841: Indegenous Jet Engine: Single Most Technical Vulnerability

 

Inputs to the journalists on the subject

 

Q1. Has dependence on foreign engines been a major constraint in building more fighter jets?

Yes, the trend is becoming more pronounced. The Tejas program exemplifies this clearly. India has undertaken the design and manufacturing of the aircraft; however, its domestically developed Kaveri engine failed to meet the necessary performance standards, resulting in dependence on GE’s F404 engine. More recently, delays in F404 deliveries have delayed the handover of completed Tejas Mk1A aircraft.

The problem is therefore not just cost or foreign exchange. It creates a bottleneck in the production chain. The dependence also extends into future programmes. Tejas Mk2 is planned around the GE F414, while the initial AMCA configuration is also expected to rely on a foreign engine.

India has displayed the capability to design and build airframes, integrate avionics and weapons, and increase its manufacturing capacity. However, the most important component (the engine) continues to be a bottleneck. The reliance on foreign engines has become a major constraint and a strategic weakness.

 

Q2. Is it critical for India to end this dependence?

It is strategically important for long-term military autonomy, operational readiness, and industrial self-reliance. Foreign dependence brings about several risks, such as vulnerability to interruptions or delays in supply (as was the case with the F404 engines), the possibility of the supplier country exercising leverage, greater lifecycle costs for spares and upgrades and for maintenance, repairs and overhaul (MRO), export restrictions (since engine OEM approvals are usually required), and a restricted capacity to fully optimise or upgrade the aircraft on one’s own.

 However, India cannot realistically wait for a completely indigenous engine before expanding its fighter fleet. The IAF needs aircraft now, so foreign engines remain necessary for programmes such as Tejas Mk1A and Mk2.

The more important objective is to ensure that future Indian fighters cannot be held hostage by the availability, pricing or export-control decisions of another country. This matters particularly because India expects a very large requirement for fighter engines.  GTRE estimated a need for roughly 1,100 engines through 2035. For AMCA and subsequent programmes, India therefore needs access to the underlying technology, not merely an Indian factory assembling a foreign-designed engine.

 

Q3. What are the advantages of securing access to engine technology possessed by only a handful of countries?

The list of nations that can genuinely design a modern high-thrust military jet engine remains limited to the United States, the United Kingdom, France, and Russia, with China having made still-contested progress. India has been exploring major partnerships with companies such as Safran and Rolls-Royce for high-thrust fighter propulsion. In August 2026, Reliance Industries and Rolls-Royce also announced a partnership to explore co-developing and manufacturing an engine for the AMCA programme.

Modern fighter engines involve high-temperature materials, turbine blades, coatings, cooling systems, compressors, combustion processes, digital controls, and precision manufacturing. Only a small number of countries have the full range of technological knowledge needed for such engines, and accessing these technologies through a co-development programme would be advantageous.

Strategic Autonomy. India would have much greater control over the availability, modification and upgrading of its fighters. It reduces the risk of export restrictions, supply interruptions, political pressure, unexpected price increases, and dependence on foreign approval for upgrades. It would give India the freedom to design future fighters. The engine constrains an aircraft designer. If you control the propulsion system, you can optimise the aircraft around your own requirements rather than designing around what a foreign engine supplier offers.

Faster Technological Learning. This may actually be more valuable than the first indigenous engine itself. India needs to learn how to design and manufacture the core technologies of an advanced turbofan. Once that knowledge exists domestically, subsequent engines can evolve rather than start from scratch. The Kaveri programme generated valuable expertise but did not achieve the required fighter performance. A genuine technology partnership could help India bridge precisely those gaps.

Aerospace Ecosystem. A successful engine programme would build capabilities in Superalloys, single-crystal blades, coatings, precision manufacturing, sensors, FADEC, testing, metallurgy, and additive manufacturing. Those technologies have applications beyond fighter engines, including UAVs, missiles, helicopters and civil aerospace.

Export Potential. If India eventually owns sufficient intellectual property and manufacturing capability, it could export engines or aircraft without needing permission from a foreign engine designer for every major modification. That would transform India from primarily an aircraft buyer/manufacturer into an aerospace technology power.

Bottom Line

India’s dependence on foreign suppliers is perhaps the single biggest technological vulnerability in its aerospace ecosystem, and developing an indigenous engine is a non-negotiable priority. As India considers these offers, the question is whether these companies will share the deepest layers of their process knowledge.

 

Link to the quoted article on the subject

https://www.defensenews.com/global/asia-pacific/2026/08/27/rolls-royce-safran-vie-for-indias-next-generation-fighter-engine/

 

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840: BOOK REVIEW: CAREER TREK: YOUR PROFESSIONAL BUDDY (By Coach Ram)

 

Reviewed by: Air Marshal Anil Khosla

 

Career Trek: Your Professional Buddy by Coach Ram is a practical, engaging book that helps readers navigate the challenges of professional life.  It is built around a mentor–mentee dynamic and addresses real-world challenges in today’s volatile, uncertain, complex, and ambiguous workplace. Rather than reading like a textbook, it functions as an engaging, reflective coaching session designed to help early- and mid-career professionals navigate forks in their career path with intent and clarity. It addresses concerns such as stagnation, toxic organisational cultures, office politics, unclear career progression, personal branding and the anxiety associated with mid-career transitions.

Coach Ram (Ramakrishna Rao) is a senior human-resources professional, leadership-development specialist and International Coaching Federation-certified coach with more than two decades of experience in coaching, talent management and organisational transformation. His work particularly focuses on mid-career professionals and CXOs seeking clarity, growth and fulfilment.

One of the book’s strongest features is its relatable, conversational style. Coach Ram makes careers easier to understand by connecting them to situations professionals commonly experience. The book explores important themes such as self-awareness, defining success, networking, personal branding, decision-making, continuous learning and dealing with career uncertainty.

One of its most useful ideas is the “Bullseye versus Compass” model. The bullseye represents a specific career target (a particular designation, organisation, salary level or role). The compass, in contrast, represents direction: whether a person is learning, growing, exploring and moving towards a meaningful professional life. The idea is particularly relevant to mid-career professionals. At the beginning of a career, the next step may appear relatively clear. With increasing seniority, however, the path becomes less certain. A functional specialist may have to choose between becoming a generalist, entering consulting, developing a portfolio career, becoming an entrepreneur or continuing in a corporate role with a different definition of impact.

Coach Ram identifies symptoms such as a slowing pace of growth, uncertainty about future roles and anxiety about professional relevance. These concerns can be intensified by organisational pyramids, shrinking opportunities at senior levels and the fear that one’s skills may become replaceable.

Career Trek also addresses the need for professionals to communicate their value. In a crowded and highly visible professional environment, competence alone may not be sufficient. Personal branding, networking and the ability to showcase one’s impact have become important elements of career management. The book presents these not as exercises in self-promotion, but as ways of making one’s contribution visible and understandable.

An equally significant theme is the changing meaning of career success. Early in professional life, individuals may prioritise salary, designation, organisational reputation and rapid advancement. Later, the emphasis may shift towards learning, fulfilment, meaningful contribution and legacy. Coach Ram’s observations suggest that career priorities evolve with age and experience rather than remaining fixed throughout one’s working life.

The book does not encourage impulsive resignation or dramatic reinvention. Instead, it emphasises reflection, skill mapping and the development of a broader professional identity. Professionals are encouraged to examine not only the jobs they have held but also the situations they have handled, the problems they have solved and the capabilities they can offer in different contexts.

The book’s mentor–mentee format makes it accessible, although readers who prefer highly structured career manuals may find the conversational approach less systematic. Some ideas are familiar from other career-development literature, but presenting them through realistic questions and mentoring conversations gives them a practical edge.

Career Trek’s greatest strength is its accessibility. Its ideas come from coaching conversations and practical workplace experience, making the book relatable to students, young professionals, managers, and executives. The dialogue-based presentation also makes the subject less formal and more approachable.

Career Trek is a thoughtful and timely guide for anyone who feels uncertain about the direction of their professional life. Its central message is that a career need not follow a predetermined straight line. Progress can also mean acquiring a new skill, exploring an adjacent role, discovering a different form of contribution or developing the confidence to make an informed transition.

The book will be especially useful for professionals facing stagnation, mid-career anxiety or uncertainty about their next chapter. It encourages readers to replace passive career management with curiosity, self-awareness and deliberate experimentation.

Ultimately, Career Trek reinforces the idea that a career is not simply a destination but a journey, one that requires self-awareness, learning, relationships, adaptability and deliberate choices.

 

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839: EXPLAINED: WHY LEASE WHEN YOU ARE BUYING THEM

 

Inputs to questionnaire from journalists

 

India has operated leased SeaGuardians since 2020. India leased them because the Navy needed persistent ISR capability while the much larger procurement moved through the system. The Indian Navy has found them useful and has flown them for thousands of hours.

The new lease contract has reportedly been signed on17 August 2026. It includes a 30-month lease for two MQ-9B Sea Guardian drones from General Atomics Aeronautical Systems. The contract is valued at approximately ₹1,943 crore. 

On the face of it, ₹1,943 crore for two MQ-9B SeaGuardians for only 30 months looks extremely expensive. The ₹1,943 crore price tag is not a basic rental fee for two airframes. It represents a Company-Owned, Company-Operated (COCO) capability package. The value proposition includes sensors, communications, ground-control infrastructure, technical support, maintenance, operators/support personnel, availability, etc.

    • Complete Operational Burden. General Atomics (GA-ASI) provides the entire ecosystem (possibly including Ground Control Stations (GCS), satellite communication bandwidth, continuous payload integration, spare parts, and on-site engineering support).
    • Assured Flight-Hours. The cost includes availability of a guaranteed number of operational flight hours. The manufacturer would bear the cost associated with airframe degradation, maintenance cycles, component failures, and logistics overhead.
    • Specialised Payload Rent. The lease includes high-end, mission-specific sensor suites (360-degree maritime surface search radars, synthetic aperture radars (SAR), electro-optical/infrared (EO/IR) balls, and signals intelligence (SIGINT) packages).

The lease would buy time and capability.  India entered into the agreement in October 2024 for 31 MQ-9Bs (specifically 15 SeaGuardians and 16 SkyGuardians). India’s acquisition of 31 aircraft does not mean they will become operational right away; reports indicate the first deliveries will not take place until late 2028 or early 2029. Since we need the capability right now, there will be a gap of several years. To sum up, the purchase is the long-term solution, while the lease is a short-term remedy.

There’s another way of looking at it. The lease would be a training and transition bridge. The new lease could allow personnel, maintenance teams, operators and mission planners to continue building experience while the larger fleet is inducted. It would allow operational availability, training, experience, maintenance support, sensors, contractor support, insurance/replacement risk, and immediate access. Rather than a redundant expense, the lease would serve as a high-readiness bridge. It would provide immediate maritime surveillance capacity while laying the tactical groundwork for the larger fleet’s arrival.

In short, the two newly leased Sea Guardians are not a standalone act but a deliberate interim measure that keeps the Navy’s IOR surveillance posture strong and operationally continuous while the larger, permanent 31-aircraft tri-service fleet is manufactured and delivered.

The bigger picture

The drones complement, rather than replace, the P-8I fleet. India’s surveillance architecture is increasingly layered:

    • MQ-9B SeaGuardian: long-endurance unmanned surveillance, able to remain on station for extended periods.
    • P-8I Poseidon: manned long-range maritime patrol aircraft with sophisticated radar and anti-submarine warfare capabilities.
    • Satellites: wide-area, space-based observation.
    • Coastal and island-based sensors/radars: persistent monitoring closer to shore and around strategic maritime chokepoints.
    • Other naval assets: ships, submarines and aircraft that can investigate or act on information generated by the surveillance network.

A layered network:

Satellites → see broadly

MQ-9Bs → stay over an area for a long time.

P-8Is → investigate and conduct sophisticated maritime/ASW missions.

Ships/submarines → physically respond.

The MQ-9B lease fits into that picture as the tactical, tasking-responsive layer of a system whose outer layers are space-based sensing and coastal radar, and whose command layer is the fusion-centre network.

 

Link to the report on Wion TV:-

 

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