Emerging Culture of Coaching and Mentorship in the Packaging Industry

In an exclusive interview with Industry Outlook Magazine, Ajit Jain, Vice President of Human Resources (APAC & ANZ) at Signode, pointed out how coaching and mentorship within the packaging industry drive innovation in sustainable practices, adapt to digital technology shifts, and enhance workforce skills. Jain, an accomplished CXO leader, brings over 30 years of industry experience, including 13+ years in leadership roles. He excels in general management, industrial sales, and marketing across various sectors, successfully leading large cross-functional teams and managing multi-billion INR operations with full P&L responsibility.

With growing scrutiny on environmental impact, how are coaching and mentorship adapting to drive innovation in sustainable practices? What role do mentors play in fostering sustainability?

The packaging industry, while rooted in the broader manufacturing sector, demands continuous innovation to stay ahead. To foster this innovation, it is crucial that employees are nurtured to be both creative and critical thinkers. Building an organization that encourages constant ideation starts with mastering the art of asking the right questions, questions that spark curiosity, drive deep insights and lead to breakthrough "aha" moments when facing challenges or problems.

In today’s context, coaching has gained significant traction across various industries, creating impactful change. Although manufacturing, as a traditionally conservative sector, has typically been slower to adopt such trends, it is now beginning to recognize the transformative potential of coaching and mentorship. These approaches encourage employees to engage with sustainability challenges more proactively, fostering a culture of continuous learning and innovation. Mentors, by guiding employees to question conventional methods and explore sustainable alternatives, play a pivotal role in embedding environmental consciousness and innovative thinking at every level of the organization.

This evolving approach not only aligns with the growing scrutiny on environmental impact but also positions the manufacturing industry to become a leader in sustainable innovation.

As the packaging sector adopts digital technologies like AI and IoT, what innovative strategies are companies using in coaching and mentorship to reskill employees for effective technology use?

Adopting digital technologies such as AI and IoT in the packaging sector brings a significant shift not just in processes but in workforce dynamics. While the decision to integrate these technologies is critical, the strategic approach to reskilling employees is equally important in order to leverage them effectively. Interestingly, employees often show enthusiasm for learning contemporary technologies, but the true challenge lies in fostering a mindset that embraces unlearning old habits and adopting new ones.

To address this, companies are innovating their coaching and mentorship strategies by emphasizing continuous learning cultures. Mentorship programs are now focused less on age or formal qualifications and more on cultivating adaptability, curiosity, and the capacity for rapid skill acquisition. These programs often include interactive workshops, peer-to-peer learning sessions, and real-time problem-solving activities that use AI and IoT tools. Additionally, coaches are encouraged to support employees in setting personalized learning paths, allowing them to transition smoothly from traditional practices to digital proficiency.

By prioritizing adaptability and fostering a growth mindset, organizations empower their employees to not only understand new technologies but also use them innovatively, which is essential for the packaging industry to remain competitive and sustainable in a rapidly evolving landscape.

How can organizations enhance mentorship initiatives to attract and retain young professionals amid significant talent shortages due to growth and technological advancements in packaging?

Attracting young talent may not be as challenging as retaining them, as their aspirations and learning preferences differ from previous generations. To enhance mentorship initiatives, organizations must adapt their approaches to managers who can serve as relatable role models. Modern mentorship should be interactive, flexible, and tailored to the unique ways young professionals learn and grow. By embedding mentorship as a key component of their culture, organizations can create environments where young talent feels engaged, valued, and motivated to stay, even amid rapid technological advancements and talent shortages in the packaging sector.

In light of movements advocating for diversity, how are mentorship programs in packaging being restructured to ensure diverse voices are included? What impact does this have on creativity and innovation?

Diversity is essential in the packaging industry and similar fields where continuous innovation is key. Restructuring mentorship programs to ensure diverse voices across gender, ethnicity, and background creates an environment rich with varied perspectives and ideas. A diverse group of mentees and mentors brings unique viewpoints that can fuel creative solutions and drive innovation.

In packaging, gender diversity, in particular, can be a significant strength. With non-hazardous and conducive working conditions, this industry is well-suited to attract and support women employees. Women often bring strong logical and creative thinking skills, adding valuable insights and fostering a balanced approach to problem-solving. By incorporating inclusive mentorship initiatives, organizations can tap into a wider range of ideas and approaches, enhancing both innovation and the potential for groundbreaking advancements in their processes and products.

With remote and hybrid work becoming common, how are companies using technology for real-time coaching and mentorship? What challenges arise in maintaining engagement in a virtual environment?

While many companies are gradually embracing remote and hybrid work models, some still struggle with traditional management practices that hinder adaptation. Effective coaching and mentorship in this environment require managers to build trust and focus on quantifiable objectives, enabling employees to work independently from anywhere. Technology plays a vital role, with platforms for real-time communication, virtual workshops, and collaborative tools facilitating mentorship. However, challenges such as maintaining engagement and fostering genuine connections persist, demanding that managers enhance their ability to coach and mentor effectively in a virtual setting.

What future trends in coaching and mentorship do you foresee as essential for meeting sector expectations and fostering innovation and adaptability among professionals?

Coaching and mentorship, currently seen as valuable assets, will become essential in the future. Organizations that prioritize and build strong coaching and mentorship capabilities will be better equipped to adapt, evolve, and meet sector expectations. These practices foster a culture of continuous learning, innovation, and resilience among professionals. Looking ahead, coaching and mentorship will be among the most critical competencies for future managers, enabling them to guide their teams effectively through rapid change and drive sustained growth and adaptability.