There are not many people who, prior to entering the workplace, dream about a career in Human Resources, or in fact even know what that would entail. I had never thought about it myself until the chance opportunity to obtain a post-graduate qualification in HR while someone else was on maternity leave. Continue reading “Want a great career? Choose HR.”
Well this is something I never thought I’d say, but the second day of the CIPD Annual Conference took me on an emotional roller coaster. There couldn’t be a more apt demonstration of one of the messages coming over loud and clear from the event – that our emotions affect our behaviour and we’re motivated by the way we feel.
First up, Laughology (best session title ever) provided for me the answers to the first day’s session by Nick Chater (Warwick University) on understanding behavioural science. Nick talked about the uniquely human action of following unwritten rules. Anything that’s out of the ordinary basically annoys us, hence the reason why we don’t like change. Humans like things to co-ordinate, which results in physical mirroring. While coordination and cooperation are essential to team working and culture, they can also significantly undermine innovation. Our current behaviour is built on layers and layers of past experience – we do something well and we repeat it. Over and over again. The best case scenario is proficiency. The worst is a blockage and resistance to anything new.
Stephanie Davies from Laughology taught us how to challenge those rigid ways of thinking and behaving. With simple physical exercises she demonstrated the difficulty of breaking those established patterns of behaviour that Nick talked about. It’s not that humans don’t want to try something new, it’s that they feel embarrassed to make a mistake while trying, so then revert back old behaviours. With positivity we are better equipped to deal with the problems life throws at us and, more powerfully, if we work together in the spirit of good humour, mistakes can be a source of fun, rather than fear. But if getting your CEO’s buy in to such a radical approach is an unsurmountable object, then the next session may be more up your street.
After having laughed more than I had in ages, I waited in the auditorium for the next speaker, Kevin Murray. Within minutes of his talk starting, Kevin demonstrated to us the power of storytelling. I had a lump in my throat as he explained how his daughter had nearly died in a plane crash. I was practically in tears when he told us about getting to the bottom of a problem manager who was a health and safety bully by discovering the reason for his behaviour was that he had once had to explain to a young boy’s parents why their son had been impaled on his site. Once the manager was encouraged to stop shouting and start telling his story instead, the culture was transformed.
Other #CIPD14 sessions, as well as Kevin’s’, noted how modern communication had changed the nature of leadership, meaning actions are constantly under scrutiny. One wrong move, and a company’s share price can plummet, hence why the value of intangible assets had overtaken that of the tangible. With social media, a customer can be tweeting about a problem long before the company is even aware, with possibly devastating consequences. Rita Gunther McGrath, in her keynote speech, had already highlighted the importance of getting problems on the table as soon as possible. Kevin emphasised this and demonstrated the range of communication styles that either help or hinder this approach. What it boiled down to was authenticity, courage and wanting to make a difference and fix problems.
All of Kevin’s insights are from his extensive research, undertaken to answer questions raised by his intense curiosity. He found out why his daughter’s plane nearly crashed, narrowing it down to faulty fuel parts on a production line in Japan. Then he wanted to know why, although none of the leaders he’d worked for were stupid, some failed and some succeeded. His points seemed almost obvious, but fascinated at the same time. His military stories highlighted how a lack of empowerment had led armies to their doom. Instead, a true inspirational leader has a clear vision and enables others to makes decisions within that framework. When you think about the best boss you’ve ever had, it’s never a micro manager. It’s someone who believed in you and inspired you to achieve more than you ever thought possible.
So, human behaviour has a lot to answer for. It can be our biggest downfall, but also has the potential to be our saviour. The techniques needed are actually pretty simple. We just need the courage to embrace them.
I’ve been forced to clear out my wardrobe. Like many women I love clothes, and have a large collection of shoes and bags to go with them. However, I got a surprise the other morning when I opened the wardrobe doors and a tiny moth flew out. This is something I’ve never experienced before, and to be honest, something I thought only happened to old ladies in the 1940s. Continue reading “The Clear Policy Policy”
A few weeks ago I overheard some of the other mothers outside my daughter’s dance class talking about email etiquette. One of them originally hails from Spain and was explaining to the others how it’s extremely impolite in her country to send an email that addresses someone only by their first name, and is not preceded by some kind of greeting. She went on to say that if such an email ever graces her inbox she feels very offended. Continue reading “Comprendez my colloquialism?”
There’s many great blogs and articles out there at the moment about change and real people. I thought I’d add my two pennies worth.
Why all the talk about change? Because it’s become so prolific that as a concept it’s hardly separable from life in general. And there’s been growing recognition that people are “real” and treating them as such actually gets the best out of them. Now if we could only marry these two concepts together it would be magical. Continue reading “Too much “Resources”, not enough “Human””
The economy’s picking up. Apparently. One indicator of this is the jobs market. More employers are thinking about taking people on, more employees are thinking of changing jobs. This has led to an increased focus on ‘talent’. Employers want to recruit it, managers don’t want to lose it. We might like to think we have it (or at least try and demonstrate it through our application form). But what is talent?
Talent as a word has been misused in the corporate world. The dictionary talks about “natural ability”, which is akin to calling someone “gifted”. This focus on talent as something precious and rare means employers are looking for all the wrong things in all the wrong places. Continue reading “Looking for talent in the wrong places”
Just over two months ago I decided to step into the world of HR blogging. I had only been back at work for around six weeks following maternity leave for my third child. Two months on and it feels like I’ve never been away, both with regards to work and the blog.
For someone who’s career minded and doesn’t want to miss out on raising their children, working part time was a difficult decision to take. It’s like dipping a toe into each but never fully diving in. But I’m striving to make it work. Continue reading “5 more things my kids taught me about work (and life)”