Over the years, people have pronounced my name in many different ways:
SIT-AL is how most folks know me
SEE-TUL is what I hear from uncles and aunts
SHEE-TUL comes from people in India
SIT-ALL is what Americans say
SIT-LO is what my friends in the UK call me
SIT-OO is my name with close family
SID is still how my former university friends still refer to me 😊
(And I won’t even get started on how my surname is pronounced!)
And honestly? I don’t mind. Variations in pronunciation don’t change who I am. I care less about how people say my name and more about the qualities, and values they see.
Professional Titles: Less Important Than You Think
In the same way, I’ve never been too focused on my professional title.
BUT in many cultures, especially across Asia, titles hold significant importance. However, this is changing.
As we move into a more dynamic, skills-based work environment, titles matter less and less. It’s the underlying skills, traits, and leadership qualities that drive success – this applies not just to individuals navigating career transitions, but also to leaders building future-ready teams.
For Individuals in Career Transition: Focus on Skills Over Titles
Just as my name gets pronounced differently across cultures, job titles carry different meanings across organizations. With Talent X Tech – the intersection of emerging technology and human skills – new roles/career paths are evolving. Your past title matters less than the portable skills, traits, values you bring.
Organizations need talent with the skills & learning agility to experiment with new technologies, adapt quickly, & drive impactful solutions for tomorrow’s business challenges.
For Leaders Building Teams: Hire for the Future, Not Just for Today
In today’s business environment, leaders must look beyond titles when building teams. At orgs are reshaped at Talent X Tech intersection – leaders need to hire for future-ready skills like digital literacy, critical thinking, creativity/innovation mindset and agility.
Too often, hiring decisions focus on past experience and current business needs. But true succession planning should focus on where the business is heading. What are the long-term goals, and what leadership qualities will help take you and your teams on that journey?
Three Questions:
1. How do people see you – by your title or by the unique skills and value you bring?
2. When assessing talent, do you focus on their past titles or their future skills and potential? Are you culturally sensitive across different markets?
3. Finally, how do you pronounce ‘Sital’?😊
(Image: Created with Napkin AI)
