People & Culture: A Growth Catalyst For Business

“You’re Not Like Any HR Person I’ve Met Before…”

This is something I hear often. And honestly? I take it as a compliment.

When you think of HR in your organisation, what comes to mind? A team focused on compliance and processes—or leaders driving real growth and transformation?

I’m not your typical HR person. In fact, I don’t even call myself one. I’m a people, creative and culture person, and the difference isn’t just semantics—it’s a completely different way of thinking about people, growth, and business.

Where traditional HR often focuses on maintaining order and ensuring compliance, I focus on moving the dial—connecting people, culture, and leadership in a way that doesn’t just support business goals but actively drives them forward.

The Problem with Traditional HR

In many organisations, HR has been reduced to a function of maintenance and risk management. Policies are designed to minimise liability. Processes are built to keep the status quo. And while these things have their place, they don’t inspire people—or drive the kind of growth that today’s businesses need.

Even more critically, the role of people leaders is often underestimated or seen as an extension of the CEO rather than as leaders in their own right. When this happens, businesses miss out on the potential of these leaders to be the most powerful agents of growth and change.

The result?

• Stagnant cultures where innovation takes a back seat to “playing it safe.”

• Disengaged employees who feel like resources to be managed, not humans to be empowered.

• Missed opportunities to create meaningful change that fuels long-term success.

People and Culture: A Growth Catalyst

Instead of seeing people and culture as things to manage, I see them as the most powerful levers for growth.

Here’s how the shift from traditional HR to people and culture impacts business:

1. People-First Cultures Lead to Business-First Results.

   Engaged, motivated employees don’t just work harder—they work smarter. They bring creativity, loyalty, and a willingness to go above and beyond. Investing in your people isn’t a cost—it’s the foundation of sustainable growth.

2. Connection Drives Collaboration and Innovation.

   Great ideas rarely come from a single genius working alone. They come from teams that feel connected, safe, and inspired to collaborate. A thriving culture creates the conditions for innovation to flourish.

3. People Leaders Are Growth Agents.

   When people leaders are given respect, influence, and seen as true leaders of the business, they can unlock transformation. They have the power to connect strategy with culture and align people to purpose. This role isn’t just about HR—it’s about driving the future of the business.

4. Flexibility Attracts and Retains Top Talent.

   In today’s world, the best talent isn’t drawn to rigid policies—they’re drawn to cultures that trust them to work in ways that align with their strengths. This isn’t just about hybrid work—it’s about giving people the freedom to thrive.

5. Leadership Sets the Tone for Growth.

   Culture doesn’t just happen—it’s shaped by leaders who show up consciously, vulnerably, and with intention. When leaders align their actions with the culture they want to create, teams follow suit—and the impact is felt in every corner of the business.

From Compliance to Consciousness

The truth is, traditional HR has been about compliance: ticking boxes, mitigating risks, and ensuring that the business is “safe.” But what if we shifted the focus from compliance to consciousness?

This is what it looks like:

• Proactive over reactive. Instead of waiting for problems to surface, create systems that anticipate needs and solve them before they arise.

• Growth over maintenance. Stop asking, “How do we preserve what we have?” and start asking, “How do we get to the next level?”

• Humans over resources. Build policies and practices that see employees not as cogs in the machine, but as co-creators of success.

A Practical Roadmap for Leaders

If you’re ready to move beyond traditional HR and lean into a people and culture approach, here are three questions to ask yourself:

1. What is our culture actually enabling?

   Look beyond the mission statement—what behaviours are being rewarded? Are you fostering creativity and connection, or reinforcing silos and burnout?

2. How are we measuring success?

   Shift the focus from outputs (KPIs, deliverables) to outcomes (engagement, retention, and innovation). Success isn’t just what gets done—it’s how people feel while doing it.

3. Are we building for the future or protecting the past?

   Are you clinging to policies and structures that worked five years ago, or designing a culture that will meet the needs of the workforce five years from now?

Why This Matters

Businesses that want to grow can’t afford to rely on outdated models of HR that prioritise compliance over connection. People and culture aren’t just “nice to haves”—they’re the engines of innovation, resilience, and competitive advantage.

This is why I call myself a people, creative and culture person. Because my work isn’t about maintaining the status quo. It’s about designing workplaces that are alive with possibility—places where people thrive and businesses grow as a result.

So no, I’m not like the HR people you’ve met before. And maybe that’s exactly what your business needs.

What role does people and culture play in your business right now? Is it a support function keeping things ticking over, or a driving force shaping your future?