Sumer Datta engagement report

Best tweets

• Jul 31, 20245.0x their median

  https://t.co/bfDYVG10OQ

  5.9K2473061875.1M viewsView on X
• May 14, 20252.2x their median

  This is the real reason women in senior roles don’t succeed. + It’s not about competence. + It’s not about capability. + It’s not even about opportunity anymore. It’s about power. And the fact that too many men still don’t know how to take orders from a woman. We celebrate when a woman reaches the C-suite. But what happens next? Resistance. Undermining. Dismissal disguised as “feedback.” Men who have taken orders from other men their entire careers suddenly find it uncomfortable. They hesitate. They challenge decisions they wouldn’t question from a male boss. Because deep down, too many still equate female authority with weakness and male dominance with leadership. I still remember an incident from years ago. I promoted a woman into a senior leadership role, someone brilliant, capable, and more than deserving of the position. Within a week, the shift was obvious. The same male peers who once collaborated with her seamlessly began questioning her decisions, debating instructions, and turning meetings into subtle power struggles. Nothing about her leadership had changed, except that now, she had authority. And for some men, that was the problem. This isn’t an isolated incident, the data confirms it: ✔ A Harvard Business Review study found that men are more likely to challenge, interrupt, or downplay a woman leader’s authority compared to her male counterparts. ✔ Women hold just 10.4% of Fortune 500 CEO roles, despite proving equal or better leadership performance in key areas like innovation, collaboration, and crisis management. ✔ In a study of performance reviews by Stanford Business Group, women received more vague feedback, while men received actionable, career-advancing advice. So it’s not about ability. It’s about the system still not being ready for women in power. This needs to change. ✅ Stop expecting women to “prove” themselves more than men: A man’s confidence is taken at face value. A woman’s is questioned. That needs to end. ✅ Call out the double standards: Men are “assertive.” Women are “aggressive.” Men are “leaders.” Women are “bossy.” This language shapes perception, and it needs to go. ✅ Women should never undermine their value: Your leadership, expertise, and authority deserve to be recognised. Don’t wait for permission, demand the seat, own the space, and ask for what you're worth. Women don’t need help succeeding. They need men to stop getting in the way. Because the problem isn’t women’s leadership. It’s the world’s inability to accept it. (posting again)

  2.0K172256485.1M viewsView on X
• Apr 9, 20251.8x their median

  5 years ago, I almost died. It was October of 2020, and I was having a casual dinner with my friends, full of laughter, food and conversation. Nothing out of the ordinary, until everything changed. One moment, I was talking. The next, a blinding headache and I fell unconscious. It was a brain haemorrhage, followed by a coma that lasted four months. What followed were two of the toughest years of my life. No work. No movement. No memory. Just hospitals, rehab, physiotherapy, yoga, JOGO, reflexology, and uncertainty. Today, on World Health Day, I’m not sharing this to shock you. I’m sharing this to remind you: Health is everything. Your title, your deadlines, your inbox, none of it matters when your body gives up. The UN labour agency reports that stress, overtime, and workplace disease contribute to 2.8 million worker deaths annually. (Source: United Nations ILO) + We normalise exhaustion. + We wear stress like a badge of honour. + We chase numbers but ignore the signals. We glorify burnout while ignoring its consequences. We celebrate the 80-hour workweek while hiding the heart attacks that follow. And I get it. I’ve done it too. But take it from someone who’s seen the other side, nothing is worth your health. So, this World Health Day, I’m asking you to: ✅ Prioritise rest. ✅ Check in on yourself. ✅ Say no when you need to. And please, don’t wait for a hospital bed to start listening to your body. Because none of your workplace achievements will matter when you're fighting for your life in a hospital bed. Trust me. I've been there. (P.s: The picture on the left is from the lowest point of my life when I just came back from the hospital.)

  2.3K4011243.6M viewsView on X
• Jun 2, 20251.8x their median

  I started my first company, Noble House Consulting Pte., from a garage with just ₹500 in my pocket. No investors. No safety net. Just a vision and my relentless grit. About a year and a half in, Ravi Virmani joined me as my partner. Together, we turned a small operation in a garage into a thriving enterprise, brick by brick. I will forever remain grateful for the part he played in shaping the foundation of what we built. The journey from that garage to where I stand today has been anything but ordinary. Noble House grew into Noble and Hewitt, then into Hewitt Associates, and eventually Aon - one of the biggest names in HR consulting. And yes, I’m proud to still serve as Senior Advisor to Aon, a company that helped shape the HR industry in ways I could only dream of back when I started. But when Noble and Hewitt became Hewitt, something special happened - I got to keep the name "Noble House". 7 years ago, I relaunched it as a gig economy platform built for the future of work. Today, we provide organisations with highly skilled professionals - gig workers who define their own terms. Whether it’s six months a year, three weeks a month, or even just one week, we match their expertise with the needs of dynamic businesses. In a fast-moving world, businesses need agility, and workers need flexibility. Noble House makes that happen. We're not just shaping the future of work - we’re building it. So, if you're ready to rethink how you hire, scale, and grow - let's talk. Find the talent you need, on your terms. The future of work is already here.

  2.1K9164141575K viewsView on X
• Apr 19, 20251.8x their median

  5 years ago, I almost died. It was October of 2020, and I was having a casual dinner with my friends, full of laughter, food and conversation. Nothing out of the ordinary, until everything changed. One moment, I was talking. The next, a blinding headache and I fell unconscious. It was a brain haemorrhage, followed by a coma that lasted four months. What followed were two of the toughest years of my life. No work. No movement. No memory. Just hospitals, rehab, physiotherapy, yoga, JOGO, reflexology, and uncertainty. Today, on World Health Day, I’m not sharing this to shock you. I’m sharing this to remind you: Health is everything. Your title, your deadlines, your inbox, none of it matters when your body gives up. The UN labour agency reports that stress, overtime, and workplace disease contribute to 2.8 million worker deaths annually. (Source: United Nations ILO) + We normalise exhaustion. + We wear stress like a badge of honour. + We chase numbers but ignore the signals. We glorify burnout while ignoring its consequences. We celebrate the 80-hour workweek while hiding the heart attacks that follow. And I get it. I’ve done it too. But take it from someone who’s seen the other side, nothing is worth your health. So, this World Health Day, I’m asking you to: ✅ Prioritise rest. ✅ Check in on yourself. ✅ Say no when you need to. And please, don’t wait for a hospital bed to start listening to your body. Because none of your workplace achievements will matter when you're fighting for your life in a hospital bed. Trust me. I've been there. (P.s: The picture on the left is from the lowest point of my life when I just came back from the hospital.) (Posted again)

  2.2K1811092773K viewsView on X
• May 5, 20251.8x their median

  If I could go back to my first day in HR, I’d tell myself just this 1 thing: “It’s not about policies. It’s about people.” I still remember my first day. Fresh suit. Nervous excitement. Back then, I thought HR was about rules, compliance, and processes. I thought my job was to manage policies, fix problems, and keep things running smoothly. How wrong I was. The real job is to understand people. Because here’s the truth no one tells you on Day 1: People don’t thrive because of policies. They thrive when you meet them where they are. Everyone walks into work with a story. Different needs. Different motivations. Different struggles. + Some are juggling personal challenges. + Some are looking for growth and meaning. + Some are just trying to get through the day. Your job isn’t to fit them into rigid boxes or enforce outdated processes. It’s to create space for them to thrive. Simplify processes. Remove roadblocks. Unlock maximum potential Make their lives easier, not harder. Because if you focus on the policies, you’ll miss the people. And without the people, there is no business. So, to anyone starting out in HR today: You’re not just managing people. You’re building the future of work. People will look to you for guidance, trust, and growth. What you do today will ripple into the careers, lives, and legacies of tomorrow. Make it count.

  2.1K201251372.3M viewsView on X
• Apr 22, 20251.8x their median

  "Give me a week, and I’ll start changing how you see this role." A candidate said this to me during an interview once, and I hired him instantly. The confidence, the ambition, the mindset, it was all there in that one line. It wasn’t the typical stuff we hear: “I’m a hard worker,” “I’m a team player,” or “I have experience.” This candidate? He delivered humility and hunger in one simple sentence. It wasn’t about showing off achievements or listing skills. It was about mindset. + The willingness to learn. + The hunger to grow and excel. + The understanding that you can always do better. And that’s exactly what companies want. I don’t understand, when did interviews become all about discussing your past? They should be about showing your potential and answering the real questions: What can you do for us? How will you make things better? Having taken countless interviews over the years, I’ve seen it all. But I’ve hired people for one simple reason: they brought something different to the table. Here’s what set them apart: ✅ They asked questions that made me think. Most candidates ask the usual “What’s the team structure?” But one candidate asked, “What are you struggling with as a team right now?” That hit me. He wasn’t just interested in the job, he was focused on solving real problems. I hired him because I knew his mindset would help us move forward and it did. ✅ They challenged the status quo, respectfully. One candidate didn’t just tell me about her previous roles; she came prepared with suggestions on how to improve our processes after researching our company thoroughly. Her suggestions were bold. That mindset is exactly what we need in leadership. She’s been a key player in our innovation strategies ever since. Because here’s the truth: Your qualifications matter, but they won’t make you stand out. What makes you irreplaceable is the fire in your belly. The desire to grow, evolve, and take your team along for the journey. So, when you step into an interview room, don’t just talk about what you’ve done, show them what you can do. And remember: Humility + Curiosity = Future Leader.

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• Apr 26, 20251.8x their median

  Howard Schultz, former CEO of Starbucks, closed 8,000 Starbucks stores in 2018. And the reason might shock you. It wasn’t to fix the bottom line, launch a new product, or even cut costs. It was for racial bias training, after an incident in Philadelphia. Two black men were arrested for sitting without making a purchase, and Schultz made the bold move to shut down stores across the U.S. for hours to fix the issue. The critics came fast. People said it would cost millions. That it would damage the brand. But Schultz knew what so many leaders refuse to admit: Leadership isn’t about being liked. It’s about being respected. And the long-term results were undeniable. Starbucks became a leader in corporate responsibility, gaining the trust and respect of consumers for taking a stand. I learnt my own version of this lesson years ago. I had a high-performing team member, and his results were off the charts. But behind closed doors, he was toxic. + Dismissive + Disrespectful + His attitude was eating away at the team’s spirit. I knew I had to make a choice. I pulled him aside and said, “Your numbers are great, but I’m not tolerating the way you treat your colleagues.” The room was filled with raised eyebrows. People thought I was crazy. “He’s your top performer! You’ll lose him!” That decision wasn’t easy. It wasn’t popular. But it was necessary. And over time, the environment shifted. People felt heard. Productivity went up. Others stepped up. It’s easy to be liked when you’re always saying yes. It takes courage to make the tough calls that push people to grow, even when it’s uncomfortable. So, remember this: Leadership is about making the hard decisions. It’s about doing what’s right, not what’s easy. Because respect doesn’t always come with applause. But it builds legacies.

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• Jun 9, 20251.7x their median

  During an event, someone asked me, “Why did you leave behind your high-paying job in finance to start a career in the HR industry?” I started my career as a management accountant at Escorts Kubota Limited, one of the leading companies in India, with plans to stay for five years. Soon, I grew bored of my job and wanted to do something different. One day, I went to my HR friend and asked him for the names and addresses of the recruitment consultants they dealt with. He gave me a long list, about ten pages. I took two days off, met with every consultant on that list, and realised something crucial, they didn’t understand what we needed. I told my HR friend, “You are dealing with the wrong people. These people don't understand what we need. I will do it myself.” And I did. But that's when I realised this was a common problem that needed a concrete solution. So, I quit my job at Escorts and that’s when Noble House Consulting Pte. was born in 1989, with a clear goal - to help companies hire the right talent. Walking away from a stable, high-paying career wasn’t easy, but I knew that if I wanted real change, I had to create it myself. I saw a problem, and I was determined to solve it my way. It was challenging, but looking back, it was the boldest and best decision I ever made.

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• Apr 30, 20251.7x their median

  This is how you can spot a future leader in just one conversation. They don’t need validation. In fact, they’ll make you question if the rules even matter. As someone who’s seen the ins and outs of corporate life for four decades, I can tell you this: Real leadership doesn’t wait for permission. It doesn’t need applause, recognition, or a pat on the back. The truly great ones challenge the status quo and push the limits of what’s possible. So, how do you spot them? Here’s what you need to look for: 1️⃣ They are comfortable with discomfort. When everyone else is following the playbook, they’re rewriting it. They won’t wait for permission, they’ll act, even if it ruffles some feathers. 2️⃣ They speak the truth, even when it’s hard. These leaders don’t shy away from uncomfortable conversations. They won’t sugarcoat the truth, and make you question your assumptions. 3️⃣ They lead without titles. Leadership is about influence, not a nameplate. You don’t need a title to make an impact. The future leader leads by example. Take Sundar Pichai for example. Pichai rose quietly but steadily through Google's ranks, not by chasing titles, but by consistently solving hard problems and inspiring teams. When Google faced intense competition and internal challenges, it was Pichai’s calm, strategic leadership that steered key products like Chrome and Android to global dominance. He didn't need loud moves; his vision, resilience, and ability to unite people under a common goal made the difference. Now imagine that kind of leader in your organisation. These leaders drive growth, shape culture, and inspire teams. + They don’t just manage, they transform. + They see opportunities where others see obstacles. + They create a future that is more innovative, more inclusive, and more aligned with what the business needs And in doing so, they transform companies and cultures.

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