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  • Heather Langton - Spark | The Great Unlearning of Leadership

    Heather Langton - Spark | The Great Unlearning of Leadership
    2026/09/23
    What if becoming a better leader isn't about adding more to your toolkit, but knowing what to let go of? In this episode of HR Unlocked, Lisa Oakley sits down with Heather Langton, Chief People Officer at Spark, to explore what leadership, HR, and human capability need to look like in a rapidly changing world. Drawing on more than 20 years of experience across human resources, transformation, talent, leadership development, and succession planning, Heather shares a thoughtful perspective on what she calls the "great unlearning" of leadership. Rather than continually asking what else leaders need to add, Heather argues that leaders need to reflect on what has worked in the past, what may no longer be relevant, and how they need to reset for the future. The conversation explores adaptive leadership, feedback, intergenerational learning, reverse mentoring, executive collaboration, AI, human intelligence, wellbeing, and the importance of relationship building. Heather also shares why curiosity remains one of her most valuable leadership tools, why HR is fundamentally about partnership, and why leaders need to become more comfortable operating without all the answers. From supporting mature workers and learning from younger generations to developing stronger middle leaders and embedding wellbeing into everyday work, this episode offers practical lessons for anyone navigating leadership in a complex and changing environment. What You'll Learn Why Heather believes leadership is entering a period of "great unlearning"Why leadership development needs to be more continuous and adaptiveHow in-the-moment feedback can support stronger leadershipWhy clarity matters even when leaders don't have all the answersHow reverse mentoring can strengthen intergenerational learningWhy power imbalances matter in leadership and workplace cultureHow mature workers can continue contributing in different waysWhy curiosity is one of the most valuable capabilities for enterprise leader. How HR can operate as a genuine business partnerWhy strong executive teams require ongoing work and honest conversationsHow AI is increasing the importance of human intelligenceWhy middle leaders will play a critical role in the future of workHow smaller businesses can approach leadership development and AI without huge budgetsHow Spark embedded wellbeing more directly into the organisationWhy systems thinking is an important capability for future HR leaders Key Takeaways Leadership development isn't always about adding more skills. Sometimes it requires unlearning what no longer works.Leaders need to reflect more frequently on their impact rather than relying on annual development plans.Clear leadership does not mean having every answer. It means giving people clarity about direction.Regular, in-the-moment feedback helps make development more natural and less threatening.Intergenerational workplaces create an opportunity for reciprocal learning.Reverse mentoring can help senior leaders challenge assumptions and better understand emerging generations.Great enterprise leaders remain curious and ask strong questions rather than trying to know everything.HR is fundamentally about partnership, not people pleasing.Strong executive teams need to continually work on collaboration, trust, and shared accountability. AI will increase the value of human intelligence, including judgement, context, insight, and relationship building.Leadership development does not need to be large, expensive, or overly complicated to have an impact.Wellbeing is more effective when it is embedded into the organisation rather than sitting on the edge.Future HR leaders need strong relationship-building skills, self-awareness, and systems thinking.Sometimes the best approach is to "hasten slowly" by pausing long enough to consider the wider system before acting. About Heather Langton Heather Langton is Chief People Officer at Spark, one of New Zealand's leading telecommunications and digital services organisations. Heather joined Spark in 2013 and was appointed People and Culture Director in 2019. She has more than 20 years of experience in human resources, with expertise spanning business transformation, talent management, leadership development, and succession planning. Her career has included senior HR roles across FMCG, retail, hospitality, technology, and communications. At Spark, Heather has played a key role in developing leadership capability, building high-performing teams, strengthening organisational culture, and helping the business navigate significant transformation and technological change. She is passionate about adaptive leadership, intergenerational learning, human intelligence, and creating organisations where people can continue learning and contributing throughout their careers. Why This Episode Matters Leadership is becoming more complex as organisations navigate AI, changing workforce expectations, multiple generations at work, and increasing uncertainty. This...
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    41 分
  • Roz Urbahn - Pāmu | Leading Change, Mindset & the Future of HR

    Roz Urbahn - Pāmu | Leading Change, Mindset & the Future of HR
    2026/09/16
    What separates change that leaves people exhausted from change that actually energises an organisation? In this episode of HR Unlocked, Lisa Oakley sits down with Roz Urbahn, Chief Corporate Services Officer at Pāmu, for a wide-ranging conversation about leadership, transformation, mindset, resilience, and the changing role of HR. Roz's career has spanned complex transformation and senior leadership roles across organisations including Fletcher Building, Lion, Vodafone, Foxtel, Frucor Beverages, Hudson, and now Pāmu. Her current portfolio extends well beyond traditional People & Culture, encompassing health and safety and well-being, communications, government relations, and sustainability. One of the central themes of the conversation is mindset. Roz explains that organisations can execute a technically perfect change process and still leave people feeling "battered, bruised, and burnt". What matters is everything surrounding the formal process: the conversations beforehand, the availability of leaders throughout, genuine consultation, and the willingness to listen when employees challenge the proposed approach. Roz also introduces positive intelligence, describing how understanding our internal "saboteurs" can help us recognise the gap between an event and our response. She shares her own tendencies towards restlessness and being a Hyper-Achiever, and how greater awareness helps turn an inner critic into something closer to a coach. The conversation then turns to the future of HR. Roz believes the old conversation about HR earning "a seat at the table" is finished. In her words, HR is now "holding the table up". She argues that today's strongest HR professionals combine power skills with commercial judgement, adaptation, optimism, and an ability to help organisations make better decisions. From resilience and boundaries to getting out into the business, simplifying HR processes, learning from difficult career decisions, and building your own trusted "board" or village, this episode is full of practical lessons grounded in lived experience. What You'll Learn Why technically correct change processes can still leave people disengaged What genuine consultation looks like in practice Why leaders need to remain available throughout change, not just at the beginning and end How curiosity can turn employee feedback into better transformation outcomes What positive intelligence is and how it differs from IQ and EQ How internal "saboteurs" can influence leadership behaviour Why self-awareness only matters if you actually do something with it How to turn your inner critic into a more constructive coach Why HR's role is now deeply commercial as well as people-focused Why the traditional "seat at the table" conversation is outdated How boundaries, prioritisation, feedback, and debriefing support resilience Why HR professionals need strong networks inside and outside their organisations How moving beyond traditional HR can broaden your leadership perspective Why physically understanding frontline work improves decision-making How HR can reduce complexity by simplifying policies and processes Why automation should remove unnecessary steps rather than add more What Roz learned from taking a promotion without asking enough questions Why title and salary aren't always the best measures of a good career move How building your own "board" or village can help during difficult periods Why asking for help is a leadership strength, not a failure Key Takeaways A perfect change process doesn't guarantee a positive employee experience.The conversations before, during, and after formal change processes can determine whether transformation succeeds.True consultation requires leaders to be genuinely willing to change their minds.Employee engagement can actually rise during change when people believe in the goal, have a voice, and feel involved.Positive intelligence helps leaders recognise the internal reactions that influence how they respond to situations.Self-awareness is only useful when it leads to different behaviour.The traits that make someone successful can also become derailers if they aren't managed consciously.HR's role is no longer just about "soft skills". Commercial judgement and decision-making are fundamental.People & Culture professionals need boundaries because much of their work is emotionally demanding and difficult to switch off from.Strong relationships and external networks are important resilience tools.HR should spend more time immersed in the actual work of the organisation. Roz describes this as being second only to safety in importance.If HR wants to improve productivity, a good starting point is fewer policies, simpler processes, fewer steps, and greater automation.A promotion isn't automatically the right next career move. Ask questions about the actual work, environment, and expectations before being swayed by title or salary.You don't have to have every answer. Knowing when ...
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    43 分
  • Sandy Hall - Recognition | ADHD, Neurodiversity & Rethinking How We Lead

    Sandy Hall - Recognition | ADHD, Neurodiversity & Rethinking How We Lead
    2026/09/14
    What changes when we stop asking people to fit into the workplace and start asking how the workplace can help different people succeed?In this episode of HR Unlocked, Lisa Oakley sits down with Sandy Hall, founder of Recognition, to explore neurodiversity, ADHD, leadership and the experiences that shaped Sandy's work. Sandy shares how her own ADHD diagnosis, alongside her son's diagnosis 23 years ago, ultimately led her to research, experiment and develop a practical way of understanding the ADHD brain. She explains why the idea that people can simply leave their personal selves at the door when they come to work does not reflect reality, particularly for people who spend significant energy masking. At the centre of the conversation is Sandy's Star Map, built around what she calls the "tips and the dips". She explores hyperfocus and scatteredness, precognition and impulsivity, creativity, adaptability and masking, and what she calls second sight. At the centre sit values and purpose, which Sandy describes as the source of a person's energy. Lisa and Sandy also explore the role leaders play in recognising strengths, the power of genuine encouragement, Sandy's approach to building positivity and her preference for anti-fragility over resilience. The conversation finishes with a look at the next generation of leaders and why Sandy believes leadership is not something we ever fully master, but a lifelong practice. What You'll Learn How Sandy's own experience with ADHD shaped her work and her book Why masking can be so limiting and exhausting Sandy's Star Map and the "tips and dips" of ADHD How hyperfocus can become a workplace strength Why pattern recognition can also show up as impulsivity The relationship between creativity, adaptability and neurodiversity Why understanding your own strengths and challenges can help you navigate work How leaders can become more intentional about encouragement Why Sandy prefers the idea of anti-fragility to resilience The importance of acknowledging vulnerability and asking for support Why younger generations give Sandy hope for the future of work How leadership is shifting away from command and control Why self-awareness, curiosity and continual learning matter for leaders The impact a specific, genuine word of encouragement can have on someone's career Key Takeaways Neurodiversity is not simply about accommodating challenges. It is also about recognising and enabling strengths. The same ADHD trait can have both a "tip" and a "dip", depending on the person, task and environment. Understanding how you work allows you to adapt intentionally rather than constantly trying to fit someone else's mould. Great leaders recognise what people are good at and tell them. Vulnerability and strength are not opposites. Growth can begin with acknowledging where support is needed. Leadership is increasingly about creating the conditions for people to contribute their best thinking. Curiosity, authenticity and self-awareness are becoming increasingly important leadership capabilities. Sometimes one person recognising your strengths can change the direction of your career. About Sandy Hall Sandy Hall is the founder of Recognition, a boutique consultancy supporting fast-growth businesses with leadership, People & Culture, talent strategy and neuro-inclusive workplace practices. She brings experience across HR, talent, engagement and leadership development and holds a Master's in Education focused on career counselling. Sandy is also an ADHD coach and neurodiversity advocate, co-founder of the Hall and Hutch Podcast, and an author whose work draws on both research and her lived experience with ADHD. Why This Episode Matters As workplaces become more aware of neurodiversity, the challenge is moving beyond awareness towards understanding what different people actually need to perform at their best. Sandy's Star Map offers a different lens. Rather than viewing ADHD characteristics only through their challenges, it encourages people to understand both their "tips" and "dips", recognise when each appears and build environments and support systems that allow them to succeed. For HR professionals and leaders, the conversation is also a reminder that leadership is deeply human. People remember the leaders who saw something in them, encouraged them and gave them the confidence to recognise their own strengths. Resources & Links Recognition: https://www.recognition.co.nz/ Hall and Hutch: https://www.youtube.com/@hallandhutch Sandy Hall: https://www.linkedin.com/in/sandy-hall-recognition/ Sandy's book 'Hyperfocused': https://lnkd.in/eJY_v2-b HR Unlocked: https://linktr.ee/hrunlockedSee omnystudio.com/listener for privacy information.
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    40 分
  • Margo Thomas - Sime Motors - CPO | Human Leadership in an AI World

    Margo Thomas - Sime Motors - CPO | Human Leadership in an AI World
    2026/09/09

    How can leaders embrace AI and rapid change without losing the human connection that drives great workplaces?

    In this episode of HR Unlocked, Lisa Oakley sits down with Margo Thomas, Chief People Officer at Sime Motors, to explore leadership, trust, organisational culture, and the evolving role of HR in today's workplace.

    Drawing on more than two decades of experience across education, banking, technology, manufacturing, distribution, and automotive, Margo shares practical insights into leading with authenticity, building high-trust teams, and helping organisations balance commercial performance with genuine care for people.

    From leadership vulnerability and relationship building to AI, commercial acumen, career development, and the future of HR, this conversation explores why people professionals need to spend less time behind their desks and more time understanding the people and businesses they support.

    The discussion also explores the importance of intuition in leadership, coaching future HR professionals, navigating difficult conversations with empathy, and why curiosity, courage, and connection remain some of the most valuable capabilities for the future of work.

    What You'll Learn

    • Why human connection remains HR's greatest strength

    • How AI should enhance, not replace, leadership

    • The importance of building high-trust relationships

    • Why HR professionals need to spend time in the business, not just behind a screen

    • How commercial understanding strengthens People & Culture leadership

    • The value of vulnerability and authenticity in leadership

    • Why curiosity and saying "yes" create career opportunities

    • How to coach leaders through difficult conversations with empathy

    • The importance of balancing policy with sound judgement

    • Practical advice for building a successful HR career

    Key Takeaways

    • Great leadership starts with trust, authenticity, and genuine relationships.

    • Technology should strengthen human connection, not replace it.

    • HR creates the greatest value when it understands the commercial realities of the business.

    • Strong leaders balance empathy with sound judgement.

    • Curiosity and continuous learning accelerate career growth.

    • High-performing HR professionals spend time where the work happens.

    • Leadership becomes stronger when people feel trusted, supported, and challenged.

    • Organisations succeed when people and business outcomes are considered together.

    About Margo Thomas

    Margo Thomas is Chief People Officer at Sime Motors, where she leads the organisation's People & Culture strategy across leadership, organisational capability, employee experience, and workforce development.

    With more than 20 years of HR leadership experience spanning education, banking, telecommunications, technology, manufacturing, distribution, and automotive, Margo is passionate about building high-performing teams, developing leaders, and creating workplaces where people feel connected, trusted, and empowered to succeed.

    Why This Episode Matters

    As organisations embrace AI, flexible work, and increasing workplace complexity, leaders face the challenge of maintaining meaningful human connection while delivering commercial outcomes.

    This episode provides practical insights into how People & Culture leaders can build trust, strengthen leadership capability, and create workplaces where technology supports, rather than replaces, authentic relationships. Whether you're an HR professional, executive, business owner, or people leader, Margo offers practical advice for leading with empathy, commercial awareness, and purpose.

    Resources & Links

    • Sime Motors: https://www.simemotors.co.nz/
    • Connect with Margo Thomas on LinkedIn: https://www.linkedin.com/in/margo-thomas-567ba04/

    See omnystudio.com/listener for privacy information.
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    47 分
  • Nicola Taylor - Tax Traders & Taxi | Innovation, Leadership & Building Better Cultures

    Nicola Taylor - Tax Traders & Taxi | Innovation, Leadership & Building Better Cultures
    2026/09/07

    What separates genuinely innovative organisations from those that simply talk about innovation?

    In this episode of HR Unlocked, Lisa Oakley sits down with Nicola Taylor, co-founder of Tax Traders and Taxi, to explore organisational culture, innovation, leadership, and the mindset required to build businesses that continually evolve.

    Drawing on her experience building successful fintech companies, Nicola shares practical insights into creating cultures where experimentation, curiosity, belonging, and psychological safety drive better decisions and stronger business outcomes.

    From productive failure and behavioural values to leadership, recruitment, AI, feedback, and continuous improvement, this conversation challenges many of the common assumptions about innovation. Nicola explains why innovation is built through disciplined experimentation rather than random ideas, why leaders should ask better questions instead of having all the answers, and how organisations can intentionally design cultures where people feel empowered to contribute their best thinking.

    The discussion also explores how belonging starts long before an employee's first day, why feedback should be celebrated rather than feared, and how removing ego from decision-making allows organisations to learn faster and perform better.

    What You'll Learn

    • Why innovation requires discipline as much as creativity

    • The difference between productive and unproductive failure

    • How psychological safety differs from comfort

    • Why belonging begins before an employee's first day

    • How behavioural values create stronger organisational cultures

    • The role curiosity plays in leadership and innovation

    • Why leaders should ask better questions instead of providing all the answers

    • How experimentation drives continuous improvement

    • The importance of feedback, reflection, and lifelong learning

    • How AI and technology can support, rather than replace, human capability

    Key Takeaways

    • Innovation is built through disciplined experimentation, not random ideas.

    • Psychological safety allows people to contribute without fear, even when conversations are uncomfortable.

    • Great cultures are intentionally designed through everyday behaviours.

    • Strong leaders create environments where others can succeed.

    • Curiosity and feedback accelerate learning and better decision-making.

    • Behavioural values are more powerful than aspirational statements.

    • Belonging strengthens engagement, confidence, and performance.

    • Technology will continue to evolve, but human judgement, empathy, and creativity remain essential.

    About Nicola Taylor

    Nicola Taylor is the co-founder of Tax Traders and Taxi, two award-winning New Zealand fintech businesses transforming the way organisations manage tax and business funding.

    Passionate about innovation, entrepreneurship, and building exceptional workplace cultures, Nicola is recognised for challenging conventional thinking around leadership, organisational design, and business growth. She is a strong advocate for creating environments where curiosity, experimentation, and continuous learning enable both people and organisations to thrive.

    Why This Episode Matters

    As organisations navigate rapid technological change, AI, and evolving workforce expectations, creating innovative cultures has become a critical leadership capability.

    This episode provides practical insights into how leaders can intentionally design workplaces where people feel safe to experiment, challenge ideas, learn from failure, and contribute their best thinking. Whether you're an HR professional, business owner, executive leader, or entrepreneur, Nicola offers practical ideas for building cultures that are innovative, resilient, and ready for the future.

    Resources & Links

    • Tax Traders: https://www.taxtraders.co.nz
    • Taxi: https://www.gotaxi.co.nz/
    • Connect with Nicola Taylor on LinkedIn: https://www.linkedin.com/in/nicola-raffills-taylor/

    See omnystudio.com/listener for privacy information.
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    49 分
  • Samantha Ford & Heather Phillips - Awanui | Strategy, Leadership & Leading Organisational Change

    Samantha Ford & Heather Phillips - Awanui | Strategy, Leadership & Leading Organisational Change
    2026/09/02
    How do organisations successfully align people, strategy, and communication to create meaningful change? In this episode of HR Unlocked, Lisa Oakley sits down with Samantha Ford, Chief People Officer, and Heather Phillips, Chief Strategy Officer at Awanui to explore the unique partnership between People & Culture and Strategy, and why organisational success depends on both functions working together. Leading across one of New Zealand's largest healthcare providers, Samantha and Heather share practical insights into executive leadership, organisational strategy, digital transformation, workforce capability, communication, and leading through complexity in a highly regulated environment. From building executive alignment and developing future leaders to AI, change management, collective bargaining, pay equity, and creating purpose-driven cultures, this conversation explores what it takes to lead organisations where strategy is translated into meaningful action through people. The discussion also explores why communication is far more than simply sharing information, how leaders can create buy-in for organisational change, and why purpose, curiosity, and strong relationships remain essential leadership capabilities in an increasingly digital world. What You'll Learn Why strategy and People & Culture should work hand in hand How organisations can successfully lead large-scale change Why communication is about understanding, not simply delivering messages The importance of bringing people with you through transformation How executive teams create alignment around long-term strategy Why purpose drives engagement and organisational performance The leadership capabilities organisations need for the future of work How AI and digital fluency are changing workforce capability Lessons from pay equity, collective bargaining, and stakeholder communication Why curiosity, adaptability, and relationship-building remain critical leadership skills Key Takeaways Great strategy only succeeds when people understand and believe in it. Leadership requires clear communication, patience, and long-term thinking. Organisational change is most successful when leaders meet people where they are. Digital capability is important, but human connection remains a competitive advantage. Executive leadership is strongest when complementary perspectives work together. Purpose helps people stay engaged through periods of uncertainty and change. Commercial realities and people outcomes must be balanced through honest conversations. Strategy, culture, leadership, and communication are inseparable drivers of organisational success. About Samantha Ford Samantha Ford is Chief People Officer at Awanui, where she leads the organisation's national People & Culture strategy across leadership, organisational capability, workforce planning, employee relations, remuneration, and HR systems. With experience across multiple industries, Samantha is passionate about developing leaders, modernising HR, leading organisational change, and building workplaces where people and strategy work together to achieve meaningful outcomes. About Heather Phillips Heather Phillips is Chief Strategy Officer at Awanui, leading enterprise strategy, corporate affairs, brand, communications, stakeholder engagement, and organisational transformation. With a background spanning communications, digital strategy, corporate affairs, and executive leadership, Heather specialises in helping organisations create clarity, align people behind strategy, and build long-term organisational capability. Why This Episode Matters As organisations navigate AI, workforce transformation, increasing complexity, and rising expectations of leaders, strategy can no longer exist separately from people. This episode provides practical insights into how executive teams can align strategy, communication, leadership, and organisational culture to create sustainable change. Whether you're an HR professional, executive leader, business owner, or people manager, Samantha and Heather offer valuable lessons on leading organisations through complexity while keeping people connected to purpose and performance. Resources & Links Awanui: https://awanuigroup.co.nz/ Connect with Samantha Ford on LinkedIn: https://www.linkedin.com/in/samanthalouiseford/ Connect with Heather Phillips on LinkedIn: https://www.linkedin.com/in/heatherphillipsnz/See omnystudio.com/listener for privacy information.
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    49 分
  • Monica Ayers - NZ Post | Transformation, Workforce Capability & Leading Through Change

    Monica Ayers - NZ Post | Transformation, Workforce Capability & Leading Through Change
    2026/08/31

    How do organisations evolve without losing what already makes them successful?

    In this episode of HR Unlocked, Lisa Oakley sits down with Monica Ayers, Chief People Officer at New Zealand Post, to explore leadership, organisational transformation, workforce capability, and the realities of leading people strategy inside one of New Zealand’s most recognised organisations.

    With experience spanning insurance, local government, and large-scale operational environments, Monica shares practical insight into redesigning operating models, navigating strategic change, and preparing organisations for the future of work.

    From balancing legacy systems with innovation to building workforce capability in rapidly changing environments, this conversation explores the intersection of strategy, culture, leadership, and long-term organisational performance.

    The discussion also dives into inclusion, workforce planning, AI, generational shifts, leadership influence, and the challenge of helping organisations stay future-ready while managing immediate operational pressures.

    What You’ll Learn

    • How large organisations approach operating model transformation

    • Why organisational capability should drive workforce planning

    • The relationship between strategy, culture, and performance

    • How HR leaders can influence long-term thinking during economic pressure

    • What future workforce capability looks like in practice

    • The role AI may play in workforce design and capability planning

    • Why inclusion and diversity remain commercially important

    • How to balance operational delivery with long-term organisational sustainability

    • What HR professionals need to understand about leadership influence

    • How “work imagined versus work done” shapes organisational performance

    Key Takeaways

    • Organisational transformation requires alignment between strategy, structure, culture, and capability

    • Future workforce planning starts with understanding organisational capability needs

    • Strong HR leadership balances immediate pressures with long-term thinking

    • Inclusion and diversity are critical to future workforce sustainability

    • Leadership influence relies on understanding business priorities and communication styles

    • High-performing organisations listen closely to frontline realities

    • Data, insights, and storytelling are increasingly important HR capabilities

    • The future of work requires adaptability, strategic thinking, and continuous learning

    About Monica Ayers

    Monica Ayers is Chief People Officer at New Zealand Post, where she leads the organisation’s people functions across employment relations, remuneration, organisational development, talent, and safety and wellbeing.

    She joined NZ Post in 2020 and has played a key role in supporting organisational transformation and future workforce capability planning during a period of significant change and investment.

    Monica has held senior HR leadership roles across insurance, local government, and large-scale operational environments, and is recognised for her pragmatic, future-focused approach to people strategy and leadership.

    Why This Episode Matters

    If you’re a leader, HR professional, or business owner navigating transformation, workforce change, or future capability planning, this episode offers practical insight into what large-scale organisational leadership actually looks like in practice.

    It’s a grounded conversation about balancing operational realities with future readiness, while keeping people, culture, and organisational performance aligned through change.

    Resources & Links

    • New Zealand Post

    • Monica Ayers | LinkedIn

    See omnystudio.com/listener for privacy information.
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    49 分