#YWInsiderTalk - Vol. 8
- Aitijyamoy Mukherjee
- Jun 30
- 2 min read
Updated: Jul 7
This week on #YWInsiderTalk
Shweta Bharti speaks with 𝗬𝗲𝗹𝗹𝗼𝘄 𝗪𝗶𝗿𝗲 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴 about fostering a values-driven firm culture and approaching dispute resolution through the lens of empathy, perception, and principled leadership.
Shweta is the 𝐌𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐏𝐚𝐫𝐭𝐧𝐞𝐫 at Hammurabi & Solomon Partners specialising in diverse practice areas including Dispute Resolution, IBC, Real Estate, Corporate Commercial Advisory, M&A, and Compliance & Regulatory matters.
Click on the link to know more: https://www.linkedin.com/posts/yellowwireconsulting_shweta-bharti-ywinsider-vol-08-activity-7345346641060577280--BU4
YW: How do you navigate communication, perception, and interpersonal dynamics in dispute resolution?
SHWETA: Dispute resolution is about understanding how people think, what they value, and what they’re willing to move on. Understanding the broader context and the institutional or interpersonal undercurrents that may be influencing their positions, is crucial. I pay close attention not only to what is
said, but how it is said, and just as importantly, to what remains unspoken. These cues often reveal more than formal submissions.
We cannot resolve conflict without first creating the conditions for clarity. In many cases, resolution comes from reframing, not positions, but perceptions. You have to build trust early, create room for dignity on all sides, and move the conversation from confrontation to collaboration.
Resolution is rooted in trust; and you build that not by winning every point, but by showing you understand what matters most to each side and helping them walk away with dignity.
YW: In your professional journey, what lessons have most deeply shaped the way you lead and cultivate firm culture today?
SHWETA: Culture, to me, is both heritage and responsibility. My practice has taught me that leadership is not just about setting direction but about creating space for others to grow. At the firm, we work to embed this through structured mentoring and open conversations across levels.
Consistency in values sustains credibility, and that shows in how we evaluate performance, build ownership, and respond to challenges. Young professionals today aren’t just looking for instructions, they want to feel aligned with the values and vision they’re contributing to. My role is to create an environment where my team feels both trusted and stretched: where there’s room to grow, and a responsibility to the larger mission.
Cultural leadership isn’t abstract, it’s lived through everyday decisions. For me, that means living the balance I expect in others: committed, grounded, and purpose-driven.
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