I speak at over 25 conferences a year, mostly about HR, talent acquisition, and leadership. In every single talk, I always touch on the need for innovation.

Pioneers are often seen as heroes, but history shows a tougher reality. What happened to the pioneers? The original pioneers faced many dangers and often didn’t survive. In the corporate world, especially in HR and TA, being the first to try something new can be risky. The truth is, those who take the first steps in innovation often face big challenges and consequences.

Being an early adopter means dealing with many unknowns. In HR and TA, this often leads to failed projects and even job loss. Sorry folks, you might be fired! It’s no surprise that executives are cautious about pushing for new ideas—they understand the risks. While companies claim to support innovation, do they really? The pressure for quick results, especially from top executives, kills true innovation. There’s a strong fear of failure, creating a culture where the first to mess up are quickly let go.

Many HR and TA leaders want to innovate but end up doing the same things year after year after year. The high cost of new systems and the fear of unchanged results make them hesitate.

You can either be a pioneer or stick to the safe path. Many choose safety over the risks that come with being innovative. But for those willing to take the risk, being a pioneer can lead to real progress and personal growth.

I encourage you to be a pioneer!

Drive innovation in your organization and aim for a better career and life.

This path has risks, and it’s okay if you’re not ready to take them. The life of a pioneer is tough, but for those who seek a better world, it’s worth it.

Remember, not everyone is cut out to be a pioneer. It takes courage and resilience. But for those who go for it, the rewards can be huge.