Gold edges lower as higher energy prices dim rate‑cut hopes

Gold edges lower as higher energy prices dim rate‑cut hopes


The dollar has nudged lower, making greenback-priced commodities such as ‌bullion ⁠cheaper for holders of other currencies
| Photo Credit:
iStockphoto

Gold edged lower on ⁠Monday, weighed down by waning hopes of near-term US interest-rate cuts due to elevated energy prices, while a softer dollar helped limit losses.

Spot gold ‌was down 0.2 per cent at $5,007.58 per ounce, as of 0240 GMT. US gold futures for April delivery fell ‌1 per cent to $5,011.10.

The dollar nudged lower, making greenback-priced commodities such as ‌bullion ⁠cheaper for holders of other currencies.

The US 10-year ⁠Treasury yields eased, increasing the appeal of non-yielding bullion.

“If higher energy prices push inflation higher and the Fed stays cautious about cutting rates, that ​could keep real yields elevated, which ‌tends to be a headwind for gold,” said Christopher Wong, a strategist at OCBC.

Oil remained above $100 a barrel as the US-Israeli war against Iran entered a third week, ‌putting oil infrastructure at risk and keeping the Strait ​of Hormuz shut in the biggest disruption to global supplies ever.

Higher crude prices feed into inflation by ⁠raising transportation and production costs. Gold is considered an inflation hedge, but high interest rates make yield-bearing assets more attractive, weighing on ‌its appeal.

“In the near term, (gold’s) price action may remain choppy as markets reassess the Fed policy path and the trajectory of real yields,” Wong said.

The US Federal Reserve is widely expected to hold interest rates steady for a second straight meeting when it gives its policy statement on Wednesday. Meanwhile, ‌US President Donald Trump said on Sunday his administration is talking to ​seven countries about helping to secure the Strait of Hormuz. Trump threatened more strikes on Iran’s main oil ⁠export hub, Kharg Island, over the weekend and said he was ⁠not ready to reach a deal to end the war. Trump insisted that nations relying heavily on oil ‌from the Gulf have a responsibility to protect the strait.

Spot silver fell 1.2 per cent to $79.57 per ounce. Spot platinum gained 0.8 per cent ​to $2,042.98 and palladium rose 1 per cent to $1,566.91. 

Published on March 16, 2026



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How should CEOs respond to the West Asian crisis

How should CEOs respond to the West Asian crisis


FIREFIGHTING. A Thai-flagged cargo ship caught in the crosscurrents of a raging war in West Asia
| Photo Credit:
ROYAL THAI NAVY

The current West Asia crisis is like no other. When CEOs face any challenge, they look for precedent — previous cases — to decipher their next move. In this case, there is no precedent. The last big disruption and challenge was World War II, and the world for a CEO was dramatically different then.

The West Asia crisis has the following impact:

Prices of all petro-linked products and derivates will go up. Everything from petrol to fertilizers will cost more over time.

Packaging material prices will go up. This is significant for all FMCG brands, where packaging could account for 10 per cent and above of cost base.

Global supply chains will get reorganised again after Covid. Anything that originates in West Aisa or routed through the region will be rethought.

Remittances from West Asia to India will drop, thus depressing real estate prices in many Indian urban centres. Real estate companies will have to offer added value.

Tourism will be hit as travellers play safe. Dubai will take time to get back as a haven for anything.

Luxury and fragrance brands will be hit big. Gold and jewellery prices will drop.

Air travel will get more expensive and stressful.

Indians will rethink their Dubai golden visa application and about sending their kids to West Asia for higher education and jobs.

Electric vehicles will boom.

Some companies and countries may again implement ‘work from home’ policy.

Cost pressure

Affordability will be the “core” issue for consumers and businesses. How should CEOs think about the situation, irrespective of sector?

Start from the consumer end. Will there be disruption either in supply or price or delivery? CEOs must protect this revenue generating end of the business model. Avoid price increases and cutting product grammage. These have collateral damage that is not visible today.

Build alliances with key customers and suppliers to keep the flow running. Extend new terms to them, so that you can build certainty in business and the supply side can serve you better.

Rethink all costs. Don’t cut people. Every business has good costs and bad costs. Bad costs are inventory, too much borrowing, delays in decision-making, and so on. Cut all costs that can be cut. Plan a 20 per cent reduction in costs without cutting headcount. In doing this, cut flab, not muscle.

Lay out the 30-day, 90-day, 300-day plans for your company and communicate them with all employees. Monitor progress, report it, else employees will be worried. It’s better for employees to hear news from you and not the media.

Postpone all incentives for employees by a year and give it back to them when the tide turns. Do not cut employee salary. Conserve cash as much as you can.

Meet as an industry body regularly to analyse the risks and threats to the sector. Keep the State and Central governments briefed on issues and seek help where needed. The current situation needs every country to think like a business.

Renegotiate with banks the capital needs and payment schedule. This is an exceptional situation, and support from banks is vital to keep the show going. Banks also do not want non-performing assets (NPAs) on their books.

Communicate relentlessly and be visible as a CEO. Avoid setting any system in panic.

I also think this is a crucial time for the government. Diplomacy will be priority, but the government must also look at ensuring that every sector has the right inputs to be competitive and tide through this crisis.

Remaining competitive for the day the tide will turn must be the guiding principle as CEOs navigate today.

(Shiv Shivakumar is former Chairman of Pepsico India and former CEO of Emerging Markets at Nokia)

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FANNING FRENZY. The Indian cricket team lifted its game and the T20 World Cup
as the home crowd filled the stadium to cheer them on
BREATHE EASY. Deepak Pahwa, Chairman, Pahwa Group

Published on March 16, 2026



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The Pygmalion effect on cricket and work!

The Pygmalion effect on cricket and work!


FANNING FRENZY. The Indian cricket team lifted its game and the T20 World Cup
as the home crowd filled the stadium to cheer them on
| Photo Credit:
EMMANUAL YOGINI

Was it superior skills, good preparation or a well-rewarded system that enabled Team India to lift the T20 cricket World Cup once again? I think it’s the Pygmalion effect — the psychological principle, according to which ‘people tend to perform better when more is expected of them’. In our work world, would “high expectations” help colleagues outperform on their tasks?

In the 1960s, Harvard University psychologist Robert Rosenthal and his colleagues administered an IQ test at an elementary school in San Francisco. They told the teachers that, based on the test, they had identified in each class some students who were “set to blossom”. A year later, when the students were retested, the scores of the “blossoming” group had climbed significantly higher than the rest. The researchers attributed the superior performance to the various positive ways in which teachers may have interacted with the set. They pointed out that the teachers were more encouraging towards this group, did not criticise their mistakes and used warmer body language. Rosenthal termed it the Pygmalion effect, after the Greek mythological sculptor who fell in love with a statue and made it come alive.

Expectations delivered

If colleagues whom you regard highly don’t deliver on their promise, would you be more disappointed in them compared to team members from whom you expect less? But honestly, can we afford to expect less from any of our colleagues in a competitive world?

However, the truth is we tend to ignore the poor show of some team members as the focus is always on high-potential colleagues. In our professional space, aren’t we all in a constant toggle between engaging and pressurising our team to deliver a superior performance?

A matter of pressure

Some of us go beyond stating expectations to our teams and convert that into pressure. I once found myself becoming helpless with one of my colleagues. I was trying to media train him. He wasn’t able to deliver despite being a capable guy, and it was a crucial ability needed for his next role. In every meeting, I would taunt him about his lack of intent or effort. Initially, he used to fight back, asking me to wait and watch how he would turn around; with time, he became immune to my sarcasm and never developed those skills. For me, he turned out to be a lazy guy and I became a boss who only applied pressure and never encouraged or supported his needs.

We know each of our team members reacts to pressure differently. Some of us bounce back, and many of us are likely to whittle down.

Weight of reputation

How do the superstars in your organisation handle the pressure of performance? Though performance is contextual, every enterprise seems to be dependent on a few leaders or certain teams to give it the boost. It’s difficult to miss the attention these top-performing leaders get; everything they say is heard by the bosses, everything they do is highlighted as best practices by HR and CEOs.

When I was employed and running India operations, I could see the importance given to my counterparts in Singapore and Malaysia, as 90 per cent of the region’s profits came from those two countries. Life wasn’t easy for the leaders helming them; if their numbers dropped, they were under scrutiny, and an increase in attrition was criticised. They were monitored constantly, and it was not clear whether those leaders enjoyed the downside of the attention.

The Indian cricket team must have felt the same after the loss to South Africa in the recent T20 World Cup. Just like the cricket critics, there are many detractors in every organisation, and it would seem like they are waiting for the superstars to fail. The burden of expectation and reputation is a huge challenge to live up to for leaders with a past track record.

Assuming positive intent

Assuming the best for others is hard but necessary, argues Trinity University professor Amer Kaisser in his latest book, The Positive Intent Mindset. His research shows that positivity begets positivity. So, leaders who go in assuming that others are trying their best, they’re going to find evidence that others are trying their best. Whereas if leaders do the opposite, going in with some biases, not only will they feel miserable but will also likely find evidence on those lines. Think about the thousands of people who throng the stadium for India’s cricket matches in spite of the not-so-spectator-friendly facilities in our country. They are fans who want to cheer the Indian cricketers in high-stakes games. With millions of fans supporting, it’s only natural that the Indian cricket team lifts its game and keeps winning more often than not.

Imagine working in an organisation or team where everyone is cheering for you and not just their top performers?

(Kamal Karanth is Co-Founder of Xpheno, a specialist staffing company)

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BREATHE EASY. Deepak Pahwa, Chairman, Pahwa Group
L&T Skill Training Hub Pahadpur

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Ikea’s DIY plans for India

Ikea’s DIY plans for India


It’s a balmy afternoon in Chennai and the sprawling, leafy environs of the venerable Madras Club, on the banks of the Adyar river, are tranquil and quiet. The mild sun is filtering lazily through the tall trees, the light bouncing off the myriad leaves on the ground. One of the oldest surviving social clubs in India, founded in 1832, with colonial-era architecture, it’s the venue home furnishings retailer Ikea India has chosen for the launch of its venture into Tamil Nadu.

Patrik Antoni, CEO, Ikea India, is here to talk about the Swedish firm’s plans for the TN market. He says the company has been eyeing the Chennai market since 2015. “We see India as one of the most potential markets for Ikea in the world. Its economic development and fantastic demography make it a market where Ikea will grow over the coming years, and we have a long-term perspective here,” he tells mediapersons. The TN venture is online-only for now; physical stores may follow later.

Once Antoni is done with his media confabulations, we catch up over a sumptuous buffet lunch. I help myself to some aloo chaat with tamarind and mint chutney with pomegranate seeds, alongside sabudana vadas while Antoni serves himself some aloo chaat.

It’s his second stint with Ikea in India, he says. He was part of the start-up team from 2013 to 2018, ahead of the Hyderabad store’s opening. “I was No. 7 on the team and then, when I left, we were about 900 people,” he recalls. Antoni had moved to India from a stint in Portugal. “I was living in Portugal with my wife and was asked if I wanted to go to India. It’s quite a big step for a family to move to India from Europe. I told my wife, ‘When we’re 70 years old and sitting on a bench feeding the pigeons, we shouldn’t regret it. Opening India, that’s something we will always remember.’ So, she agreed and we took off for India. And it was a fantastic journey, I would say, discovering and travelling around the country.” There were many learnings from the Indian market, including things like testing the company’s wooden furniture in the country’s humidity.

From India, Antoni and family moved to Russia, a mature market with 14 Ikea shopping centres spread across two million sq m. And then Ikea opened four more stores in that country and employed nearly 13,000 people. But once Russia’s war with Ukraine started, Ikea shut down the whole edifice. “It came from the values of the company. We didn’t want to operate in a country that invaded its neighbour. Sweden, too, is not supportive of the war. Supply chains were completely disrupted, too. We sold all our real estate. It was very emotionally disturbing, because we had to let go of thousands of people,” recalls Antoni.

It was back to India again, this time as CEO, in August 2025. “It felt new enough to be super-exciting and, at the same time, familiar enough to feel comfortable. Our oldest daughter was born in India, so she was now coming back home. It’s a very interesting time to be at Ikea here, both as a leader as well as a co-worker because today we have 3,000 co-workers and we will be 6,000 in five years, as we will be hiring a lot,” elaborates Antoni.

We help ourselves to some murgh masallam stuffed with a bed of almond gravy and methi, and Malabar parathas. While Antoni sticks to the chicken, I add some pan-seared paneer medallions in makhni gravy to my plate and some kaju pulao with mint cilantro sprigs. Thus fortified, we carry on our conversation.

While one-year army service is mandatory in Sweden, the over 6 ft tall and fit-looking Antoni served four years with the Swedish army as a telecom engineer, training in electronic warfare. When he and a friend sought half a year’s leave from the army to travel, it was refused. So they both quit the army and travelled anyway, he says with a laugh. With his passion for diving, Antoni did stints as a diving instructor in the Philippines and Indonesia.

Local sourcing

I ask him how far Ikea is in its Indianisation journey. Antoni explains that Ikea has over 15,000 products at its stores in Europe, but it has chosen 6,500 that are more relevant for India, ranging from kitchenware and bedroom products to bathroom and storage solutions. “Then the big customisation is how we put things together. So, if you go to an Ikea store in Mumbai, Hyderabad or Sweden, they look different because we’re trying to understand the local needs and demands and make stores that fit those demands,” he explains.

In Mumbai homes, the rooms are smaller, so the store will have different solutions on ways to use the walls, while in Hyderabad people have more space, so they will have more furniture. His favourite example is of the shoe cupboard and how it has to be adapted. In India, footwear is usually left outside the house, while in Sweden a shoe rack is in the hallway, and in Portugal shoes are worn in the house and stacked in the bedroom! Or take the washing machine. In Sweden, it’s always in the bathroom, in Portugal in the kitchen, in Russia it’s in the hallway as the flats are small, while in India it’s often placed in the balcony. “So, we needed to reflect on this in the solutions we offer. It’s a lot about how to figure out where and how people do their things. In Sweden, for example, you do your makeup mostly in the bathroom, but here you don’t because it’s a wet bathroom and you don’t keep your stuff there.” Insights were drawn from visiting homes in India and understanding living habits.

Another marked difference he found in India is that the bedroom is an important category. “In many other countries it’s where you sleep and store clothes, but here a lot more activities go on in the bedroom — everything from makeup to eating and studying. Then, of course, the socialising part is very big, so a lot of people invest in the living room too. Both have space or seating capacity, but also to show off when guests come. In many other markets, the kitchen is a showcase also. But here we have the biggest sales in the bedroom and living room,” he elaborates. Also, in India, he says, there are a lot more people involved in service — at the stores and in delivery and assembling, as buyers are still not used to the Ikea way of DIY.

In India, Antoni says, 30 per cent of the volume of products sold is locally sourced — from textiles and furniture to plastic products — while globally, Ikea sources three per cent from India. The plan is to hike local sourcing to 50 per cent. Europe is by far the biggest, with 60 per cent sourcing; from China it is 30 per cent; and 10 per cent from the rest of the world. “We have a thousand suppliers in 55 countries. So, a wardrobe that you buy here can have a door from Europe, the box can come from China, while the handle can come from somewhere else. They’re made where it’s most efficient to make them, and then they’re put together. We make pieces of a puzzle that you put together,” he says. Ikea wants to do more outside China. “It’s not so easy because the furniture industry is not very well developed yet (in India). We have issues with wood because India has strict forestry laws and not so much certified wood,” he explains.

Revenue outlook

We indulge in a dessert of raspberry and oats crumble tart with custard cream while we go over Ikea’s financials. Ikea India reported a marginally lower revenue of ₹1,749.5 crore for the year ended March 2025 compared to the previous year, while net loss touched ₹1,325 crore in FY25, compared with ₹1,299.4 crore a year earlier. Antoni says the company in India is still in the investment phase. “The ambition is to quadruple sales by 2030 and be profitable by the end of 2028,” he adds.

Ikea India has invested ₹10,500 crore and intends to double that by 2030, perhaps adding another 20-30 stores to the six it has now. “But again, it depends on how things move,” he adds. The online business in India is around 30 per cent and is growing. “Most countries are at 20-30 per cent. So, probably in India it could go up to 40 per cent. But it depends on how well we penetrate the cities,” he explains.

I ask him how he stays fit. “I’m generally active; I surfed for three days in Kovalam. I have two small kids, we do all kinds of things together — football to tennis; and I do some morning yoga. Nothing extreme — I ski, dive as well.”

His favourite Indian foods, he confesses, would be palak paneer and probably dal makhni. “And I don’t mind the coconut curries of the south.” In Chennai, did he indulge in a masala dosa, I ask? “What, were you watching me in the hotel? I did have one for breakfast,” he says with a laugh. Freshly caught fish is another indulgence. “We bought from the fishermen in Kovalam. You put it on the grill, a little bit of salt, pepper and olive oil. It doesn’t need more,” says Antoni, almost smacking his lips. With food fetching 7-8 per cent of revenues at Ikea stores, may be this will find its way onto the menu soon.

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Published on March 16, 2026



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Finding a niche in air, water and carbon

Finding a niche in air, water and carbon


BREATHE EASY. Deepak Pahwa, Chairman, Pahwa Group

It’s rather apt that one meets veteran entrepreneur Deepak Pahwa on a day when Delhi’s air quality is particularly bad. His Pahwa group of companies, which include the over 60-year-old Bry-Air, Desiccant Rotors International (DRI), DelAir and Technical Drying Services (TDS), are in the business of hi-tech air treatment and environmental control. “There’s a lot of discourse around air quality now, but not so much about indoor air quality,” says Pahwa, pointing out that it has a direct bearing on productivity.

His companies are also into energy recovery and energy savings, particularly important areas in these volatile times, when the world is exceedingly conscious about energy consumption. The products from the group cater to sectors ranging from pharmaceuticals to advanced battery manufacturing.

Pahwa animatedly talks about the latest launch from Bry-Air — a dehumidifier specially developed for the pharma industry, which uses metal organic frameworks (MOF) technology. The Nobel Prize for chemistry in 2025, he points out, was won by three scientists for MOF, which are porous materials that can trap carbon dioxide. “We had been working on this technology for 13 years and we just launched our first product incorporating MOF,” says Pahwa, explaining how, for 35 years, the world has relied on silica gel as a desiccant for dehumidification. “With MOF technology you are saving 60 per cent energy, which is a giant leap, and our product has big applications in pharmaceutical and food factories,” says Pahwa.

Bry-Air’s water maker

Bry-Air’s water maker

It was pure chance that Pahwa, an electrical engineer from BHU, got into the niche of environmental control products. “It’s not with a vision that we got here… but, one way or other, throughout our journey, our innovations and technology development have somehow been focused on energy saving devices. We didn’t add those labels, but in the last 15 years we found the world’s attention on it, as sustainability became a buzzword,” he says. This explains why the group is in a good space now, and its products are found everywhere in the world, from China to North America and West Asia to Latin America. “We are not so active as a group in Europe and Japan, other than that we are active everywhere around the globe,” says Pahwa.

The origins

The flagship company of the Pahwa group is Bry-Air, which has an interesting history. It was founded in 1964 by Art Harms, a former sales representative at Bryant, a division of Carrier Corporation. Harms founded Bry-Air as an offshoot of Bryant after Carrier decided to exit the dehumidification business. In 1981, Harms’ family entered into a joint venture with Pahwa to form Bry-Air Asia. “In 1999, they decided to cash out of the JV and thus we acquired the name for Asia,” says Pahwa.

But then in 2006, there was a management takeover of Bry-Air USA. “We part-funded that takeover,” says Pahwa, “and, in the process, we acquired the global name and licensed its use back to the person who bought it, with the provision and restriction that he could only use it in North America.” Last December, there was a sunset to the agreement, and now the Bry-Air business is wholly with the Pahwa group.

“We have an organisation which is very innovation driven,” says Pahwa, describing how the company has filed over 130 patents (80 granted) for adsorbent and dehumidification technologies. An innovation he is betting big on is a unit (Taaza water) that can generate water from air — moisture from air is captured, its quantity enhanced and then condensed. “We expect a pretty interesting future for it in this water-stressed world,” he says. At the moment, the units, which can produce 60 litres of water a day, are being distributed through NGOs to various small locations. Each unit is priced at ₹1.5 lakh. “We are working on larger systems designed to produce 1,000 litres an hour,” he says.

Which is the group’s hero product? “We have three products which have given us extensive recognition. One is our desiccant dehumidifiers. The second product is our energy recovery wheels. It rotates and transfers the energy. And the third product is a wheel, too — that is in the heart of every dehumidifier. In fact, the best of companies that make dehumidifiers in China buy the wheel from us in India — the core or gut is going from us,” he says.

There’s also the energy recovery devices, made by DRI, which help maintain sufficient fresh air in occupied spaces without a punishing air-conditioning load, he says. “We recover the energy from exhaust air, which is stale. And we bring in fresh air, which is treated. And the energy is transferred from one to the other. Almost every airport in West Asia uses our devices. During the Beijing Olympics, China used it extensively,” he adds.

Climate tech

Clocking revenues of around ₹1,000 crore, the group, with 1,900 employees, is working on futuristic technologies, Pahwa says. “Global warming has led to opportunities, as drastic measures are needed to reduce the carbon content in the atmosphere. People are scrambling to develop technologies for removal of carbon dioxide. Today, we are also working on very advanced levels of carbon dioxide capture technologies,” he says.

These climate mitigating technologies, he says, have applications in industries like cement factories, which emit a lot of carbon. “But we don’t want to get into the front end of that rat race — there are many start-ups there with sustainability funds investing in them. We are working on the core or the heart of what they will need.”

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Published on March 16, 2026



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