The 10 Most Dynamic Women HR Leaders to Watch, 2024

Most Dynamic WOMEN The

Leaders to Watch, 2024

The Impermanent Leader

Editorial Note

Influential HR Leaders Paving the Way Forward

Trust is something that every

leaders needs to have on the team he is leading, be it at home, school, or work. Thus HR management is something that emphasizes data-driven decisionmaking, and employee empowerment and organizational transparency. It is their because of their initiatives that have set industry standards in order to foster a positive work environment and promote employee goodbeing.

This influence of HR has played a key role in shaping the organization's culture, focusing on freedom and high performance. Their work on communicating values is widely studied by organizations all over the world. They are also responsible for recognizing their commitment to diversity, equity, as well as inclusion. These HR champions'

initiatives promotes workforce diversity to create a workplace for everyone. Thus under their leadership company are practicing programs and support well-being.

This HR figure is well-known for the work on HR transformation and effectiveness. The HR leaders have conducted research on HR management, helping others to better understand their role as business partners.

All in all a focus on building human-centered organizations, this HR advocates for workplace trust and belonging. It is their work that helps organizations cultivate culture of compassion and authenticity and thrive personally and professionally. Overall these HR leaders have lest a big impact on their company's and the HR demonstrating the importance of HR leadership in business success and fostering a positive workplace. Thus we've come up with Most Influential HR Leaders leading the corporate world, 2024.

These HR leaders represent the guard of HR management, each leaving a mark on the organizations and the broader field. Right from pioneering innovative approaches to organizational diversity to advocating for human-centered workplaces and HR thinking, have reshaped the way we perceive HR management. Thus by championing principles of inclusion and data-driven decision-making, these leaders have elevated the role of HR across industries. This we continue to navigate the evolving landscape of work, as their insights and legacies serve as a guiding beacons of HR.

The corporate world is shaped by the HR leaders who are HR and driving organizational success. While approaches may vary, these leaders share a common interest, talent, and innovation.

In 2024, the corporate world is being shaped by a cohort of influential HR leaders who are redefining the role of human resources and driving organizational success. While their approaches may vary, these leaders share a common commitment to fostering inclusive cultures, nurturing talent, and driving innovation. Here are some of the The 10 Most Dynamic Women HR Leaders to Watch, 2024.

Together these HR leaders are shaping the future of work and championing the well-being and development of employees in the corporate world.

CONTENTS Kristin Omreng 12 COVER STORY

Robin

Sonica Aron

Navigating HR Leadership in a Global Energy Company

Ifyouwanttolearnsomething,youhavetostartgiving

whatyouhave.Therearethingsthatyoulearnlike adaptability,culturalunderstanding,andbuilding relationshipswithpeopleofdifferentcultures.Growingup indifferentcountriesgaveKristinOmrengtheopportunity tolearnskills,whichshewouldhavenothavedevelopedin thesamewayasgrowingupinoneplace.

Witharichtapestryofexperiences,Kristinhasnavigated herwaythroughthedynamicrealmsofexecutivesearch, leadershipselection,andvariousHRrolesintheoil&gas andmaritimesectors. Herinspiringleadershiphas propelledtheHRfunctionatPGS,contributingtothe company'sresilienceamidstindustrychanges,mergers,and workforceadjustments.

Here'sthedetailedoverviewofherjourney:

NavigatingGlobalChallengesinEnergyandMaritime Sectors

InKristin'searlyyears,herchildhoodunfoldedacross diversegloballocations,aconsequenceofherfather's careerintheoil&gasindustry.Theuniqueupbringing instilledinhervaluableskillslikeadaptability,cultural understanding,andtheabilitytoforgeconnectionswith peopleofvariedbackgrounds.Uponcompletingher MastersinBusinessandEconomicsfromtheNorwegian SchoolofManagement,sheembarkedonaprofessional journeythatbeganinExecutiveSearchandLeadership Selection.

Thisinitialphasepavedthewayforherentryintodiverse HRroleswithinoil&gasandmaritimecompanies. CurrentlyholdingthepositionofSVPHeadofGlobalHR atPGS,aglobalgeophysicalcompanyspecializingin offshoresurveydataandcloud-basedimagingoftheearth, Kristinplaysacrucialroleinadvancinggeophysicsasa keyfacilitatorforenergysecurityandtransition.

Throughouthercareer,Kristin,aseasonedbusinessleader, hasconfrontedandsurmountednumerouschallengeswithin thedynamicenergyandmaritimesector Thisrealm, markedbysubstantialchangesandcyclicality,demanded continuousadaptation,encompassingshiftsinbusiness models,mergers,acquisitions,andworkforceadjustments.

Kristin'sleadershipnarrativeisoneofembracingchange withempathy,steeringherteamsthroughbothdauntingand exhilaratingtimes.Eachtransformation,whether anticipatedorunforeseen,hasbecomearichsourceof

learningforKristinandherfellowleaders,contributingto theircollectivegrowthandresilience.

AVisionforSustainableEnergyandGlobalImpact

Inaligningitsunwaveringcommitmenttoenergysecurity andaffordabilitywiththeglobalpursuitofsustainable energy,PGShasrecentlyredefineditsvisionandmission. Withamissionfocusedonadvancingmarinesubsurface knowledgetomeetevolvingenergyneeds,PGSenvisionsa futurewhereaffordableandsustainableenergyis universallyaccessible.Thistransformativeinitiative, undertakenapproximately1.5yearsago,involvedactive engagementfromthecompany'sworkforce,reflectinga collectiveeagernesstocontributetoreshapingthe company'spurpose.PGSrecognizestheshiftingdynamics ofitsimpactinachangingworld,reinforcingitspivotal roleinaddressingtheevolvinglandscapeofenergysecurity andaffordabilitywithadaptabilityandforesight.

Kristin'sVisionaryLeadership

Kristin'scommitmenttoachievingexceptionalresultsis evidentinherwillingnesstogotheextramile.Dedicatedto fosteringeffectivecommunication,sheactivelyengages withherteamandthebroaderorganizationtoshareupdates andplans.

Describedbyherteamasaleaderwithapassionate, visionary,andambitiousapproach,Kristinisrecognizedfor hersupportiveleadershipstyle.Demonstratingaprofound careforherteam,sheinveststimeincoachingandclosely followingupwithherdirectreports.

Opentonewideasanddiverseperspectives,Kristinvalues theimportanceofalignmentwithintheteam,ensuring everyoneunderstandstheoverarchinggoalsandtheir individualcontributions.Empoweringteammembersto activelycontributeandprovidingcontinuoussupport,she prioritizesbuildingahigh-performingandcohesiveteam.

NurturingGrowthandBridgingVisions

Expressingacommitmenttocontinuousprofessional growth,Kristinaspirestofurtherdevelopherleadership skillsandcapabilities,exploringrolesnotonlyinHRbut alsoinvariousotherdomains.Herpassionliesinbridging thegapbetweenpeopleandbusinessstrategy,recognizing theabundantuntappedpotentialwithinindividuals.She believesthatfosteringthegrowthofbothindividualsand theorganizationcollectivelyleadstoremarkableoutcomes.

MotivatedbytheexcitingprospectsatPGS,aglobally impactfulcompanywithasignificantpresenceinthe traditionaloilandgassectoraswellasrenewableenergy, sheisdedicatedtocontributingtoitsdevelopment.Kristin isparticularlypassionateaboutmakingameaningful impactontheenergytransitionandleveragingtechnology andexpertisetomeetfuturechallenges.

EvolutionofHRinaDynamicBusinessLandscape

KristinemphasizestheevolvingsignificanceofHRin contemporaryorganizations,drivenbyrapidlychanging businessdynamics.Sherecognizesthepivotalroleof individualsinadaptingtoevolvingbusinessmodelsand strategies,acknowledgingtheirsubstantialimpactonHR's function.Overthepast5-10years,HRprocesseshave undergoneadigitaltransformation,becomingmore standardizedandsophisticated.Thisshiftallowsfora heightenedfocusondata-drivenHRprocessesand emphasizestheroleofHRasastrategicbusinesspartner

KristinanticipatesthenextsignificanttransformationinHR torevolvearoundnavigatingtheintegrationofAIandnew tools,harnessingthepotentialofGenAIandother technologicaladvancements.Managingthistransition, whileleveragingtheinherentstrengthsoftheworkforce, posesacrucialchallengeinthenearfuture.

FosteringGrowth,Innovation,andPerformance throughHRLeadership

Kristinassertsthatherteamisactivelycontributingto transformativechange.Theircontinuousexperimentation andadoptionofnewtechnologiesaimtofacilitatethe growthanddevelopmentofemployeesandleaders.By cultivatinginnovativewaysofcollaborationandtransparent sharing,theyfosteracultureofgrowth,learning,and development,ultimatelydrivinginnovationand performance.

Kristinemphasizesthatimpactfulchangeoftenstemsfrom cumulativesmalleffortsratherthanasinglemonumental initiative.Herpassionliesinconnectingpeoplewiththe businessstrategy,recognizingtheuntappedpotentialin eachindividual.Sheplaysapivotalroleinshapingthe companycultureandleadership,aligningthemwiththe overarchingstrategytocreateanenvironmentconduciveto learning,development,andhighperformance.Her commitmentliesinhelpingbothindividualsandthe organizationevolveandthrivetogether

Kristin'sInsightsonEmergingTrends

KristinhighlightsthedynamicevolutionoftheHRsector, underscoringaplethoraofopportunitieswithinHRteams andforthosedevelopingofferingstailoredforHRneeds. TheongoingtrendsincludestreamliningHRprocesses, digitalization,analytics,andtheautomationofself-service information.Anotableshiftistheincreasedconnectivity betweenHRdata,enablingmorestrategicLearningand Developmentalignedwithspecificrolesandcareerpaths. Lookingahead,Kristinanticipatesincreasedface-to-face interactionsbetweenHRBusinessPartnersandBusiness leaders,fosteringaccelerateddevelopmentofleadership skills.This,inturn,ispoisedtofortifyorganizational cultureandenhanceengagementacrosstheboard.Asthe HRlandscapeundergoesprofoundchanges,sheemphasizes theimportanceofadaptingtothesetrendsforsustained successandgrowth.

Chief People Officer

Ideal Tridon Group

RobinHirschEverhart

Strategic HR Executive Driving Transformation and Culture Change

Ifyouarenotlearningfromyourpastmistakes,then

youarenotgrowingandmostlikelyrepeatingthe samemistake.Weashumansareimperfectlyperfect, andwecannotdoeverythingalone.ThusRobinHirsch Everhartisgratefulforthepeoplewhoprovidedhera helpinghandalongthewayasshenowaimstocontinue pullingpeopleforward.TodaysheisChiefPeopleOfficer atTheIdealTridonGroup-afamilyofbrandsdedicated tosupporting,securing,andconnectingpipes,tubes,and hoses.Robiniscommittedtodoingwhat'sright,valuing eachotherasindividuals,andrecognizingtheimpactofher rolewithinthecompany

Here'smoretoembracechangeandovercomechallenges withresiliencefromRobinthroughaninterview

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatIDEAL-TRIDON Group.Whatchallengeshaveyouhadtoovercometo reachwhereyouaretoday?

MypathleadinguptoIdealTridonGrouphasbeenboth challengingandrewarding.I'veworkedinbothpublicly tradedandprivatelyheldcompaniesranginginsizefrom Fortune500tomid-marketprivateequityportfolio companies.MyexperienceincludesB2CaswellasB2Bin retail,professionalservices,andmanufacturingindustries. MyroleshavespannedCompliance&Ethics,Operations, Communications,GovernmentAffairs, Diversity/Equity/Inclusion&Belonging,andHR. Startingmybusinesscareerinmale-dominated environments,Iwasoftentheonlyfemaleexecutive,which necessitatedtoughconversationsandeffortstopavethe

wayforfuturewomenleaders.Attimes,IfoundIhadtodo moretoprovemyvaluevs.theassumedpotentialthatwas extendedtomymalecounterparts.Toremaincompetitive,I madeunconventionalcareermovestoacceleratemy leadershipdevelopmentandenhancemyvalueproposition.

Additionally,Iwasoftentheonly,oroneoffew,Jewish peoplewithintheleadershipandexecutiveteamandhadto raiseawarenessaboutbeingconscientiousofnotscheduling importantmeetingsorcompanyoutingsonhighholidaysif theywantedtheentireemployeebasetobeabletoattend. Transitioningfromsocialworktobusinessat28,Istarted fromanentry-levelposition,becomingavicepresidentby 33andenteringtheC-suiteshortlythereafter Asafemale executive,therewastremendouseyeballscrutinyonmy careeraswellashowIwouldhandlethework/lifebalance afterhavingmythreechildrenbetweentheagesof35-37.

Despitespokenskepticismfrommalecolleaguesaboutmy intentionstoreturn-to-workpost-pregnancy,Icontinuedto doso.Whilebeingyoungandfemaleduringmyjourney createdsomeentrybarriers,Ifoundthatremainingconfident inmyleadershipstyle,buildingtrustthroughrelationships, continuingtolearnalongtheway,anddemonstratingvalue throughmyactionshasledtocontinuedsuccessandwhereI amtoday.Itdidnotcomewithoutmakingmistakesand certainlywasn'taperfectjourney.Butthekeyistolearn fromthemistakeswemakeandrealizethatweareall perfectlyimperfect,andwecannotdoitalone.Iamgrateful forallthosewhoreachedbacktoprovideahelpinghand alongthewayandaimtocontinuepullingpeopleforwardas Igo.

CouldyoutellusmoreaboutIDEAL-TRIDONGroup's mission,vision,andoperations?

TheIdealTridonGroupisafamilyofbrandsdedicatedto supporting,securing,andconnectingpipes,tubes,and hoses.BasedinSmyrna,Tennessee,wemanufactureand distributeourproductsglobally,withfacilitiesacrossNorth America,Europe,andAsia.Ourmissionisgroundedin corevaluescenteredaroundgrowth,positiveenergy, adapatability,accountability,solutionorientation,and customersatisfaction.Weemphasizepersonalandcompany growth,holdingourselvestohighstandardsofperformance andethics.Weareteambuildersandproblemsolvers, embracingchangeandovercomingchallengeswith resilience.Oursuccesshingesonunderstandingand meetingcustomerneeds,buildingtrustthroughreliability, andfosteringlong-lastingrelationships.Serviceis paramount.Wearecommittedtodoingwhat'sright,valuing eachotherasindividuals,andrecognizingtheimpactofour roleswithinthecompany

Howdoyoubuildandmanageamotivatedandeffective team?

Tobuildaneffectiveandmotivatedteam,Iprioritizehiring thebesttalentIcanfind.Often,theseindividualsare smarterthanIamandhavethepotentialtosurpassme.This approachisbasedonthebeliefintheirabilitytolearnand growwithinthebusiness,fosteringaculturewhereweare allmovinginthesamedirectionandwheretheycan develop.Manyofmypasthireshavegrownintoexecutive positionsthemselvesandIwouldfeelproudifIfound myselfworkingforthemoneday.Tomaintainteam effectiveness,accountabilityiskey.Isethighstandards, expectingmyteamtomeetthem,whilealsoholdingmyself tothesameexpectations.Celebratingachievements, providinggrowthopportunities,andofferinghonest feedbackareessentialtomotivationandeffectiveness. Trustingtheteamwithchallengingassignmentsfurther encouragestheirdevelopment.Additionally,understanding myteammemberspersonallyiscrucial;knowingwhat drivesthemenablesmetotailormotivationstrategies effectively

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforIDEAL-TRIDON Group?

Inthefuture,IaimtoascendtoaCEOpositionorsecure rolesonpaidboards,leveragingmyuniqueexperiencewith businessoperations,risk,andhumancapitaltoaidother

companiesintheirgrowth.Uponretirement,mygoalisto continueboardworkwhilealsoengaginginspeakingand consultingrolesfocusedoncommunication,leadership,and strategy.FortheIdealTridonGroup,myobjectivesinclude establishingitasapremierworkplaceandfurther developingourhumancapitalstrategy Thiswillensurewe attract,retain,andnurturetoptalent,whichiscrucialfor ourcontinuedbusinesssuccess.

Whatwasyourinspirationbehindventuringintothe businessarena?

Myinspirationcamefromachallengeearlyinmycareer, whereIwasaskedtodosomethingunethical.Althoughit wasn'tillegal,itcompromisedmyvalues.Itwouldhave providedthecompanywithashort-termgainbutwould havenegativelyimpactedourclients,customers,and employeesinthelongrun.Irefusedtodoit,andIwas fired.Thiswasapivotalmomentthatshapedmyapproach toleadershipanddefinedthekindoforganizationsIwanted tobepartof.Thisexperiencealsoledmetomyfirstrolein complianceandethics,whereIbeganbuildingprograms focusedonethicalpracticesforcompaniesandlaunchedmy businesscareer.

What,accordingtoyou,couldbethenextbigchangein theHR?Howiscompanypreparingtobeapartofthat change?

ThenextsignificantshiftinHR,inmyview,willbethe integrationofArtificialIntelligence(AI).AIoffersthe potentialtostreamlineandexpeditemanyoftheroutine taskswithinHR,andwearealreadybeginningtoexplore theseopportunities.Thelonger-termpossibilitiesinclude AI'sroleintalentscreening,applicanttesting,andeven functioningasHRgeneralists.Recognizingtheimportance ofthistechnology,weareactivelyincorporatingAIintoour strategicplanning,notonlywithinHRbutacrossother supportfunctionsaswell,toensurewestayattheforefront ofthistransformation.

WhatchangewouldyouliketobringtotheHRindustryifgivenachance?

IwouldadvocateforHRprofessionalstoevolvebeyond traditionalrolesandbecomeintegralbusinesspartners.My visionisfortheHRindustrytoenhanceitsbusiness acumen,showcasinghowHRcanactivelycontributetoand drivebusinessobjectivesthroughstrategicpeople management.Ratherthanconfiningthemselvesto conventionalHRresponsibilities,HRleadersshouldengage

deeplyinbusinessdiscussions,influencingdecisionswith insightsonhowthesedecisionsaffectpersonnelandthe organization.ThisapproachpositionsHRasakeyplayerin shapingbusinessstrategy,emphasizingtheimportanceof understandingandleveraginghumancapitaltoachieve broaderbusinessgoals.

HowhaveyoumadeanimpactintheHR?

MyimpactinHRstemsfromleveragingmyunique backgroundinoperationsandbusinessrisktoadopta comprehensiveviewoftheorganization.I'dliketo believethatthisperspectivehasenabledmeto enhancecommunicationand implementationstrategiesforchanges affectingpersonnel,facilitating smoothertransitionswithless resistance.I'veemphasizedthe importanceofstorytellingto understandtheindividualsbehindthe roles,fosteringacultureof transparencybysharinginformation openly,evenwhenthenewsis challengingorthereisdisagreement. Myapproachasatruebusiness partnerinvolvesaholistic examinationofdecisionstoanticipate theirbroaderimplications;ensuring strategiesarecomprehensiveand considerateofallvariables. Additionally,I'veprioritizeddiversity, equity,inclusion,andbelonginginevery aspectofHRpractice,fromhiringand developmenttosettingbehavioral expectations,aimingtocreateamore inclusiveandrepresentativeworkplace.

Whatwouldbeyouradvicetobuddingentrepreneurs whoaspiretoventureintotheHRsector?

MyadviceforbuddingentrepreneursventuringintotheHR sectorwouldbetotakethetimetolistenandunderstandthe realneedsoftheirpotentialcustomerstofullyunderstand theproblemtheyaretryingtosolveforthem.Entrepreneurs shouldalsogainanunderstandingofanyexisting competitorssotheycanarticulatewhatmakesthem differentfromthevarioustoolsalreadyavailabletoHR

The Impermanent Leader

Whydoweworktowardspermanentgoalsand

achievements,whentheonlypermanentthing ischange?

Nothinginourlivesispermanent.

Asleaders,weoftenstriveforstability,sustainability,and perpetualgrowthaskeyorganizationalgoals.Butwhatif thesegoalsareultimatelyfleetingandunattainable? This conceptofimpermanenceisatoughonetointegrate, especiallyinaworldwherewelooktowardsthefutureand usethepasttoguideus.

Thechangingnatureofbusinessisreflectedinpastand currenttheoriesofleadership.Historically,aleader'srole wastomaintainthestatusquo.Stabilitywasconsidereda costsavingandenergy-efficientwayofdoingbusiness,and changewasperceivedtodisruptoperationsandexhaust resources.Thenewfocusoforganizationsischange. Accommodatingchangerequiresmorethanflexibilityor adaptability Today'sleaderisa“visionary”or“change agent”,whoalwaysseeksnewandbetterwaysofattaining goalsbychallengingcurrentparadigms.Aleadermustbe abletocopewithadynamicenvironment,butmore importantlymustbeabletochangethemselvesfrequently inordertoremainaheadofthegame.

Today'sleadermustembodyadeepawarenessthatthe consciousworldisalwayschanging.Themindmoves throughsomanymentalstatesinaday,inanhour, sometimeseveninafewminutesorseconds,andcanmove fromthedistantpasttothefutureinaninstant.Itis

ungovernableandunreliable,andyetwetrytocontrolit andmakesenseofit.Wecannomorecontrolitthanwecan controlweatherpatterns.

Weresistchangeandtrytocontrolbecauseweseek permanence,butthetruthis,everythingchanges. Resistancetochangecomesfromafixedmindset;itisour resistancetothisimpermanenceanduneasinessintheface ofitthat,inmyopinion,isfuelingalotofourcurrentwoes. Controlisnottheanswer.Surrenderingresistanceis. Expectingtemporarycircumstancestoremainpermanent onlyservestointensifychallengesandhighlightsourlack ofcontrol.

Wedon'tmournabeautifulflowerwhenitdropsitspetals. Weacceptthatithasbloomed,willreset,andbloomagain. Yetwhenwehaveabadday,messupaproposal,don'thit revenuenumbers,weforgetaboutourbeautifulpetalsand insteadfocusontheloss.

Comingfromabackgroundinsales,Ifeltthiskeenlyyou'reonlyasgoodasyourlastsale.BasketballCoachPhil Jacksonsaiditbest:“You'reonlyasuccessinthemoment ofthesuccessfulact,thenyouhavetodoitagain”,after winningtwoconsecutiveNBAchampionshipsinthemid1990swiththeChicagoBullsandthengoingforathird ringin1998.

Whatwoulditlooklikeifweapproachedtheworkplace withaconsciousunderstandingthateveryone,topto bottom,insidetooutside,partnerorcompetitor,isatsome levelsufferingfromthesamesenseoflossrelatedtothis

WeneedtounderstandthateveryonewalkstheHero's Journey.Thepeopleyouencountereverydayareeach livingaHero'sJourney-theyarestrivingtofind meaningwhilefacingunexpectedtwistsandturnsof fate.Obstaclestesttheircharacter,strength,skill,and resolve.Eachpersoncameintolifewithoutanameand willleavetheirnameandbodybehind,yetweseethe peoplearoundusasunchanging;wenamethemas friendsorfoe,asobstaclesorhelpers.

OneofmostpowerfultechniquesIworkonwithmy clientsistoassistthemtostoptorturingthemselves abouttheirpastfailuresbyunderstandingthatisnot whotheyaretoday.Lettinggoofattachmenttothepast isessentialtoacceptingimpermanence.

Ashumansweoftenuseblameandshamewhenthe situationdoesnotturnoutlikewehope.Byholdingon tohope,weactuallyinvitesuffering.Accepting impermanenceremindsusthatnothinglastsforever.It embraceschangeasaconstant.Weoftenmistakenly investinmultipleaspectsoflifeasiftheyarefixedand certainsuchasourrelationships,jobs,income,and housing.Butacceptingthatallcircumstancesare subjecttochange,bothfrombadtobetterandfrom goodtoworse,helpsusmanagelife'supsanddowns.

Impermanentleadershipallowsfortheimpermanence ofallthings.Impermanentleaderstrustthatthe organizationwillsurviveandthriveaslongasitcanbe ofserviceintheworld.Theyarewillingtoletgowhen theworkoftheorganizationisfinished.Theyare willingtosurrendertheirownagendaswhendoors close.Theylistenforthenewwhentheirplansfizzle. Theyreceivewhatisgivenwithhumilityandgratitude. Impermanence,andfullyembracingit,helpsleadersto realizethatleadershipisfullofsurprise,humility, humor,awe,andsurrender Toembraceimpermanence istostartajourneytowardpositivetransformation.

MelissaGriffiths Ascension,Inc. www.active-ascension.com

MelissaGriffithsfocusesonbottomlineimpact.By workingdirectlywiththeleadersandteamsofgrowing companies,Melissacombinesalmost30yearsofsales experiencewiththelatestresearchinself-development andcreativeintuitiontobringaboutpositiveand measurablechange.MelissafoundedAscensionto educatethenextgenerationofleadersonhowa

balancedandcoherentmind,heart,andemotionscanpositively impactthegrowthofabusiness.Shehasworkedwithsomeof theworld'slargestcompaniestobringaboutlastingchangeand shiftmindsets.MelissaiscertifiedinHeartMath®,Emotional Resolution®,BodyTalk™andPSYCH-K®andbringsthese scientificallyfocusedmodalitiestohercoaching.

Founder & CEO

Marching Sheep

Sonica Aron

Elevating Organizations through curated HR Solutions and Excellence

Inaworldwherepeoplearetheheartofany organization,MarchingSheepstandsasabeaconof insightandinnovation.Theever-evolvinglandscapeof HR isdesignedtoseamlesslyalignwiththebusiness essenceandambitions.Inthisrealm,SonicaAronstaysat theforefrontofindustrytrendsandbestpractices.What trulysetsherapartisit'snotaboutvolume,it'saboutdepth.

Withapassionfornurturingtalent,Sonicaisnavigatingthe delicatebalancebetweenindividualaspirationsand collectivegoals.Thisallowedusat CIO BusinessWorld tointerview,SonicaArontoknowhowsheisredefining thelandscapeoforganizationalgrowth.

Belowarethehighlightsoftheinterview:

Briefouraudienceaboutyourjourneyasabusiness leaderuntilyourcurrentpositionatyourcompany. Whatchallengeshaveyouhadtoovercometoreach whereyouaretoday?

SonicaAronistheFounderand CEO ofMarchingSheep,a globallyrecognized HR consultingfirmspecializingin OD consulting,DiversityEquityandInclusioninterventions and Bespokecapabilitybuilding.

An XLRI post-graduate,Sonicahasbeenan HR professionalwithmorethan2decadesofexperience.She has worked with companies like Pepsico, Vodafone, RocheDiagnostics and ICI paints.Whileworkingat PepsiCo,Sonicawasexposedtodiverserolesand geographies.Sheworkedinsalesandsales HR.She workedinafactory.Shealsoworkedinacityaswellasin remoteareas.Thisexperiencehelpedherrealizehow diversepeopleviewedwomenworkforce,workedwith,and dealtwiththem. Sonicawasheadingthe HR functionfor PhilipsConsumerLifestylebusinessin2012,whenshe decidedtotakeabreakfromthecorporateworldand foundedMarchingSheepinFebruary2013,withan intentiontorolloutinterventionsthattrulymadea differencetoorganisationsandpeople'slivesandcareers anddriverespectandequalityforall.

Amotheroftwo,SonicaconsidersMarchingSheepher thirdchild,andisextremelypassionateaboutwhatthey deliverasateam.ThevaluesatMarchingSheepare Integrityineverythingtheydo,Clientorientation, Responsiveness,Attentiontodetail.Herconstantreminder totheteamisthatwhenshewasontheothersideofthe table,shewasalwaysworriedabouttheimpactof interventions.SoatMarchingSheep,foreveryassignment,

therearestringentmeasuresonoutcomesanddeliverables. Itwasabumpyridetoreachwherethefirmistoday.While Sonicaunderstoodhercraftwell,whichwas HR,sheknew littleaboutrunningherownbusiness.Fromunderstanding thedifferenttaxestolegalobligationsofrunningabusiness, togettingherfirstclient,tolearninghowtomarket MarchingSheep,makingthefirstwebsite,toattractingthe righttalentdespitebeingbootstrapped.Thereweremany obstaclesalongtheway,fromdemonetization,or implementationofnewtaxregimeandcompanylaws,and morerecentlyCovidpandemic,whichdidseedryingupof revenuesforshortspells.Butitneverdampenedthefirein herbellyorthesteaminherteam,drivenbythepassionof trulymakingadifferenceonground.

Sonicafacedaspectrumofchallenges,frombreaking genderstereotypestosteppingintoleadershiprolesin diverselocations.Sheovercamethesechallengeswith determination,leveragingherexperiencestocreatea dynamicandinclusiveworkenvironmentatMarching Sheep.Thesechallengeshavenotonlyshapedherasa businessleaderbuthavealsocontributedtothevaluesand ethosthatdefineherfirmtoday.

Tellussomethingmoreaboutyourcompanyandits missionandvision.

Webelieveindoingmeaningfulworkthattouchesand impactslivesoftheworkforce,andinturnbuildsagile, responsiveandgreatorganisations.Wewillcontinueto researchandevolveourofferings.Wewishtoenable organisationsbybuildingcapabilitywithinandhence offeringmorecertificationprograms.

Integrityisthecorevalueofourorganization.Wework closelywiththeclientteamtoarriveatthescopeofthe project,deliverablesandmilestones.

Weasateamalsokeepupgradingourselvesonnew technologyandconceptstobeabletodeliverhighimpact interventionsforourclients.Everyassignmenthasmultiple consultantsengaged,sothatballsdon'tgetdropped,and collectiveexpertiseisutilized.

Wedonotpushofftheshelfsolutionsbutengagein consultativeproblemsolvingwithclients,curate customisedinterventionsanddeliver ROI drivenprograms.

Itisourpurpose-makingadifferencetoorganisationsand peoples'livesandcareersthatismostimportant.Our

vision,mission,valuesallflowfromthere.Soinadditionto ourbusinessactivities,weengageinalotofawareness campaigns.Campaignsaroundimportanceofemotional wellbeing,orimportanceofbuildingpsychologicalsafety inteams,orwhyInternationalWomen'sdayisnotjusta daybutneedstobeseenasaculminationofeverythingwe dothroughtheyeartodriveinclusion.Webelievein drivingcollectivelearningandsocietalchangewith continuedconversationsthroughplatforms.

Whataretheproducts/servicesthecompanyfocuseson? Howareyourservicesdifferentfromthoseinthe market?

The4mainservicesare:

1.Diversity&InclusionStrategiesandinterventions

Wetrulybelievethatinclusiveorganisationsaremore productiveandweenableourclientorganisationstoarrive attheirdiversitycharterandstrategy,executableplansand alsopartnerwiththeexecution.

2.Bespokelearninginterventions

Organisationsneedtheir HR strategy,processandpolicies toenableemployeestodeliverofthebusinessstrategyand goals.Weworkcloselywithclientorganisationsto streamlinethe HR strategy,policiesandpractices,drive communicationandsocialisation,internalcapabilityto enablethesame.

3.LeadershipandTalentDevelopment

Asthesocio-economicfabricisevolving,thecompetencies needetosucceedatworkareevolving.Weworkwith clientstoenableindividualcontributors,managersand leaderstosucceedbybuildingtherightcompetencies.

4.Health&WellnessPortfolio

Wellnesstoday,includesemotional,mentalandphysical wellbeing.Whilepoliciesandinsurancescantakecareof thephysicalaspect,therestillneedstoawarenessandlife skillbuildingarounddealingwithissueslikeanxiety,stress, burnout.Withprogramscuratedafterresearchandwiththe helpofclinicalpsychologists,weenableindividualsto becomeemotionallyresilientandhencemoreproductive, personallyandprofessionally

Howdoyoubuildandmanageamotivatedandeffective team?

Humility.Asaleader,Ifindthatmybiggeststrengthismy teamandtheconnectionIsharewiththem.Iamtransparent

withthemaboutmyweaknessesandopenlyseekfeedback andworkonit.Iamaccessibletomyteam,forboth professionalandpersonalconcerns24*7andIknowthat theywoulddothesameforme.Thishonestybuildstrust andsupportamongus.

AtMarchingSheep,wehaveaplantomakeourteam strongandmotivated.Weknowthatasuccessfulteamis whatdrivesusforward.Wefollowstrategiesthatkeepus motivatedandhelpusworkwelltogether.

Iletmyteammemberstakechargeoftheirowntasks.This helpsthemmakegooddecisionsandfeelresponsible.We talkalot,andI'malwaysavailabletolisten.Wealsolearn newthingsallthetimetostayup-to-date.

Saying"thankyou"andgivinghelpfuladviceisimportant. Thishelpsusgrowanddobetter.Wealsoworkasateam, sharingideasandcomingupwithnewones.

Wesetcleargoalsandmakesureeveryoneknowswhatto do.Wealsotakecareofourwork-lifebalancetostay motivatedandnotgettootired.Celebratingsmallandbig winskeepsusexcitedaboutourwork.

Ithinkit'simportanttohelpeachothergrow.That'swhywe guideandsupporteachother Andwedon'tforgettoenjoy oursuccesstoo.

Astheleader,Ishowhowtoactbystayingtruetoour values.Thishelpseveryoneintheteamfollowthesame pathtosuccess.

Wheredoyouenvisionyourselftobeinthelongrun, andwhatareyourfuturegoalsforyourcompany?

Inthelongrun,weenvisionMarchingSheeptobecomea globalleaderinprovidinginnovativeandimpactful solutionsinDiversityandInclusionandBespokelearning interventions.Ourgoalistoexpandourreachand influence,partneringwithorganizationsacrossvarious industriestodrivepositivechange.Weaimtoberecognized notonlyforourcommitmenttocreatingtangible differencesinpeople'slivesandcareersbutalsoforour contributiontopromotingrespectandequalityonabroader scale.Aswemoveforward,weaspiretocontinuedesigning tailoredinterventionsthataddressevolvingbusinessand individualneeds,ensuringthatourclientsachievesustained growthandsuccess.

Describeindetailthevaluesandtheworkculturethat drivesyourorganization.

Weareextremelypassionateaboutbuildinganinclusive world.Soinadditiontoourworkwithourclients,wedoa lotofnon-commercialworktobringawarenessandequity atthesocietallevel.WeworkcloselywithBravesouls foundation,an NGO workingtowardsrehabilitationofacid attacksurvivors.Werecentlyworkedtowardsraisingfunds forasurvivor'ssurgery.Additionallywehaveassociated withTweetfoundation,another NGO thateducates,skills andgroomstransgenderpersons.

Despitenotbeingintosearchandrecruitment,wewill supportTweetFoundationbyconnectingTransgender candidatestoappropriateopeningswithourclients.This willbeanothernoncommercialinitiative.Weorganize severalfiresidechatsandpaneldiscussionstoincrease awarenessaboutdifferentdisabilities,reasonable accommodation,infrastructure,mindsetchallengesthat needtobeaddressed