Every organization needs effective leadership in order to survive in the global marketplace.  The speed at which change is occurring in our lives today highlights the significance of developing new leadership abilities that combine pragmatism and a broad perspective. In order to address these changes in the labor market, employment relations, and society at large, sustainable HRM has been implemented recently. Viewed as a continuation of strategic HRM, sustainable HRM offers a fresh perspective on people management with an emphasis on long-term resource development, renewal, and rejuvenation. Viewed as a continuation of strategic HRM, sustainable HRM offers a fresh perspective on people management with an emphasis on long-term resource development, renewal, and rejuvenation. In contrast to mainstream HRM, the characteristics of sustainable HRM are less evident. In contrast to mainstream HRM, the characteristics of sustainable HRM are less evident.  There is a greater motivation for firms to report on their sustainability actions in response to the growing public awareness of the significance of organizational contributions to sustainable development. Alongside this, there have also been the emergence of "sustainable HRM," which incorporates a growing corpus of scholarly and practitioner work linking HRM and corporate sustainability A new era in the history of leadership—known as "sustainable leadership"—is brought about by this entirely new idea of leadership. Every organization is gradually being forced to adopt sustainable practices, which pushes managers to broaden their perspectives and develop into sustainable leaders. A new and expanded understanding of the role of leaders in addressing sustainable challenges through the creation of an inclusive, collaborative, and reflective leadership process that leads to sustainable competitiveness is made possible in large part by sustainability education. In addition to concentrating on their bottom line, today's businesses also retain a sustainable competitive advantage by managing their internal resources in addition to external economic, environmental, and social variables. It is seen as an all-encompassing collection of guidelines and initiatives that are incorporated into supply chains, business operations, and decision-making procedures across the board to give the organization a long-term, competitive advantage. In order to understand the concept of sustainable competitive advantage, this paper focuses on the empirical explanations found in the literature on leadership. Specifically, it discusses how leadership practices can effectively create a sustainable culture within an organization and how this can lead to change within and around Indian IT organizations based in Kolkata.