The Role of HR leaders in Building Innovative Cultures
Natalie Turner
Award Winning Author of Yes, You Can Innovate. Inventor of The 6 'I's® of Innovation. Keynote Speaker. Founder of Women who Lead.
Thank you to all who could join us for the live streaming of the session with Steven Filby Head of Talent and Learning at The Hong Kong Jockey Club.
In this conversation, Steven shared the challenges of building hybrid workforces that can innovate together across geographies and time zones, especially in the context of the COVID-19 pandemic. He also talked about the importance of HR in leading innovation to support strategic goals.
As a guidepost, we used The Six ‘I’s® to explore Steven’s innovation leadership style. He also shared stories of how he encouraged innovation at Edgewell and how he is addressing talent challenges at the Hong Kong Jockey Club.
SOME KEY TAKE AWAYS:
Listen to this webinar and get the full experience
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ABOUT STEVEN
Steven is Head of Talent and Learning at the Hong Kong Jockey Club. He has worked in HR and Talent roles for over 25 years, in diverse organisations, from start-ups to large multi-national organisations, predominantly in the high-tech industry with companies such as eBay and PayPal as well as fast-moving consumer goods such as Edgewell.
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Commercial Director (Deputy CEO) at Together Trust Chair of Trustees at Sector 3 Stockport Chair of Trustees at Stockport Talking Newspaper Association Trustee at True Learning Partnership Multi-Academy Trust
1yThis is an excellent summary of a topic, theme, and key business function, that is critical to really get right - now, more so then ever. I couldn’t agree more with the position and perspective taken, and would only really add to item number 4 of the key takeaways. The item highlights that HR leaders should take a data-driven approach to measuring impact across many areas. In my opinion, there’s two things here, that whilst I wholeheartedly agree we need to measure impact and be data-driven: 1. Many organisations are really bad at measuring impact, often using numbers to show how much they’ve done, rather than talking about their customers, stakeholders, or beneficiaries, and how it’s changed their lives… that’s impact. 2. Most organisations simply do not have the internal skills and resources to be data-driven in their approach to innovation. More often than not, the people required to support these services are statisticians, dara scientists, software developers; of which there are large shortages and they are in huge demand. The consequences are a sector with completely justifiably high salaries, but where the expertise are simply out of reach for many organisations, especially with limited budgets.
Improvement Scientist | Business Coach | Consultant | Strategy | Innovation | Enterprise Improvement Professional | Leadership Development Facilitator | Executive Coach | Team Coach | Investment advisor | Family Business
1yThis was an excellent session Natalie Turner and Steven Filby. It was a great opportunity to learn from a practitioner about how innovation in and through HR can add value to business. I look forward to more in this series.
AI: Thrive, Don't Burn | Mindset Optimization Strategist, Public Speaker, Top 1% Podcast Host & Amazon Best Selling Author of MINDSET ZONE
1yFabulous! What a great line-up of guests. Natalie Turner, you rock!
Helping Leaders Build Better Team Engagement |Leadership Coach | Speaker | Startup Advisor | Author: REINVENT 4.0
1yCongratulations on your first podcast!
Chief Executive Officer at Expert Humans and Partner, FutureWork Forum, Author of "Expert Humans" and "Toxic Humans"
1yGreat conversation Natalie Turner !