Supporting Global Capability Centers in India and Beyond

Collaboration is strongest when HQ and GCC teams operate as partners, not just client and service centre. Clear governance, shared goals, and cross‑functional training help align expectations. Rotating talent and joint initiatives foster trust, making a Global Capability Centre a strategic contributor rather than just a cost-efficient unit.

High attrition in GCCs, especially in India, is often driven by limited career growth. Providing leadership development, visible career pathways, and locally relevant training helps retain talent. Ensuring employees feel included in the global organisationorganization and have access to global opportunities strengthens engagement and loyalty.

Western leaders benefit from cultural skills training that develops awareness of local work practices, communication styles, and decision-making norms. Exposure to Indian GCC operations, mentoring, and immersive GCC training programs helps them build trust, collaborate effectively, and lead teams across cultures and time zones.

Successful GCC managers need cultural agility, cross‑cultural communication, and a global business mindset. They must balance HQ priorities with local realities, lead through influence across geographies, and embrace continuous learning to ensure the GCC contributes strategically, not just operationally.