Connecting Minds: Interview with Software AG's Sanjay Brahmawar & Sharon Doherty
Summary
TLDRIn this insightful conversation at the Science Museum, the guest discusses leadership challenges amidst rapid change, emphasizing the importance of a growth mindset and agile methodologies in the banking industry. The discussion covers strategies for engaging talent, fostering diversity and inclusion, and the role of technology in shaping these aspects. The guest, a senior HR leader at Lloyd's Banking Group, shares her perspective on creating an environment where employees can thrive, the significance of addressing immediate needs, and the potential impact of global trends on diversity and inclusion.
Takeaways
- đ The guest is a senior HR leader with a career spanning across companies like Vodafone, Finestra, and Lloyd's Banking Group, highlighting her expertise in leadership and organizational change.
- đ©âđŒ As a champion of equality and inclusion, she emphasizes the importance of these values in the workplace, especially in the current dynamic environment.
- đ The discussion underscores the rapid pace of change in today's world, with the need for leaders to adapt quickly and inspire their teams amidst challenges like COVID-19 and economic shifts.
- đ ïž The importance of developing leaders who can manage change is highlighted, with the example of Lloyd's Banking Group's new executive team and their transformation program.
- đ The leader's global mindset and understanding of technology are identified as key traits for effective leadership in the modern world.
- đĄ The concept of adopting a 'software mindset' in all industries is introduced, promoting agile practices like 90-day sprints and minimum viable products.
- đŠ Lloyd's Banking Group is noted for its preparedness for challenges, being 'match fit' for various issues due to its nature as a financial institution.
- đ€ The company's investment in leadership development through workshops and an outside-in approach to foster a broader perspective on opportunities and challenges.
- đ° The script mentions Lloyd's Banking Group's proactive response to the cost of living crisis, including financial support for employees and pay rises targeting junior staff.
- đ„ The emphasis on creating an engaging environment through always-on listening, addressing immediate needs, and planning for a more inclusive future.
- đź Anticipation of the impact of global trends on diversity and inclusion, including potential advancements and setbacks, and the critical role of technology in shaping these outcomes.
Q & A
What is the primary focus of the discussion in the video?
-The primary focus of the discussion is leadership in a challenging environment, engaging talent, diversity, and inclusion, particularly within the context of the banking group Lloyd's.
Why is the Science Museum an appropriate venue for this conversation?
-The Science Museum is an appropriate venue because it houses iconic objects and stories about scientific achievements, making it a fitting place to discuss topics like leadership and innovation.
What is the significance of the speaker mentioning being a mom amidst her professional roles?
-The speaker highlights her role as a mom to emphasize the balance she maintains between her personal life and her professional responsibilities, serving as a role model in both areas.
How does the pace of change impact leadership according to the speaker?
-The speaker suggests that the pace of change is accelerating, implying that leaders must adapt quickly, inspire their teams, and manage the dynamic environment effectively.
What is the role of the executive team at Lloyd's banking group in shaping leadership?
-The executive team, led by Charlie Nunn, is responsible for setting the tone for leadership within the organization, emphasizing a growth mindset, global perspective, and modern ways of working.
Why is adopting a 'software mindset' important for companies today?
-A 'software mindset' involving agile practices like 90-day sprints, retrospectives, and minimum viable products is important for companies to stay agile and responsive to rapid changes.
How does Lloyd's banking group approach preparing for unexpected events?
-Lloyd's banking group practices for things going wrong, making the organization more 'match fit' to handle various challenges that may arise due to the changing external environment.
What is the significance of the workshops conducted at the Science Museum for Lloyd's top 300 leaders?
-The workshops aim to broaden the leaders' perspectives by encouraging them to look outside the organization and consider the future opportunities that change might bring.
How is Lloyd's banking group engaging its talent amidst transformation?
-Lloyd's is on a journey to redefine its approach to people, focusing on creating a compelling proposition that attracts and retains talent, and fostering an environment where people can thrive.
What steps has Lloyd's taken to support its employees during the cost of living crisis?
-Lloyd's has implemented an always-on listening approach, provided a one-time ÂŁ1000 payment to employees, and led the banking industry with an early pay deal, focusing on the most junior employees for an 8 to 13% pay rise.
What is the anticipated impact of technology on diversity and inclusion in the next five years?
-Technology, particularly software and artificial intelligence, could be a powerful force for promoting diversity and inclusion or potentially exacerbate exclusion if not managed ethically.
How does the speaker view the future of diversity and inclusion in relation to intersectionality?
-The speaker anticipates a shift towards a more sophisticated understanding of diversity and inclusion, focusing on intersectionality and recognizing individuals' multiple characteristics.
Outlines
đ€ Leadership in a Rapidly Changing Environment
The first paragraph introduces the guest, Sharon, as an accomplished author, equality and inclusion advocate, and senior HR leader with experience at Vodafone, Finestra, and currently at Lloyd's Banking Group. The conversation focuses on leadership, engaging talent, diversity, and inclusion amidst a challenging environment. The setting is the Science Museum, chosen for its historical significance in scientific achievements. Sharon discusses the importance of adapting to change and the pressure leaders face in guiding their teams through uncertainty, particularly in the context of the COVID-19 pandemic, economic challenges, and geopolitical conflicts. She highlights the leadership style of Charlie Nunn, the CEO of Lloyd's Banking Group, emphasizing his purpose, growth mindset, and modern approach to working, which includes an agile methodology adopted by the entire organization.
đ Developing and Preparing Leaders for Change
In the second paragraph, the discussion continues on how to develop leaders capable of managing a dynamic environment. Sharon describes the transformation program at Lloyd's Banking Group and the executive team's efforts to redefine leadership. She mentions the importance of hiring for growth mindset and skills, and adopting a software mindset with practices like 90-day sprints and minimum viable products. The conversation also touches on the banking industry's unique approach to preparing for potential issues, which Sharon finds beneficial in the current external environment. Additionally, Sharon talks about the importance of engaging the leadership team through workshops to foster a forward-thinking mindset and embrace change as an opportunity rather than a threat.
đ Engaging Talent and Fostering Inclusion
The third paragraph delves into how Lloyd's Banking Group engages talent and the steps being taken to create an appealing workplace proposition. Sharon outlines the company's journey to attract and retain talent, emphasizing the need to create an environment where people can do their best work, grow, and thrive. She discusses initiatives focused on mental health, inclusion, and community engagement, highlighting the company's response to the cost of living crisis with financial support for employees. Sharon also mentions the company's commitment to early pay deals and targeting pay rises for junior employees, illustrating Lloyd's Banking Group's approach to employee engagement and support.
đź Anticipating Future Impacts on Diversity and Inclusion
In the final paragraph, Sharon shares her insights on the future of diversity and inclusion, particularly the impact of global trends and technology. She acknowledges the progress made in gender and LGBTQ+ rights but also expresses concern over recent setbacks, such as abortion rights in the U.S. and the situation in Afghanistan. Sharon predicts a complex future with both advancements and challenges in diversity and inclusion, driven by factors like climate change and global migration. She emphasizes the need for a more sophisticated approach to intersectionality and the role of technology, which can either promote or hinder inclusion. Sharon also touches on the influence of social media and the importance of navigating its impact on diversity and inclusion within the workplace.
Mindmap
Keywords
đĄLeadership
đĄEquality and Inclusion
đĄTransformation Program
đĄDiversity
đĄInclusion
đĄGrowth Mindset
đĄTechnology
đĄAgile Way of Working
đĄIntersectionality
đĄEthics
đĄSocial Media
Highlights
The interview takes place at the Science Museum, a fitting backdrop for discussing leadership and scientific achievements.
The guest is a senior HR leader at Lloyd's banking group, known for her work in equality, inclusion, and authorship.
Leadership development is crucial in a rapidly changing environment, with the need to inspire and direct teams effectively.
The pace of change is accelerating, with current times being the slowest we will face, according to the guest.
Charlie Nunn, CEO of Lloyd's banking group, is praised for his leadership style, including a growth mindset and understanding of technology.
The importance of hiring for a growth mindset and establishing an agile way of working is emphasized.
Banking is noted for its preparedness for things going wrong, making it more 'match fit' for change than other industries.
Lloyd's banking group is undergoing a transformation program, focusing on leadership and modern ways of working.
Leadership workshops are being conducted for top leaders at Lloyd's banking group to foster outside-the-box thinking.
The concept of viewing change as both a threat and an opportunity is discussed, with a focus on preparing to win in such environments.
Engaging talent at Lloyd's banking group involves creating a compelling proposition and a place for people to thrive.
The bank's approach to employee engagement includes always-on listening and addressing immediate concerns like the cost of living crisis.
Lloyd's banking group was the first to provide a ÂŁ1000 payment to employees to alleviate cost of living pressures.
A focus on intersectionality in diversity and inclusion is predicted to become more prevalent in the coming years.
Technology, particularly AI, has the potential to be a double-edged sword in promoting or hindering diversity and inclusion.
Social media's role in spreading misogyny and its impact on the workplace is a concern for the future of diversity and inclusion.
Transcripts
foreign
[Music]
thanks a lot for joining me on
connecting Minds look we've known each
other for some time now and it's been a
real pleasure to follow your career
Journey you know as an author as a
champion of equality and inclusion and
of course as a senior HR leader across
great organizations like Vodafone
finestra and of course now at Lloyd's
banking group
so you know I'm looking forward to our
discussion today on a couple of topics
that are really on on top of our mind
and you know Keen to hear your
perspective around you know leadership
in this difficult environment uh
engaging Talent diversity and inclusion
and what better place to do this
conversation than the science museum
which is uh House of so many iconic
objects and also such amazing stories
about scientific achievements so this is
a fantastic place to get together yeah
no and thank you thank you so much and
you missed the most important thing I'm
a mom as well in the middle of all of
that and actually we've just been
talking about watching you with your
boys over the years and those fantastic
photos that you share with us also you
know thank you thank you for being a
real role model in that
great so look you know with uh so much
changing in the environment you know
it's just constantly evolving
um it's so crucial for organizations to
you know kind of have the right leaders
with the ability to to lead to inspire
to um to you know direct and also share
uh learnings among their teams so how
how are you developing and you know kind
of uh preparing leaders to be able to
manage this uh you know this changing
dynamic
yeah so
apparently isn't it when you when you
look at look at where we are
to you know right right now is the
slowest pace of change that we're ever
going to face so every day just gets
faster and I think um you know we sit
here with covid with Wars with
um economic challenges
um and I think we just
could never have expected that all of
those things would come so fast and in
the old days it used to be like every 10
years something happened and now they
just keep coming so as a leader I think
you know there's a lot of pressure in
the system that you're trying to sort of
figure out how you find your way through
for your people for your uh you know for
for yourself for your organization
um and and so you know if I look uh if I
look here at Lloyd's banking group it's
a pretty new uh executive team uh that
have arrived Charlie Nunn uh came uh
sort of end of 2019 and then has brought
together a a new team and and we're sort
of trying to figure out in that context
with the Fantastic transformation
program that that we're in the middle of
uh you know what what does leadership
look like
um and I'll talk about Charlie just for
a moment uh you know because I think the
tone gets set from the top and I see you
doing that and and it's great watching
him so he um you know he can't comes
with a lot of purpose a growth mindset
and a global mindset he comes as someone
that really understands technology and
clearly you know that's music to to your
to to to your ears and he has a modern
way of working yeah so he's
empowering and and that sort of
ingredient I think sets a really good
tone you know what is it you do within
the organization to enable the
organization to be its best yeah and and
so for sure you know you've got to hire
differently yes for skills but for
growth uh for for a growth mindset you
need to set up a way of working and we
were just talking yeah you know nearly
all companies need to have more of a
software mindset yeah so 90-day Sprints
retrospectives minimum viable products
test and learn so this is no longer the
domain of of software companies yeah we
all want to get in on that action
because it's a really a good
agile way way of working what's
interesting for me I'm new to Banking
and so what banking does probably a
little bit more than other Industries
and I would say for sure Lloyds Bank is
um they do practice for things going
wrong yeah so I would say it's sort of
as an organization we're more match fit
for different things hitting us than
maybe I would have experienced in other
industries that I've been in because of
course you know when the external
environment is changing you know you
need to make sure your banks are Rock
Solid so it's it's really interesting
being in an environment now where you
see that playing out and we are we are
here at the Science Museum and and you
know thank you for for coming over but
you know we've just taken our top uh 300
leaders through
workshops in groups of 30 40 so we're on
our ninth three-day Workshop here we've
taken them out of the environment so we
open their mind getting them to look
outside the organization so outside in
as well as where our must wins are as
well as ourselves as Leaders so creating
that quality time for your leadership
team to get a line to really think about
the future and all of the opportunities
that change might bring yeah because
there's two ways of looking at change
one is that it's a threat and the other
that it's an opportunity and of course
it's always a little bit of both and
those teams that really sort of practice
to win in those environments I think you
know stand the chance of actually doing
that oh great well listen it's lovely to
hear about the diversity the grow with
purpose and then of course software
mindset you know which uh
so look I mean you know being Banking
and Financial Services 60 000 people
globally you know how does Lloyd's
banking group engage Talent you know
what what are you doing to really engage
your talent
yeah so um again we're on a journey and
and you know as part of a transformation
program we're really sort of standing
back and saying what's our approach to
people today and what does it need to be
tomorrow to not only keep the Fantastic
talent that we've got but to attract new
and different Talent so we're at the
beginning of a journey but we're being
ambitious
um as um as you would probably expect so
so what we're saying is how do we create
a proposition where people would say I
love to work at Lloyd's banking group or
I would love to work for Lloyd's banking
group and we know we're not there today
and and we've got a lot of things that
we that we need to put in place to to
get to that but that's our ambition uh
and that's the journey that we're going
on
um and so you know we think about how do
we get a place where people can do their
best work uh how do we create a place
where people can genuinely grow yeah and
I think we can all um you know sort of
understand that that's really important
and then actually how do do we create a
place where people really Thrive yeah
and so you know those are the um uh the
the the areas that were really sort of
doubling down on and saying you know how
do we create fantastic
um really you know sort of compelling
um uh sort of ways of working
um uh you know Skilling reskilling
propositions uh you know places where
people feel really included uh where
um mental health uh it's okay to say
you're not okay yeah and and then
actually how do we really get to a place
where we connect with our communities
um you know we play a big part 2 000
charities in the UK we have
relationships with and and and also help
them clearly with with funding over 20
million a year that's also a massive
opportunity to get thousands of our
people actually giving their time and
engaging and of course when you do that
you realize that mostly we're pretty
privileged and and how do we use some of
that privilege to reach out into our
communities and and engage and and and
play our part so we're doing all of
those things
um uh on on the journey
um you know I would say uh you know
we're sitting here cost of living has
been a massive uh um you know a sort of
real issue for for sure our customers
but also for our people and so I think
when you talk about how do you create an
Engaged environment I think you have to
be listening and and we moved from an
annual approach to listening to an
always-on and what we heard was that uh
you know people were pretty scared about
the cost of living crisis and and so uh
we
um were the first one of the first
organizations and for sure the First
Bank last August to do a thousand pound
payment but 67 million on the table to
to give people just you know some extra
money in in those moments and then we
did a really early pay deal and again we
led the banking industry where um we we
took the uh the money that we had to
spend and we put it on the most Junior
with the most Junior employees so 43 000
people got an 8 to 13 pay rise so that
we were really sort of targeting uh our
money where we needed to and that
created so certainty really early for
people that they knew what money would
be in their pockets so so I think when
you look at engagement you know for sure
there's there's lots of things you need
to do but sometimes you need to do
almost you know Maslow's hierarchy of
needs stuff the stuff that people really
need so so I think that always on
listening allows you to to figure out
those moments now I think what what then
becomes more exciting again you know
we're here at the science museum talking
about what we're doing with our senior
300 but actually what's more exciting is
we're about to launch a program that
will include 6 000 people going through
a version of what we're doing because
always what you're trying to do is
create movements in organizations how do
you mobilize
your organization to change evolve and
and um and actually it's never about
just the senior team it's always about
you know sort of people right the way
across the organization so so those are
sort of the things that we're we're
doing to try and engage more more of the
organization oh great well thanks for
sharing that because I mean in um where
we got the war for Talon constantly and
so I really like this always-on constant
thinking and tweaking and trying to
figure out how to support our and engage
people so Sharon last one then
um well you know what would you say or
for example the an event or Trend or
change that you anticipate would impact
diversity and inclusion over the next
five years
yeah well you know this is like
massively close to my heart so I spend a
lot of time thinking about this Glo you
know with a global mindset and I think
you know there are a few views that I
have so so I think um we will move
forward and backward
s yeah so you know I see uh us making
solid progress on some of the gender
issues that um that we have there are
even moments when I see movements around
black lives matter and I think you know
this could be a break a breakthrough
moment
for that community so you see these sort
of green shoots and and
for people like you and I that that that
fills you with hope yeah but at the same
time I look at abortion rights in
America I look at women in Afghanistan
and and their world just got um closed
down I see the transgender Community
being victimized really
um uh and and I think um probably the
the most significant Trend that we'll
see in in that in that way you know if
we look between now and 2050 there'll be
a billion displaced people through to
climate change and that will mean we'll
have a global migration that will that
will create many tensions that often
come out you know showing the worst of
humanity so so I think we'll move
backward and we'll we'll move forward I
think getting sort of a bit closer into
you know dni I think we'll start to move
from uh it's about gender it's about
lgbtq it's about ethnicity too it's
about intersectionality and it'll no
longer be I'm a woman it'll be I'm a
black woman who happens to be lgbtq and
how do all of those things play out and
think about me you know with those
characteristics don't think about me as
a woman or you know so so I think
um as as people that are trying to help
move forward
um diversity and inclusion I think we're
going to have to get more
um more sophisticated
um than than we have been and then I
think you know the last one again
getting closer to home I think
technology
is going to play
an increasingly important part
um you know for software AG artificial
intelligence yeah right up your uh you
know your street
um I think this this could be a very
powerful positive force for inclusion
and diversity or a negative one yeah the
ethics the algorithms it could it could
either unlock inclusion or it could
industrialize exclusion yeah and so I
think um you know I think that's going
to be a really sort of thoughtful
Journey that we need to go on and then
if I look at social media
um you know I have a son who's nine and
I'm really worried about the growth of
misogyny and and what's going on with
that is even knowing that it's going on
and of course somehow that then comes
into for sure the world but the world of
work so I think you know technology
there's some really interesting moving
plates on there that we as people you
know champions of inclusion and
diversity we're going to have to figure
out you know how as companies we we play
our part in navigating all of that
that's coming coming down the tracks I
think I think that's a really good point
and what kind of a role Tech and
software has to play and it's not an
easy one to navigate but I think as
Leaders we have to think about it and
try to figure out a way how to navigate
this uh but listen Sharon thanks so much
for taking the time I really enjoyed our
conversation and I wish you lots of
success with your with your journey and
your transformation program brilliant
I'll shake your hand and even give you a
[Music]
thank you
[Music]
foreign
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