And the analogue workplace?

 

   In my last post I referred to the maturity of the digital workplace.  I think this is a major aspect of how a business can gain social advantage – but there’s a lot more..

It’s a point I’ve been making recently over at Strategic HCM, writing about the need to extend HR/OD’s focus on Organisation Effectiveness.

What about the physical (analogue vs digital?) workplace, for example?

I’m looking forward to the Workplace Trends conference: Property is a People Business which will focus on ‘how we can create working environments which enhance performance and wellbeing, and explore the techniques used to understand organisations and work processes to inform the property and design community’.

Referring to the need for greater integration between HR and Property professions, Workplace Trends co-chair, Neil Usher notes:

“My plea to the HR and workplace communities is to grow closer for our mutual benefit, to not let this happen again – and perhaps in future we might hold a joint event. At least, that is my intention.”

 

I think that’s true, but as I’ve already commented,

“I think part of the difficulty is the number of different professionals that need to come together to support social business. HR and Facilities absolutely, but IT, Strategy, Communication, OD, etc too. It's unfortunately very difficult to keep an eye on it all! (I do try).”

 

HR – OD – Digital Workplace – Property: to me they’re all part of what needs to be a wider movement.  But Property / (the analogue) Workplace definitely plays a major role in this, and I look forward to finding out more at the Workplace Trends conference…

 

Technorati Tags: Workplace,trends,conference,property,facilities,Neil Usher

 

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#SWConf interview with Sam Marshall on the digital workplace

 

   My most recent interview has been Sam Marshall, ex Unilever, now Director at (err….) ClearBox Consulting.  Sam talks about his earlier and current experience, as well as development of the digital workplace maturity model (pictured) for the Intranet Benchmarking Forum.

 

 

I thought it was a really interesting conversation (you can make your own mind up) and particularly liked Sam’s focus on strategy – to ensure the different dimensions of the maturity model aren’t developed in isolation.

 

You can find out more about Sam’s participation in the Social Workplace Conference that I am chairing at http://www.crexia.com/conferences/social-workplace#why_attend.

 

Also see:

• #SWConf interview with David Christopher / Oracle and StopThinkSocial
• #SWConf interview with Mark Morrell, Intranet Pioneer

 

Technorati Tags: Social,media,intranet,workplace,Crexia,SWConf,conference,London

 

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#SWConf interview with Mark Morrell, Intranet Pioneer

 

   My second interview in a series of conversations leading up to the Social Workplace Conference on 1st November has been with Mark Morrell, Intranet Pioneer, and previously intranet manager at BT.

Mark talks about his experience at BT and since, working independently.  I think he offers some useful tips, so do view the video, and come along to see more at the conference next month!

 

 

 

Also see #SWConf interview with David Christopher / Oracle and StopThinkSocial

 

Technorati Tags: Social,media,intranet,workplace,Crexia,SWConf,conference,London

 

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Collaborative Leadership in Asia

 

   I’ve been attending the Singapore Human Capital Summit and it’s been remarkable how clearly increased collaboration has come through as a core theme.

We started off with Lynda Gratton’s description of the changing nature of work, which includes a big focus on collaboration.

But I thought the best explanation of the shift came from one of Gratton’s research participants, Pradeep Pant, President of Kraft Foods for Asia Pacific. Pant explained that the command and control organisation has had to go, since that as business has become more complex, it’s no longer possible to be hands on.

Advantage through product features lasts just a few months – sometimes weeks. So real advantage today comes from:

• A relentless focus on who we want to be, and what we want to do (and not do)
• A higher purpose – older people are concerned about job descriptions and salaries (my notes also say potatoes, but I’m sure that can’t be right!), but those at the other end of the age spectrum are most concerned about what does the company stand for, other than market share, profits and cash (actually I don’t think that’s right either – I think all generations, East and West, are increasingly focused on this).
• Looking at communities, and understanding what to do with hierarchies and organisation
• Organisational flexibility and adaptiveness to change – ensuring that true innovation, rather than simply product development, is deeply embedded. So the job of the leader is encouraging risk taking and experimentation, taking away fear of failure.

 

Pant says he’s had to stop wearing a tie – people knew he was informal but were worried other people saw him as too formal, and that they wouldn’t talk to him,

A lot of the speakers seemed to understand the shift Gratton had been describing – but there were a few other comments that made me less sure about this.

 

So, for example, one of the CEO speakers claimed that her employees put leaders (including her, presumably) on a pedestal. Um, I wonder… And yes, I know that there’s a high power distance trait in much of South East Asia, but even so, I’m not sure this will be right. I suspect the speaker’s comment has got more to do with many Executives’ lack of understanding about their organisations (but I could be wrong on this)..

Anyway, I was cheered later when Jen-Luc Betel from Medtronic (I think it was) noted that whilst respect for hierarchy may be comfortable for leaders, it’s not good for their organisations, as it saps creativity and energy.  Companies need to unleash people at the bottom of their organisations by creating a respectful environment and ensuring that people are empowered – if they’re watched, they won’t innovate.

 

The value of collaboration also came in several other sessions, for example Vineet Nayar talked about HCL becoming a ‘Facebook organisation’, based upon community rather than control. He wants HCL’s internal relationships to be spherical, rather than hierarchical, in nature. People need to come together for purposes that are good for the company, collaborate over something, and then disband (then go and collaborate somewhere else).

See also this earlier post on Vineet’s organisational model (including his original drawing of it).

And also Vineet’s  presentation on the perfect storm:

 

Technorati Tags: Singapore,Human Capital,Summit,Vineet Nayar,perfect storm,Asia,HR,awards,collaboration,Facebookl,organisation

 

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The Chief Social Officer

 

 

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The Social CEO

 

   I’m presenting at this session on Social Media for CEOs on Tuesday 20th September.

The half-day strategic briefing session is being organised by Luke Brinkley-Jones at Our Social Times and is for senior executives of large organizations.

“This unique event – the first of its kind in the UK – offers an end-to-end view of the benefits, and risks, of adopting social media across multiple departments within large organizations.

During this intensive morning session, we will cover topics such as:

• Social media business strategy
• Leadership and innovation: “The Social CEO”
• Enterprise social networking (internal communities)
• Customer engagement and advocacy (external communities)
• Brand and reputation management
• Talent retention and recruitment.”

 

You can follow the conversation at #socialceo.

 

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#SWConf interview with David Christopher / Oracle and StopThinkSocial

 

   One of the wonderful things about chairing conferences is that you often get to spend additional time with some of the speakers before and during the event.

On 1st November, I’m going to be chairing the Social Workplace Conference in London (one of very, very few 2.0 / social business events held in the UK) and I’m going to be talking to several of the people who are going to be speaking at it.

I had the first of these conversations yesterday – with David Christopher, who is Social Media Business Lead at Oracle, and also does his own thing at StopThinkSocial.

Here’s the video of the interview.  If you’re interested in social business / enterprise 2.0, I think you’ll find it an interesting view:

 

 

 

You can find out more about the Social Workplace Conference at http://www.crexia.com/conferences/social-workplace.

 

Technorati Tags: Social,media,workplace,Crexia,SWConf,conference,London,enterprise,2.0

 

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Social business webinar

 

   Posting about my forthcoming social innovation webinar reminded me that I’ve not given you the links to the archive or my slides from my Social Business webinar back in the Spring.

So, here you go:

• Citrix GoToWebinar archive
• Slideshare presentation

 

Social business 2.0

View more presentations from Jon Ingham

 

And as a further reminder, here are the links to the same resources for my previous webinar on HR 2.0:

• Archive
• Presentation

 

Technorati Tags: Social business,enterprise 2.0,team,community,organisation,development,HR,social media,web 2.0,management 2.0,communityship,workplace design

 

 

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HR Technology and Social Innovations

 

    I’ve had this article on Social Innovations published in Human Resource Executive as a lead into my presentation at the US’ HR Technology conference this October.

I argue that those responsible for managing and leading people in organisations, and therefore their relationships, need to focus not just on social activities, which tend to be performed within silos, eg HR, OD, Communication, Enterprise 2.0, Facilities Management etc, but on the outcomes of these activities, ie social capital.  Doing this helps ensure that these activities can be identified appropriately and more effectively integrated and combined.

I present innovation as an example of one of these social outcomes, and discuss how it can be developed in an integrated way.  You can read more about this in the article which is available online here.

 

My presentation at the HR Technology conference, ‘HR 2.0—What It Means to You’ will focus on how HR can create social outcomes in innovation and other areas.  You can find out more about this conference, including a discount code, here.

 

Cross-posted at Strategic HCM.

Technorati Tags: Human Resource Executive,HRE,HR,technology,conference,Las Vegas,social,capital,outcomes,innovation

 

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Leading in the Love Shack

 

   I’m not doing too well in making progress on the love (s)hack, but August is quite quiet, so hopefully I’ll have it drafted soon.

I’m feeling spurred on by two things – the first of these is the recent tweet-up of the ConnectingHR community that I’m involved in.  Now I try not to bang on about HR too much on this blog – there’s enough of that on the other one – but since I posted on this community here recently, as a basis for discussing my theory of  Individual Divided Participation, it seems to fit to raise it once again.  So the particular point was the reflection of one of the HR people attending who noted ‘there was love in the room’.  There was too, and it got me thinking how useful it would be if organisations could create the same passion as well.

Then secondly, CV Harquail sent me a link to this blog post by Steve Farber, The Love Practicum.  Farber provides the example of one company, Kineticom, which does include love within employee performance management:

“Demonstrating love (of the future we’re working together to create) in the way they work with, serve, and lead the people around them. (Leadership includes peer level.) Love in this sense is a feeling of strong attachment induced by that which delights or commands admiration; preeminent kindness or devotion to another. At its core, being an Extreme Leader means doing what you love in the service of those who love what you do.”

 

I was going to describe Kineticom as a recruitment agency, but I guess ‘the love shack’ will do.

 

Technorati Tags: Love,Steve Farber,practicum,Kineticom

 

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