Sunday, May 19, 2024
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HomeSPECIAL GUESTTalking with Ioana Tinca before SMART HR

Talking with Ioana Tinca before SMART HR

Ioana Tinca, with a deep perspective on the necessary evolution in the HR industry for the next decade, stands out with her spirit of innovation and progress. She identifies inclusion, particularly generational inclusion, as the most critical change that the HR industry will face, emphasizing the importance of cohesion among the different generations that make up the current workforce. By promoting a work environment where values and vision are clearly defined and aligned with the company’s culture and values, Ioana shows the path to successful adaptation and sustained performance. She highlights the essential role of HR in navigating the transition to this new landscape, stressing the need for a close partnership between human talent and technology.
For Ioana, automation and artificial intelligence provide an opportunity to free up HR time to focus on more strategic aspects of work, such as aligning the mission and vision with the organizational culture and values. Regarding fostering a culture of continuous learning, Ioana proposes an approach based on accepting ignorance as a starting point, promoting an environment where courage and confidence allow for the free expression of lack of knowledge. She emphasizes the importance of curiosity, enjoyment, and time as key elements in the learning and development process and proposes reprioritizing resources to create space for growth.
Ioana Tinca redefines the landscape of leaders and professionals in HR, demonstrating that the key to long-term success and continuous innovation lies in creating an environment that values inclusion, the courage to learn, and the freedom to experiment. By promoting these values, Ioana leads organizations into a new era of efficiency, resilience, and team well-being, reminding us that true transformation begins with a deep commitment to the growth and development of each individual.

C&B: How do you approach the challenge of generational inclusion within the workforce, and what specific strategies would you recommend to promote cohesion among the different generations?
Ioana Tinca: When I work with teams in organizations, the first step is to see if generational diversity is actually a problem. We consider it a problem, for example, when it affects the company’s mission. Not all organizations need this, but if we feel that there are major obstacles, we can start by understanding where the problem lies: in internal communication, in collaboration with partners, in lack of commitment or differences in mindset, or in brand perception among specific customer segments. Then, we plan an extensive program that begins with the leadership team. As a business coach, I help teams analyze their system (internal and external), set clear objectives, and focus on a plan that leads them to results faster, better, and with more joy.

C&B: What is your vision of how automation and artificial intelligence can collaborate with human talent to improve organizational performance, and how can HR efficiently navigate this transition?
Ioana Tinca: Automation and human talent can amplify each other’s strengths and compensate for their weaknesses. As technology advances, it will free up more time for people to engage in critical thinking, intuition, and moral decision-making. HR must reinvent itself as a manager of extended resources, both human and artificial, to make the transition as smooth as possible and to maintain its strategic role.

C&B: How do you ensure alignment between the values and organizational culture with the company’s mission and vision? Do you have examples of initiatives or practices that have contributed to this process?
Ioana Tinca: It’s crucial for the company’s values, culture, and mission to be aligned. Teams should clarify their mission, choose their core values, and reflect them in behavior. Significant changes in how we do things bring measurable benefits to what we achieve. Implementing a solid culture may require resources (money, time, and energy), but it brings long-term benefits. I have seen teams undergo this transformation. I observed not only the benefits of cultural transformation but also that the team, following this process, became united, resilient, adaptable, creative, more open, and more courageous.

C&B: What approaches do you propose for encouraging a culture of continuous learning, where courage and confidence allow the free expression of lack of knowledge?
Ioana Tinca: I would lean towards a culture of curiosity and the free expression of ignorance with the purpose of discovery. I gauge where a team stands based on what happens during meetings/presentations. If participants ask simple and varied questions during the meeting or in the Q&A section, the organization is on the right track. If questions are avoided or only a few are asking questions, we should stop, take the time to discuss what possible questions could be, and thus shift the focus from downloading information to what the relevant questions might be. This process is similar to sales. As a salesperson, I am thrilled when I receive questions from my potential client. It means they are attentive and interested. It means we are on the right track and I am talking to the right person. Otherwise, I do everything I can to ask the questions they might have and provide an answer. It is a practice much appreciated by clients, denoting transparency, empathy, and trust.

C&B: What strategies do you recommend for reprioritizing resources in organizations, so that more space is created for personal and professional growth and development of employees?
Ioana Tinca: Each organization needs a customized approach. But certainly, leadership teams need to take time, periodically, to imagine what would change in company performance if they had an updated resource system. To do this exercise on paper, committedly. Then, decisions become more evident having clarity on the ROI.

C&B: You will be moderating the VIP Connect Lounge moment at the SMART HR event, as a High-Class Business Coach. Why do you think people should attend this event and even the VIP moment of this event?
Ioana Tinca: At the SMART HR event, I will moderate the VIP discussions on aligning the company’s mission with culture and talents to increase performance and agility. The discussion could bring value to those who have low employee retention, who have new employees with a long learning curve, who want to reposition their brand and team in the market, or feel that they have good teams but are missing something to better unite them.

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