Want to Be an Innovative HR/People Operations Leader?

Be more like Steve Jobs.

Walter Isaacson’s article “The Leadership Lessons of Steve Jobs” examines how Jobs led and worked. He pushed for innovation. He thought differently than the market, even when it broke conventional wisdom. He scanned the future for opportunities.

Jobs did not see opportunities as threats. He saw future technology as market growth. Instead of feeling threatened, he prepared himself and his team to be the future by being bold, taking risks, and building those technologies.

Viewing future technology as a threat comes from scarcity. Innovative leaders do not operate there.

Below are three areas HR/People Operations leaders can focus on to elevate the conversation around culture and people, become thought leaders, and innovate the practice.

Encourage a Culture of Innovation

HR leaders can build a culture that supports innovation by promoting continuous improvement and encouraging employees to think creatively and take risks. Give people opportunities to collaborate and share ideas. Support the development of new skills.

Focus on the Employee Experience

Prioritize the user experience in your work. Consider the needs and preferences of employees, customers, and other stakeholders when designing processes, policies, and systems. Use employee feedback to find areas for improvement and design solutions that are intuitive and easy to use.

Emphasize Functionality and Ease

Make sure HR processes and systems are functional and practical. Review and refine them so they meet the needs of the organization and its people. Run audits. Gather feedback. Implement the changes that fall out of both.

The pattern: foster a culture of innovation, prioritize the user experience, and make functionality non-negotiable. That is how the organization becomes more efficient, more effective, and more responsive to its people and stakeholders.