Hacking HR: Culture and the Future Workplace

I'll be joining this virtual panel for Hacking HR's Linkedin Live summit  next week, speaking about culture and the future workplace.

We're on at 8.30am ET on Wednesday 17th July, and you can catch other sessions on both the Tuesday and Wednesday mornings.

Register here: https://www.eventbrite.com/e/the-2020-summit-tickets-62844431386

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Speaking at Aurea Experience 18

I'll be speaking on the digital workplace at Aurea Experience 18 in Munich this year:

My session will be focused on The Social Organization the role of enterprise social networks, especially Aurea's Jive, in supporting it.

Maybe see you there?

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Social Connections Keynote Organising Connection

I'll also be doing another keynote at Social Connections in Berlin.

The keynote will be on Organising Social Connection (the title may change to make sure people don't think the session is about organising the conference!, though organising / influencing / enabling the social connections within an organisation is absolutely what the session will be about).

The conference is run by / for the IBM Connections and social business products user group so I'll also be speaking about how the use of these products need to be aligned with the broader organisation and its 'culture':

Even great social collaboration systems, like IBM’s, will not work well without the right ‘culture’. This is about the alignment of different areas of the organisation. And this means that organisation design provides a useful basis for supplementing the implementation and adoption of social collaboration systems.

A particularly critical requirement is to define the most important type of organisational group, so that the systems can deliver a quality experience to these, as well as to individual employees. For example, Watson Workspace is not going to work effectively unless there is a strong organizational basis for working in teams. Connections is not going to be used well, unless the organization understands the basis for, and supports, working in networks.

This session will review the potential groups in an organisation and how they can be best supported by HR processes, internal communications, the physical workplace and the digital workspace.

Get in touch for more information, or to develop your organisation's social connections:

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Presenting at Symposium Future of Work

I'll also be presenting at Symposium's Future of Work summit in October.

I'm doing the final slot and will be taking the suggestions of the other presenters and helping attendees understand what to do with them to make the best impact in their own organisations:

Designing a Best Fit Future of Work Strategy The need for best fit in a strategic approach to capture the full potential of the future of work Focusing on employee experience through design thinking including future focused personas and increasing personalisation Selecting organisational, staffing and technological options to meet objectives and principles The role of data, analytics and change agent networks in supporting and leading the transformation

If you'd like a free pass to attend with me I may be able to provide one (to just one person) - in which case, let me know why you'd like to attend and how many drinks you'll buy me later.

Get in touch for more information, or to develop your organisation's response to the future of work:

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Enterprise Digital Keynote: Role of HR in the Social Organization

I'll also be delivering a keynote at Enterprise Digital in London in November.

Get in touch for more information, or to develop your organisation's digital workplace, particularly if you work in HR:

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BOC Keynote: Building Better HR Departments

I'll be delivering a keynote on developing better HR effectiveness for BOC's Reinventing HR conference in London in December. 

I we know each other and you'd like a guest pass, you can come with me at a reduced fee of £690 +VAT per person for the two day conference or £590+VAT for the first day when I'm presenting - let me know if you'd like to take me up on this.

For more information, or to develop better HR effectiveness within your organisation, contact:

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Workplace by Facebook Live Video Q&A on The Social Organization

I'm doing a Q&A on The Social Organization with Workplace by Facebook, one of the main social technologies I write about in my book, and which are picking up loads of new clients with great adoption levels.

We're planning to explore some of my ideas, including the role of communities and other social groups in organization design, and how social technologies can be aligned with these types of group, as well as other factors that can make them work effectively.

We'll also look at other enablers for the social organization including workplace design (workplace with a small w), innovated HR practices, individual, group and organization development, social leadership and communityship, and social analytics including social / organisation network analysis (SNA/ONA).

The Q&A is being held online at 4pm BST on Wednesday 18th October and you can register here: https://thesocialorganizationlive.splashthat.com (use the access code PIONEER). Please do join me.

You can also buy the book here: https://www.koganpage.com/product/the-social-organization-9780749480110 (use code AHRTSO20 for a 20% discount).

UPDATE: THE VIDEO OF THE BOOK LAUNCH Q&A IS AVAILABLE HERE

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Keynote at #HRVision17

Next week I'll be speaking at HR Vision 17 in Amsterdam.

The focus is a brave new world: the marriage of tech and HR:

As always, trends from the past year will continue to play a part in forming 2017’s future. With an ever competitive working landscape, employers are continuously searching for ways to distinguish themselves as a top company to work for, and that comes down to culture. Ranging from health and wellbeing, both mental and physical, to organisational design, to fostering innovation, to creating a diverse and inclusive workplace, to developing social leaders, to being a learning organisation, no company wants to be left behind in securing the best possible candidates. The need to adopt a continuous innovation model will be critical to this in 2017.

I'll be speaking on Thursday 8th June about facilitating group performance: building social organisations, workplaces and technologies:

People have evolved to live in groups and our organisations succeed or fail based mainly upon group performance. However most of our management activities focus on individuals. Shifting focus requires us to incorporate new group structures and to align the design of HR processes as well as workplaces and social / digital technologies with these new groups. I will describe and provide examples of social organisations in which groups provide the basis for effectiveness and competitiveness. The session will also review the role of HR, working in cooperation with other social leaders, in facilitating changes in perspective and management practices. You will learn how to unleash the power of our social brains and social networks to transform organisational performance.

Come and see me there if you can.

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HRExaminer's Executive Conversation

I'll be speaking to John Sumser on HR Examiner's Executive Conversation on Friday, 24 March, at 3.00pm GMT, 7.00am US pacific time.

You can join the show here.

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Erin Meyer at HR Congress

I also really enjoyed the session by Erin Meyer at the HR Congress, based on her book, the Culture Map.

I think that's partly because I enjoy this sort of thing, and it links to my current focus on relationships and my forthcoming book, The Social Organization.

Also because, although I've used Trompennars' work (eg I had a well thumbed copy of Riding the Waves of Culture in Moscow) and refer to Hofstede's internet site every time I travel, I found Meyer's analysis quite insightful.

And also because  Meyer used the example of Russia several times, which is where I used to work, and also Japan, which I'm visiting next Summer. 

Eg here the cultural map scales for communicating and evaluating shown for Russia and Brazil above. Although related attributes, Russia as an average tendency towards high context, but also direct negative feedback.

Another interesting scale is trust which Meyer believes is moving from from cognitive to affective, largely because of the shift in axis to Asia. I agree this is happening but think it's more about increasing complexity and inability to manage through task vs relationship - in the West as well.

For more from me:

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Lynda Gratton at HR Congress

I'm speaking at, and attending the HR Congress in Amsterdam this week.

I enjoyed seeing Lynda Gratton speaking about the 100 year life. Given this extra time, it becomes more important to manage own own wellbeing and effectiveness, enabled through a greater focus on intangible assets: productivity (knowledge, peers and reputation), vitality (health, balanced living and regenerative relationships) and transformation (self knowledge and diverse networks).

It was interesting to see connections, relationships and networks, ie social capital come up in each of these asset types.

Lynda also talked about the sorts of changes this would bring about for companies' HR strategies.

Lynda Gratton's focus on vitality also made me think about my Christmas present to myself - an Apple Watch which I'm getting free care of my health insurer, Vitality. That's as long as I do enough exercise each day. Another great example of a response to our longer lives.

For more from me:

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Paul Sparrow at HR Congress

I'm speaking at, and attending the HR Congress in Amsterdam this week.

One of the most interesting sessions for me has been Paul Sparrow speaking on changing practices within HR, linked to two of his previous books, Leading HR, and Do We Need HR?

Do We Need HR, in particular, is one of my favourite HR books, though has little in reality with dispensing with the HR function. Instead, it's my favourite book on best fit HR, describing how HR might look different in various organisations depending upon their business strategy. It compares opportunities for best fit with innovation, customer centricity, lean management and external collaboration focused strategies.

In his keynote, Paul discussed the impact of increasingly collaborative environment.

In an afternoon workshop, we then discussed a handful of examples, eg Shell.

The new environment means that HR needs to focus more on risk, capability and governance, and on building trust. This can be supported by reliability, predictability and competence.

HR's need to focus on external collaboration means it might also need to:

• Create dedicated HR project resources that can be assigned to the more strategic activity triggered by working beyond your own organisation

• Partition the HR function into inward and outward facing structures

• Create strategic integrator roles that operate across internal and external businesses and bring together dedicated expertise under their leadership.

For more from me:

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Symposium Mission Critical Analytics

I'm back at Symposium's Mission Critical HR Analytics conference in September.

My session is on:

Focusing analytics on HR strategy using evidence based insights

• Understanding what questions to ask to ensure analytics has a major impact on the business
• Using data and other evidence as the basis for insight creation
• Simple but strategic approaches for descriptive and predictive analytics

Ie I'll show you how you can do simple but strategic analytics, and without the need for great technology, clean data or having to wait 10 years until you've got these.

(If you want more detail around this I"m also doing a training session the following week.)

You can also see a summary of my session on employee engagement analytics last year.

Other speakers include:

• Peter Reilly, Principal Associate, Institute for Employment Studies
• Edward Houghton, Research Adviser, Human Capital and Metrics, CIPD
• Julian Thornley, Global Head of People Experience, Travelex
• Tim Cowley, Head of HR , FirstGroup
• Neil Parkinson, Senior HR Analyst, CBRE Limited
• Ben Hawkes, Advisor, HR Analytics, Shell

Sound good?  Come along...

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Digital HR at the Economist's Future Works 2016

Mark 21st June in your diaries for this Summer's pre-eminent Digital HR / Employment conference: Future Works. 


I've been honoured for Strategic HCM to act as the sole social media partner for the Economist's Talent Conference for each of the last five years.

It's been great to see the way that the agenda for the conference has evolved, especially with increased focus last year on digital business / digital HR (see Charlie Mayfield on Digital Talent and Developing Digital Savvy).

This year the event has shifted focus even more and hence Future Works as its new title.  This links to the Economist's series of excellent videos about new digital technologies:

• Drone rangers
• E sport superstars, Meat makers, Body builders
• Coming soon: Space invaders

Strategic HCM will continue to partner with the event and I'll be blogging from the conference, but do try to attend yourself if you can.

Also see: More on digital HR

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Speaking at Tech HR in India

I'm delighted to confirm that I'll be speaking at Tech HR 16 in Gurgaon, outside Delhi, India in August.

Although I've not spoken at / chaired HR Technology in Las Vegas or HR Tech Europe / World in London / Amsterdam / Paris for a few years I continue to do a lot of work in the technology space and as well as sharing some of my own ideas and perspectives I look forward to catching up with Holger, Josh, Johnny, Gerry and Laurie, and all of the Indian speakers and attendees.

And if you're attending, let me know if you'd like to meet up whilst I'm there.

 
For more information:

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Speaking at ATD ICE 2016

I'm also going to be speaking at ATD's International Conference and Exposition in Denver in May 2016.

I'll be talking about learning evaluation having become a bit frustrated by some of the other sessions by the Kirkpatricks, Jack Philips and others whilst I I have been following the event on Twitter over the last couple of years.

Last year there was even a session on Kaplan and Norton's Balanced Scorecard which completely missed out the opportunity to tailor this tool for the talent development agenda.

It's really not that hard people!

See:

• Learning and Development - Strategy, Evaluation and Analytics
• ATDMENA - Jack Phillips and the ROI of Talent Development in Saudi Arabia

I'm also hoping I'll get a chance to help promote ATD's new Talent Management Handbook.

Do let me know if you're going to be at the event too.

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Fleming Gamification in HR & Customer Service Summit

Also just to not that I'll be speaking about gamifying HR at Fleming's Gamification event in Amsterdam on 8 and 9 June.

I'll be helping participants identify for themselves the main opportunities to gamify aspects of their HR (and Customer Services) processes.

If you're interested in ways to make HR more engaging and natural for your employees do come to the event and find out how to do this.

Also see Friday's post on gamification of reward and talent management.

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L&D Talks, Brussels

I've added one more event where I'll be talking about talent management to my agenda.

This is Stimulearning's annual L&D Talks in Brussels on 8th October where I've stepped in for LukDewulf to present alongside Jos Arets, Vivian Heijnen and Jane Hart.

These are my sessions:

Masterclass - How do we really develop talent?

Talent is becoming ever more important for individuals and organisations but our success rate in developing it is not making that much progress.  Therefore business leaders in many organisations are becoming increasingly frustrated about L&D’s ability to influence potential, progress individuals up the hierarchy or to other positions where they are most needed, and to increase the organisation’s stock of human capital.  We urgently need to address this growing disconnect between the importance of talent and our ability to create more of it.  

The good news is that as a result in progress in neuroscience, behavioural economics and other areas we have access to an increasing amount of rich insight about how talent can be developed, and no longer need to rely on old but often flawed ideas such as learning styles.  We can therefore start to get to the heart of what does make a difference to talent and therefore organisational performance.

In this interactive session Jon will present an overview of some of the key insights we can and need to use to inform our plans and practices to develop talent, and will then open up the debate to all participants to share ideas and experiences and try to come to some conclusions about what we can do differently.

Jon will close the session by pulling these ideas together and suggesting some ways to introduce these ideas into talent development programmes within the participants’ organisations, and also to ensure that L&D practitioners are able to leverage and optimise their own talent themselves.

Keynote - Beyond just development - what else do we need to do to make talent development work?

Making talent development effective and placing it at the heart of a strategic approach to talent management requires more than just being able to develop talent well, difficult enough though that is.

We have a number of other demanding and in fact increasingly difficult challenges to confront.  For example, who, or what is talent? - do we really understand the attributes we need to create and which roles or individuals demonstrate them?  Are we able to identify talent effectively - what are the mechanisms we need to use to assess talent and identify which individuals fit this description?  And how do we ensure that the whole team and organisation is learning effectively?

Jon will provide some suggested answers to these and other questions and provide other strategic but simple and practical suggestions for how L&D practitioners can power up their talent development and broader talent management approaches.

If you're in Brussels, it'd be great to see you there!

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Global Conference for Training and Development, Saudi Arabia

In October I'm back in Saudi Arabia speaking at the Global Conference and Exhibition for Training and Development.

See my post from ATD MENA earlier this year.

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