Global Head of Operational Excellence @ DXC Technology | Business Process Transformation and Mid-Career Coach ✅

I work at the intersection of People, Process, and Technology to drive long term and beneficial change for large global organisations. 

I have over 30 years of experience in transformation, innovation, quality, and simplification (TIQS ✅), 

I am currently the Global Experience Owner (GXO) for People Services at GSK. We aim to standardise and elevate the experience of our employees globally. I am bringing better tools and methods, including real uses of Artificial Intelligence, to improve the day-to-day and longer-term experience of our colleagues. 

Earlier, as the Global Head of Operational Excellence at DXC Technology, I led a global team to simplify and transform DXC's delivery to customers, deploying world-class processes, ensuring compliance, continuity, and improvement.

I am also an ASQ Fellow since 2013, a LinkedIn Top Voice since January 2022, and a mid-career coach who loves to share my knowledge and expertise with others. I have taught quality principles, methods, and tools to over 10,000 professionals, and helped my clients win several quality awards, including the Deming Prize. I have also led initiatives that generated over $250 million in benefits, focusing on composite outcomes around revenue, cost, customers, and employees. 

My mission is to make an impact and to lead people to deliver 10x results.

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I have spoken at over 100 companies in 15+ countries, including Amdocs, ANZ Bank, Birla Group (25 Units), HDFC Bank, Hindalco, HSBC, Indian Navy, ISRO, Infosys, One.com, Reliance, Tata Management Training Centre, and more. Also been a guest or keynote speaker at ISB, IIM Raipur, IIM Lucknow, Symbiosis, IIT Ropar, Somaiya, Christ College, GIBS, Alliance University, BITS Pilani, and many more. 

I also run a LinkedIn Live show called ManageBetter, a YouTube channel, and a podcast series. The Live show is over 100 shows and has been India's longest-running management theme show online. My Brick by Brick idea is popular on LinkedIn and currently I am working on a Career OS idea.

Your children don't have a reading habit. And your phone is not to blame. It's you.

Children do what they see. 

And early in life, you are their only role model. If you don't read, how will they? I have seen parents who are always watching reels/shorts on their phone talk about the lack of reading habits. I am sure you have too. And you could be one as well. 

But why read at all, in the age of AI?

Think hard. Look in the mirror. If you are blaming AI for your not building a reading habit or encouraging your children to build one, it's a sad day for all of us. 

We need an independent reading habit even more in times of AI. Everything can't be a 100 word summary.

And how will you and your children build perspective if you don't have wider exposure? One way to gain exposure is to read. 

How does reading help? Three ways it helps children get better (applies to you as well)

1. Builds a better mindset. A growth-oriented mindset
2. Opens you to new and different perspectives
3. Improves focus and comprehension.

My reading habit was not an accident. It was conditioning. I grew up in a house full of books. Books got more prominence than trophies. 

I did the same for my children, Tanmay and Tejas. You will see them in pics below at a bookstore. This is an old picture, but it proves the point. 

And now the enthusiasm of your new year resolution and 52 books per year dream should have faced your reality. 

Dump that goal. Pick 10 pages a day as your goal. An even better goal is 'Slow' reading and trying to understand what you read. 

What is your next read, then?

brick by brick 🧱

Anshuman Tiwari

With over 25 years of experience in transformation, innovation, quality, and simplification (TIQS ✅), I am a passionate and results-oriented leader who delivers world-class operations excellence to clients across multiple industries. 

As the Global Head of Operational Excellence at DXC Technology, I lead a global team to simplify and transform DXC's delivery to customers, deploying works class processes, ensuring compliance, continuity, and improvement. We keep our promises. 

I am also an ASQ Fellow, a LinkedIn Top Voice, and a mid-career coach, who loves to share my knowledge and expertise with others. I have taught quality principles, methods, and tools to over 10,000 professionals, and helped my clients win several quality awards, including the Deming Prize. I have also led initiatives that generated over $250 million in benefits, focusing on composite outcomes around revenue, cost, customers, and employees. 

My mission is to make an impact and to lead people to deliver 10x results.

AI for Awesome Employee Experience | GXO - Global Experience Owner for HR @ GSK | Process and HR Transformation | GCC Leadership | 🧱 The Brick by Brick Guy 🧱

Most career stress does not come from work.

It comes from how we respond to work.

A book that helped me understand this - 

The Courage to Be Disliked by Ichiro Kishimi and Fumitake Koga

Now get something good done. 😊

'Treat everyone the same' is lazy leadership. Totally, cute crap ☺ 

It sounds fair. It feels noble. And it fails in real teams.

People are not the same. So leadership cannot be the same either.

Good managers differentiate without discriminating. Here are three ways I have used across my career to differentiate.

1. Temperament

Some people think out loud.
Some think deeply before they speak.
Some thrive in conflict. Others shut down.

Differentiate by:
• Giving space to the quiet ones
• Not mistaking volume for competence
• Choosing private feedback vs public feedback carefully

2. Need for guidance

Not everyone needs the same level of handholding. Some don't need any, and others can't do without it. 

Differentiate by:
• Coaching beginners closely
• Giving experienced performers autonomy
• Checking in without micromanaging

Same goal. Different distance.

3. Ambition and life stage

Some want faster growth.
Some want stability.
Some are in a season of learning. Others in a season of delivery.

Differentiate by:
• Having honest career conversations
• Not pushing everyone into the same race
• Matching work to intent, not ego

And here’s the key.

Differentiation works when it is transparent, respectful, and rooted in performance, not favourites.

As the quote goes:

“Fair does not mean equal. Fair means everyone gets what they need to succeed.”

Suggested reading: First, Break All the Rules by Marcus Buckingham

Action for leaders this week:

Ask one question in your next 1:1. 

“What kind of support helps you do your best work right now?”

Then actually listen. Carefully. Listen to what is not spoken. 

That’s leadership. And good management. 

So, are you going to treat everyone the same this week?

brick by brick 🧱

If you catch yourself saying "In my last role I did this..." a lot, you are stuck in your past. 

A classic mid career trap. 

What you think is referring to your past successes is actually keeping you there. In the past. 

Don't be that manager. 

🧱

Good managers don’t create dependency. They create capability.

You don't fail your teams by being harsh. You fail by being absent.

Learning at work doesn’t happen through training decks. It happens in the space between guidance and freedom.

Here are five practical ways to help your team learn and grow without micromanaging.

1. Be available, not intrusive.
Don’t hover. Don’t disappear.
Make it clear you are around when they need you.

2. Give context, not just tasks.
People grow faster when they understand why something matters, not just what to do.

3. Let them try before you correct.
Struggle is not incompetence.
It is how capability is built.

4. Customise your approach for each person.
Same role. Different confidence levels. Different learning speeds.
One-size management creates average outcomes.

5. Review work together, not from above.
Sit beside them. Ask what they learned.
Feedback should feel like coaching, not inspection.

Good managers don’t create dependency. They create capability.

And that requires patience. Presence. And restraint.

What has helped you grow the most at work? A manager who controlled everything? Or one who trusted you enough to try?

++++

A book I often recommend to managers is “Multipliers” by Liz Wiseman.
It contrasts two types of leaders:

Those who drain capability by controlling too much. And those who multiply intelligence by creating space, challenge, and trust

The book reinforces a simple idea. The best managers don’t show how smart they are. They make others smarter.

Worth reading. Especially if you lead experienced professionals.

+++
I have also shared a checklist you can use. Yes yes, you are welcome ☺

Some industries are more conservative, more cautious, than others. And with AI on the scene, this becomes tricky terrain. 

Take banking and financial services, for example. As the stewards of capital, banks and financial institutions are held to a very high standard.
 
That standard is what keeps our systems safe, but it can also slow us down. With strict regulations, getting something like AI approved for your toolbox is a great deal harder.
 
So too in healthcare, government, and faith-based institutions.

AI for Regulated Industries is different. And we all need to understand it better.

1. Accuracy is not enough. Explainability is mandatory.

In regulated industries, saying “the model works” is not acceptable. You must explain why it works, how a decision was made, and who is accountable when it goes wrong.

2. Innovation moves at the speed of regulation, not ambition.

Unlike consumer tech, you cannot “move fast and break things.” AI here must respect laws, audits, data privacy, and ethical boundaries. Progress is slower, but the consequences are far bigger.

3. Risk management beats cool demos.

Bias, hallucinations, data leakage, and model drift are not academic issues. They are regulatory, financial, and reputational risks. AI in these sectors is more about control than hype.

This is why AI for regulated industries needs deeper conversations, not cute demos.

If you work in banking, healthcare, insurance, pharma, or any heavily regulated space, this is a topic you cannot afford to ignore.

Next week I am attending a fantastic session on this, and I thought I would let you know too. 
 
Opkey, a startup at the forefront of IT innovation for enterprises, is hosting a virtual roundtable with experts on this very subject, where you can get a view into AI in a regulated space.
 
When? 

Tuesday, Jan. 27, at 2 PM ET, to hear ideas on AI for Regulated Industries!
 
Click here to register: https://lnkd.in/g8zxNvgk

Panel - Geetha K. | Dr. Maria Börner | Norman Sadeh | Puneet Thakkar

Happy learning.

The Marathon Mindset for Career Longevity

Most people sprint early in their careers.

They burn out by 40.
They hit a wall by 45.

I have spent 30 years in the industry. I have seen many stars fade away.

The secret isn't speed. It is durability.
You don't need to run faster. You need to last longer.

Here are 3 tips to build a career that lasts:

- Stop optimizing for today. Ask yourself: "Will this task matter in 5 years?" If no, delegate or delete it.
 
- Build a 'No' filter. You cannot do high-impact work if you say yes to every meeting. Protect your time aggressively.
 
- Learn, Unlearn, Relearn. Your degree expired years ago. Pick a new skill every year and master it.

Quote of the week:

"Direction is so much more important than speed. Many are going nowhere fast." — Stephen Covey

Book Recommendation:

The Long Game by Dorie Clark.
A must-read for anyone feeling rushed or stuck in the short term.

It's all brick by brick 🧱 

+++
Image credit Gemini and NotebookLM

You know KYC. Know your Customer. But do you KYM? 

KYM - Know your Manager. ☺ 

It is a career carving skill. It is not always the manager's role to understand how you work. You also have to try to do the same. 

Why is KYM important?

1. Helps you adjust your approach
2. Helps you know what behaviour is welcome
3. Helps you know what works and doesn't work well.

How can you do KYM?

1. Look for patterns in behaviour
2. Observe strong likes and dislikes
3. Talk to your manager to know more. 

And don't fall for the cute crap of being yourself. There is no such thing unless you are okay with career damage. 

So this week, invest time and effort in KYM. 

Know your manager.

Brick by Brick. 🧱

When you enjoy what you are doing...

Maybe I am too old school...

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