Selena is the Executive Director and Global Head of Talent Management at Cytokinetics, and brings a global perspective shaped by her upbringing in Beijing, a career that has wound through consulting, M&A integration at Jazz Pharmaceuticals, and culture transformation at Gilead. The conversation covers how to lead people through business transformation rather than just announce it, why 360 feedback only works when the recipient is ready to receive it, the architect versus contractor framework for thinking about senior leadership, and why HR needs to stop defending legacy processes and start asking harder questions about whether they still work. This one is for HR and talent leaders who want to think more provocatively about the function and their own role in it.

🔑 Key Takeaways

• 360 feedback only works when the recipient is genuinely ready to receive it. Rolling it out org-wide without a readiness check is a waste of everyone's time.
• Feedback meant to vent and feedback meant to help are not the same thing and should not be weighed the same way.
• The architect sets the vision and the blueprint. The contractor executes the room. Organizations in transformation need leaders who can hold both, not just one.
• The 70-20-10 learning model says 70% of development happens on the job, yet most L&D budgets still go to the 10% classroom training bucket. Ask why before defending it.

🔗 Links

Selena on LinkedIn

LHH Recruitment Solutions

A Beautiful Working World

A Soundbeam Studios Production