HR Manager-Learning and Organizational Development at SMDC

Liezhel Joy Jamilano

With over 11 years of experience in the learning and development field, Liezhel Joy Jamilano has been a vital part of SMDC for the past three years. Before joining SMDC, Jamilano spent six years at the Department of Foreign Affairs in the Philippines, followed by two years at an HMO company. At SMDC, Jamilano oversees both the learning and training team and the organizational development team, focusing on four key pillars: code of conduct, innovation, sustainability, and Lean Six Sigma. Passionate about fostering leadership, Jamilano is particularly proud of the impactful leadership development program implemented within the organization.

Critical Qualities of Effective Leadership

Leadership styles have evolved significantly over the decades. From the 1970s to the 1990s, the dominant approach was autocratic, emphasizing a top-down method. In the 21st century—especially in the age of artificial intelligence—effective leaders now exhibit five core qualities:

●  Curiosity: In today’s rapidly changing environment, curiosity is essential; without it, one risks being left behind.

●  Agility: Leaders must act swiftly and adaptively once they become aware of external changes.

●  Clarity: While speed is crucial, providing clear direction and effective team communication is equally important.

●  Connectivity: Building relationships and fostering connections with team members is vital, especially as we shift toward a relationship economy.

●  Compassion: Empathy and active listening are indispensable. Although AI can assist with tasks, it cannot replace genuine care from human connection.

Role of Diversity, Inclusion, and Equity

In our organization, we prioritize diversity, inclusion, and equity by considering candidates for our leadership development program regardless of age, gender, civil status, or physical ability. As long as they meet specific criteria—such as tenure, performance, and having no administrative cases—they are included. This inclusivity fosters creativity and innovation by bringing together diverse perspectives. When individuals from various departments collaborate, they identify strategies that improve workflows and promote synergy.

If I could enact one significant change in leadership development, it would be to provide international exposure for participants in our programs. Immersing them in global best practices can inspire innovative ideas that they can apply locally, enriching their development and the organization.

To foster buy-in and demonstrate the value of our initiatives, I focus on being proactive. I involve stakeholders early in the program development process to gather their insights and ideas. If that doesn’t work, clear communication about the program's benefits becomes crucial. Once stakeholders understand its purpose and advantages, they are more likely to embrace it. Additionally, making the program engaging and enjoyable encourages participation, even among those who initially feel too busy.

Trends in Leadership Development

Two developments that have particularly caught my attention are 6G technology and advancements in international travel. The first one is 6G. While we currently use 5G, Nokia Bell Labs is advancing research on 6G, which is set to introduce groundbreaking communication methods, such as holographic calls. Imagine transforming video calls into holograms—this could change how we connect.

The second innovation is rapid international travel. The potential for travel in less than an hour, possibly even as fast as 30 minutes, could significantly reshape leadership development. For instance, if a CEO wanted to train participants in the Philippines, they could use 6G to communicate and collaborate in real-time, eliminating the lengthy travel delays we currently experience. With rocket travel instead of planes, we could facilitate immediate exchanges of creative ideas globally.

Considering the evolving demands of the workforce, it’s clear that change is happening at an unprecedented pace. For example, the version of ChatGPT available today may differ significantly from the one released just a month ago. This rapid evolution highlights the need to understand our workforce's requirements.

As HR practitioners, we must prioritize this understanding. The best source of information is our workforce itself. Therefore, our first step should be to identify their needs and customize our approaches to meet those requirements.

Advice for Aspiring Leaders:

My key advice for young professionals aspiring to leadership is to find your purpose. A clear understanding of your goals and finding meaning in everything you do is vital. When you discover your purpose, success and career advancement will naturally follow.