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Let me tell you, becoming the CLO of a large IT company wasn’t exactly on my vision board. Looking back at my batchmates with their meticulously crafted career plans, I never imagined my path would lead me there, because my dreams were small and more centered around home and my family as that is what “felt right” to me. My journey was more like I was “figuring-it-out-as-I-go,” fueled by a desire to do well at whatever I tackled.

Balancing a demanding career with the ambition of being a good mom to my young son was a constant tightrope walk. Setting clear priorities along the journey was key; my son came first. There were opportunities I had to let go of, milestones my batchmates reached before me, but the joy of raising him, the cuddles on the couch after a long day, that made it all worth it. I didn’t try to be a superhero mom. I reached out for support and leaned in heavily on family, friends, and support staff. My coaches at work helped me immensely – for both my personal and professional growth, especially as this wasn’t a race I could win alone.

At times though, there was a nagging feeling that crept in, restraining me from dreaming big and whispering “maybe you don’t have it in you” or “do I deserve to be where I am.” It was the imposter syndrome, a constant companion I learned to manage during my journey, not eliminate. However, I was continuously conscious of “reinventing” myself to be at the top of my game and not a part of the furniture at my organization. So in a playing field that I had created for myself, I kept learning new things such as psychometrics, taking up new roles and opportunities within the organization and not withholding them from my team because the climb to the top wasn’t about hoarding opportunities for myself, and empowering my team meant empowering myself. When they thrived and grew, so did I. It was a win-win.

One value I fiercely believe in: a happy you equals a happy mom, a happy caregiver, and a happy professional. This is why I never shied away from doing the things that made me happy and boundaries between the personal and the professional were crucial in the process. Whether it was catching a Zumba class, going on a holiday, or simply curling up with a good book, I carved out “me-time” without guilt. A recharged Malati was a better version for everyone in my life.

Three years ago, my journey took another unexpected turn – I lost my job. Although it was unnerving, instead of letting it derail me, I saw it as an opportunity. Founding my own startup, Malati Vasudeva Consults, was a leap of faith, fueled by the same principles that had gotten me this far: being authentic, hard work, showing up everyday, and believing in the power of doing great work. Help came from surprising places, and word spread about the value I brought.

The truth is, imposter syndrome still pops up now and then, but here’s what I want you to know, especially if you’re struggling with it too: Don’t let it hold you back! Dream big, seek help when needed, and most importantly, don’t limit yourself – chase those crazy ideas. The path may not be what you expect, but the journey is worth every twist and turn.

Malati is a Human Resource professional with a global perspective on learning and development. A keen psychology student, she has over 28 years of industry experience leading global teams with a focus on strategic business priorities to drive business outcomes. She is also a psychometric practitioner, facilitator and an accredited executive coach. Malati works with Syngrity as a Lead Consultant for Learning & Talent, Leadership Development, Diversity & Inclusion and HR Processes.

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In early 2016, a close friend and former colleague approached me to incorporate theatrical elements into a nationwide Diversity, Equity & Inclusion (DEI) training program she was leading. Her need to do something novel and different emerged from the growing recognition that classroom trainings on DEI are limited in their impact and influence over the audience. Most employees see these training sessions as ‘mandatory ‘or ‘tick in the box’ sessions.

She and I wanted to bring a novel perspective to the initiative. I created scripted scenarios that spotlighted prevalent stereotypes linked to identities and gender within organizational settings. We went further down the unconventional path and opted to have employees from within the organization (who possessed some comfort with the stage) to enact these scenarios rather than professional actors. The outcome was a remarkably engaging and interactive training program that achieved 100% participant buy-in. It was during this experience that I truly grasped the potent impact of theatre on sensitive and complex subjects such as unconscious biases, intersectionality, microaggressions, empathy and so on.

In today’s landscape, where organizations are increasingly investing in DEI programs, the challenge of garnering genuine employee investment and commitment continues. It is now an established fact that the cookie cutter DEI training programs no longer make a cut. And here is where theatre comes in. Theatre, at its core, is a medium for storytelling and empathy.

Its magic lies in stories that break down walls creating a shared human experience. By putting faces and emotions to often unheard stories, it unfolds narratives that resonate across industries, hierarchies, regional differences, classes, genders and so on. In a DEI context, this means giving a voice to that which is often unheard, shedding light on perspectives that are often invisible, and articulating complex and intersectional experiences of discrimination that cannot be captured in PowerPoints and classroom training. Theatre does not shy away from putting a spotlight on the harsh realities while simultaneously navigating it with sensitivity. This immersive methodology thus serves as a mirror, reflecting and foregrounding the biases we may hold unconsciously.

But, it is not all serious stuff – interactive exercises, tailored performances, and improv inject a sense of fun and engagement into learning. I often tell my participants, ‘No PowerPoint, No Notepad, No Laptops needed! Just bring an open mind and present body and be there 100%, to immerse, experience, challenge, and change.’

For me, theatre is not just a passion but also a lived experience in the realm of DEI. Leveraging theatre for DEI training has not only unlocked avenues for transformative learning but has also nurtured a workplace culture that celebrates diversity, confronts biases, and weaves inclusion into the very fabric of the organization.

It transcends being merely a training method; instead, it signifies a journey toward authentic cultural transformation.

Monica Mahendru is a former HR practitioner and tech recruiter. Monica delved into the performing arts over a decade ago to follow her passion for acting and has since worked with global organisations coaching and facilitating workshops using theatre as a medium to engage and drive behavioural changes that IMPACT, INSPIRE and TRANSFORM.

Monica is a Master Facilitator at Syngrity and an integral part of We-Lead – our D&I offering. To know more about how we can support your D&I mandates using experiential theatre-based methods drop us a line at syngrity@syngrity.com

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