#YWInsiderTalk - Vol. 14

This week on #YWInsiderTalk

Sundari R. Pisupati speaks with 𝐘𝐞𝐥𝐥𝐨𝐰 𝐖𝐢𝐫𝐞 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠 about how global experiences shaped her leadership style, the discipline litigation brings to corporate work, and the unexpected impact of “reverse mentoring” in building a transparent, growth-oriented firm culture.

Sundari is the Co-Founding & Co-Managing Partner of Tempus Law Associates. With over three decades of experience, she has advised clients across North America, Europe, and India on M&A, private equity, corporate restructuring, and high-stakes commercial matters, bringing precision, cultural insight, and collaborative leadership to every mandate.

Click on the link to know more: https://www.linkedin.com/posts/yellowwireconsulting_sundari-r-pisupati-ywinsidertalk-vol-activity-7360536311373418496-sIeX

YW: In your professional journey so far, what cultural lessons have most deeply shaped the way you lead, particularly in how you cultivate firm culture?

SUNDARI: Working across North America and handling clients in Europe, has shaped how I lead; even now, it continues to influence the way I think and work. I learned quickly that trying to apply the same approach everywhere just doesn’t work. Every place has its own pace, its way of making decisions, even the way people think, what they expect and local culture and language has a great impact on the work culture and we should be cognizant about these nuances to shape and set the firm culture.

Litigation also had a big influence on me. It drilled into me the importance of being precise; every argument needs to hold up under pressure. We don’t just run deals, we prepare for them like we’re walking into court. Every risk is mapped out, every detail thought through. But just as important is making space for everyone’s perspective.

YW: What’s one unconventional approach you’ve taken in your practice that yielded surprising results?

SUNDARI: One of the more unexpected things we tried was making “reverse mentoring” part of our team structure. Basically, junior team members were paired with more experienced ones not just to learn from them, but to share their perspectives too on matters, that way being an open, non-hierarchical and transparent culture. It started informally, just as a way to share perspectives across generations, but over time, it became a real source of insight.

Juniors brought fresh takes on work processes, sharing knowledge and legal updates, design-thinking approaches to internal workflows, and a more intuitive grasp of digital habits. Seniors, on the other hand, shared the deeper context, strategy, and nuance that comes with years in the field. The cross-pollination changed how we approached some of our most traditional workstreams.

Sundari R. Pisupati - #YWInsiderTalk Vol. 14 .pdf

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