Lana Johnston is a seasoned executive HR practitioner and the visionary CEO of Taking It Forward, an independent strategic HR consultancy that specialises in practical people strategies. Dedicated to transforming organisational strategies through her expertise in human resources, networking and coaching, Lana’s approach is about weaving threads of personal experiences with professional insights to create more resilient and adaptive organisations. Driven by the philosophy of ‘taking it forward’, Lana believes in integrating life’s challenges into one’s professional and personal growth to shape practical, impactful outcomes.
How was Taking It Forward born?
Lana: Taking It Forward was born out of a period of reflection and life changes following my father’s passing in 2018. During that time, I realised you don’t get rid of grief. I saw the importance of not just moving past the emotion, but embracing it as a part of growth. Some words that I’ve come to live by are: “Just because something ends doesn’t mean it never should have been. You lived, you learned, you grew and you take your next steps.”
I also took the time to reflect on my past work experiences and realised every time you move out of your comfort zone, you have a great opportunity to learn more about yourself and your capacity. In my conversations with others, I often talk about small steps. They are a great place to start and eventually they do become big leaps that propel you forward. This philosophy became the cornerstone of the organisation.
Where did the name ‘Taking it Forward’ originate?
Lana: When I decided to leave the corporate world, I needed to come up with a company name. During this period of transition, Taking it Forward seemed to be the right choice – a mantra for all aspects of my life.
Taking it Forward is about consciously stepping into opportunity, looking to bring the best with us, whilst pushing forward into new possibilities. That’s how we open the space for possibility and create opportunities for potential and growth. As I always tell my clients: “It’s okay that you don’t know how to move on. Start with something easier…like not going back.”
What motivated you to step into the HR space?
Lana: Although I started my career in banking, my academic background is actually in HR. My grounding has served me well, helping me view the world through a practical lens and allowing me to consider the reception and outcomes of strategic decisions. I enjoy being involved in people strategies and bringing them to life. I also love the fact that so many of my professional learnings apply to life generally.
My 3 areas of speciality are coachability, connection and transitions – all of which are intertwined. They necessitate a foundation of being open to learning, fostering strong relationships, and managing changes with empathy and positivity.
Firstly, we need to be coachable, whether that’s in the office, in a sporting team, in life. Secondly, connections are critical to every part of our lives, for networking, for wellbeing, for success and for happiness. Finally, transitions can be scary and you can’t move forward without a base of coachability and connections.
Navigating transitions with others takes great listening, empathy and a big dose of positivity. I often try to bring the things my clients don’t necessarily have at that time, helping them consider ‘what now?’ and ‘what next?’ to shape their first small steps.
How is tech and evolving work patterns and expectations shaping the future of HR?
Lana: Evolving work patterns and expectations, along with evolving technological advancements, are significantly shaping the future of human resources (HR) in several ways. This includes:
Remote and Hybrid Work: There will be continual shifts in policies as leadership changes the way they support diverse work arrangements. Technology will need to continually adjust, ensuring that remote and hybrid work setups are sustainable and productive.
Employee Well-being and Mental Health: Increased focus on enhancing employee well-being will result in the implementation of new programs and initiatives to create healthier work environments that cater to the mental health needs of all employees.
Diversity, Equity, and Inclusion (DEI): Will become an increasing priority, being embedded across the full employee lifecycle and resulting in a general tightening of policies. HR must be culturally competent – understanding different DEI norms and practices.
Skill Development and Continuous Learning: Development and career opportunities will remain top priorities for employees and major drivers of employee experience. HR departments will need to create pathways for continuous professional growth, ensuring employees can evolve with their roles and the industry.
Data-Driven HR: Data continues to be important in identifying trends within people management, leading to an increased interest around data for talent acquisition and workforce planning.
How will these factors affect the way HR professionals facilitate the employee experience (EX)?
Lana: As we navigate through evolving work patterns and expectations, several key factors will shape our approach to enhancing the employee experience. This will include adopting:
Holistic Approaches: Focusing on the overall employee experience, from onboarding to exit, ensuring each touchpoint is positive and engaging. This includes improving processes, creating a supportive work environment, and recognising and rewarding contributions.
Feedback Mechanisms: Implementing regular feedback mechanisms, such as surveys and one-on-one meetings, to gauge employee satisfaction and address concerns promptly. Technology can serve as a valuable tool here in creating more accessible and engaging feedback tools.
Agile HR Practices: HR needs to continue to quickly adapt to new challenges and form cross-functional teams to ensure support and requirements are considered across the full employee lifecycle. Again technology will play an important part in facilitating these outcomes.
Gig Economy and Freelance Workforce Policies: There needs to be more planning around how HR supports a blended workforce of full-time employees, freelancers and gig workers. Leaders need to think about operations and how they can be carved up to better suit diverse requirements and how tech can empower and connect these employees.
HR professionals need to create policies that cater to different types of employment relationships and develop effective contract management systems to handle the unique aspects of gig and freelance work, such as payment terms, project timelines and compliance issues.
How will these factors affect the way HR professionals approach compliance, CSR and ESG?
Lana: As consumers and employees become increasingly conscious about compliance, CSR and ESG outcomes, HR practices must evolve to ensure their organisations are ethical, sustainable and compliant. This will involve greater focus on:
Sustainability and Corporate Social Responsibility (CSR): Implementing green HR practices that promote sustainability, such as reducing the carbon footprint, promoting eco-friendly practices and encouraging sustainable behaviours among employees. HR should be increasingly involved in promoting and ensuring ethical practices within the organisation, aligning HR strategies with CSR goals.
Regulatory Compliance and Legal Considerations: With the rise of remote work, HR must navigate and ensure compliance with various international labour laws and regulations. Ensuring that employee rights are protected, including areas such as data privacy, workplace safety and non-discrimination.
What are your main takeaways from these evolving trends in HR?
Lana: These evolving patterns and expectations are pushing HR to become more strategic, adaptive and employee-centric, so that organisations can attract, retain and develop talent more effectively in a rapidly changing work environment.
HR needs to adopt a comprehensive view of the employee lifecycle when making decisions, supporting evolving work patterns by considering how the systems, symbols and behaviours are lining up. The right outcomes won’t be achieved unless all of these elements are addressed thoughtfully and consistently.
Empowering the Workforce of Tomorrow
Taking It Forward is not only responding to the ever-changing landscape of human resources but actively shaping it. By championing adaptive, inclusive and sustainable practices, Lana is redefining HR practices and setting new standards for the workplace.
Looking to embrace evolving work trends, set the stage for required transitions and contribute to a workplace that values and enhances the lives of its employees? To learn more about Lana’s transformative consultancy, advisory and coaching services, visit www.takingitforward.com.
