Connecting Minds: Interview with Software AG's Sanjay Brahmawar & Sharon Doherty

Summary

In 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

• 🌟 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.
• 👩‍💼 As a champion of equality and inclusion, she emphasizes the importance of these values in the workplace, especially in the current dynamic environment.
• 🔄 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.
• 🛠️ 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.
• 🌐 The leader's global mindset and understanding of technology are identified as key traits for effective leadership in the modern world.
• 💡 The concept of adopting a 'software mindset' in all industries is introduced, promoting agile practices like 90-day sprints and minimum viable products.
• 🏦 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.
• 🤝 The company's investment in leadership development through workshops and an outside-in approach to foster a broader perspective on opportunities and challenges.
• 💰 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.
• 👥 The emphasis on creating an engaging environment through always-on listening, addressing immediate needs, and planning for a more inclusive future.
• 🔮 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 £1000 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

00:00

🤝 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.

05:01

🚀 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.

10:02

🌟 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.

🔮 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.

Keywords

💡Leadership

Leadership in the context of the video refers to the ability of individuals to guide, inspire, and direct teams, especially in a rapidly changing environment. It is a central theme as the discussion revolves around how leaders can effectively manage and navigate through the complexities of the current times, including economic challenges and technological advancements. The script mentions the importance of having a growth mindset and a modern way of working as part of leadership qualities.

💡Equality and Inclusion

Equality and Inclusion are highlighted as critical components of organizational culture and leadership. The video discusses the role of a leader in championing these values, ensuring a fair and diverse workplace. The script specifically mentions the guest's role as a 'champion of equality and inclusion' and how these concepts are being addressed within the Lloyd's banking group.

💡Transformation Program

A transformation program is a significant change initiative within an organization aimed at improving performance and efficiency. The video discusses the transformation program at Lloyd's banking group, emphasizing the need for new leadership approaches and a modern way of working to manage the ongoing changes effectively.

💡Diversity

Diversity in the video is used to describe the variety of different backgrounds, experiences, and perspectives within a team or organization. It is a key aspect of the discussion on inclusion and the importance of having a diverse workforce to drive innovation and adaptability, as well as to reflect the customer base.

💡Inclusion

Inclusion is the act of involving and empowering all team members, fostering a sense of belonging. The video emphasizes the need for leaders to create an inclusive environment where everyone can contribute to their full potential. It is closely tied to the concept of diversity and is part of the broader discussion on organizational culture.

💡Growth Mindset

A growth mindset is the belief that abilities and intelligence can be developed through dedication and hard work. In the video, it is mentioned as a key attribute for leaders, suggesting that leaders should embrace change and be open to continuous learning and development.

💡Technology

Technology is discussed as a driving force in the modern workplace, with implications for both diversity and inclusion initiatives and the way work is conducted. The script mentions the importance of understanding technology and having a 'software mindset' for modern leaders.

💡Agile Way of Working

An agile way of working is a project management approach that emphasizes flexibility, collaboration, and rapid adaptation to change. The video discusses the adoption of agile methodologies, such as 90-day sprints and minimum viable products, as a way to respond to the fast pace of change in the business environment.

💡Intersectionality

Intersectionality is the interconnected nature of social categorizations such as race, class, and gender, considering the overlapping or interdependent effects on an individual's experience. The video anticipates a shift towards understanding diversity and inclusion through an intersectional lens, recognizing the complexity of individual identities.

💡Ethics

Ethics in the context of the video relate to the moral principles that guide decisions and actions, particularly in the use of technology and AI. The script warns of the potential for technology to either promote inclusion or exacerbate exclusion, highlighting the importance of ethical considerations in the development and deployment of technological solutions.

💡Social Media

Social media is mentioned in the video as a platform that can influence societal attitudes and behaviors, including issues related to diversity and inclusion. The script expresses concern about the impact of social media on attitudes such as misogyny and its potential reflection in the workplace.

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 £1000 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

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[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]

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