A Practical Innovation Playbook for HR Leaders Who Need Results Fast
Key Takeaways
- Change rarely feels smooth, especially when resistance is part of the process.
- Start small and visible, because momentum beats big transformation plans.
- Narrow your focus early, because too many options slow everything down.
- Don’t default to building, because borrowing or buying is often the smarter move.
- Build trust early, because change doesn’t land without it.
Feeling stuck between change resistance and AI overwhelm? Learn how to lead innovation with Synne Støhlmacher’s build – borrow – buy framework, plus practical steps for HR teams to start small, build trust, and create momentum.
Innovation sounds exciting, until you have to implement it If you work in HR, you’ve seen it: leadership wants transformation, the team wants stability, and you’re in the middle trying to make change land without breaking trust. In Episode 6 of withbrio, we spoke with Synne Støhlmacher from Human Inc, an Innovation Leader and CX and Capability Architect who helps organisations move from ideas to impact through human-centred strategy, agile execution, and AI-powered workflows. She’s launched 50+ product concepts, improved onboarding conversion by 60%, and helped teams drive cultural transformation fast. This article shares the key insights, with just enough depth to give you a playbook you can use, and enough intrigue to make the full conversation worth your time.
Mindsets vs Methodologies: Where to Start?
Here's a debate that comes up in every transformation project: should you focus on changing mindsets first, or teach new methods? Synne's answer is practical: "Always mindsets – but that's much harder to build most of the time. I like to start with a method because if you start with a method, then people have a step-by-step process that they can follow." The insight? While mindset is what ultimately matters, methodologies like design thinking or agile give people something concrete to practice. And through repeated practice, the mindset naturally develops. This has big implications for HR teams. Instead of abstract workshops about "thinking differently," give people tools they can apply immediately. The mindset shift follows.
HR innovation in the AI era: don’t drown in possibilities
“2,000 tools a month” and the risk of analysis paralysis. When thousands of new AI tools show up every month, it’s easy to freeze. Synne’s advice starts with a baseline understanding of what AI can do, then narrowing quickly to a few use cases so you can stay practical. Start small, then prove value Instead of big “AI transformation” programs, she recommends a simple approach: pick a quick win identify and prioritize a few use cases avoid going too big too early, especially if it’s your first time This builds momentum and helps your team actually see benefits before scaling.
We are what we repeatedly do. Excellence, then, is not an act, but a habit.
The Build – Borrow – Buy framework for innovation
Why this framework works for HR teams Once you’ve got use cases, Synne frames the decision in a way that removes drama and speeds things up: Build – Borrow – Buy. Build when you need something unique, strategic, or deeply integrated Borrow when you can partner, rent, or leverage an external solution to move faster Buy when the market already solved it and you just need reliable execution Synne also ties this to long-term innovation strategy: you don’t always need to build everything yourself to be “innovative.” Sometimes the smartest innovation move is buying or borrowing. The HR twist: innovation isn’t only “big bets” Innovation can be everyday improvements to processes, customer experience, and internal workflows. That makes it easier for teams to practice innovation regularly, not only during major transformation projects.
Trust during transformation: the underrated HR superpower
How do you build trust with teams who didn’t choose the mission? When you're brought in by a CEO or CHRO and everyone else feels "late to the party," resistance is natural.
Synne's approach:
1. Enter informed about where resistance might show up
2. Run 1:1 conversations with key people early
3. Focus on making people feel heard and understood
Position yourself as an outsider with an impact lens, not "on one side against another" Trust isn't built through announcements. It's built through listening.
Make performance management effortless
Streamline goals, reviews, and feedback in one flow—so managers can focus on real performance conversations.
Conclusion
- Innovation isn’t about chasing every new tool or launching big change programs that exhaust everyone. It’s about choosing what matters, creating momentum with quick wins, and using a clear decision lens like build – borrow – buy to move from ideas to impact.
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Want the full conversation on how HR can move from opinion to proof, from support to strategy, and from cost centre to value driver. Watch the full episode of withBrio.
To learn more about how brioHR can transform your HR processes, check out BrioHR’s website or request a demo.
