Rediscover the skill of DISSENT

Are you punishing the dissenter in the room? Professor Charlan Nemeth challenges us to think about how we make decisions and how we encourage decision making in the workplace. No! is a book which will polarise the workplace community as we operating in a world which wants to get along and makes decisions by consensus methods.

Read More

LEADERSHIP RESULTS

Your essential leadership manual for 2018 - Leadership Results guides you to take your organisation to one known for showing leadership and comprising of high performing teams.

Read More

WHO'S YOUR BUTT-KICKER?

Janine Garner bust the myths of networking and emphasises the need for networks to help you in your life. The core four: butt-kickers, promoters, pit-crew and teachers, are essential in your life to help you achieve a good life. A great book to read to make the most of creating better networks.

Read More

NOT GIVING A F*CK

A self-help book to get you thinking about what's important in your life. Mark Manson drills down to your values to identify the metrics you use to determine what you do with your life. It's a must read in 2017.

Read More

EVERYBODY [TRULY DOES] MATTERS

How can a company put its people before profit? 

This question is answered throughout Everybody Matters- a story of how a company with it's origins in the 1800s is successfully a combination of 80 acquisitions using a checklist of leadership behaviours to lead and now educate in their own university.

A must read for anyone who questions the importance of people and leadership in their business.

Read More

SPEAKERSHIP IS LEADERSHIP

Speakership is Matt Church's book which is a practical 'how to' - it builds your competence and confidence to speak publicly - the strength which most people say they wish they had or would rather die than have! If you're a leader, then you need to read this book.

Read More

DISRUPTING HR IN A VUCA WORLD

DISRUPTING HR IN A VUCA WORLD

HR DISRUPTED - THE BOOK EVERY 'HR' PERSON SHOULD READ

HR DISRUPTED - THE BOOK EVERY 'HR' PERSON SHOULD READ

Lucy Adams ‘doesn’t mince her words’ as my Scottish mother would say!

As a fellow Glaswegian, I was drawn to Lucy’s compelling case and urgency to waste no time getting HR folk to refresh and reinvent their business of ‘people’. Acknowledging the VUCA status of our world, her advice is generous, her reasoning credible and if you’re not on her wavelength then you’re in dire straits.

No matter where you are on the ‘HR Change Continuum’ I know you’ll glean plenty of useful ideas for your organisation. And no doubt, some of you should share your super HR practices with Lucy. However, I was appalled listening to a now ex-employee of one of Australia’s most iconic sporting institutions who recounted their ‘manager’s inability to lead’ and HR’s lack of support; sadly it was too late when the CEO listened and acknowledged his plight. This recent encounter heightened my drive to change Australian workplaces and getting the HR space involved in leadership.

HR Disrupted asks you to turn your HR upside down and:

·        Help leaders be more human in their communications

·        Become the people experts, not the policy police

·        Encourage staff to challenge the status quo

·        Be a provider of opportunities to innovate and be creative

·        Get fresh people to lead departments to see possibilities

·        Treat Employees as Adults, Consumers and importantly, as Human beings (a new HR model = EACH)

·        Listen to the five generations in your workforce, they all have different needs, and

·        Ask, How was work for you this week? Or, What policies frustrated you most? (And do something immediately about it.)

It would appear that Australia isn’t alone in creating policies based on the lowest common denominator (i.e. one person stuffing up) opposed to removing the ‘HR Policy Handbook’ and creating the People Book – building great people and leadership. 

Three components of the book were standouts:

PERFORMANCE APPRAISALS/REVIEWS

I cracked open the champers when I read “remove appraisals” – thankfully someone agrees with me on this one. I have honestly never met anyone who enjoys the performance appraisal system. Have you? We waste so much of our time, people’s time and money to roll out, stuff it up and roll it back up. We would be best investing in helping our people and leaders give and receive awesome feedback.

LEADERSHIP DEVELOPMENT

Chapter Thirteen delved into my world of Leadership Development; challenging the approach to developing leadership by sending people off on a one day workshop or a six-week program. Whilst I didn’t agree with all of Lucy’s thinking, I wholeheartedly agree that we need to listen to the employee as a consumer of our products - not HR or the business alone. We do know that people struggle to implement their learning – it’s too easy to fall back to what is known opposed to showing courage and experimenting and failing in our attempt to change.

MOTIVATION

Motivation was examined at length; identifying that the key role of HR is to help leaders learn and understand, what drives people. Given that we know most people want to be respected, appreciated and work with a company doing something special, we can focus less on the need to onboard and off-load as people will be motivated to stay. When HR become the people experts they will be doing things terribly different.

The crux of Lucy’s message is this: HR need to work with leaders to become amazing human beings, helping them communicate in a human way: saying sorry if they get it wrong, use storytelling to engage, and praise staff in a natural and spontaneous way.  When this is done, HR have done a super job. In actual fact, HR might do them out of a job!

As more Millennials take on leadership roles and ‘command and control’ baby boomers leave their roles of authority we will have a greater opportunity to disrupt HR. However, that might take a while, so we need the current HR gang to take the lead and exemplify the mindset of VUCA world ready leaders. They’ll do this by building trust, lessening threats, encourage collaboration, connecting people across organisations and have a generosity of spirit.

I believe you get the gist that I’m quite fond of this book – so much so, I’d say it’s been the best read in my reading challenge.

Your actions include: read the book, share the book with people in your organisation and start doing HR differently. And, whilst I prefer to spruik my own workshops, I notice that Lucy will be in Australia in May – check out www.disruptivehr.co.uk

I’d love to discuss Lucy’s ideas and of course my practice – so let’s connect.

I’m endeavouring to read 52 Business/Professional/Personal Development books in 52 weeks. Yep, that’s one a week. As I read each book, I’ll share my thoughts, learning and recommendations. If there is a book that you’ve been meaning to read, let me know and I’ll read it for us!

THE LEARNING BOARD

THE LEARNING BOARD

This week's Book Review: The Fish Rots from the Head - Bob Garratt

This week’s book was gifted to my husband 19 years ago and I’m sure neither of us has read it. However, its title is imprinted on the inside my forehead as the Chinese proverb (title of the book) was mentioned at a Board and leadership education session I attended 20 years ago.

I’ve finally read ‘The Fish Rots from the Head’ and whilst I don’t have any immediate intentions of joining another board, it’s a fascinating read. I’m almost inclined to download the current (third) edition given the tumultuous time boards and directors have experienced over the past 20 years.

It’s interesting to note that the Australian Institute of Company Directors has the third edition of this book for sale on its website – must be a recommended read for aspiring directors.

It’s an easy read and I was pleasantly surprised that the focus was less on the mechanics of identifying issues with the financial plan, however, more on how to skill Directors to know the importance of corporate climate, culture, accountabilities, strategic thinking styles and leadership.

Whilst Corporate Governance isn’t sexy … it sure is significant if you’re a Director.  Addressed under the chapter of Accountability, governance gets some airplay, however, I would think the third edition of this book would catch up with the ever changing heightened importance of being a responsible director.

As a Director, no matter which organisation or even country you reside, you’re faced with four dilemmas:

·        Be entrepreneurial yet prudent

·        Knowledgeable of day to day actions yet stand back from the management

·        Sensitive to local issues yet have a global view

·        Focused on commercial needs yet responsible for people and partnerships.

Bob’s mission for Boards, is that they are a Learning Board: keeping ahead or at least working at the pace of change encountered by the organisation, stakeholders and society; educating directors on a continual basis. This can be done as a group of Directors, using models and tools shared in the book with the focus on short and long term activity.

During the week I used a SWOT analysis with a client on their Planning Day which is the first tool recommended by Bob for the strategic thinking process. It’s use created a day of conversation which we didn’t finish, highlighting the need to get groups and teams together to think and talk and share their intelligence.

These are the simple standout messages which made the book interesting and informative:

·        Direction–givers need a brain-on, rather than a hands-on attitude.

·        A director needs to use ‘intelligent naivety’ as a key tool of the job. (Like a leader should always be asking questions to understand people.)

·        The Vision should be unattainable in the short term to medium term but sufficiently tantalising for everyone to be exciting about it and see it as a real possibility, even in the worst times.

·        Board members must act out the values they agreed to and check that the company is doing the same.

·        Directors need to scan the environment, religiously reading daily and questioning “what does this mean for us?”

·        Using scenarios to test strategies, identify thoughts and possibilities enabling the killing of a strategy if it strays from the purpose.

·        Avoid creating committees of the board, rather, form working groups which have a ‘use-by’ date.

·        Boards are typically groups of powerful individuals and need to work effectively as a group in the short time which they have together.

·        Directors must think: to the past, in the current and to the future. Right, true and new! Sadly, many Directors look to their past experience and stop there.

When I reflect on the books I’ve read so far, Ego is the Enemy by Ryan Holiday is one which I believe ‘would be Directors’ or current Directors should read to realise the how debilitating their ego can be to their organisation.

Bob offers this activity to help with the Directors development; it’s similar to one which I use however this is brilliant – I can see how dynamic it would be if everyone was honest with their feedback.

ACTIVITY FOR DIRECTORS (and Leadership Teams)

Stop, Start, and Continue. Write the names of each Board member onto individual pieces of Butcher’s paper (large white paper) and these three headings: Stop, Start and Continue. Affix the pieces of paper to a wall in a room and encourage Directors whilst they have a coffee to walk around and write in each category against each board member, feedback and ideas which would help their fellow directors be more effective on the board.

The critical question is, what training and activities have you done whilst in your role as Director? Likewise, as a Leader, what training/learning have you completed to be an effective and efficient Leader? Get in contact with me as I can definitely help you and your leadership team develop.

The third edition.

I’m endeavouring to read 52 Business/Professional/Personal Development books in 52 weeks. Yep, that’s one a week. As I read each book, I’ll share my thoughts, learning and recommendations. If there is a book that you’ve been meaning to read, let me know and I’ll read it for us!