What Gen Z Wants at Work and How to Build Teams That Deliver in the AI Era
Remadevi Thottathil, Chief Human Resources Officer, LatentView Analytics, 0
Leading a multicultural team can be a fulfilling endeavor. However, managing a team comprising truly diverse members presents numerous challenges that need to be addressed to foster an effective work atmosphere. Leaders should possess knowledge and an open-minded attitude towards different cultures to enhance their understanding of employees from varied backgrounds and discover ways to promote teamwork. In an exclusive interview with CEO Insights, Remadevi Thottathil, Chief Human Resources Officer, LatentView Analytics, shares her insights on team building, using analytics in talent acquisition and workforce planning.
What are the essential factors to consider when building a multicultural team?
It's all about integrating and utilizing the distinct strengths of diverse cultural groups. Recognizing what makes each of these cultural groups unique is the initial step. Establishing a clear communication channel is crucial. We must navigate various cultural norms and determine what is culturally acceptable, especially since what is suitable for one workgroup may not be for another. For instance, in Indian culture, we tend to be quite open about asking questions regarding home and family, while in some cultures, this might be perceived as intrusive. Therefore, it’s essential to be mindful of the cultural sensitivities among these diverse groups.
What methods do you implement to foster employee involvement and keep them with the company?
In leading a workforce that spans multiple generations, it’s essential to approach this challenge with empathy and authenticity. I strongly encourage all leaders to recognize the unique circumstances, motivations, and aspirations of each individual, particularly high-performing employees. We can create a more positive environment by embracing empathy and authenticity and nurturing a culture of appreciation and recognition. In contrast to older generations, who may have thrived on providing critique or corrective feedback, there has been a notable shift towards recognizing and reinforcing behaviors we wish to encourage. This transition towards fostering an atmosphere of recognition and inclusiveness is crucial.
What are your thoughts on incorporating Gen Z into the workforce?
Gen Z are significantly quicker thinkers and doers, requiring an understanding of the reasons behind their actions. They aren't satisfied with simply completing tasks; they want to see the impact of their work. It’s about finding a balance, and fundamentally, they are very rational individuals who will comprehend if we explain things clearly.
Organizations can greatly benefit from Gen Z since they deliver results more swiftly, process information efficiently, and devise solutions that are often more innovative than previous generations. This isn't to say that older generations lack these qualities, but they usually operate within a certain structure and method.
Also Read: 5 Trendsetting Women HR Leaders
How can analytics be used in talent acquisition and workforce planning to stay competitive in the rapidly evolving job market?
AI has certainly become firmly integrated into the workforce, particularly within various areas
of HR activities. What is crucial in this context is to be adaptable, proactive, and driven by data.This adaptability is enhanced through the implementation of AI, as it provides real-time information and analysis we require right when we need them.
The agility and proactive mindset we can employ in our approach are the key benefits that stem from using AI. In the recruitment process, there are numerous applications such as resume screening, intelligent candidate matching, chatbots, and virtual assistants—essentially, everything is available to significantly cut down on the initial time invested in recruitment.
With AI, the scope of creativity is broad, enabling us to enhance how we connect with candidates. Furthermore, we can venture into the analytics domain, utilizing predictive analytics to assess the quality of hire based on an experienced candidate’s previous performance or make predictions regarding potential hires' quality through AI insights.
How are you preparing teams for reskilling and helping employees transition into the future?
The earlier methods of buying, building, and borrowing have been replaced with the more critical approach of bridging, which involves closing skill gaps, reskilling, up-skilling, and cross-skilling. At LatentView, we have established learning pathways that align with our organization's needs, pinpointing the competencies required and outlining how to address skill gaps in an organized manner.
Additionally, we provide sandboxes that allow our employees to experiment, where they can learn through hands-on experiences by trying things out for themselves. In today's environment, particularly in conversations about AI, data analytics, and the latest trends, adopting a continuous learning approach and engaging in reskilling, up-skilling, and cross-skilling isn't just a trend; it's essential.
Describe your leadership style. What are the guidelines or methodologies you follow to lead your team?
I've transitioned from being a military leader to a corporate leader. There’s a saying: the chain is only as strong as its weakest link. The true test of the chain's strength often comes not from the strong members but from the weaker ones. Thus, a leader's ability to recognize the team's weaknesses, empower individual, and foster an environment where every team member is equipped to grow and thrive, is what builds a strong team.
I do not claim to be prescribing a one-size-fits-all method, as each individual brings their own unique leadership skills to the table. I attribute this to the trust and connection I cultivate with my team by being genuine and demonstrating integrity in my actions. It’s crucial to say what you mean and follow through on your promises; this consistency between words and actions fosters a strong connection with the team. Thus, I would categorize myself as a servant leader, as I believe that my team is what contributes to my success.
Also Read: Steps to Enhance Your Organization's Cyber Resilience
What would be your advice to future leaders in this industry?
I would emphasize being a catalyst rather than a gatekeeper. The role of a leader is to empower rather than to control, which is a shift in mindset that many of us should embrace in the near future. Support your teams, cultivate a positive learning environment, and remain adaptable, as leaders must be more flexible to effectively drive change. Merely being technically skilled or efficient is not enough to attain leadership roles. The leaders who will thrive are those with strong emotional intelligence. They must hold a clear ethical position regarding their beliefs and values.
The agility and proactive mindset we can employ in our approach are the key benefits that stem from using AI. In the recruitment process, there are numerous applications such as resume screening, intelligent candidate matching, chatbots, and virtual assistants—essentially, everything is available to significantly cut down on the initial time invested in recruitment.
With AI, the scope of creativity is broad, enabling us to enhance how we connect with candidates. Furthermore, we can venture into the analytics domain, utilizing predictive analytics to assess the quality of hire based on an experienced candidate’s previous performance or make predictions regarding potential hires' quality through AI insights.
How are you preparing teams for reskilling and helping employees transition into the future?
The earlier methods of buying, building, and borrowing have been replaced with the more critical approach of bridging, which involves closing skill gaps, reskilling, up-skilling, and cross-skilling. At LatentView, we have established learning pathways that align with our organization's needs, pinpointing the competencies required and outlining how to address skill gaps in an organized manner.
Additionally, we provide sandboxes that allow our employees to experiment, where they can learn through hands-on experiences by trying things out for themselves. In today's environment, particularly in conversations about AI, data analytics, and the latest trends, adopting a continuous learning approach and engaging in reskilling, up-skilling, and cross-skilling isn't just a trend; it's essential.
Describe your leadership style. What are the guidelines or methodologies you follow to lead your team?
I've transitioned from being a military leader to a corporate leader. There’s a saying: the chain is only as strong as its weakest link. The true test of the chain's strength often comes not from the strong members but from the weaker ones. Thus, a leader's ability to recognize the team's weaknesses, empower individual, and foster an environment where every team member is equipped to grow and thrive, is what builds a strong team.
I do not claim to be prescribing a one-size-fits-all method, as each individual brings their own unique leadership skills to the table. I attribute this to the trust and connection I cultivate with my team by being genuine and demonstrating integrity in my actions. It’s crucial to say what you mean and follow through on your promises; this consistency between words and actions fosters a strong connection with the team. Thus, I would categorize myself as a servant leader, as I believe that my team is what contributes to my success.
Also Read: Steps to Enhance Your Organization's Cyber Resilience
The role of a leader is to empower rather than to control, which is a shift in mindset that many of us should embrace in the near future
What would be your advice to future leaders in this industry?
I would emphasize being a catalyst rather than a gatekeeper. The role of a leader is to empower rather than to control, which is a shift in mindset that many of us should embrace in the near future. Support your teams, cultivate a positive learning environment, and remain adaptable, as leaders must be more flexible to effectively drive change. Merely being technically skilled or efficient is not enough to attain leadership roles. The leaders who will thrive are those with strong emotional intelligence. They must hold a clear ethical position regarding their beliefs and values.