Unlike any other profession, managing and developing human capital requires passion and a love for people. Without a genuine connection to this field, the role can quickly become tiresome, frustrating, and ultimately unenjoyable. For Fiona David, however, it has been a soul-satisfying journey of two decades, fueled by the deep satisfaction of bringing out the best in individuals.
“After 20 years, what keeps me motivated is seeing the transformation in people. Maximum performance can be forced, but optimum performance comes from genuine motivation. For me, the hearts I have earned through my work far outweighs financial success,” Fiona reflects.
Her commitment to creating thriving workplaces has redefined human capital strategies, ensuring employees do more than just survive—they flourish.
Bringing Back the ‘Human Touch’ to HR
In today’s fast-evolving business world, the psychological aspect of managing human capital is often overlooked. Many organizations struggle to understand why commitment, performance, and loyalty among employees seem to be declining. Fiona’s approach centers on reinstating the ‘human touch’ in HR—aligning an organization’s vision, purpose, and core values with strategies that prioritize employee well-being.
“A workplace must be a secure space where employees can thrive. If insecurity creeps in, people begin to operate in survival mode. This applies to any relationship—whether it’s workplace dynamics, romantic relationships, or even parenting,” she explains.
Rigid rules and micromanagement, she argues, stifle creativity and innovation. As Indra Nooyi once said, ‘The more we can break the rules, the better off we are going to be.’ Leaders must eliminate restrictive policies that hinder progress, enabling employees to perform their best without feeling constrained.
Key Lessons from 20 Years in HR
Through years of experience, Fiona has developed a unique perspective on HR, training, and coaching. Her studies in psychology have significantly influenced her career, helping her understand the paradigms that shape human behavior and potential.
“The human mind is incredibly complex. Any HR professional must have a sound understanding of psychology, especially with future generations entering the workforce,” she states.
Fiona’s own life experiences have also played a crucial role in shaping her coaching style. Her journey, marked by resilience and overcoming adversity, allows her to connect with people on a deep, emotional level.
People can sense inauthenticity from miles away. A genuine story is a powerful tool, and I wouldn’t change a thing about my journey. Every hardship I faced made me stronger and more empathetic, and I could not have come this far without God’s grace. Trust in God has been my foundation through every challenge I’ve faced.”
Psychology-Driven Leadership and Training
Fiona’s background in psychology has transformed the way she leads and mentors others. She is often described as a ‘Level 5’ Leader—a unique blend of humility and professional will.
“Self-awareness is power. Understanding my own strengths, regulating emotions, and prioritizing others’ needs have been critical leadership qualities. Many of my skills were developed at home as a single mother, balancing the needs of children from two generations. If you can lead a household through challenges, you can lead a team effectively,” she explains.
Empathy, trust, respect, and transparency are the pillars of her leadership philosophy, shaping the corporate training and executive coaching programs she delivers.
Overcoming Organizational Challenges in People Development
Many organizations struggle with human capital management because they fail to view HR as an investment rather than a cost. Fiona highlights three key obstacles in people development:
- Misconceptions about HR’s Role – Many business leaders, particularly those from finance backgrounds, fail to recognize HR as a strategic function. With data-driven insights, HR professionals can now demonstrate the tangible value of more effective strategies on people management and development.
- Limited Performance Evaluation Metrics – Organizations often focus only on knowledge, skills, and attitude (KSA) while ignoring workplace environment factors that hinder performance.
- Lack of AI and Appreciative Leadership Integration – Appreciative Inquiry (AI) and Appreciative Leadership (AL) are game-changers in employee development, yet they remain underutilized in many organizations.
Fostering Creativity and Shared Understanding
As an HR strategist, Fiona designs HR strategies tailored to organizational needs. Encouraging creativity and open dialogue which requires a positive psychological approach.
To keep strategies alive within organizations, she employs visual stimulation techniques—designing HR logos, incorporating branding into office spaces, and using symbolic reminders such as mugs, t-shirts, and keychains.
The Future of Human Capital in the Digital Age
Digital transformation and artificial intelligence (AI) are reshaping workplaces, making it essential for organizations to integrate human capital strategies with emerging technologies.
“The integration of AI is not about replacing human capital but enhancing it. Upskilling and reskilling are crucial to help employees maximize their potential in this digital age,” Fiona explains.
Real-time learning, employee analytics, and AI-driven efficiency improvements allow organizations to work smarter rather than harder, paving the way for a more adaptive workforce.
Case Study: Optimizing Performance with a Holistic Approach
One of Fiona’s most successful projects involved restructuring a performance management system for an organization struggling with stagnating productivity.
Previously, their system focused 100% on skill and knowledge gaps while overlooking environmental factors and motivational barriers. By implementing a framework where 60% of evaluations were quantitative and 40% were qualitative, the company saw remarkable improvements in employee engagement and output.
“We also transitioned from traditional KPIs to Objectives and Key Results (OKRs), identifying the Critical Success Factors (CSF) that truly mattered. Addressing skill gaps, work environment challenges, and individual motivation leading to outstanding results,” she claims.
Trust: The Foundation of Strong Teams
According to Fiona, one of the biggest issues in group dynamics is the absence of trust. Drawing from Dr. Stephen Covey’s work on ‘The Speed of Trust,’ she emphasizes that team dysfunction begins with a lack of trust, eventually leading to conflict, disengagement, and underperformance.
By fostering transparency and psychological safety, organizations can build teams that are not just functional but highly effective.
Data-Driven Decision-Making with a Human Touch
While HR today is largely data-driven, Fiona believes that wisdom and experience must complement analytics.
“Numbers don’t always capture the psychological aspect, emotional intelligence, or deeper organizational dynamics. A structured balance between data insights combined with wisdom and years of experience is key to ensuring businesses and employees thrive together,” she notes.
The Leadership Qualities of Tomorrow’s HR Professionals
The next generation of HR leaders must master both technical and interpersonal skills. Essential leadership qualities include:
- Emotional Intelligence
- Adaptability
- Empathy
- Diversity Awareness
- Strategic Thinking
- Agility & Improvisation
- Active Listening
- A Growth Mindset
Navigating Cultural Differences in Human Capital Development
As a consultant working with diverse teams, Fiona underscores the importance of understanding cultural mindsets, beliefs, and values.
“You can’t create effective HR strategies without first understanding employees’ backgrounds. Employer branding must be authentic—what you offer externally should first reflect internally,” she asserts.
The Power of Executive Coaching
Today, executive coaching is not just for HR—it’s an essential skill for managers.
“Employees don’t leave companies; they leave bad managers. Training managers to be effective coaches prevents unnecessary turnover and hidden costs,” she explains.
Preparing for the Future of HR
Looking ahead, Fiona sees a shift from employee engagement to employee experience, emphasizing well-being, belonging, and personal development. HR is also transitioning from IQ-driven leadership to a focus on Emotional (EQ) and Adaptability (AQ) quotients.
Her message to organizations is clear: “Train employees well enough so they can leave, but treat them well enough so they don’t want to.” – Richard Branson With an unwavering commitment to changing mindsets and fostering excellence, Fiona David continues to redefine human capital development for the future
