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!

ARE YOU ACHIEVING EXTRAORDINARY RESULTS?

 

ARE YOU ACHIEVING EXTRAORDINARY RESULTS?

If you are achieving extraordinary results, I suspect you trust and are trusted by others. No matter what you are doing in life.

If you have the interest and agility to increase your results, consider the conversations you’ve had today; yesterday and the day before. If you deconstruct these conversations, what would you uncover about yourself? And, if you placed the results on a dashboard would the dial point to connected, productive or creative? Or would the dial move to the opposite side of this gauge – pointing to sceptic or resistor?

Judith E. Glaser, author of Conversational Leadership – How Great Leaders Build Trust & Get Extraordinary Results, advises her readership and clients over the past 30 years that we’re probably speaking to and from the wrong brain – the Primitive Brain. (Who would have known?!)

By using your Executive brain, you’ll notice that this connection will alter everything: the way you phrase your greeting, ask your questions and how you offer or make comments. Rather than create distrust, this newish brain will build trust. And trust is the anchor in your relationships to weather all situations.

Whilst some of us might think our conversations are powerful, we may be failing to see the impact these interactions have on others. We need to heighten our awareness and increase our use of the Conversational Intelligence (C-IQ) skill which connects intentions with impact.

Judith’s goal is to help you move from operating at C-IQ ‘Level I – transactional’ (how to exchange data and information) and make the quantum leap to the learnable C-IQ ‘Level III – transformational’ (how to co-create conversations for mutual success). Put simply, change to a listener rather than a teller.

Your Conversational Dashboard ... where's your dial pointing?

Your Conversational Dashboard ... where's your dial pointing?

The new language is co-create – working together, cutting through bureaucracy, hierarchical levels, removing the need to be right all the time, in an effort to build a successful culture. This is done by influencing each other’s neurochemistry, while we express our inner thoughts and feelings to strengthen relationships while making sense of the world. Too easy!

Which brain do you operate from?

We have five brains according to the research which Judith shares liberally – each brain having an influence on our conversational ability. The Primitive brain, which hosts the fear mongering Amygdala, operates differently to our Prefrontal Cortex (Executive brain) which is activated when we feel we can trust others.

 

chemicals.jpg

As leaders, we unconsciously drip-feed our teams with ‘conversational cocktails’; resulting in the team being drunk with happiness, excitement and enthusiasm, or, all too often, they start acting like angry animals.  The ‘cocktail’ is a mixture of biochemicals triggered by what you do and say. The chemicals, oxytocin (bonding), dopamine (when you’re right) and serotonin (happiness) are released if your conversation is at ‘Level III’ – when you and the team are working to achieve a mutually successful outcome.

When what we say, what we hear, and what we mean are not in agreement, we retreat into our heads and make up stories that help us reconcile the discrepancies.

So, when what we say, what we hear and what we mean are not in agreement, we retreat into our heads and make up stories that help us reconcile the discrepancies. We make “movies” and generally fail to connect.

If you were to replay ‘the movie’ of a recent staff meeting, what would you see and hear? Would you see the same people sitting in the same spots, hear the same people speak and see the agenda following a similar pattern? To make a change, Judith recommends commencing with a ‘Rules of Engagement’ activity which talks to the Amygdala, calming it down to be more fully engaged with the meeting intent. Similarly, when we host a workshop or conference – we break the ice with this style of activity to build trust in the group – we talk to the Amygdala!

The term ‘intelligence’ was brought alive with the advance of Emotional Intelligence (EQ); which is differentiated by Judith: “Emotional Intelligence is about self-regulation whereas conversational intelligence is about co-regulation”. I get this and it will be the EQ leader who will ease into becoming a C-IQ leader. One who will masterfully observe their inner world of desires whilst observing the impact of their actions on others.

I am currently reading Big Magic, by Elizabeth Gilbert. It’s my 30th book. I’m a little behind with reviews as I found writing about Conversational Intelligence a challenge. I’m not totally sure why, the content isn’t new to me – it’s probably deciding what to share with you and what not to include!

Please take the opportunity to read this book. It’s a definite ‘must read’ to learn how to train your brain and ultimately achieve extraordinary results in your endeavours.

I have been inundated with questions about my reading project, in particular, my ability to read so many books. Well, I do read, I don’t listen to the books and I know that I am a disciplined person who enjoys learning what others are learning. I believe you must keep ahead of the amazing information and practices which others are successfully applying in their Leadership Practices.

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!

Have you written your 2017 Goals?

MY SHINING YEAR

Have you written your 2017 goals? It's the 1st of February and if you haven't, I have a book for you which may ease the pain of goal setting.

This isn’t exactly a book … it’s a workbook. Better still I believe … as too many books are read and no action is taken. My Shining Year by the colourful and creative Leonie Dawson provides a platform to Stop, Think, Feel, Write, Do and Discover.

I received my copy of the 2017 My Shining Year from the gorgeous @cynthiamahoney for Christmas and given I was heading on the plane the following day on receiving it, I only found time on Monday (30/1) to read through the workbook and complete most of the activities. There are 160 pages and you could spend an eternity working through it – however, I found myself being able work through it, answering questions, writing ideas ... all very quickly.

It will appear rather quirky even female-focused to some, however, I think this is a super tool to use yourself or in particular, to give to others who would benefit from some support and guidance if they need a boost in their businesses or considering venturing into doing happier things in life.

The workbook does what I believe is very important and that is REVIEW. Reviewing the previous year is the first section - allowing you to leverage off the information recorded in the workbook as you answer the questions. A closing ceremony is a fun way to view this activity. Be reminded of what you did which worked well and the things which didn’t work in your ‘2016’.

Once you’ve closed the door with your 2016 lessons, you can immerse yourself in the guided tour of achieving and creating new goals for 2017. Starting with income (how much do you want to earn!) followed by the resources, support, systems, habits, education, customers and marketing which are evaluated and identified to make things happen.

Plenty of reading is recommended to learn how to make these things happen, (I’ve taken note of a few reads especially in the systems area) and the love or loath activity of ‘dreamboarding’ is highly recommended. Make your dream be achieved by the Law of Attraction. I’m yet to complete my 'dreamboard' – but I have promised myself to spend a weekend afternoon playing with cardboard, glue and magazines.

A component of the workbook provides space to ‘make your goals happen’. With the metaphor of the magical mountain, you need to climb, step by step. This was a fun exercise, involving brainstorming 2017 goals (with myself) and prioritising what’s required to be acted on first – even with dates to commit myself. There's an emphasis on having a ‘mastermind’ or ‘circle of friends’ who can hold you accountable to your plans. (Such an important piece of advice for those on their own.)

I also have a ‘My Shining Day’ planner – which you can use every day to prioritise the activities, remind me to drink water and four important reminders including my favourite – MONOFOCUS. Do one thing at a time!

I’m still completing an activity: 100 things to do in 2017. It’s challenging. I have to dream up 100 glorious goals for me to do in my business this year. Help, I’m only at #11. I need to seriously monofocus on this activity.

So, it’s the 1st of February and already one month of my potential shining year has disappeared (on a gorgeous overseas holiday) so I need to do what I’ve written in this workbook and potentially, we might work together (if you’re reading this now!)

If you’re interested in looking at this workbook – jump over to www.leoniedawson.com – she’s offering 50% off her ‘my shining’ products. I also noted that she supports not-for-profits and gives away these products. This gives you an idea of the type of person behind this workbook – I like it even more that I’ve discovered this generosity.

As usual, if there is a book you’d like me to read for us, let me know. Or, I’d love to hear from you and your thoughts about my previous  24 books which I’ve read and blogged about to help you decide what to read or learn from my learnings. (These are all on my website - under the section of Leadership Thoughts.)

I'm currently reading a great book to help you with your teenagers and I've just downloaded a book which has been on the list for a while: Conversational Intelligence. I'll be reading it this Sunday & Monday as we're driving to/from Canberra. 

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!

Successful Morning Practices

Book Review: What the most successful people do before breakfast

Do books need to be two, three, four or five hundred pages long? Is there a prerequisite?

I know that the ‘thud factor’ gives credibility – lots of pages equates to lots of knowledge printed on lots of pages. However, I fear that a big book scares off potential readers. As I near my halfway mark of reading 52 books in 52 weeks, I’ve identified how to read quickly and how to create the time and space to read.

So, I was totally surprised to find that my choice of reading this week was completed in one night. A quick purchase on my Kindle based on the title was only 50 swipes. Complete with a few key lessons – enough to reflect on for the week.

Laura Vanderkam, author of What the Most Successful People do before Breakfast presents her findings of what others do to make the most of their day.

My daughter Jennifer was perplexed with the cover of the book, a cup of coffee. She doesn’t like the smell of coffee and concerned that she’ll be unable to be successful! So, let's get beyond the cover and I’ll share what I learnt … very quickly!

Depending on what time you rise, and the time you have breakfast, there is a space to fill with activities which some say enables them to be successful.

We all have our own routines, rituals, quirky habits and a mindful of thoughts in the morning, so here’s your opportunity to TICK off if you’re aiding or hindering your successfulness:

·        Wake at 5am – or at a time which gives you an extra 60 to 90 minutes to use wisely

·        Reflect and or Pray on a daily basis

·        Prioritise items to tackle for the day

·        Avoid social media and especially email until you’ve completed a ‘chunk’ of real work

·        Journal your thoughts

·        Exercise - Run, walk, yoga or gym work

How many ticks do you have?

We all have 168 hours in our week and ‘successful’ people use a proportion of these hours a day to nurture their career, relationships and their self.

New research (prior to 2012) identified that self-discipline is in abundance after a good night’s sleep and depletes during the day. I think we’ve already worked that out – I know I can kick off with a healthy breakfast and then arrive at the evening snacking on potato chips while I cook dinner …. 12 hours later! We lapse as the day progresses and whilst some can squeeze in exercise after work or during their lunch break … the research tells us that morning is best; we are fresh and our internal motivation is in abundance to tackle tasks which the outside world isn’t demanding.

The best morning rituals are activities that don’t have to happen and certainly don’t have to happen at a specific hour. These are activities that require internal motivation. These are generally activities which have long term benefits.

So, if you had minimal ticks a few suggestions were offered to change:

·        Tracking your time – identify what you’re doing with your 168 hours a week

·        Picture your perfect morning – visualise what it would look like to be effective in the morning

·        Think through the logistics – what can you change around you to make it work

·        Build the habit – it’s like a muscle … keep practising

·        Tune up as necessary – keep correcting and get your early morning working

This is a seriously short book, however, it’s straight to the point and very implementable. I’ve already adopted the practice of ‘no social media’ in the morning until I’m having a coffee at 10.30am. (Let me tell you, when I do it, it's magic, however, it’s very difficult to change your habits!)

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!