In this episode of the Vantage HR Influencers Podcast, we dive into the strategic significance of leadership architecture in driving organizational success.
Host Riha is joined by Kiran Steven, COE - Talent Management at Jockey & Speedo, to explore how well-designed leadership models shape company culture, enhance decision-making, and foster high-performing teams. This conversation delves into the principles of leadership architecture, its impact on organizational growth, and practical strategies for building effective leadership frameworks.
Whether you're an HR leader or a decision-maker, this episode offers actionable insights to optimize your leadership strategy and drive success within your organization. Tune in for expert advice on designing leadership structures that propel your business forward!
About the Speaker
Kiran Steven is a seasoned HR leader with over two decades of strategic and corporate experience, having worked with leading organizations such as Tata Concorde, Siemens, Hewlett Packard, Arvind Lifestyle Brands, and Continental Automotive. He is known for his expertise in aligning HR strategies with business goals, driving leadership development, and fostering organizational change and excellence. Kiran is skilled in leveraging HR technology and data-driven approaches to enhance organizational effectiveness.
A strong advocate for HR as a business enabler, Kiran is passionate about partnering with business leadership to address key business challenges. He collaborates closely with leadership teams to improve performance, optimize costs, and deliver enhanced efficiency. Throughout his career, Kiran has conceptualized and implemented development and assessment centers for mid and senior-level professionals in both Indian and multinational companies.
Kiran holds qualifications in Human Resource and Organizational Development, and is a certified Behavioral Assessor and NLP Practitioner. Currently, he heads Talent Management at Page Industries Ltd. (Jockey & Speedo), overseeing performance and talent management for over 3,000 employees across sales, corporate, and manufacturing functions in India.
Timestamps
(3:06) Could you break down what “Leadership Architecture” really means in today’s organizational context?
(7:30) When designing a leadership model, what are the foundational elements leaders should prioritize — structure, culture, competencies, or adaptability?
(11:32) Do you think leadership architecture should integrate emotional intelligence and inclusivity as design principles — not just values?
(18:31) Can you share an example where leadership architecture directly influenced business performance or culture transformation?
(25:01) How important is data or analytics in evaluating whether a leadership model is actually working? What kind of metrics matter most?
(32:02) With AI, hybrid work, and multigenerational teams reshaping the workplace, how should leadership architectures evolve to stay relevant?
(40:20) How can organizations design models that prepare leaders not just for the present, but for the unknowns of the future?
