I’m attending the HR Congress 2019 in Nice, and after my First Day Report, here are the wrap-up of the second day’s sessions.
I tried to pull up the key learnings from the day and the main ideas that struck me.
The morning plenary session was again moderated by Nigel Barlow, who also “won” the task to deliver the second speech of the day as prof. Adrian Furnham was, unfortunately, absent. In his intro, he made an excellent point about asking what’s the future of humans in the future of work, linking back again with the Human side of HR we need to focus on.
An exciting keynote came from Vishen Lakhiani, entrepreneur and founder of Mindvalley. He spoke about “Hacking Cultures” to be more successful, creating a strong tie with the topic of Resilience seen on Day 1. He has introduced a fascinating concept, looking at four critical motivators of Human Actions (Meaning, Growth, Abundance and Happiness), that he has related to Maslow’s pyramid.
The key focus as an organisation should be to establish the correct “footprint” of where we want to stand around those four motivators and intentionally design our culture to support each of these.
Culture is not something that should be seen in isolation, however, but rather as something that is part of a Growth Mindset.
To really ”hack our culture for growth” we need therefore to look at actions under each motivator:
Nigel Barlow went back on stage, illustrating his Build a Garage model for innovation. Luckily I was not in last year’s conference as it was a piece already used (see below)
The main takeaway is, again, that you need to be intentional to foster creativity. You need to create both physical and mental space for it to happen.
I jumped in between the Employee Experience and Talent track today.
Max Hunter interestingly pointed out about a key discussion point of this event being the tension between the focus on Talent (i.e. the individual) and Culture (i.e. the whole). I will come back on this topic in another post, as I think it’s really an interesting point in our professional journey.
The closure is down to Dave Ulrich, probably one of the most misunderstood management gurus in the world. It’s a problem when you are the father of modern HR, but when your model has aged already but is hold tight by too many consulting companies around the world. However, people don’t often listen to his most recent ideas.
What’s the best thing we can give as HR to an employee today?
It’s an organization that wins in the marketplace.Dave Ulrich
His newly crafted thinking has looked at companies that are scaling fast and are innovative. Companies are moving from being hierarchies to becoming Market Oriented Ecosystems. In this framework we as HR need to become architects of the organisation. An idea that I can really connect well with.
This new role will happen by displaying six new areas of competences for HR:
By doing the above, we as HR are delivering upon the promise of creating organisations that genuinely win on the marketplace, fulfilling the mission he clearly had illustrated. How energizing can this be?
Here to an end. As usual, lots of food for thought. There are no radical new ideas about HR, but am comforted to see a lot of my thinking shared, discussed and in some cases challenged from different angles and points of views.
And you? did you find these topics interesting?
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