Hacking HR to Build an Adaptability Advantage

Tagged "creativity"

alberto-blanco's picture

New HR guideline (effective immediately):

1.1

If you need to run an important meeting, or any meeting, don’t you dare to book our cold and boring conference room! Instead, invite participants to hold the encounter at your home. This way you will be enabling, rather than forcing, a spirit of...

By Alberto Blanco on July 1, 2013
karen-waite's picture

The profile of continuing professional development is diminishing and not because of our economic times and yet it is a critical area in an adaptable organisation.  I would like to challenge how we think and manage our personal and professional development to get a workforce that truly engage and value...

By Karen Waite on June 26, 2013
sean-schofield's picture

Creativity, innovation, synthesizing ambiguity, re-imagining the possible, and making unexpected connections - all important stuff; all becoming (/is already) business imperative.

Finally, all of this is about the absence of (in nearly all cases) routine problem solving.

I'm definitely biased, but I think this means that if we (sometimes) want...

By Sean Schofield on June 21, 2013
simon-gosney's picture

Too often, organisations propogate rather than enable creativity and innovation. One of the enemies of adaptability is Command-and-control systems (that) lead to organizations filled with anxious employees who are hesitant to take the initiative or trust their own judgment.

I see this manifested frequently in the form of posters, signs,...

By Simon Gosney on June 21, 2013
alberto-blanco's picture

HR: Let’s provoke corporate earthquakes together and create mobility, excitement, and courage in the process.

At this point of the project it’s clear to me and many others that companies change (if ever) in front of abrupt and severe crisis (and when they do it it’s generally too late)....

By Alberto Blanco on June 16, 2013
keith-gulliver's picture

Brief Overview – the notion is for functions in organisations to look at work from a completely different perspective.

Example – temporarily move all the work responsibilities from the 'supplier function' to the 'customer function' and vice versa but don't move any of the people.

...

By Keith Gulliver on June 13, 2013
keith-gulliver's picture

Brief Overview – the notion is that for organisations to be adaptable they will need to hire 'adaptable people' from diverse backgrounds, to work with their customers and clients. The traits of adaptability sought will be the same whichever organisation you work for. Organisations waste resources chasing and...

By Keith Gulliver on June 13, 2013
christina-rudrich's picture

What do you think if the first day of an employee could be fun? What is if he/she is guided via an ARG (alternate reality game) through your company? What you think about beeing a manager and seeing how all approaches are done

...
sandy-wilkie's picture

Our Adaptable organisations need to be creative & agile. Our people need to feel empowered to take responsibility for working together across the structure to develop ideas, test and implement them.

The provision of physical space for people to come together and think differently can help seed this process. A creative space...

By Sandy Wilkie on June 11, 2013
indy-neogy's picture

HR people are well educated in content and process - both from origin education and CPD.

What's missing is any formal education in being more creative. If we want them to come up with new ideas, new ways to do things better, then they need help acquiring that skill.

So,...

By Indy Neogy on June 9, 2013