Galih brings over 12 years of management experience across diverse industries. Holding a Bachelor's in Mandarin Literature and an MBA in Business Management, she specializes in HR and Administration. Passionate about aligning people’s growth with organizational success, she currently oversees all aspects of Teltonika's operations in Indonesia, driving strategic and operational excellence.

In a recent conversation with Global Woman Leader Magazine, Galih shares insights on the pivotal role women leaders play in reshaping workplace strategies. She discusses how women in leadership can drive transformative change, foster inclusivity, bridge the gap between technology & workforce development, and ensure DEI practices become integral to organizational culture.

In Indonesia's evolving socio-economic landscape, what do you believe is the role of women leaders in reshaping workplace strategies?

I believe that women leaders play a pivotal role in reshaping workplace strategies and bridging the multinational way of work of headquarter with local practice, particularly in a country as diverse and dynamic as Indonesia. Women's leadership brings a unique perspective that emphasizes collaboration, empathy, and resilience, all of which are crucial in today’s fast-changing business environment.

Women leaders can encourage a culture of mutual respect, understanding and equal opportunities to all, which in the end will fosters inclusivity and fosters an environment where innovation thrives, as solid diverse teams will bring fresh ideas and solutions also inspiring others to reach their full potential. This step by step will results in transformative change.

How can women leaders uniquely contribute to bridging the gap between technological advancements and workforce development?

Women leaders can bridge the gap by emphasizing a human-centered approach in the integration of AI, automation, and digital technologies. With a focus on empathy and good communication, women leaders can facilitate smoother transitions for employees, ensuring that they are not feeling left behind in this rapidly evolving landscape. We can advocate for personalized upskilling programs that cater to the diverse needs of the workforce, ensuring that all employees, regardless of gender or background, have equal access to learning opportunities.

Strategies such as mentorship programs, internal training, and partnerships with educational institutions can help bridge skills gaps. By fostering an inclusive culture where everyone feels supported and empowered, women leaders can support workforce development that aligns with both technological growth and employee well-being.

How can women leaders in Indonesia help organizations navigate disruptions while maintaining employee trust and a strong cultural foundation?

In Indonesia, women leaders can help navigate disruptions by giving empathy and effective communication to employees. Maintaining employee trust by applying transparency, actively listening to concerns, and ensuring that employees feel supported. Women leaders can prioritize the well-being of their teams, promoting mental health initiatives and offering flexibility, which helps strengthen organizational loyalty during periods of uncertainty.

By maintaining a strong cultural foundation, which emphasizes mutual respect, collaboration, and shared values, women leaders can create a sense of unity and purpose, even amidst disruption. The highlight from women leaders is adaptive leadership style that enables organizations to not only survive crises but emerge stronger, with a workforce that trusts in their leadership and feels valued throughout the process.

As a woman leader, how can you ensure that DEI practices go beyond mere policy implementation to become a core part of organizational identity? What specific challenges and opportunities do women leaders face?

Ensuring that diversity, equity, and inclusion go beyond policy implementation to become a core part of the organizational identity requires a deep commitment to cultural change. It’s not just about setting policies, but actively applying these values into every aspect of the company, from recruitment to decision-making processes. As a leader, I believe in modeling inclusive behavior, fostering open dialogue, and ensuring that every employee feels heard and valued.

One of the challenge women leaders in Indonesia face is overcoming deep-rooted cultural norms and biases, which may hinder progress toward DEI. However, this also presents an opportunity to lead by example, advocating for policies that embrace Indonesia’s rich diversity while ensuring equal opportunities for all.

What unique strategies can women leaders employ to mentor the next generation of female professionals and align their career growth with the organization’s long-term vision?

Women leaders can inspire and retain top talent by focusing on mentorship, career development, and alignment with the organization’s long-term vision. One key strategy is to create a supportive mentorship program that pairs emerging female professionals with senior leaders who can offer guidance, share experiences, and provide career growth opportunities. By fostering a culture of continuous learning, women leaders can ensure that young female professionals are equipped with the skills and confidence needed to advance in their careers.

Aligning individual career goals with the company’s vision is also crucial and this can be achieved through regular feedback, personalized development plans, and offering opportunities for leadership roles within the organization. Additionally, promoting a flexible and inclusive work environment allows women to thrive both professionally and personally.