In this thought-provoking piece shared exclusively with CXO Lanes, Basant K Tripathi, Director- Employee Experience at GBG Plc, reflects on the critical importance of context in shaping and applying skills. Drawing from his extensive career in HR leadership, Tripathi shares key lessons on adaptability, leadership, and lifelong learning in an ever-evolving global landscape.
In his own words, Basant shares:
This topic came to mind during a recent conversation with my friend. We were discussing the nature of skills and how their true value lies in their context, which left me reflecting on how crucial this concept is in both personal and professional growth.
Over the course of my career, one thing has become abundantly clear: skill is never absolute; it’s always contextual. From my early days in HR to my current role as Employee Experience Director at GBG Plc, I have realized that no matter how proficient we are in a particular skill, its application is always dependent on the environment we find ourselves in.
The Importance of Context
When I began my career at Koshika Telecom back in the late 1990s, I believed that mastering HR fundamentals would be the key to success. But as I moved across industries and regions—from telecoms in India to global tech leadership roles at AVEVA and now GBG Plc—I saw how much context shapes the value of any skill. A policy or engagement strategy that works seamlessly in one company or culture might fall flat in another. The ability to adapt and reshape those skills based on the unique environment you’re in is crucial.
For example, during my tenure as Global Strategic HR Business Partner at AVEVA, I was tasked with embedding HR strategy across a newly merged entity following the integration of AVEVA and Schneider Electric’s software business. The technical skills I had developed over the years helped, but the real challenge lay in understanding the cultural differences between the two companies. To achieve success, I had to not only rely on my HR expertise but also navigate and integrate varying corporate cultures, leadership behaviors, and employee expectations. Without understanding the context, no amount of technical skill would have been enough.
Adaptability: The Critical Skill
This lesson continues to be true in my current role as Employee Experience Director at GBG, where the company spans multiple regions, each with its own unique challenges. Designing and aligning strategies for the go-to-market (GTM) function across regions like EMEA, the US, and ANZ requires a deep understanding of local market dynamics and growth ambitions. My experience in managing global teams has shown me that adaptability is the most important skill of all.
For example, the project I am currently leading to evaluate and optimize our GTM structure illustrates this perfectly. While I have led organizational design initiatives in the past, this project involves understanding how local market conditions impact our structure differently in each region. The skills I have built over the years are invaluable, but applying them in a way that reflects the specific needs of each region is what makes the initiative successful. Adapting to the nuances of our workforce and business goals across regions is crucial to delivering meaningful outcomes.
Leadership in Context
Leadership is another area where context is everything. As HR leaders, we often talk about the importance of leadership development. But the truth is, leadership isn’t a one-size-fits-all concept. Throughout my career, I have had the privilege of mentoring and developing leaders across various industries, from telecoms to tech. But one thing I have learned is that how you lead depends entirely on the context you’re in.
For instance, as a mentor for the University of Cambridge’s Institute for Sustainability Leadership, I work with innovators and entrepreneurs to help them integrate sustainability into their businesses. The leadership challenges they face are different from those I encountered in my corporate roles. Here, the focus is on creating lasting value for both the planet and the business—a balance that requires a completely different mindset compared to driving operational efficiency in a corporate environment. Understanding the context of each situation allows leaders to adapt and thrive.
Lifelong Learning and the Power of Context
The evolving nature of skills is why I believe so strongly in the power of lifelong learning. In every role I have held—whether managing HR functions across Asia-Pacific at Schneider Electric or managing global HR operations at Huawei or Nokia Siemens Networks—there has been an opportunity to not just learn new skills but to unlearn old ones and apply them in new ways.
At GBG, our focus is on creating an inclusive and high-performance culture. The tools and strategies I used in previous roles are still relevant, but they must be adapted to align with the goals and ambitions of the organization. This means constantly evolving, staying curious, and being open to change.
Conclusion
Skills are not static; they are shaped by the world around us. Whether you’re navigating a corporate merger, managing a global workforce, or leading a sustainability initiative, the key to success is understanding how to adapt your skills to the situation at hand. The more we embrace this mindset, the more effective we become—not just as professionals but as leaders.