Julian Dalzell
Former VP HR, Shell Oil Company, and University Professor
Shell Oil Company, University of South Carolina
Stop Being Driven By Business: How Global HR Wins With Humanity.
Thesis
“Effective global HR leadership requires deeply understanding and compassionately applying core values while adapting to local cultural contexts, always recognizing the 'human' in human resources through empathy and active listening.”
What you'll take away
- 1Balance corporate values with local cultural perspectives by applying core principles (honesty, integrity, respect) while adapting to cultural nuances.
- 2Prioritize understanding the other person's definition of 'win' to achieve win-win outcomes, especially in cross-cultural interactions and labor relations.
- 3HR leaders must avoid being solely 'driven by the business' and instead focus on being 'driven for the business' by emphasizing compassion, dignity, and respect for employees, particularly during difficult periods like downsizing.
- 4To effectively lead in a global context, HR professionals need to be inquisitive, research cultures, understand their own personal and cultural biases, and remain rooted in the business's goals.
- 5Embrace continuous learning, take calculated risks, be mobile for diverse experiences, and develop strong mentor relationships, always remembering to repay the favor.
What most organizations get wrong
- •Dalzell's initial belief that student contracts for impoverished students were 'immoral' was contradicted by the students themselves, who perceived the contracts as a sign of commitment and care, not a constraint.
- •He pushes back on the academic tendency for HR to be 'driven by the business' and overly focused on metrics, arguing that this can lead to ignoring the crucial 'human' element in human resources.
In Julian's words
“The first responsibility is to take account of saving lives.. And then if things transpire, that doesn't work out, inshallah.”
This highlights how a global safety principle was effectively adapted to a local religious context through profound cultural understanding.
“We could both describe what happened in identical ways. We would interpret it in diametrically opposite ways.”
This emphasizes the profound impact of cultural context on interpreting actions and intentions, even when factual events are shared.
“There's a big difference between HR being driven for the business and being driven by the business.”
This quote distinguishes between strategic HR alignment with business goals and merely executing business demands, advocating for HR's unique human-centric role.
“If you care, you remember.”
This simple yet powerful statement underscores the importance of genuine empathy and personal connection as a foundational aspect of effective HR leadership.
“Biases are like noses. Everybody's got them, but some of them are privy of numbers.”
This analogy humorously and effectively illustrates the universality of biases and the critical need to recognize and understand their influence.
The problems this episode addresses
- •Cultural Misunderstandings in Global Operations: Companies struggle to apply global principles effectively in diverse local cultures, leading to misinterpretations and failed initiatives (e.g., 'inshallah' in road safety, student contracts in Brunei).
- •Employee Dignity During Downsizing: Managing large-scale workforce reductions ethically, legally, and compassionately to avoid legal claims and maintain employee dignity is a significant challenge.
- •Balancing Business Acumen with Human Empathy in HR: HR professionals often become overly focused on financial metrics, neglecting the human element and potentially leading to a dehumanized employee experience.
- •Retention/Engagement in Mobile Careers: Managing employee satisfaction and retention when career advancement demands significant mobility can create tension between professional goals and personal/family life.
- •Keeping HR Relevant with Evolving Technology: HR professionals face continuous pressure to learn and adapt to rapid technological changes, such as AI, to prevent their skills and functions from becoming outdated.
In this episode
Built by People podcast features insights from world's top HR leaders
Built by People
Julian Smith shares a brief overview of his career with us
A brief story of my career
How did Shell navigate balance between maintaining corporate values and respecting local cultural perspectives
Shell's Values and Local Culture
Julian tells a powerful story about student contracts in Brunei
In the Elevator of HR Leadership
How can HR leaders restore balance between human and resources in today's business environment
The Balance between Human and Human Resources
How do you use storytelling to effectively teach and implement HR principles
How to Tell a Story in HR
What are the most critical skills for HR professionals working in a global context
What is the most critical HR skill in the global context?
Be mobile. The more mobile you are, the more jobs are available
Julian's Last Lecture
Julian, thank you so much for joining us on Built by People podcast
Built by People: Julian
Topics covered
Organizations and entities mentioned
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