INTERNATIONAL HRD SQUARE 2022
OUR KEY PATHS FOR 2022
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Top Speaker of the day: Alessandro Graziosi | ENEL GROUP Panelists:
Pinar Simsek | ERICSSON
Antonio Calco’ Labruzzo | TAKEDA
Pablo Galan Gonzalez | RADIOTELEVISIÓN ESPAÑOLA
Malika Viltz-Emerson | MICROSOFT
Jean Cheng Ogrisek | BAYER
Alessandro Graziosi
ENEL GROUP
KEY POINTS
I want to spread the opportunities remote working can bring us
Enel moved fast to remote work, thanks to the previous digitization work we did
The steps we took: LISTENING our employees, EXPLORING initiatives, DEFINING a road-map, EXPERIMENTING
We cannot go back, we better start reflecting about some topics: how collaboration changed, how can we organize our work, how can the office and other work spaces be used now, how can we connect and care for each other in these difficult times
We can only go forward, asking ourselves the right questions
We are experimenting a new normal, the future will be letting everyone decide the way they want to work, auto-determination
Pinar Simsek
ERICSSON
KEY POINTS
In order to find work-life balance you first have to understand who you are as an individual
Work and life are integrated, we need to learn how to manage our time
People are asking for feedback and listening to each other
People are important as individuals, so their families are involved in our initiatives too
There are skills our people need to develop, among others: agile mindset, storytelling, resilience
Antonio Calco’ Labruzzo
TAKEDA
KEY POINTS
Our purpose, values and priorities are behind our everyday actions
We are in a always evolving scenario, so first we have to start analyzing our reality
We started with a survey to know our people were feeling and we found out there a need to a different kind of leadership
Moving from control to trust, from being expert to be a learner
Why do we need to be in the same space and how can space and technology can help us
We need to be able to learn everyday by being agile
Pablo Galan Gonzalez
RADIOTELEVISIÓN ESPAÑOLA
KEY POINTS
almost half of the world's work force will work remotely in the future, this changes relationships
Normalization of remote work
Acceleration in use of technology to manage employees
Employees’ changing expectations
A new era of management where it’s less important to see what employees are doing and more important to understand how they feel.
What to do?
- Build trust and respect
- Robust communication
- Offer feedback
- Foster employee engagement
Malika Viltz-Emerson
MICROSOFT
KEY POINTS
This new reality had us thinking more inclusively
In a time were we have empathy fatigue I've seen a lot of leaders being empathetic, and this is crucial because of the importance of mental wellbeing
We want to reinvent the working space and we want to provide tools for collaboration
We want to empower our employees to find their balance
Jean Cheng Ogrisek
BAYER
KEY POINTS
We are moving to new frontiers of digitalization, and we need to have a more agile mindset
We need to empower people and make processes more simple
To do this we need practical tools to help people and their teams in a remote setup
Ways of working are simple practices to help build fast, effective and winning teams and address empowerment, workload and decision making
THANK YOU
