I’ve had the privilege of interviewing some of the most interesting CHROs from leading companies around the world, and one thing quickly became clear: adaptability and curiosity are the core traits driving their success. Across industries, these leaders share a commitment to fostering environments where flexibility isn’t just encouraged—it’s essential. Whether they’re preparing their teams for the unknown or helping their organizations pivot in real-time, their focus on these traits helps them navigate an often frequently volatile environment. Here’s what I learned from my conversations with these forward-thinking leaders.
How CHROs Develop Flexibility In Values And Culture
One of the most striking lessons came from Tracy Ting, CHRO at Encore Capital Group. Tracy spearheaded an initiative to streamline the company’s values—taking separate sets of values and distilling them into three clear, resonant principles: We care, we find a better way, and we are inclusive and collaborative. This wasn’t just a corporate exercise. By involving employees in the process, Tracy ensured that these values weren’t just words on paper. They became a living, breathing part of Encore’s culture, helping employees navigate change with purpose and clarity.
This idea of creating values that resonate emotionally was echoed by Joan Burke at DocuSign. At DocuSign, their core values—Trusted, Loved, and Responsible—aren’t just slogans. They guide every decision the company makes, from customer interactions to how employees are treated. What I gained from Joan is that values that truly reflect who you are as a company can serve as a compass during times of uncertainty.
CHROs Hiring Employees Who Can Deal With The Unknown
Eva Andres, CHRO at Juniper Networks, took things one step further when it came to building an adaptable workforce. She stressed the importance of hiring for potential, not just credentials. In a world where job roles are constantly evolving, Juniper looks for employees who are open to learning and growth, rather than those fixated on titles or rigid career paths. “Adaptability,” Eva told me, “isn’t just a skill—it’s a mindset.”
Bobbie Grafeld, Chief People Officer at 2K, shared a similar philosophy. She highlighted the value of training managers to handle whatever comes next. Through 2K’s Manager Academy, leaders across the organization are taught not just to manage but to anticipate and adapt. Bobbie shared how poor management is costly—both in terms of lost productivity and disengaged employees. Investing in your managers is one of the best ways to create a more resilient, adaptable workforce.
Organizations Want Curiosity Because It Is The Spark Of Adaptability
When speaking about mindsets, curiosity came up over and over again in my conversations. Livia Freudl, SVP and Head of HR at Varian, emphasized how fostering curiosity within the workforce leads to greater cultural awareness and empathy—two qualities that are critical in today’s global and often hybrid workplaces. Curiosity doesn’t just help employees adapt; it encourages them to seek out new solutions, to be proactive rather than reactive.
Ola Snow, Chief Human Resources Officer at Cardinal Health, also stressed the role of curiosity in breaking through the status quo. At Cardinal Health, curiosity and transparency go hand in hand. Ola developed a “comprehensive listening strategy” to ensure leaders stay connected to what’s happening on the ground. When employees feel heard, they’re more engaged and more likely to contribute new ideas—key ingredients for a culture that embraces change.
Cross-Departmental Collaboration Is The Adaptability Advantage
Another way to build a more adaptable organization is by encouraging employees to step out of their silos. Susan Hailey, VP of Global Talent Acquisition and DEI at OpenText, talked about the value of “cross-pollination” between departments. At OpenText, employees are encouraged to gain experience in different areas of the company, which not only makes them more versatile but also sparks innovation. When people understand how different parts of the business work together, they can adapt more quickly to change.
Andrea Alexander at Rent the Runway took this idea further by focusing on social capital. In a remote-first environment, keeping teams connected is no small task. Andrea emphasized how critical it is to build relationships and networks, even when employees are spread out across the globe. She stressed the importance of keeping people engaged and invested in the company’s success, no matter where they’re working from.
HR Focuses On Wellness Because It Is The Foundation of Resilience
One thing that came up in nearly every conversation was the importance of employee wellness—not as a perk, but as a core part of building a resilient workforce. Susan Podlogar at MetLife explained how their wellness programs are designed to support both the mental and physical health of employees. A healthy, supported workforce is better able to handle stress and uncertainty, making wellness a critical part of any adaptability strategy.
Megan Burkhart, EVP and CHRO at Comerica, echoed this sentiment. In the wake of the pandemic, Megan reimagined Comerica’s benefits packages to prioritize flexibility and wellness. Employees need more than just competitive compensation—they need support that helps them navigate the complexities of today’s work environment, from mental health services to leadership development programs.
Looking Ahead For CHROs: The Future Belongs To The Curious And Adaptable
So, what’s the big takeaway from these conversations with top CHROs? Adaptability is more than just reacting to change—it’s about creating a culture that welcomes it. Whether it’s through flexible values, continuous learning, cross-departmental collaboration, or a focus on wellness, the most successful organizations are those that can evolve as the world around them changes. The future belongs to the curious and adaptable, and CHROs can help lead the way.