Open Letter To Boomer CEOs

Dear Boomer-Uncles of India Inc.,

Well, this is what you are being called by GenZ now.

It’s time for a reality check. No, not the kind that requires more 90-hour workweeks, but the one that forces you to step back and think: when did corporate leadership in India become so out of touch?

The recent debacle sparked by L&T Chairman SN Subrahmanyan’s remarks about 90-hour work weeks was just the latest example of how much of corporate India remains stuck in outdated leadership models. And it’s no longer about one misstep or an ill-judged comment, but about the glaring irrelevance of too many leaders who have overstayed their welcome and failed to evolve with the times.

You, dear Boomer Uncles, (as we don’t have many of Gen-Boomer leader-aunts) often find yourselves surrounded by sycophantic boards, directors who serve on multiple boards and have a cozy comfort, and compliant executives who are too afraid to challenge your status quo. This self-congratulatory echo chamber has fostered complacency and arrogance in corporate boardrooms. As they say, it’s fine until the music stops.

Leaders like you have built entire empires on myths of long hours, hard work, and a “command and control” style that no longer works in a world dominated by technology, younger generations, and new values. But beyond this, there are deeper issues that need to be addressed.

You continue to maintain rigid, top-down structures that no longer serve the needs of modern businesses. While your generation thrived in hierarchical systems, today’s employees seek more autonomy, creativity, and collaboration. A shift towards more horizontal, inclusive leadership models would not only make businesses more agile, but would also align with the evolving expectations of the workforce.

Too many of you still resist embracing new technologies, whether out of discomfort or simple reluctance to learn. While you hold onto legacy systems, younger leaders are driving change through digital innovation, making better use of AI, data analytics, and automation to streamline processes and stay competitive. The fact is, today’s CEOs need to be tech-savvy to survive and thrive in the modern business landscape.

Work-life balance isn’t some Western idea, but rather a basic human need. Your glorification of long working hours as a badge of honour is, frankly, baffling. Not only do these outdated views reflect a lack of understanding of the modern workforce, but they also disrespect the progress we’ve made in attempting, yes attempting but not yet solved, to promote gender equality, work-life balance, and the shared responsibilities of family life. Your comments, no matter how intended, are tone-deaf to these changes. Long hours often lead to burnout, diminished productivity, and employee dissatisfaction. The younger generation knows this. They aren’t waiting for your outdated wisdom on how they should work. They’re creating new models of leadership based on empowerment, flexibility, and influence.

Then, there’s the issue of succession planning—or rather, the complete lack of it. Too many of you view your leadership positions as personal sinecures, ensuring no one challenges your authority. In regulated industries like banking, it’s become a norm for boards to seek extensions for CEOs, citing their irreplaceability. This is not leadership; it’s a governance and even a regulatory failure.

When the only way a leader can leave is through death or forced retirement, it signals a lack of preparation for the future. Indian corporates must mandate retirement ages, even in the private sector. With 80 crore Indians under the age of 35, there’s no shortage of talent ready to take the reins and lead the country’s enterprises and the economy. Younger leaders bring fresh perspectives, a deep understanding of technology, and an ability to connect with the aspirations of today’s workforce. By clinging to outdated leadership models, you are not only being unfair to the next generation; you are being inefficient and hurting your enterprise.

Much of the failure within India Inc. can be traced back to outdated HR practices. HR departments often act as gatekeepers for CEOs, policing everything from compensation to workplace hashtags like culture, yet rarely challenge the status quo. HR must become a disruptor, constantly assessing workforce needs, adapting to new ways of working, and understanding the complexities of modern leadership. In today’s world, HR must focus on real issues—like driving meaningful reforms and understanding employee expectations—rather than treating work-life balance as some binary concept to be casually dismissed.

Let’s not forget the digital age. Subrahmanyan’s leaked remarks also serve as a cautionary tale about how CEOs communicate today. In an era where everything is public, corporate leaders must be mindful of what they say, how they say it, and to whom. The internal speech that was leaked to the public is a reminder of how vulnerable today’s leadership can be. The next time you speak in a boardroom or a townhall or make an offhand comment, remember: there’s a good chance it could be broadcast to the world. So, mind your tone, and more importantly, mind your language. This is the digital age, and transparency is not optional.

The most effective leaders are those who can make themselves dispensable. You should be empowering the next generation, building institutions that thrive in your absence. Instead, many of you continue to cling to a false sense of indispensability, driven by personal insecurity or convenience. Leadership isn’t about control or how many hours you work. It’s about influence, impact, and the ability to create a legacy that doesn’t rely on your continued presence. And that, Boomer Uncles, is the only true testament to your leadership vision: succession planning.

Complacency in Governance: Too many of you still rely on outdated governance structures that do little to foster innovation or challenge the status quo. Independent directors, often serving on multiple boards, create a bubble of familiarity that breeds complacency and hampers growth. You’ve surrounded yourselves with people who tell you what you want to hear, instead of listening to what’s needed to drive change.

Lack of Adaptation to Global Diversity: Your generation grew up in a world where diversity wasn’t a major focus in the workplace. But in today’s globalised world, diversity of thought, culture, and experience is what fuels innovation. You must adapt your leadership style to include diverse perspectives and to support inclusivity in every aspect of the business.

Failure to Leverage Employee Insights: Many of you fail to tap into the fresh, innovative ideas that younger employees bring to the table. You remain stuck in your own ways, unwilling to listen and adapt to the new generation’s needs. Today’s leaders must engage actively with younger talent and incorporate their insights into the strategic direction of the business.

So, it’s time. Time for you to embrace change, step aside, and make way for the next generation of leaders. They’re no different from you at their age: driven, ambitious, and eager to change the world. The difference is, they’re doing it in a rapidly changing environment, with fresh perspectives and a willingness to adapt. Step aside gracefully, and let the younger generation take the wheel. After all, you had your time—now it’s theirs.

Yours in Change,

looking at how to gracefully retire at the right time.

Dr. Srinath Sridharan is a policy researcher and corporate advisor.

Disclaimer: The views expressed here are those of the author, and do not necessarily represent the views of NDTV Profit or its editorial team.