Deboleena Bose
CHRO
CoBank
Make Work Human: Empowering Employees Unlocks Their Full Potential
Thesis
“HR's fundamental role is to enable individuals to achieve their full potential and leverage their unique strengths, which in turn drives both personal fulfillment and business success.”
What you'll take away
- 1Mentorship and advocacy are critical for career growth, and it's essential to proactively ask for help.
- 2A nurturing environment and supportive colleagues are as vital for success as individual skills and qualifications.
- 3Treat employees as adults: be transparent, kind, and empower them to make choices, as how you make people feel leaves a lasting impression.
- 4When facing challenges, prioritize a rational approach to understand the 'why' behind the issue rather than reacting emotionally.
- 5HR leaders must be bold, take calculated risks, and lean into difficult situations to navigate an increasingly uncertain business world.
What most organizations get wrong
- •Instead of assuming a new mother might not want a demanding project, HR leaders should offer the choice, treating her as an adult capable of making her own decisions.
- •The true challenge isn't the situation itself, but how one chooses to react—rationally or emotionally—emphasizing internal processing over external circumstances.
In Deboleena's words
“mentorship and advocacy is very important for your career. And I have learned that don't be afraid to ask for help.”
This highlights the importance of seeking support and guidance for professional development.
“people won't remember what you said, but they will always remember how you made them feel.”
This emphasizes the human impact of HR actions and the value of kindness and transparency.
“why don't we ask her? Let it be her choice.”
This quote showcases a belief in empowering employees and trusting their ability to make decisions about their careers.
“it's never The challenge is truly about how do I react to it? Do I react with a rational mind or do I react with an emotional mind?”
This illustrates a philosophy of managing challenges through self-awareness and measured response rather than impulsive reactions.
“I work in HR because I fulfilled— I help them fulfill their superpower. Sometimes, it's in the company. Sometimes, it's not.”
This defines her core motivation in HR as helping individuals achieve their ultimate potential, even if it means moving beyond the current organization.
“being bold, taking risks, leaning into difficult and situations that you've never faced into.”
This serves as parting advice, encouraging proactive and courageous leadership in HR amidst uncertainty.
The problems this episode addresses
- •Employees are significantly concerned about covering monthly expenses, highlighting a need for employer-supported financial well-being solutions.
- •Companies struggle to retain top talent if they fail to cultivate a nurturing and supportive work environment.
- •Leaders may make well-intentioned but misguided assumptions about employees' capacity (e.g., new mothers), potentially hindering career progression and engagement.
- •HR professionals face challenges navigating rapidly changing business environments and economic downturns, requiring adaptable strategies.
- •A tendency in HR to adhere strictly to established laws or precedents can stifle innovation and bold decision-making in a dynamic world.
In this episode
Built by People podcast features insights from world's top HR leaders
Built by People
Dave Hagerty leads HR for CoBank, a bank focused on rural America
In the Elevator With HR Executives
Deb has been in HR for 30 years and has had many career-defining moments
What's Your Career-Defining Moment?
Deb has faced many challenges in her career and how she has overcome them
Debbie Downer on Challenges
What's a legacy you hope to leave as an HR leader and why
What's Your Legacy as an HR Leader?
Deb, what parting advice would you like to share with our community
A Few Words on Risk Taking in HR
Topics covered
Organizations and entities mentioned
Full transcript
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