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InnerCircle 2022: CEO of Post House Capital discusses inspiring disruption through leadership

Employers 07.18.2022 2 MIN

Modern businesses must decide whether to pave a path as a disruptor or be the disrupted. As leaders evolve ways of working to maximize potential for their companies and sustain a competitive edge, they must do so in an authentic, transparent manner that uplifts everyone. In this session, Jackie Reses, CEO of Post House Capital, spoke about the role of HR in inspiring, fueling and managing disruption within a workforce and among teams. 

From June 8–10, HR leaders from across Corporate America gathered at the InnerCircle conference to discuss key strategies for maximizing potential at their companies. In a fireside chat, Jackie Reses, CEO of Post House Capital, explored how to inspire disruption.

As a former CHRO, Jackie has unique insight into the relationship between a CEO and CHRO, successfully attracting talent, and what leaders can do to model disruption as a business practice. She offered guidance on how an authentic and transparent culture directly translates into attracting new talent and ensuring a smooth return to office.


Key Takeaways

  • Seek divergent opinions. This is different from diverse opinions: Divergent opinions come from someone who’s going to disagree with you. It makes you reevaluate your ideas and take extra steps to make them better
  • Your leadership mindset and practices are crucial. Ask yourself: do you encourage disruption? Are you modeling openness, transparency and accountability? If someone takes a risk, do you reward them to encourage disruption?
  • CEOs may want a CHRO with strong opinions. Jackie says she would prefer a very opinionated CHRO who comes off as aggressive, rather than one that doesn’t feel able to provide unfiltered feedback.
  • Return to office efforts are fueled by flexibility and creating an environment people want to work in. Consider what aspects of office work people enjoy most and then create opportunities for these aspects to flourish—such as establishing a coffee shop to encourage camaraderie and social interaction.
  • Recruiting should be thought of as a sales function and is accomplished through authenticity. Employees want to know your culture, what you believe in and what you’re contributing to their lives. Find your place in the world—if you truly believe you’re doing valuable work, they will see that as well.
  • Own your own disruption. If you don’t disrupt yourself, someone else will disrupt you.


In order to create an environment that encourages positive disruption, inspiring mandates for change need to come from the top. Employees will thrive in a culture that’s authentic, honest and transparent—and new talent will be drawn to your company for these same reasons. 

Find more insights on culture and talent from InnerCircle on our website. Contact us to find out how Goldman Sachs Ayco can support your employees.