Recently, I gave a workshop to HR Leaders to consider how their current tools and mindsets can evolve and adapt to our current socio-economic world. In the unpredictable realm of the BANI (Brittle, Anxious, Non-Linear, and Incomprehensible) economy, traditional best practices can be re-examined to better serve our leader, teams, and protect our creative health to plan with resilience and a bold approach.

Here are some snippets of what we talked about:

🚀 Accountability Redefined!

In a BANI economy, accountability is not just a buzzword—it's the fuel that connects us and helps us, and grounds the work we do with clarity and impact.

🌐 The Power of Adaptability

Adaptability is the lifeline of HR leadership in the BANI world. Breaking free from rigid structures and over-complicated processes and building from the source of clarity, agility, and compassion. Challenge outdated processes, encourage innovative thinking, and be fearless to shift when circumstances demand it. The ability to adapt is the currency of success—invest it across your org

🤗 Explore Psychological Safety

We create new systems, partnerships, and tools when our people truly feel safe to challenge the systems that are no longer serving them. Do they feel heard, seen, and supported when stacked against a business objective or processes that have been in place?

🔥 Resilience is a Superpower to be Cultivated

In a world where uncertainty is the only certainty, resilience is your superpower. HR leaders, cultivate resilience within yourselves and your teams. Acknowledge challenges together, learn from setbacks, and emerge stronger.

👊 Challenge the Norms

Bold ideas seldom emerge from safe spaces. Foster an environment where creativity is not stifled by tradition but fueled by the audacity to question and innovate.

🚨 Lead with Courage, Not Comfort

Comfortable leadership won't navigate the complexities of a BANI economy. Be courageous to challenge toxic leadership and behaviours. Help craft the world we want to live and build in, by transforming toxic or limiting behaviour, one conversation at a time.

Why This Matters

As new companies, startups, and studios emerge, organizations begin to start hiring again. At rhum, we are partnering and supporting innovative leaders, builders, and creators. I look out at the corporate world with hope that what got us to this moment, is NOT what’s needed to help us rebuild and accomplish balance between people, profits, and planet. Progressive HR leadership is in a position to help craft the most innovative and people-centric companies of the future.

If you’re called to this topic to reflect, debate, challenge, or comment, I’d welcome you to get in touch with Dana. We’d love to speak to other leaders for their perspectives.

The Evolving HR Team