Podcast

Question 1: If HR were an element, which one would it be, and how does it relate to your work?

Answer: This is a very interesting question! I think HR, if it were an element, would be fire. Here’s why:

• Spreading Warmth: Fire naturally brings warmth, and HR professionals do the same by fostering a positive and supportive work environment for employees.
• Dispelling Darkness: Just like a spark can illuminate darkness, HR can address issues and challenges within a company, creating a more positive atmosphere.
• Driving Change: Fire is expansive, and HR plays a similar role. They are often at the forefront of implementing broad changes and growth initiatives within an organization.

Looking at my own career, I see this connection clearly:

• Expansion and Integration: I’ve expanded my experience beyond my own company and even beyond HR itself, venturing into areas like yoga, music, and coaching. As an HR professional, I integrate these broader experiences into my work, bringing a well-rounded perspective.
• Providing Light and Warmth: Just like fire brings both warmth and light, I strive to be a warm and approachable resource for all colleagues, offering support and guidance.

Question 2: How do you prioritize your personal growth and development amidst your busy schedule as an HR leader?

Answer: The Importance of Continuous Learning in a Changing World

In today’s rapidly evolving world, it’s crucial to move beyond a mere “survival mindset.” New challenges and opportunities constantly emerge, and clinging to fear or a survival mentality hinders our ability to thrive.

Finding Growth Through Diverse Experiences

My perspective is that everything we do, be it HR work, music, or anything else, is temporary. The true value lies in the impact it has on us as individuals. Life is a journey, and how we learn and grow from experiences shapes who we are.

This belief motivates me to seek diverse learning opportunities. As a musician, for example, I explore how music principles can enhance my HR work. Similarly, I strive to bring the calmness and balance learned from yoga to my HR role. Coaching experiences teach me to empower others to find solutions within themselves, a skill valuable in leadership discussions. By embracing these diverse experiences, I avoid limiting myself to any single identity.

Continuous Learning Strategies

Staying current is essential for HR professionals. Here are some strategies I use:

• Public Speaking: Accepting speaking engagements motivates me to stay informed. Preparing presentations involves researching white papers and conferring with colleagues, keeping me up-to-date on industry trends.
• Sharing and Learning: Sharing knowledge through talks is not just about giving, but also receiving. When I hear back from people who have implemented my ideas successfully, it reinforces my own learning. It reminds me that teaching is a powerful way to solidify knowledge.
• Intentional Learning: I schedule regular learning activities. For the past five years, I’ve pursued at least one certification annually, venturing beyond HR into coaching and NLP (Neuro-Linguistic Programming). This keeps my “learning muscle” active and ensures a constant flow of new knowledge.

By adopting these strategies, I strive to maintain a growth mindset and continuous learning throughout my career journey.

Question 3: Please talk about another story when you had to make a difficult career decision that ultimately led to your growth and professional fulfillment. Please walk us through that.

Answer: I’ve always embraced an enterprising spirit in my career, taking calculated risks whenever opportunities arose. The motto “if not now, then when?” has guided many of my decisions.

Strategic Career Moves

While choices often come with trade-offs, in the long run, these experiences often connect and contribute to professional growth. Early in my career, I took a leap by participating in a merger at a small startup (around 100 people) experiencing rapid growth. However, after six years, I recognized the limitations of the company’s size for my own development. I craved exposure to larger processes, mentorship opportunities, and the complexities of running a bigger organization.

Adapting to a New Environment

Transitioning from a small pond to a vast ocean (like moving from a startup to a large corporation) was a pivotal moment. Finding my footing and niche within this new environment became my initial focus. I had internal dialogues about shedding inhibitions, identifying my unique skillset, and how I could add value to this larger organization. Ultimately, this transition proved to be one of the most rewarding decisions I made.

The Value of Diverse Experiences

Following several years in the corporate world, I fulfilled my earlier resolve and returned to a smaller company as Head of HR. My message is this: thriving in diverse environments, be it product vs. service or large vs. small organizations, is valuable at any career stage.

The Power of Bidirectional Learning

For those in their 15th year within a large organization, I encourage you to consider experiencing a smaller company. The contrasting environment offers a wealth of learning opportunities. Conversely, individuals in smaller organizations can benefit from bringing their agility and quick decision-making to a larger setting.

Benefits of Both Worlds

Extensive experience in both large and small organizations provides distinct advantages. Large corporations offer exposure to the lifecycle of various initiatives over time, a broader perspective of the industry, and insights into global political nuances. Smaller organizations cultivate an enterprising spirit and foster quick decision-making skills. Ultimately, navigating both worlds shapes you as a well-rounded professional.

Overall, while this may seem like a long-winded answer, these pivotal decisions and transitions have significantly shaped my professional development. I strongly believe in the value of calculated risks and diverse experiences for career growth.

Question 4: Given your extensive experience in HR leadership amidst mergers and acquisitions, how do you recommend balancing the needs and concerns of employees effectively during such transitions?

Answer: Let’s understand the key stakeholders first; Mergers and Acquisitions (M&A) can be unsettling experiences. Effective leadership requires a clear understanding of the key stakeholders involved:

• Customers/Clients: Their concerns about service continuity and trust need to be addressed.
• Leadership (Both Organizations): Identifying the team to lead the merged entity and ensuring a smooth transition are crucial.
• Employees: Addressing their anxieties about job security, role changes, and company culture is critical.

But you can manage the M&A processes through various ways. Let’s discuss the top ones of them.

Leadership:

• Optimize Leadership Structure: Identify redundancies and establish a leadership team for the future organization.
• Customer Focus: Maintain customer trust throughout the process by proactively communicating the benefits of the merger. HR can provide insights into customer concerns.

Employees:

• Transparency and Early Communication: Openly address potential job changes and rightsizing needs early on. Provide reassurance and a clear plan for the future.
• Active Listening: Hold listening sessions to understand employee concerns and develop an action plan to address them.

Culture Integration

• Vision for the Future: Define the desired culture for the merged organization, considering input from all stakeholders.
• Respecting Traditions: Acknowledge and integrate positive aspects of both existing cultures.

Communication is Key

• Regular Updates: Communicate clearly and consistently with all stakeholders throughout the M&A process.
• Closing the Loop: Address concerns and feedback received through communication.
• Building Trust: Consistent and transparent communication builds trust with stakeholders.

The Post-Merger Journey

• Recap and Recognition: After the M&A, acknowledge the contributions of stakeholders and provide a clear picture of the new organization’s direction.
• Business Optimization: Optimize costs, people, systems, and technologies while minimizing disruption.
• Quantifying Benefits: Demonstrate the cost savings and other business benefits achieved through the M&A.

So, overall, M&A is complex, but by effectively managing stakeholders and communication, HR leaders can play a pivotal role in ensuring a smooth transition and maximizing the benefits of the merger. While this is a lengthy explanation, the complexity of M&A demands a comprehensive approach.

Question 5: How can HR ensure a smooth and positive employee experience during mergers and acquisitions, considering the inherent confusion and challenges?

Answer: To build strong communication strategy for M&A, you’ll need to have effective communications during the M&A. Let’s discuss the key players—that’s HR team and change champions.

• HR Team: The primary stakeholder responsible for developing the communication plan.
• Change Champions: A cross-functional group of employees representing various departments impacted by the M&A. These individuals will act as communication liaisons within their teams.

Leveraging Change Champions

As mentioned earlier, listening sessions are essential for understanding employee concerns. However, communication goes beyond initial planning. Here’s how HR and Change Champions can work together:

• Develop a Communication Plan: The HR team creates a communication plan addressing employee concerns based on listening sessions.
• Change Champions Take the Lead: Change Champions within each department spearhead departmental communication efforts.
• Example: Let’s say the performance management system changes from a rating-based system to a ratingless system due to the M&A. Change Champions would explain the rationale behind the change (e.g., external study for future organization size) and address employee anxieties about this shift.

This collaborative approach ensures clear communication across all levels and departments impacted by the M&A.

Maintaining Employee Experience

Consistent communication throughout the M&A process is vital for maintaining a positive employee experience. Here are some key points:

• Transparency: Clearly explain the reasons behind changes and future plans.
• Employee Participation: Encourage employees to contribute ideas and feedback.
• Change Champion Ownership: Empower Change Champions to become communication leaders within their departments.

Continuous Improvement Through Pulse Checks

• Communication is a two-way street. Regularly solicit employee feedback through pulse checks to ensure your communication efforts are effective.
• Gather Feedback: Ask employees for their thoughts on how the M&A is progressing and if they have additional concerns.
• Adapting the Approach: Use employee feedback to refine your communication strategy and address any emerging issues.

Design Thinking Approach for Employee Experience

I recommend a design thinking approach to employee experience during M&A. This iterative process involves:

• Plan: Develop a communication plan based on employee input.
• Do: Implement the communication plan.
• Check: Gather employee feedback through pulse checks.
• Act: Analyze feedback and adapt the plan as needed.

This ongoing process ensures your communication strategy evolves to meet employee needs throughout the M&A process.

By establishing clear communication channels, leveraging Change Champions, and continuously seeking feedback, HR can significantly impact the employee experience during an M&A. This collaborative and iterative approach will contribute to a smooth transition and a positive outcome for all stakeholders.

Question 6: Talk to us about what strategy should one employ to keep employees motivated when facing unprecedented challenges.

Answer: Unprecedented challenges can take many forms, from sudden funding issues to unforeseen global crises like COVID-19. During these times, it’s crucial for the HR team to remain energized. As an HR leader, you set the tone.

• Prioritize Team Morale: Ensure your team feels supported, motivated, and informed about the situation.
• One-on-One Conversations: Openly discuss their concerns and fears as employees, not just HR professionals.

A strong and motivated HR team becomes the foundation for your organization’s response to the challenge.

Supporting Leadership

Leaders are human too, and they may be experiencing anxiety or fear during an unprecedented situation. HR can play a vital role in supporting them:

• Empathetic Communication: Acknowledge their challenges and ask open-ended questions to understand their perspective.
• Focus on Emotional Well-being: Help leaders manage their emotions and strengthen their mental resilience.

By supporting leadership, HR can ensure clear-headed decision making during a crisis.

Communicating with Transparency

Transparency is key to maintaining employee trust during difficult times.

• Open Communication: Be as transparent as possible, sharing information within reasonable boundaries.
• Candor, Not Just Happy News: While the situation may not be ideal, honesty is appreciated.
• Focus on Solutions: Show employees that leadership is actively managing the situation.

Engaging the Workforce

Empower employees to contribute to solutions during a crisis:

• Seek Help and Support: Encourage employees to offer suggestions and assistance.
• Recognize Informal Leaders: Identify and support employees who emerge as leaders during the crisis.

Low-Cost, High-Impact Strategies

Resource constraints may exist during challenging times. Focus on high-impact strategies that require minimal resources:

• Leverage External Networks: Invite inspiring speakers to share their experiences and motivate employees.
• Focus on Low-Cost Activities: Explore creative, cost-effective ways to boost morale.

By prioritizing team morale, supporting leadership, communicating transparently, engaging the workforce, and leveraging low-cost strategies, HR can play a critical role in guiding their organization through unprecedented challenges.

Question 7: In your experience, what role does company culture play in supporting leadership resilience?

Answer: Company culture is more than just a buzzword. It’s the shared values, beliefs, and behaviors that define how people work together within an organization. It’s shaped by both the leadership and the people they lead.

Building a Positive Culture Takes Time

Building a strong and positive culture takes consistent effort over time. It’s not something that can be achieved overnight, especially if the existing culture is negative or toxic.

• Impact on Change and Challenges: A negative culture can drain energy and hinder progress, especially during periods of change or unforeseen difficulties.

The Importance of a Supportive Environment

A positive and supportive culture benefits organizations of all sizes and stages. Here are some key aspects:

• Focus on Positivity: Continuously strive to create a work environment that fosters collaboration, mutual respect, and a sense of belonging.
• Caring Culture: Organizations that demonstrate care for their employees are more likely to foster loyalty and trust.
• Avoiding Blame Games: A culture that encourages finger-pointing and avoids accountability creates negativity and hinders problem-solving.

Proactive Approach to Culture

Don’t wait for a crisis to address cultural issues. Here are some proactive steps:

• Early Intervention: Address negative cultural aspects as soon as they are identified.
• Building a Strong Culture: Implement initiatives that reinforce positive values and behaviors.

By fostering a positive and supportive culture, organizations can equip themselves to weather difficult times and navigate challenges more effectively.

Question 8: How do you think HR technology could play a role in transforming HR as a function.

Answer: The world of HR is undergoing a dramatic transformation driven by technology. Here’s a breakdown of some key trends:

AI in Recruitment:

• AI-powered Applicant Tracking Systems (ATS): These systems streamline the initial screening process.
• Interview Automation: Chatbots or virtual assistants can conduct initial interviews.
• Predictive Analytics: Advanced algorithms can help anticipate candidate behavior and preferences.

Personalized Solutions for a Multigenerational Workforce:

HR technology allows for:

Tailored Onboarding: Personalized onboarding experiences for different generations of employees.

Engagement Strategies: Targeted engagement initiatives to cater to diverse needs and expectations.

Continuous Learning: Technology-enabled learning platforms for ongoing development.

The Convergence of Industries

Technology is blurring industry lines. We see this through:

• Hospitals with Tech Arms: Healthcare providers are investing in technology and acting as technology companies.
• Financial Institutions with Tech Teams: Financial services companies are integrating technology into their core offerings.

The Need for Tech-Savvy HR Professionals

With this transformation, HR professionals need to adapt by:

• Developing Tech Skills: Invest in learning about relevant technologies and their applications in HR.
• Leveraging Free Resources: Utilize online resources to build a foundational understanding of various technologies.
• Experimenting with Technology: Actively explore how technology can be integrated into HR practices.

Continuous Learning is Key

In today’s rapidly evolving landscape, continuous learning is essential:

Embrace Change: Recognize that stagnation is not an option. Embrace the ongoing technological revolution.

Upskilling for Growth: Invest in acquiring new skills to stay relevant and lead HR into the future.

By adopting technology and fostering a culture of continuous learning, HR can effectively support organizations in this new era.

Question 9: Before we conclude, can you share a piece of literature or book that significantly influenced your leadership journey?

Answer: Being an HR leader can be challenging. There are constant difficulties and problems to address. However, it’s crucial to maintain balance and composure amidst the chaos.

• The Power of Your Subconscious Mind by Joseph Murphy: This book emphasizes the importance of focusing on what you can control and achieving your goals. It serves as a reminder to stay centered and positive.

Finding Purpose Beyond Your Role

Leadership goes beyond one’s job title. It’s about the impact you make on others.

• Who Will Cry When You Die? by Robin Sharma: This book encourages continuous self-reflection and a focus on adding value to the lives of others. It inspires a broader perspective on how you can contribute to the world.

The Power of Daily Habits

Small, consistent actions can lead to significant results over time.

• The Compound Effect by Darren Hardy: This book emphasizes the importance of consistent practice and discipline in achieving long-term goals. It reinforces the value of daily habits and continuous improvement.

Conclusion

Feeling overwhelmed by the ever-changing HR landscape? Janani’s insights on diverse experiences and HR tech gave you a roadmap, but navigating these challenges requires action.

Take the first step – identify areas where your background can be strengthened. Explore online courses on HR tech or seek out opportunities outside your current role. Remember, growth is a journey, not a destination.

Stay tuned to the CHRO Mindset Podcast! We’re committed to bringing you inspiring leaders and actionable strategies to help you become the best HR professional you can be. Exciting new episodes are coming soon! Follow us on LinkedIn to stay updated.