and progression inside the organization. Additionally, diverse teams introduce variety in perspectives, which can boost creativity and a problem- solving attitude. In this regard, the inclusive workplace where everybody hears his or her voice will ensure opportunities based on merit, and not by personal biases. It deals in transparency rules. Communicate the standards regularly with all employees, and performance evaluation standards should be consistent and objective to minimize bias, making a 'level playing field for equal success. Oct, 2024 | www.womenworldindia.com 26

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The Most Inspiring Indian Women Leaders in Dubai

The Most Inspiring Indian Women Leaders in Dubai

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