For the lady who worked day and night, having almost equally ambitious husband, her family life seems to be too much trouble free, except for the housing and schooling issues, rest i assume is kept undercover. family. Today we are in a war for talent. Women are 70 percent of the valedictorians in high school. Their graduation rate from college is ten percentage points higher than men’s. In STEM disciplines, their GPAs are one whole point higher than men’s. They are getting the majority of professional degrees. Even in engineering, MIT is 47 percent women. Caltech and Georgia Tech are more than 30 percent An amazing read, filled with lessons, optimism, warmth, and heart, about an extraordinary woman who rose to be a fantastic role model for all women.” the committee requirements. We have to think about whether boards have to meet for a longer period of time. Do boards need to have more committees? Do they need to increase in size? What can they drop? Second, while you’re early in your career, especially if you’re ascending, create a digital record of your entire life: every speech, every photograph, every piece of tape that’s available on awards you might’ve received. Collect all of that. Whether you write a book or not, collect all of that information because you never know when you’re going to use it.

That’s why I use the term work juggle. Work–life juggling. Are you constantly trading off priorities? It’s when you’ve constantly got multiple balls in the air and you hope nothing drops. It’s not easy for a stay-at-home mom who’s juggling so many home priorities. It’s not easy for a working woman without a family who’s also juggling other priorities—it could be an aging parent or a relative she’s looking after or a work environment that’s hostile. Everybody’s juggling all the time. I found both aspects okay, her story as well as her opinions & advice. As many have mentioned, the book doesn’t give deeper insights on her thoughts through her various life experiences & milestones. It strangely feels guarded, like she’s trying to sound like an HBR case study. She is the woman who broke the glass ceiling, an immigrant who became CEO of a Fortune 50 company, and an inspiration to so many around the world, including me. So, my boyfriend gifted me this book. In the book, Indra Nooyi talks about her life, starting from her early childhood, telling what moulded and prepared her to reach the heights in her career. The distance between number one and number two is a constant. He meant that when a leader overperforms, the team comes along with him or her; when the leader underperforms, the same thing happens. we’ve got 41 CEOs. That’s a big number. But it’s less than 9 percent of the Fortune 500 CEOs. There’s lots of room for women to grow and ascend as CEOs. The other part is that being a CEO is not the only hope, dream, and aspiration of many women. Women want to be entrepreneurs. Women want to start companies. Women want to run NGOs. Women want to be in other positions in society. That’s OK. All that we’re saying is whatever you want to do, we want to make sure that there are more tailwinds than headwinds when it comes to work and family and the integration of the two.

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When you’re a CEO, you’re always thinking about weighty things about the company—either a decision you have to make or data you’re looking at that could impact the quarter or the year. You’re in possession of a lot of data. You have to make sure that, whether it’s at home or anywhere, you don’t leave the data for people to see by accident and then blurt it out. People don’t realize it’s highly confidential, even for family members. After finishing the book, I listened to Guy Raz's interview with her, which provides additional insight into Indra's personality and how she sees this world. Though I enjoyed knowing about her journey, the book is not very engaging. She did not talk about any sensitive issues; there were no opinions - played very safe. It felt like the book is her way of showing gratitude to the people and organizations she worked with. I wish the focus of the book was more on her thoughts and feelings around her life experiences, her wins and, most importantly, her failures; which would have made it more insightful, and which I believe people are looking for from the experience of such great leaders. If you really are in a war for talent, you should want these women to come into your company. If that’s the case, let’s find a way to make all of the family responsibilities equal between men and women. Let’s find a way to make it easier for women to come into the workplace and retain their jobs as opposed to dropping out in large numbers. So men in power have to start discussing these issues with a lot more heart than just saying, “Oh god, it’s a feminist issue.” This is an issue that has to be approached like an economist. It’s a resource that has to be allocated in the economy to improve the GDP of the country.

central to the HR agenda, not something that ebbs and flows with the quality of a diversity and inclusion leader. One of two things has to happen for us to really make boards think about D&I in a wholly different way. Boards need to change their mindset so they can start to embrace these notions, and they need What a ride. First of all, Nooyi's work ethic and discipline will put any CEO, manager, and policymaker to shame. My jaw dropped. This is a must-read guide-book for anyone interested in management, policymaking, and resource allocation. Nooyi brilliantly highlights the importance of connections between private and public sectors, governments (and their agencies), academia, science, community groups, and philanthropic organizations. These entities are not mutually exclusive and decisions must be made utilizing the interconnectedness between them. So, while I devoted every drop of my talent and time to it all, my success was actually a bit like winning the lottery.For the first time and in raw detail, Nooyi also lays bare the difficulties that came with managing her demanding job with a growing family, and what she learned along the way. She makes a clear, actionable, urgent call for business and government to prioritize the care ecosystem, paid leave and work flexibility, and a convincing argument for how improving company and community support for young family builders will unleash the economy’s full potential. Nooyi is a small village near Mangalore, and my in-laws loved that I carried the name in my pursuits in the US and put their tiny town on the map. Getting into the nitty-gritty of EVERYTHING - the fantastic story of the 1.5 Billion IT project she took apart herself. Listen to me," my mother replied. "You may be the president or whatever of PepsiCo, but when you come home, you are a wife and a mother and a daughter. Nobody can take your place. "So you leave that crown in the garage." everybody feel welcome and included? That requires deep involvement by all people in power to make sure that you identify bad behavior that’s not inclusive, nip it in the bud, and model the right behavior. A D&I officer can’t do it. It has to be a responsibility and a tone at the top. And boards have to ask CEOs, “Why are your metrics not trending in the right way? Are you really looking for the right