Tag: Disruption

Career, Human Resources, Leadership, Reflective practice, SHRM, SHRM18, Uncategorized

The Disruption of HR

@ReneeRoberz

Disruption doesn’t happen from the inside.

The founders of Invisalign weren’t dentists. Uber wasn’t created by Taxi drivers. Airbnb wasn’t created by hoteliers. And yet now they dominate their industries after completely upending them.

The digital disruption means that everyone’s specialty is at risk of being toppled by someone else. Someone that doesn’t know your business and industry as well as they did. But it turns out that’s an advantage. Because they’re not constrained by the same limitations you place on yourself.

I’m fascinated by speakers in the disruption of HR, of how we treat people within business.

Over the past month I’ve been soaking up some gems from a few people who are the very thought leaders (without making you sick with an over-used term) who I believe will take HR where it needs to go to deliver on what the world of work needs in the future.

The futurist

I am lucky enough to know the fantastic Alex Hagan – Alex is the founder & CEO of Kienco, a workforce strategy consultancy based in Melbourne who works all over the world and as well as being generally excellent at what he does, is a lovely human. We got talking about the future of HR the other day.

The discussion centred around the ‘old guard’ (AKA those who live for policies, procedures, control and to say ‘no’), and the opportunity and responsibility of nurturing those who see the real value-add: to provide strategic people counsel and guidance to help organisations flourish along with the people within them. The ones who will guide the HR profession into the future, when the ‘no’ crowd’s value is superseded by apps and automation.

The Dr of Change

I went to a fascinating breakfast learning session the other week (often an oxymoron) where Dr Josephine Palermo spoke on the cultural disruption an exceptionally large telecommunications company in Australia – Telstra – is facing as it expands over borders and moves into becoming a technology company – rooting it’s change in the customer experience. I know. Customer experience. It’s so overdone. But what got me excited about hearing Josephine speak was this was real.

The key takeaway for me? That we need to move away from ‘best practice’ – there’s no such thing when you’re looking at such new concepts and changes. What you should be aiming for is ‘emerging practice’ and knowing your business well enough to create a fail fast safe environment.

This really resonated with me – it speaks to the core of what HR needs to understand, live and breathe and then teach others to do. If we’re all about people – then we should be modelling great change, understanding the people in our organisation (and by extension, our customers), and helping the business deliver on what’s required to meet our goals.

The Social Movement

I’m so fortunate to be a part of the #SHRM18 blogging crew – but what’s cooler about this than me being stoked to be a part of it is the company I get to keep. HR is a social beast and to continually improve we need to surround ourselves with people that do it differently, people that do it better, and learn and adapt and share what we know to help make work better – because isn’t that what we all want?

To be a part of the social movement making HR better I’ve got some brilliant recommendations of where to go:

  • (self promotion alert) check out the phenomenal crew of #SHRM18 bloggers – they’re all on Twitter and there’s also some great individual blogs that you can follow. It’s easy to set up a feed rather than subscribe to them all if that’s your thing? Feedly is a great resource to get all your blog/article/website articles in an easy-to-read magazine style one stop shop.
  • Definitely get onto HR Open Source. They are freaking awesome. What could be better than a community of people just like you (if you are also fantastic) who want to make HR and work better for everyone? There’s a tonne of crowd-sourcing of HR challenges, sharing of resources and just a great sense of community.
  • Soak up some podcasts. On your way to work? You can totally learn while you’re doing that. Check out:
    • Drive Thru HR (so good – and heaps of content!) hosted by @MikeVanDervort it is seriously good stuff.
    • HR Happy Hour – hosted by some of the best in the business @SteveBoese & @TrishMcFarlane.
    • Impact Makers from @JenniferMcClure – this is a new one but Jennifer is AWESOME and you should definitely check it out.
    • We’re Only Human – HR is about people, and Ben (@BenEubanks) is a phenomenal interviewer who has one of the longest histories in HR/work podcasting out there. Highly recommend.
    • Business, Life & Coffee @joeyvpriceHR, the CEO of Jumpstart:HR is an excellent interviewer and really expands your horizons with some really interesting business leaders and a wide variety of experts.
    • Talking People & Tech from @DaveGass & Jared Cameron looking at the intersection of HR & Technology.

(There are so many more I could go on about – but often I find out about a really good one from listening to another – it does become a bit of an addiction).

  • Get into the HR Book Club – it’s not too late! From the HR-famous (yeah, that’s a thing) @LRuettimann herself. Laurie also has an excellent Vlog series that you can access on her website.

So what do we need to do? Keep asking questions, soak up all the knowledge you can, and as you’re figuring it out make sure you share so we can all learn from you too!

Thinking differently, Working in People & Culture

Mediocracy? Or Disruption?

@ReneeRoberz
Let’s be honest. Nearly all of us in the ‘people’ space (whether that’s HR, recruitment, learning or management) like to think we can effect some real change.
No one wants to go to work day after day and feel like they haven’t accomplished anything.
But lots of us do just that.
We like to think that we think like disruptors, but actually we are a bit more like lemmings… we think about big change but then when it comes down to it and it all gets too hard we just follow the pack.
For this reason, the people and organisations that actually do disrupt make noise! There’s a reason why tech start ups get so much press in the employment space – the ones we hear about are doing big things, disrupting industries and changing the game both in their field and in the employment space.
You have to have heard of Zappos & it’s holacracy, Google & its benefits, Virgin & their unlimited leave… it’s forward thinking companies like these that are changing the norm, and the expectations of potential employees.
But for more organisations to move in this direction – where the ‘norm’ doesn’t dictate expectations? More disruptors are needed.
You don’t have to be working at Google to be a disruptor. But you do need to be motivated, reflective (and self-aware) and have the ability to think outside the box.
Recently I attended a 99U Local event in Melbourne hosted by Dr Jason Fox & the Centre for Workplace Leadership – it was pretty amazing. And it was filled with disruptors who were looking to activate in the creative space.
I picked up some great tips for how I might become more effective at what I do, the highlights for me were:
  • Get up early – my brain is in the best space then
  • Make my important decisions in the morning, the sooner the better
  • Get out and do it. Commit. Be prepared to back myself.
My challenge to you is: How do you want to effect change? What will make you a better disruptor to create that change? Write it down, key in a buddy who has their own goals and will help you stay accountable to yours.
What have we got to loose? Mediocracy? lemmings