Performance management isn’t just a corporate strategy—it’s a powerful tool in politics as well. The rise of Rekha Gupta as Delhi’s Chief Minister offers key lessons on how leadership is built through sustained effort, strategic growth, and continuous assessment, much like in the corporate world.

Delhi is the second state after West Bengal to have a woman chief minister and the only union territory in India to have four women chief ministers. Rekha Gupta, a first-time MLA from Shalimar Bagh Assembly constituency was appointed as the fourth woman chief minister of Delhi on 20 February. She won the 2025 assembly elections with a margin of 29,595 votes by defeating AAP's Bandana Kumari. Earlier, Sushma Swaraj of BJP, Sheila Dikshit of Congress, and Atishi Marlena of Aam Aadmi Party (AAP) served as the women chief ministers of Delhi.

Rekha Gupta’s journey from student politics to Chief Minister of Delhi showcases a clear performance-driven trajectory, much like how professionals ascend from entry-level roles to executive leadership. Her appointment offers valuable lessons in succession planning, leadership development, and long-term talent management, essential in both governance and business environments.

A first-time MLA, a three-term former councilor, and a first-generation politician, Gupta started her political journey in her college days. She was elected President of Delhi University’s Students Union (DUSU) in 1996-1997 after college days, her political journey moved to local bodies, and was first elected as a councilor from Pitampura North (New Delhi) in 2007. Since then, she kept herself consistently involved at the grassroots level.

A journey rooted in grassroots engagement

Gupta began her political career as the President of the Delhi University Students' Union in 1996-97, showcasing early leadership skills. She served as a councillor from Uttari Pitampura (Ward 54) in 2007 and 2012, addressing local issues and community development. 

Transitioning from student leadership to local governance, she was first elected as a councilor from Pitampura North in 2007. Her continuous involvement at the grassroots level exemplifies the power of starting small, taking on diverse responsibilities, and consistently delivering performance.

Gupta’s career progression is a clear testament to effective performance management. Her ascent to the Chief Minister’s office illustrates key lessons applicable to the corporate arena:

Start at the Ground Level: Like Gupta’s grassroots journey, companies can benefit from nurturing talent early on, ensuring that employees gain comprehensive experience through internships or entry-level roles.

Consistent Performance: Continuous assessment and acknowledgment of an individual’s contributions can prepare them for elevated responsibilities and leadership roles.

Phased Development: A structured, phased approach to career development not only fosters a sense of belonging and accountability but also ensures that leadership pipelines are robust and ready to meet future challenges.

Rekha Gupta’s journey demonstrates that a well-implemented performance management strategy—grounded in continuous assessment and phased development—can transform potential into leadership. Whether in politics or corporate settings, the key to success lies in recognising talent early and providing the opportunities and support necessary for sustained growth.

In addition to Rekha Gupta, her predecessor Atishi Marlena’s appointment as chief minister of Delhi was another example of elevation from grassroots to leadership role. Her career trajectory further reinforces this performance-driven leadership model. From being an advisor in Delhi’s education ministry to Chief Minister, her structured career growth, domain expertise, and consistent performance made her a natural choice for leadership—just as organisations identify high-potential talent for executive roles.

In addition to chief ministers, India has many women leaving men behind in the race to lead the country, from former Prime Minister Indira Gandhi to present-day President Droupadi Murmu.

Just as political success is built on sustained grassroots engagement and problem-solving, corporate leadership requires structured performance evaluation, mentorship, and progressive career development. Organisations that adopt these principles will create a stronger leadership pipeline, ensuring long-term success.