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"Our minds are like sponges, and we adapt best when we’re actually exposed to new environments," she says, referencing the real-world projects, the trial-and-error moments, and more learning moments that stuck with her "because I lived them".
Some of the most valuable lessons Kiran Kaur (pictured above) has gleaned in her over 15 years in HR did not come from a classroom. They came from being thrown into unfamiliar situations, learning through trial and error, and watching how experienced colleagues navigated difficult challenges.
Today, Kiran is HR Director at Air Liquide Business Services, with experience spanning talent management, talent attraction and acquisition, compensation and benefits, employee relations, and organisational development. Her career began as a graduate trainee at BMW Malaysia and has since taken her through HR roles at organisations including British American Tobacco, Dentsu Aegis, Aimia, BP, Electrolux, and Organon.
Her approach to learning is shaped by the 70-20-10 model, particularly the idea that people learn best by doing and from those around them. Her late mother's own journey, from junior assistant nurse to nurse tutor and eventually earning a degree at 47, also taught Kiran not to let perceived limitations define what is possible.
At Learning & Development Asia 2026, Malaysia, she will build on this philosophy by exploring why there is no single blueprint for talent and how leaders can flex their leadership styles to help different individuals thrive.
Please find the full interview below, where Kiran speaks with Emily Chong-Gupta ahead of her session.
Q Which L&D principle has most influenced how you help others or yourself learn best?
Theory is fine, but nothing beats getting your hands dirty.
I’m a huge advocate for the 70-20-10 model — specifically the 70% (learning by doing) and the 20% (learning from others). Looking back on my 15-plus years in HR, I can barely count the number of formal classroom training sessions I’ve sat through, and I’ll be honest: I don't remember most of the theories. But the real-world projects, the trial-and-error moments, and the times I was thrown into the deep end? I remember those clearly because I lived them. Our minds are like sponges, and we adapt best when we’re actually exposed to new environments.
The 20% is just as powerful. Watching how great peers operate and having mentors step in with timely guidance has done more for my growth than any textbook ever could.
Q Who has been a mentor or coach to you personally, and what is a timeless lesson they taught you?
If you want to grow, step out of your comfort zone and ignore the self-imposed limits.
My late mother will always be my biggest inspiration. She started out as a junior assistant nurse right out of high school and constantly pushed herself to learn more, eventually working her way up to becoming a Nurse Tutor at a government hospital. She picked up specialised diplomas along the way and even earned her degree at 47 — which still blows me away!
Professionally, I’ve been lucky to work with incredible HR leaders who earned their seat at the executive table and routinely relocated across regions to take on massive challenges.
What did I learn from all of them? Age, gender, family, or background are never real barriers. The only thing holding you back is the fear of stepping out of your comfort zone. If you have the confidence to take on a bigger scope, the learning will follow.
Q What is an unexpected or interesting skill you have picked up that colleagues may not know about?
HR is so much more than personnel management these days! Because I’ve spent a lot of time leading people strategy for large-scale project migrations, I’ve accidentally picked up some solid project management skills — handling everything from cost projections to onboarding and key talent retention.
Also, working shoulder-to-shoulder with finance on budgeting has given me a surprisingly good grip on financial planning & analysis (FP&A). And thanks to my fair share of root cause analyses and investigations, I’ve developed a pretty sharp eye for internal controls, too!
Q In fewer than 10 words, what is your number one motto for helping people and teams grow?
Own your growth, know your potential, and drive forward.
Q A quick preview of your session at Learning & Development Asia: What is the one key takeaway you hope attendees will gain?
There’s no single blueprint for talent — everyone needs a slightly different approach to thrive.
I hope everyone leaves the session with fresh, practical ideas on how to flex their leadership style so they can unlock the best in every unique individual on their team.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Emily Chong-Gupta. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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