Name: Anoop Suri

Title: Executive Director

Organisation: Leminscate Hospitality Initiative

Anoop Suri is a highly accomplished senior business management professional with over 30 years of experience in driving revenue growth and operational excellence across various sectors, including Hospitality, Tourism, Education, and Non-Profit. His extensive career includes leadership roles in prestigious organizations, where he has consistently achieved business growth objectives while managing diverse teams across multiple geographical locations.

Anoop has a proven track record in training and development, successfully leading programs for executives and managers focused on enhancing skills in general management, customer relationship management, and operational efficiency. He excels in developing effective policies and service standards that reduce costs and improve organizational capacity.

His educational credentials include an MBA from UniMarconi University in Italy and several professional certifications, such as Certified Hospitality Administrator (CHA). Anoop's contributions to the industry have been recognized through numerous awards, including the Excellence in Innovative Leadership from the World Leadership Federation.

As an author of multiple textbooks on hospitality management and a sought-after speaker at industry events, Anoop continues to influence the field significantly. His commitment to excellence positions him as a leading figure in business management, dedicated to fostering growth and innovation.

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Anoop's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

As a leader with extensive experience in hospitality, tourism, education, and non-profit sectors across diverse geographies, I prioritize building trust with employees, customers, and stakeholders through a combination of transparency, empathy, and consistent performance. My leadership philosophy is rooted in fostering collaboration and delivering value while upholding the highest ethical standards. Here’s how I achieve this:

For Employees:

* I lead by example, demonstrating integrity and accountability in all actions.

* I invest in capacity-building initiatives, such as training programs and mentorship, to empower teams to grow professionally.

* I maintain open communication channels to encourage feedback, address concerns promptly, and ensure inclusivity.

* By recognizing achievements and fostering a culture of respect, I create an environment where employees feel valued.

For Customers:

* I focus on understanding customer needs through active listening and personalized service delivery.

* By implementing effective service standards and operational policies, I ensure consistent quality and satisfaction.

* Transparency in communication and a commitment to resolving issues swiftly help me build long-term customer loyalty.

For Other Stakeholders:

* I align organizational goals with stakeholder expectations by fostering partnerships based on mutual trust and shared values.

* Through strategic planning and efficient resource management, I deliver measurable outcomes that build confidence among investors and collaborators.

* Regular updates on progress and achievements keep stakeholders informed and engaged.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

To me, vision and mission are the cornerstones of leadership, serving as both a compass and a roadmap for achieving organizational goals while aligning personal and team objectives. My experience has reinforced their importance in guiding my actions and policies.

* Vision represents the aspirational future I strive to create for the organization. It is about setting a clear, inspiring direction that motivates everyone to work towards a common goal. For example, in my leadership roles, I have envisioned creating customer-centric organizations that deliver exceptional service while fostering innovation and sustainability.

* Mission defines the purpose and values that drive day-to-day operations. It translates the vision into actionable steps by outlining what we do, who we serve, and how we deliver value. In practice, this has meant implementing effective service standards, capacity-building initiatives, and operational policies that align with our core purpose.

In real-world business, I use vision and mission to:

* Develop strategic plans that align organizational goals with stakeholder expectations.

* Inspire employees by guiding and motivating them to break down organizational objectives into their own personal and professional goals. This ensures that they not only align with the organization’s vision but also find purpose and growth in their roles.

* Foster collaboration by communicating the “why” behind decisions, which builds trust and engagement among teams and stakeholders.

By integrating vision and mission into every decision, I ensure consistency in achieving sustainable growth while empowering individuals within the organization to thrive.

3. How can a leader empower the people they're leading?

Empowering the people I lead has always been central to my leadership philosophy, shaped by decades of experience. I believe empowerment is about enabling individuals to realize their potential while aligning their goals with the organization’s vision.

Here’s how I achieve this:

* Fostering Ownership: I encourage team members to take ownership of their roles by providing them with clear objectives and the autonomy to make decisions. This builds confidence and accountability.

* Guiding Goal Alignment: I work closely with individuals to help them break down organizational goals into personal and professional milestones. This ensures they feel motivated and see their contributions as meaningful to both their growth and the organization’s success.

* Investing in Development: Through training programs, mentorship, and capacity-building initiatives, I provide the tools and knowledge needed for employees to excel in their roles and prepare for future challenges.

* Recognizing Contributions: Celebrating achievements—big or small—reinforces a sense of value and inspires continued effort.

* Creating Open Communication Channels: By fostering a culture of trust and transparency, I ensure that everyone feels heard and supported in voicing ideas or concerns.

Empowerment is not just about delegation; it’s about inspiring confidence, fostering collaboration, and unlocking potential to drive both individual and organizational success.

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

Throughout my life, I’ve been blessed to have mentors who shaped my values and leadership style, including my parents, teachers, friends, and peers. Among them, my mother’s wisdom has profoundly influenced me. One particular story from my childhood has stayed with me and continues to guide my approach to leadership.

I vividly remember accompanying my mother to a local market in India. We stopped at a small vegetable stall run by an elderly woman who was visibly poor but carried herself with dignity. My mother often bought from her, not out of charity but out of respect for her hard work.

During one visit, the woman shared her story. Despite her struggles, she sent her children to good schools, ensuring they received a quality education. She never accepted charity or anything free; instead, she taught her children the value of earning their way through life. They worked with her on their small farm while excelling in their studies and growing into practical, grounded individuals.

As we walked back home, my mother explained to me: “Don’t be impressed by wealth or power; they don’t always teach you the right lessons. True wisdom often comes from those who face life’s toughest challenges with integrity and perseverance.” She emphasized that it’s not the pomp or status of a person that matters, but their character and the values they live by.

This lesson shaped my belief in respecting everyone’s journey and valuing diverse perspectives. It reminds me as a leader to remain grounded, empathetic, and open to learning from anyone, regardless of their position in life.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

Leadership, to me, is as much about what you don’t do as it is about what you actively pursue. Maintaining focus in my role requires discipline, introspection, and a commitment to personal growth. Over the years, I’ve developed practices that help me stay grounded and lead effectively.

* Reading and Learning: I dedicate time to reading extensively across disciplines. Books, articles, and case studies not only broaden my perspective but also keep me inspired and informed. Sharing these learnings with my team fosters a culture of continuous improvement.

* Storytelling and Listening: I believe in the power of stories—both sharing my own experiences and listening to others. These exchanges build trust, inspire collaboration, and remind me of the diverse challenges and triumphs that shape individuals’ journeys.

* Meditation and Breathing Exercises: Daily meditation and breathing practices are integral to my routine. They help me manage stress, maintain clarity, and approach challenges with a calm, focused mindset.

* Organizing and Journaling: I keep a detailed diary to organize my thoughts, set priorities, and reflect on progress. This habit ensures that I stay aligned with both short-term tasks and long-term goals while fostering accountability.

By consciously avoiding distractions like micromanagement or reactive decision-making, I empower my team to take ownership of their roles. These practices allow me to lead with intention, ensuring that my focus remains on driving meaningful outcomes for the organization and its people.

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

If You Fail to Plan, You Plan to Fail:

My Approach to Planning Planning is the foundation of effective leadership, and I have always believed that a well-structured plan is essential for achieving both short-term and long-term goals. With extensive experience across industries, I have developed a systematic approach to planning that ensures alignment with organizational objectives while fostering adaptability. Here’s how I approach planning for the week, month, and years ahead.

Weekly Planning: Staying Focused on Immediate Priorities

At the start of each week, I review my diary to organize tasks and set priorities. I break down larger objectives into smaller, actionable steps to ensure clarity and focus. This includes scheduling meetings, allocating time for team interactions, and dedicating space for personal growth activities such as reading or writing. Weekly planning helps me stay on top of immediate operational needs while maintaining a balance between strategic thinking and execution. Monthly Planning: Tracking Progress and Recalibrating

Monthly planning allows me to step back and assess progress on key projects. I collaborate with my team to review outcomes, identify challenges, and recalibrate strategies if needed. This process ensures that we remain aligned with our goals while addressing any roadblocks proactively. Additionally, I use this time to engage in capacity-building initiatives—mentoring team members or organizing training programs—to foster growth within the organization.

Long-Term Planning: Vision-Driven Milestones

Long-term planning is where my leadership vision truly comes into play. I begin by defining a clear vision for the organization and then break it down into smaller 3-5 year goals. These intermediate milestones serve as stepping stones toward achieving larger objectives.

Reflection and Reviews:

Reflection is a critical part of my long-term planning process. I regularly review past work and evaluate the effectiveness of my strategies. This helps me identify what worked well, learn from challenges, and refine my plans accordingly. By combining structured timelines with periodic reviews, I ensure that long-term plans remain relevant and actionable.

Planning for me is not just about setting goals but about creating a roadmap that aligns organizational success with individual growth. By focusing on weekly execution, monthly reviews, and long-term vision-setting, I ensure that every step contributes meaningfully toward achieving sustainable outcomes.

7. What advice would you give to a young leader who is struggling to delegate effectively?

Delegation is one of the most critical skills for any leader, yet it can often feel challenging, especially for young leaders who may fear losing control or worry about the outcome. Based on my experience, here’s the advice I would give to a young leader struggling to delegate effectively:

* Understand That Delegation is Not Weakness: Delegation doesn’t mean relinquishing responsibility; it means empowering your team to take ownership. Trust in their abilities and recognize that you don’t have to do everything yourself to succeed.

* Know Your Team: Take time to understand the strengths, weaknesses, and aspirations of your team members. Assign tasks that align with their skills and interests, ensuring they feel confident and motivated.

* Communicate Clearly: When delegating, provide clear instructions, expectations, and deadlines. Ambiguity can lead to confusion and mistakes, so ensure your team knows exactly what is required.

* Let Go of Perfectionism: As a leader, it’s important to accept that others may approach tasks differently than you would—and that’s okay. Focus on the outcomes rather than micromanaging every step.

* Provide Support and Feedback: Delegation doesn’t end with assigning a task. Be available for guidance and provide constructive feedback once the task is complete. Celebrate successes and use challenges as learning opportunities.

* Reflect on Your Own Growth: Delegation allows you to focus on strategic priorities while developing your team’s capabilities. Over time, you’ll find that empowering others not only lightens your workload but also builds trust and strengthens the organization.

Remember, leadership isn’t about doing everything yourself—it’s about inspiring others to achieve shared goals. By delegating effectively, you’re not only enhancing your team’s potential but also growing as a leader yourself.