One of the most crucial leadership traits that sets great leaders apart from average ones is the capacity to inspire. While there are many excellent managers, there are very few excellent leaders who have the ability to bring life, passion, and connection to their actions and behaviors.

1. Driving Progress
Leadership Strategies
for HR Leaders to Foster
Employee Engagement
VOL-01 | ISSUE-02 | 2024
Tech-Forward HR
Embracing Innova on in
Human Resources Leadership
www.insightssuccess.com
Empathy Meets Technology
Dr. Christian
Schmeichel
on Transforming HR in Times of Unprecedented Change
Empathy Meets Technology
Dr. Christian
Schmeichel
on Transforming HR in Times of Unprecedented Change
Dr. Chris an Schmeichel
SVP and Chief Future
of Work Officer
SAP
Top 10
Influencers
to Follow in2024

4. Editor’s
Editor’s
N o t e
N o t e

5. HenryThomson
ne of the most crucial leadership traits that sets
Ogreat leaders apart from average ones is the
capacity to inspire. While there are many excellent
managers, there are very few excellent leaders who have the
ability to bring life, passion, and connection to their actions
and behaviors. Along with a crystal-clear vision, mission,
and dedication to integrity that directs them in everything
they do to improve the world.
Those who are inspirational leaders lead with a strong sense
of purpose and obligation to effect positive change. They
know exactly what their values are and don't give in when
under pressure to do something that would require
sacrificing those values.
They might not always become well-liked for this, but in
order to grow and scale the progress eventually, these adept
personalities understand the essential aspects that are
focused on cultivating an environment that makes their
employees feel comfortable coming and talking to them.
Inspiring leaders behave honorably because they are aware
that their employees are constantly watching and that every
action counts. They adhere to their values and incorporate
them into everything they do as a result. Moreover, risk-
taking ability is an essential part of leadership. Rosa Parks,
Henry Ford, and Elon Musk are a few leaders who have
made a difference in this world by taking courageous risks.
Successful teams inspire inspirational leaders to be
dedicated to and motivated by their work. They foster an
environment where people can come together to share their
experiences, knowledge, opinions, and ideas resulting in
disruption and innovation.
Accepting collaboration encourages people to step outside
of their comfort zones and learn from one another while
achieving great things. Employees then become more self-
assured and eager to take on more responsibility.
Embracing the journey of such resolute leadership
charismas, Insights Success features the enthralling stories
of the astute personas of the industry in its latest edition,
"Top 10 HR Influencers to Follow in 2024."
Flip through the pages and embrace the odyssey of
exploring the distinct approaches to cultivating wisdom
driven by passion and innovation.
Have a Delightful Read!
The Strategies
of the Visionaries

6. Cov
Story

7. A r t i c l e s
Driving Progress
Leadership Strategies for HR Leaders to
Foster Employee Engagement
18
08
Tech-Forward HR
Embracing Innovation in Human
Resources Leadership
24
C X O
“From Humble Beginnings to Telecoms
Trailblazer Iqbal Singh Bedi's Journey"
22
Empathy Meets Technology
Dr. Christian
Schmeichel
on Transforming HR in Times of Unprecedented Change

8. sales@insightssuccess.com
Merry D'Souza
David King
Bruno Alves, Damian Mathew Sam Latham
James M. Adam M.
Simon, Tom
Jacob Smile
Irvin Wilson Dominique T.
Steve Rodrigues Frank Adams
January, 2024
Editor-in-Chief
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9. Brief
Featuring Company
As senior executive vice president and chief human resources
officer for Global Payments, Andréa Carter is responsible for
developing and leading all aspects of the company’s people and
talent organization.
Global Payments Inc.
globalpayments.com
Andrea Carter
Senior Executive
Vice President - Chief
Human Resources Officer
As chief future of work officer, the overall vision and mission
of Schmeichel and his team is to support SAP’s own business
transformation while also positioning SAP to drive other
companies to become intelligent and sustainable enterprises.
Sap
sap.com
Christian Schmeichel
SVP and Chief Future
of Work Officer
Dana is a great HR manager with a professional skills of
Organizational Development, Culture and Employees
Engagement.
Bahrain
Petroleum Company
bapco.net
Dana Bukhammas
Chief Human Resources
Advisor at Bapco
Iqbal is part of an elite group of advisors to have advised senior
government ministers on telecoms policy.
Intelligens Consulting
intelligensconsulting.com
Iqbal Singh Bedi
Founder and
Consulting Director
Laurette is committed to making the business not only the
fastest growing of its kind but also the most innovative and
sustainably run.
JTI (Japan
Tobacco International)
jti.com
Laurette Makhubele
People &
Culture Director
Manish brings over 24 years of HR experience in leading large-
scale change and transformation across APAC, UK and Europe
with various accolades for his accomplishments
Randstad
randstad.com
Manish Verma
Global Chief Talent
& Leadership
Development Officer
With the significant attributes and a transformative approach,
Paul Marshall, Group HR Manager at Howard Porter stands out
in the league of elite.
Howard Porter
howardporter.com
Paul Marshall
Group Human
Resources Manager
Rhonda is responsible for shaping and driving Chevron’s
people and culture strategy, including leadership succession,
learning and talent, diversity and inclusion, workforce
planning, and total rewards.
Chevron
chevron.com
Rhonda Morris
Vice President and
Chief Human
Resources Officer
Sheena Minhas has excelled with a staunch leadership acumen
and has been making an impact with a strong focus on strategic
and operational improvements that enhance an organization’s
performance.
STMicroelectronics
st.com
Sheena Minhas
Head of Global End
to End Talent COE
and Group HR
Vinita's focus includes evolving the associate experience with
increased workplace flexibility and career development
opportunities.
Nationwide
nationwide.com
Vinita Clements
EVP, Chief Human
Resources Officer

10. Cover
Story
Dr. Chris an Schmeichel
SVP and Chief Future
of Work Officer
SAP

11. Empathy Meets Technology
Dr. Christian
Schmeichel
on Transforming HR in Times of Unprecedented Change
“SAP manages the future of
work cross-functionally with
the HR team closely collaborating
with the business and the other
corporate functions.”

12. r. Christian Schmeichel, SVP and Chief Future
Dof Work Officer at SAP is a transformative force
in the Global HR landscape. With a passion that
combines people and technology, Christian is not just a
global HR executive—he’s a visionary when it comes to
shaping the future of work. With over two decades of rich
experience spanning various HR and business roles across
diverse cultures, he embodies the essence of a true global
citizen.
Christian has created a space where traditional HR
transcends its boundaries, where business focus meets
empathy and where advanced People Analytics and AI-
driven technologies redefine the workforce dynamics of the
next world of work.
With Christian being a thought leader renowned for this
vision of reshaping global HR organizations, his advocacy
for ‘Rethinking HR’ resonates powerfully, emphasizing
agile leadership, diversity, and talent development as the
bedrock of any high-performing organization.
Along these lines, SAP’s approach to the Future of Work
seems to transform ordinary into extraordinary and makes
SAP’s Future of Work agenda more than just a plan but a
vibrant reality!
Laying the Foundation
In the world of global HR, Christian Schmeichel is not an
unknown. With a career spanning continents, his journey
has endowed him with a profound understanding of the
intricate tapestry of human resources worldwide. “Having
worked and lived in Asia, Europe and the US, I’ve gained
invaluable context and insights into the developments of
global HR,” he reflects.
Christian’s career journey actually started in Corporate
Finance and Strategy Consulting before moving into the
arena of HR. When joining SAP in 2005, his first role
included the coordination of SAP’s global Labs HR
activities. When climbing up the career ladder over the
years, his tenure as the Head of HR for SAP’s subsidiary in
Tokyo, Japan, was particularly impactful. Amidst the
aftermath of natural disasters, he witnessed Japan’s
commitment to its people’s safety and well-being, leaving
an indelible mark on his approach. “There was a
fundamental focus on health and well-being, and that has
stuck with me,” he shares.
His diverse leadership roles within SAP, from head of HR
strategy to COO for global HR and HR Lead for multiple
board areas, have been defined by a steadfast commitment
to creating unparalleled employee experiences. “Through it
all, I’ve made sure we’ve kept a sharp focus on creating
best-in-class employee experiences,” Christian affirms.
Since 2021, when he got appointed as SVP and Chief
Future of Work Officer at SAP, he and his organization
spearhead the Business Software Group’s Future of Work
agenda for its global and diverse workforce of more than
100,000 employees worldwide.
Christian Schmeichel’s expertise extends beyond borders—
with a proven track record of successfully managing global
HR transformation and the future of work. As a global
citizen, he currently resides with his family close to SAP’s
headquarter in Heidelberg, Germany, incorporating his
international experiences into SAP’s innovative HR
landscape.
A Unified Vision
Acknowledging that the future of work is green and
powered by AI, SAP’s commitment to sustainability is
resolute, underpinned by a promise of “zero emissions, zero
waste and zero inequality,” as Christian emphasizes. At the
core of this mission is the belief that social progress is a
collective human responsibility. This ethos fuels the deep
appreciation for the diverse experiences each individual
brings to the workplace, transcending cultural and
geographical boundaries.
In the mosaic of diversity, unity hinges on inclusivity. “You
can’t align on a unified vision unless strides have been
taken to make the vision inclusive,” Christian underscores.
“The goal is to hone the Future
of Work vision that future-proofs
the organization while changing
work for good”

13. SAP’s dedication to shaping the Future of Work reflects this
inclusivity. Diversity and Inclusion (D&I) is just the
beginning—the vision encompasses a global perspective.
On the Global level, SAP is resolute in upholding human
rights, fostering health and well-being and embracing
corporate social responsibility, all in synergy with their
Health, Safety & Wellbeing as well as D&I manifesto. “All
these pillars are helping us move toward a Future of Work
that is globally inclusive and equal,” Christian affirms.
SAP’s journey toward an inclusive and equitable future is
evidence of its commitment to a better world, driven by
innovation, diversity and a profound sense of responsibility.
Designing the Future Workplace
Christian points out, “The world around us is changing at a
breakneck speed while at the same time, the competition for
talent is getting more and more intense.” In the heart of
SAP’s global operations, Christian and his team are
redefining how we perceive work and opening doors to a
new era. Appointed as the Chief Future of Work Officer in
2021, Christian delves deep into the essence of strategic
management. “If you want to manage all that’s going on,
you need to do it holistically,” he emphasizes, encapsulating
the very core of his approach.
At the helm of SAP’s Future of Work organization, which
was established in 2021, Christian coordinates a
multifaceted team of experts, leveraging their diverse skills
and knowledge to achieve cohesive and innovative
outcomes. Together, they navigate the intricate landscape of
SAP’s global workforce. “We have the joint mission to
design and orchestrate SAP’s holistic future of work
agenda,” Christian explains, his passion evident.
For SAP, the future of work is a multi-dimensional puzzle.
Christian and his team focus on various key dimensions.
First, they gaze into the future, envisioning the composition
of the workforce in the next 5 to 10 years. “Which skills will
be required and where? How much AI will be incorporated
into our daily work?” Christian ponders, setting the
objectives for the strategic journey ahead. The second
dimension is about crafting an environment where this
Top 10 HR Influencers to Follow in 2024

14. “It’s about re-imagining and
co-shaping the way how we will
live and work in the future which
is quite inspiring.”
futuristic workforce can thrive, finding motivation and
engagement in their tasks. It’s about elevating HR practices
while embracing new, flexible and healthy work paradigms.
“It’s a mix of business elements and strategic HR topics,”
Christian notes, highlighting the intricate balance between
innovation and tradition. Last but by no means least, the
Future of Work will also require an evolution of the HR
departments itself.
In the wake of the pandemic, the landscape of work has
transformed. Talent seeks not just jobs but meaningful
engagements that honor their priorities. Agility and
resilience have become the watchwords and SAP is at the
forefront of this shift. “Talents are looking for new, flexible,
and structured hybrid ways to work,” Christian observes,
underlining the need for adaptability in the face of changing
expectations. “With generative AI, the work landscape is
transforming again. AI will increasingly support employees
in their daily works in the one or other way. That will affect
expectations on both sides, too.”
Christian’s vision extends beyond theoretical frameworks.
His goal is pragmatic—to transform the vision of the Future
of Work into actionable reality. “The goal is to hone the
Future of Work vision and future-proof organizations in
creating the HR policies and technologies necessary,” he
affirms, illuminating the path forward. Data insights,
workforce planning as well as health & wellbeing programs
form the bedrock, but the future of work is a dynamic, ever-
evolving entity, reflecting the very essence of the modern
workforce.
Continuous Learning
At SAP, fostering empowerment and continuous growth is
ingrained in its ethos. “Enablement and training are core to
our people management strategies,” affirms Christian. In an
era of rapid technological advancement, the need for
perpetual learning stands paramount. SAP champions a
culture of continuous learning, ensuring employees are
equipped to meet evolving demands.

15. Within its learning culture, SAP provides diverse
opportunities for skill development:
Ÿ Dedicated learning programs: These empower
employees to enhance both hard and soft skills, a
practice known as ‘upskilling.’
Ÿ Versatile support mechanisms: This includes
traditional methods like webinars, peer-to-peer learning
encouraging knowledge exchange and experiential
learning through real-world application, colloquially
known as ‘on the job.’
Regarding the future skills landscape of HR itself, a
paradigm shift is imminent:
Ÿ Digital Proficiency: HR professionals must harness
digital capabilities.
Ÿ Data Literacy: Emphasizing data-driven decision-
making.
Ÿ Agile Mindset: Adopting flexibility and adaptability.
Ÿ Experience Management: Focusing on delivering
exceptional employee experiences.
Christian’s vision emphasizes thriving amidst change,
ensuring SAP’s workforce is not only equipped with
technical skills but also possesses the right mindset to
innovate and contribute effectively.
Accelerating Flexibility in a Productive Way
The pandemic served as an accelerator for trends and new
ways of working, most notably with the heyday of flexible
and remote work models. SAP introduced their own hybrid
working model ‘Pledge to Flex’ early on during the
pandemic aiming to keep people safe based on a
commitment to flexible and trust-based working for the
global workforce of 100,000 people.
In a rapidly evolving landscape, SAP acknowledges the
shifting tides of work dynamics and the enduring
importance of flexibility. “We realize that especially over
the last three years, ways of working and personal
preferences have been changing significantly,” notes
Christian, emphasizing their commitment to adapt to the
evolving needs of their workforce.
Amid this transformation, the physical office holds a unique
place in fostering personal connections at SAP. “The office
remains our number one place to stay connected and
feature interactions on a personal level,” Christian
highlights. At the same time, “Given people’s roles, tasks
and local regulations, one size certainly does not fit all,
especially if you have such a global and diverse workforce
as SAP does,” Christian underscores.
In response, SAP did launch a dedicated ‘I’m In’ initiative
in 2023, an ideal example of its dedication to strengthening
connections and promoting in-person engagements. The
combination of splitting time between 2-3 days of in-person
office work and remote has emerged as a best practice for
their employees to stay connected and run at their personal
best. This echoes the sentiments of an organization that
values both the present and the future of work.
In HR, We Trust
Constantly vigilant, Christian delves into market dynamics,
vendor activities and emerging trends. “We can’t predict the
future, but by asking the right questions and investing in
scenario planning, we gain a good grasp of what may
happen,” he notes. SAP’s approach is proactive, focusing
on discerning trends to anticipate shifts in the workforce
landscape.

16. “We’re looking for trends to predict how our workforce will
change,” Christian emphasizes. Understanding the
evolution in practices, processes and environments provides
a roadmap for necessary workforce adjustments. Yet,
Christian believes in more than just prediction—he
advocates shaping the future actively.
Fueling the Future
Shaping the Future of Work is not a nice to have, but rather
a business imperative which is highly motivating. “Having
a hands-on role in shaping the Future of Work at SAP and
for our customers and partners is something I’m deeply
passionate about,” Christian lines out. His enthusiasm finds
fuel in having a true business impact and the collaboration
with his global team, sharing a vision that turns work into
something truly enjoyable.
For Christian, “It’s a journey of re-imagining and co-
shaping the future of how people will live and work which is
quite inspiring,“ he articulates.
Changing the Game
A solid workforce plan and sound people practices are key
to success. When carefully thought through and planned
around rich data and predictions, these aspects give
organizations a workable agenda for growing in a rapidly
changing landscape.
Every leader knows that change management is critical for
balancing business and employee priorities, getting good
buy-in to game-changing initiatives—like the adoption of
generative AI and keeping morale high along the way. But
how does one manage change when they can’t see it
coming? This is where workforce planning and the need for
timely analytics are widening the divide between the
organizations that have been quick to evolve and those that
have lagged.
Blending the best of different Worlds
In the intricate web of future work dynamics, SAP operates
at the crossroads of collaboration. “SAP manages the future
of work cross-functionally, where HR works in close
collaboration with the business sand other corporate
functions,” emphasizes Christian. In this era of
transformative technology and generative AI, the HR
landscape is shifting towards a data-driven paradigm. “HR
needs to be utilizing data at every level,” Christian points
out.
This evolution demands a profound understanding of digital
systems. “This doesn’t mean an HR person will need to
code software, but they should know how to use the systems
to support the business as best as possible,” Christian
Schmeichel explains.
For example, Generative AI use cases within SAP’s own
SuccessFactors solution will help people leaders and
recruiters create job descriptions and help employees find
personalized learning recommendations to fuel their career
development and growth.
The focus lies in deciphering data to envision the
future—understanding how technology will help handle
repetitive tasks, what skills will be vital and how every
employee can evolve hand-in-hand with the organization.
SAP’s approach isn’t just about adapting to change—it’s
about embracing data-driven insights to shape a future
where every member of the workforce thrives.

17. Burning Bright Without Burning Out
In the midst of global challenges, SAP stands steadfast,
recognizing the pivotal role of mental and physical well-
being in the workplace. “The mental and physical fitness of
every person is a key part of workplace productivity,” notes
Christian. SAP invests profoundly in its people,
championing a culture of health through initiatives like
“Are you OK?” —a mental health program and a round-the-
clock Employee Assistance Program, offering support and
counselling.
Furthermore, SAP’s HR function serves as a trailblazer in
Human Capital Management (HXM). “We’re in a sweet
spot where we can leverage our own technologies,”
Christian states proudly. This unique position allows SAP to
receive real-time feedback from their employees, shaping
solutions that truly prioritize individuals at the core of
business operations.
Where Passion Meets Productivity
SAP remains vigilant in understanding the pulse of the
global workforce. “We measure employee engagement and
satisfaction across functional areas and geographies,”
affirms Christian. Their approach involves a meticulous
continuous listening strategy, amalgamating experience data
with operational statistics to gain a holistic perspective.
This method provides a 360-degree view of the
organization, enabling proactive HR strategies.
“Our dashboards provide access to the relevant data for
various target groups,” Christian emphasizes. Central to
their success is the reliance on a single source of truth for
all data. This high data quality not only ensures accurate
reporting but also fuels advanced predictive analytics and
scenario modeling, securing SAP’s future proactively.
Small Step, Giant Leap
“The pandemic has transformed work dynamics profoundly
and so is Generative AI,” asserts Christian and SAP’s
approach for the future of work stands as an inspiration for
change.
To successfully architect the future of work in the post
pandemic era, one will need to take full advantage of the
opportunities and disruptive power of digitalization.
Amongst others, for HR this means employing state-of-the-
art technology and digital-first HR services to allow for
scalability and further efficiency across leading-edge work
experiences. At the same time, it is more important than
ever for HR to retain the “human factor” at work and
empower people to thrive.
“With the world around us changing at breakneck speed, I
truly see this as a once-in-a-generation opportunity for HR
to shape the future of work”, Christian Schmeichel
summarizes. ”And I couldn’t be more excited to be part of
it, leaving a legacy of crafting cutting-edge working
environments”.
“We can’t predict the future,
but by asking the right questions
and investing in scenario planning,
we gain a good grasp of what
may happen.”

19. Choose
Excellent
Choose
Insights.

20. Driving Progress
January 2024 | 18 | www.insightssuccess.com

21. Leadership Strategies for
Foster Employee Engagement
HR Leaders to
mployee engagement is a crucial factor that significantly
Eimpacts an organization's success and overall performance. It
refers to the emotional connection and commitment employees
have towards their work, colleagues, and the organization. High levels
of employee engagement lead to improved productivity, reduced
turnover, increased job satisfaction, and a positive work culture.
HR leaders play a pivotal role in fostering employee engagement and
creating an environment that motivates employees to excel. In this
article, we will explore effective strategies that HR leaders can
implement to boost employee engagement within their organizations.
Establish a Clear and Inspiring Vision
HR leaders should work closely with top management to develop and
communicate a clear and inspiring vision for the organization. This
vision should outline the organization's mission, values, and long-term
objectives. When employees understand how their work contributes to
the bigger picture, they feel more engaged and motivated to achieve
common goals.
Foster a Positive Work Culture
Creating a positive work culture is vital for employee engagement. HR
leaders should focus on fostering an inclusive, supportive, and
respectful environment. Encourage open communication, provide
opportunities for feedback, and recognize and celebrate employees'
achievements. A positive work culture will encourage collaboration,
trust, and loyalty among team members.
Invest in Employee Development
Offering opportunities for continuous learning and development is a
powerful way to engage employees. HR leaders should work with
managers to identify individual training needs and provide relevant
January 2024 | 19 | www.insightssuccess.com

22. workshops, seminars, and online courses. Providing a clear
path for career progression within the organization
motivates employees to stay committed and grow with the
company.
Implement Effective Performance Management
A robust performance management system can significantly
impact employee engagement. HR leaders should work
with managers to set clear performance goals and provide
regular feedback and coaching. Encourage a growth
mindset and focus on employee strengths, helping them
improve and achieve their objectives.
Support Work-Life Balance
Promote work-life balance within the organization to
prevent employee burnout and stress. Encourage flexible
working arrangements when possible, and provide wellness
programs to support employees' physical and mental well-
being. A healthy work-life balance fosters a more engaged
and productive workforce.
Recognize and Reward Employees
Recognizing and rewarding employees for their efforts and
achievements is essential to keep them engaged. Implement
an effective employee recognition program that
acknowledges outstanding performance and contributions.
This could include verbal praise, tangible rewards, or
opportunities for career advancement.
Encourage Employee Involvement and Empowerment
HR leaders should empower employees by involving them
in decision-making processes and seeking their input on
various initiatives. This involvement fosters a sense of
ownership and responsibility, making employees feel
valued and invested in the organization's success.
Promote Team Building and Social Activities
Organize team-building events and social activities to
strengthen the bonds between employees. These activities
promote camaraderie, teamwork, and a sense of belonging
within the organization.
Support Employee Well-Being
Apart from work-life balance, HR leaders should actively
promote employee well-being. Offer access to resources
that address mental health, stress management, and overall
wellness. Consider implementing employee assistance
programs (EAPs) and providing access to counseling
services to support employees during challenging times.
Encourage Cross-Departmental Collaboration
Facilitate cross-departmental collaboration and encourage
employees to work together on projects and initiatives.
Breaking down silos and promoting collaboration enhances
employee engagement as individuals feel connected to a
larger community and can learn from their peers in different
departments.
Provide Opportunities for Employee Feedback
Create channels for employees to share their feedback,
ideas, and suggestions openly. Regularly conduct employee
surveys, focus groups, or suggestion boxes to gather
insights on how to improve various aspects of the
organization. Demonstrating a willingness to listen and act
upon employee feedback boosts engagement and employee
morale.
Implement a Mentorship Program
Develop a mentorship program where experienced
employees can guide and support newer or less experienced
colleagues. Mentorship not only helps employees grow
professionally but also fosters a sense of belonging and
engagement within the organization.
Offer Competitive Compensation and Benefits
Competitive compensation and attractive benefits packages
are essential for retaining top talent and keeping employees
engaged. Regularly review salary structures and benefits to
ensure they remain competitive within the industry.
Employee engagement is an ongoing process that requires
the commitment and efforts of HR leaders and the entire
organization. By implementing the strategies mentioned
above, HR leaders can create a positive and engaging work
environment that enhances employee motivation,
productivity, and overall satisfaction.
A highly engaged workforce not only benefits the individual
employees but also contributes to the organization's success
and long-term growth.
January 2024 | 20 | www.insightssuccess.com

24. CXO
January 2024 | 22 | www.insightssuccess.com

25. In the world of telecoms and smart city management,
one name stands out as a trailblazer and strategic
advisor—Iqbal Singh Bedi.
Few people not directly involved in politics can say they
have offered professional advice to the UK’s Prime Minister
and Scotland’s First Minister but Iqbal Singh Bedi, founder
of Intelligens Consulting, is part of that elite group. His
remarkable journey from a childhood marked by financial
adversity to becoming the Founder of Intelligens
Consulting is a testament to unwavering determination,
hard work, and the transformative power of perseverance.
Iqbal puts much of this down to his Sikh heritage.
Iqbal's story begins with humble beginnings, where his
family faced financial hardships after his father lost
everything in a devastating business deal. At just 11 years
old, he experienced extreme poverty and homelessness – a
challenge that would have broken many spirits. However,
Iqbal's innate determination and resilience shone through,
serving as a beacon of hope.
Iqbal's journey towards excellence took a significant turn
when he pursued an Honours BEng in Electronic and
Electrical Engineering at Strathclyde University, Glasgow.
This educational milestone marked the foundation of his
future accomplishments, as he absorbed knowledge, skills
that would later shape his career and friendships that would
last.
Upon graduation, Iqbal embarked on his career as a
software engineer in the telecoms industry. However, his
ambition led him to explore the commercial aspects of the
field. This shift in focus and dedication to learning enabled
him to transition to roles where he could make a broader
impact.
In February 2017, Iqbal's entrepreneurial spirit culminated
in the establishment of Intelligens Consulting. What began
as a one-person lifestyle consultancy soon transformed into
a thriving telecoms management consultancy firm, thanks to
his exceptional client feedback. Today, Intelligens
Consulting boasts a diverse team of technical, finance, and
economic experts with extensive telecoms experience
providing local authorities, operators, train operating
companies and investors with strategic advice on creating
smart connected places, driving digital transformation and
strategic consulting advice.
Today, he is proud to announce that his hard work has
earned Intelligens Consulting an award for a prestigious
Connected Britain award. This recognition reaffirms their
commitment to pushing the boundaries of what's possible in
the telecoms and smart city space.
Iqbal's expertise extends far beyond the confines of his
consultancy. He has been a sought-after thought leader and
speaker on telecoms matters, even appearing on the BBC.
His insights and contributions have left a lasting impact on
global and national policies related to telecommunications,
influencing the strategies of governments and organisations
alike.
For Iqbal, the joy in his work lies in witnessing the
transformation of cities and communities through the
deployment of advanced telecom infrastructure and digital
technologies. This field is at the intersection of technology,
innovation, and urban development, and it offers a unique
opportunity to shape the way we live, work, and connect
with one another. The sense of responsibility that comes
with advising governments and organisations on critical
telecom matters is a source of pride. Knowing that my work
influences policy decisions, infrastructure development, and
connectivity solutions is both humbling and motivating
according to Iqbal.
Iqbal’s typical day follows a disciplined regime that
includes a coffee (or two), an early morning gym session or
a brisk walk, yoga, meditation and a quick blast on my
guitar. Right now, he is learning Bohemian Rhapsody by
Queen, and that’s a bit of a challenge to say the least. He
believe in his routine for a healthy mind and a healthy body
which is essential for tackling the challenges of the day
ahead.
Iqbal Singh Bedi's journey from adversity to success is a
source of inspiration for all. His story embodies the values
of determination, hard work, and perseverance. He
continues to make a lasting impact on the telecoms industry
and beyond, proving that no challenge is insurmountable
with the right mindset and unwavering grit.
"From Humble Beginnings to Telecoms Trailblazer
Iqbal Singh Bedi's Journey"
January 2024 | 23 | www.insightssuccess.com

26. January 2024 | 24 | www.insightssuccess.com

27. Embracing Innovation in
Human Resources
Leadership
January 2024 | 25 | www.insightssuccess.com
Tech-Forward HR
he role of Human Resources (HR) leadership has transcended
Ttraditional administrative functions to become a strategic
driver of organizational success. Embracing innovation in HR
leadership is no longer a choice but a necessity to navigate the
complexities of a dynamic workforce, technology advancements, and
changing workplace expectations. This article explores the
significance of embracing innovation in HR leadership and how it can
propel organizations towards sustained success.
Adapting to Technological Advancements:
Human Resources is witnessing a digital transformation with the
advent of technologies such as artificial intelligence, machine
learning, and data analytics. Innovative HR leaders leverage these
technologies to streamline recruitment processes, enhance employee
experience, and make data-driven decisions. For example, AI-driven
recruitment tools can help identify top talent efficiently, freeing up HR
professionals to focus on more strategic initiatives.
Enhancing Employee Experience:
A key aspect of HR leadership is fostering a positive employee
experience. Innovative HR leaders recognize the importance of
leveraging technology to create a seamless and engaging work
environment. This includes implementing collaborative platforms,
employee self-service tools, and digital learning solutions. By
embracing innovation, HR leaders can empower employees, boost
productivity, and cultivate a culture of continuous learning and
development.
Agile Talent Management:
Traditional talent management practices are giving way to more agile
and adaptable approaches. HR leaders need to embrace innovative
talent management strategies that align with the dynamic needs of the
organization. This involves cultivating a culture of continuous
feedback, implementing flexible work arrangements, and deploying
performance management tools that facilitate real-time assessments
and goal setting.

28. Data-Driven Decision Making:
Embracing innovation in HR leadership entails harnessing
the power of data for informed decision-making. By
leveraging people analytics, HR leaders can gain valuable
insights into workforce trends, identify areas for
improvement, and forecast future talent needs. Data-driven
decision-making enables HR professionals to align their
strategies with organizational goals, resulting in more
effective talent management and resource allocation.
Promoting Diversity and Inclusion:
Innovative HR leaders recognize the importance of
diversity and inclusion in fostering a dynamic and creative
workforce. By embracing innovative approaches to
diversity recruitment, implementing inclusive policies, and
leveraging technology to eliminate biases, HR leaders
contribute to building a workforce that reflects diverse
perspectives and experiences.
Embracing Remote Work and Flexibility:
The global shift towards remote work has become a
defining aspect of the modern workplace. Innovative HR
leaders are at the forefront of adopting and optimizing
remote work strategies. This includes implementing digital
collaboration tools, fostering virtual team-building
activities, and ensuring that HR policies are adapted to
support a flexible work environment.
Social Responsibility and Corporate Values:
Innovative HR leadership extends beyond internal
operations to external impact. HR leaders play a crucial role
in aligning organizational values with social responsibility.
This includes initiatives related to sustainability,
community engagement, and ethical business practices. By
incorporating social responsibility into HR strategies,
leaders contribute to building a positive corporate image,
attracting socially conscious talent, and fostering a sense of
purpose among employees.
Agile HR Processes:
Traditional HR processes can be time-consuming and rigid.
Embracing innovation involves transitioning to agile HR
processes that are responsive to changing business needs.
This may include adopting agile project management
methodologies, flexible performance review cycles, and
iterative approaches to policy development. Agile HR
processes enable organizations to adapt quickly to market
changes and emerging opportunities.
Collaboration with Emerging HR Technologies:
HR leaders must stay abreast of emerging technologies that
can revolutionize HR functions. Chatbots for HR services,
blockchain for secure and transparent HR transactions, and
virtual reality for immersive onboarding experiences are
examples of technologies that can enhance HR operations.
By actively collaborating with technology partners and
staying informed about industry trends, HR leaders can
ensure their organizations remain at the forefront of HR
innovation.
Crisis Management and Resilience:
In the face of unforeseen challenges, HR leaders need to be
prepared for crisis management. Embracing innovation
involves developing robust crisis response plans, utilizing
communication tools for swift updates, and implementing
strategies to support employees during challenging times.
Proactive HR leaders embrace innovation by incorporating
resilience training, mental health support, and flexible
policies to navigate uncertainties effectively.
In conclusion, the evolution of Human Resources
leadership towards embracing innovation is a
transformative journey that goes beyond traditional
administrative roles. Today's HR leaders are tasked with
navigating a dynamic landscape, shaped by technological
advancements, changing workforce expectations, and
global uncertainties. By proactively embracing innovation,
HR leaders position their organizations for sustained
success.
From leveraging technology for streamlined processes to
prioritizing employee well-being, fostering continuous
learning, and aligning with social responsibility, innovative
HR leaders play a crucial role in shaping organizational
culture and effectiveness. The agile adaptation of HR
processes, collaboration with emerging technologies, and
adept crisis management further underscore the importance
of innovation in HR leadership.
January 2024 | 26 | www.insightssuccess.com

31. Quote?

32. www.insightssuccess.com