Super Chickens – A rather different look at long term team development.

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As one of my New year’s resolutions I have decided that I am going to try to walk to work more often.  The 2 mile stroll will give me time to focus, centre and listen to all the podcasts and TED talks that I’ve not had time to listen to.  This week I came across a great talk by Margaret Heffernan about an experiment by William Muir.

Muir, an eminent Biologist conducted an experiment where he created 2 groups of chickens and watched them for 6 generations, monitoring their egg production and interactions.  One group was left to their own devices and the other group was selectively bred for maximum egg production.  At the end of the experiment the ‘control’ group production had increased over time and the ‘selectively’ bred group had only 3 survivors; the missing having been pecked to death by their comrades in the war for supremacy!

Traditionally this has been quoted by business minds as a lesson in the dangers of high achievers and how a team of highly functioning people can be more destructive than constructive.  In my opinion, I see another lesson here also; the group left to their own devices actually increased their own production over time, surpassing the ‘super’ group – maybe the correct support  could have increased production even more.

This brings me back to teamwork in general and how (as I’ve blogged about previously) that diverse teams, whatever that diversity looks/feels/sounds like are the most successful.

So, should we carefully manage talent, treat it as a destructive force, with no longevity and a quick burnout?  No, talent isn’t a cardboard cut-out, 1 size fits all, it doesn’t come with a flashing neon sign (well not always). Talent comes in a variety of forms and strengths – individual, and team talent are vital for success.  Appropriate leadership and support of all talent (whether inherently visible or yet to shine) is the way forward for all organisations.  Come on let’s not forget on our less obvious talent that is keeping us moving whilst the ‘high achievers’ are pecking each other to death.

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Thank you for reading and please do let me know your thoughts. Natalie

Talking HR … I’m interviewed for a US Podcast.

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My career has taken many a turn over the years and my latest opportunity came up after chatting with a Career and Life Coach and a Recruitment Consultant at a birthday party, a few Proseccos and a telephone call later and we were invited to record a pilot podcast for US audiences on a Business Radio Network.  The questions were posed from a layman’s point of view and I was interviewed as the HR specialist, which gave me a certain glow of pride, I don’t mind telling you.

I was expecting an easy time talking through what the HR department does in different organisations and how this influences the direction of the business, strengths, USP etc.  I was very happy however to instead be asked about my predictions for the future and the challenges that HR and employees alike face – something to get my teeth into!

I thought, dear readers, that I’d also share a morsel of the interview  with you to see if you have any thoughts you’d like to add as I’m more than sure that this is in no way a definitive list.

Q1. Is HR changing?

Yes, HR is changing and so it should.  The rate of change in industry should be met with the people support that it needs. HR needs to be as agile and adaptable as the industry it supports.  The onset of the 4th industrial revolution that the Forbes article mentions has been anticipated for a long time.  The replacement of people with AI and global networks of remote workers has been discussed in HR circles before.  Hr needs to not just respond to the current changes of the working environment but also to predict the future needs of the organisation in the industry and markets that it operates in.

I think that HRs are working smarter.  Working together with information at our fingertips, connected via social media and building our networks and knowledge by interacting with HRs at all levels across the world.  HR like specialisms such as marketing is responding quickly to an ever changing world and we’re doing it like good HR professionals should – using our people skills to connect and develop ourselves and each other.

 

Q2. What is your projected view of the immediate future of HR?

I think that HR will very much go in the same direction as industry as a whole, it has to.  I can’t see a time where people are obsolete or completely replaced by AI that can auto match candidates, generate reports, and analyse them etc – what about the human element, personality?  However, I think that the practice of HR will change.  There will be a greater emphasis on managing change and culture, especially with the growth of remote and flexible working patterns.  Also we have to see that with each generation that are building our industries there are differing expectations and requirements.  Baby boomers are less prolific yet still may hold the highest of seats at the board table.  Millennials are the future leaders (and fast climbing current middle leaders) who work in a different way.  They have grown up with internet and global connectivity and a world of work open to them that no other generation had ever seen.

Big data has been a long discussed topic.  What are we collecting?  How are we using this data?  HR are looking to build future proofs into their people strategy but as with everything it is only a projection – that’s why the key to successful future planning for all is agility.  A quick changing model in a superfast changing global market.

I think that there is a drive for creating and supporting resilient teams through a greater emphasis on wellbeing with creative people development offerings for a diverse employee base.

Also I see that performance management will need to change.  The annual performance review is outdated and not in keeping with the idea of building an organisation for the future.  More rounded and constant feedback (360 degrees) will help to create and develop teams as a whole and I see software programmes bringing a large chunk of development planning and mapping to the fore.  People can access MOOCs (Massive open online courses) and structure their personal development better than before.  Development will continue to be an overarching action, not just the addressing of prescribed specific interventions by organisations onto employees.

For me, the cohesion of all of these forward thinking measures is held in the creating and maintaining of a healthy supportive culture within the organisation that underpins everything that you do.

 

This is merely a snapshot of the full discussion and I hope that I will be able to share more details with you as they unfurl.  As always please do comment and share your experiences, thoughts and future predictions.  I wish a Happy and Successful 2017 to you all, Natalie.

Being entirely self-taught…

Recently I have been very aware of my love of learning, I say recently as I have always taken it for granted until now.  I love to learn a new skill and feel even better when I get the opportunity to share my new knowledge with someone.  This, I believe stems from my deep rooted fear of the unknown, I like to know why, how, where and when to feel safe in my position.  This fear made me insecure in my youth, but now that I’m a grown up and getting longer in the tooth the joy of teaching myself something new really excites me.

A few clicks through Wikipedia and Google, and I discovered that there are many, many famous and incredibly talented people that are/were entirely self taught. There is…..

Kurt Cobain (taught himself to play the guitar), Edward Elgar (composer), David Bowie (taught himself to play many musical instruments and was a self taught artist), Benjamin Kidd (socialist and author with no formal education at all), Thomas Edison, James Watt, Einstein, Karl Marx.  Heston Blumnethal (UK celebrity chef and avant garde restranteur) lasted less than a week as an apprentice to Raymond Blanc so taught himself haute cuisine.

We are telling our children that they need to be resilient learners and all the information they need is at their fingertips.  We should embrace the flexibility that such autodidactism offers for our own self development.  Taking charge of your own learning and growth should be an inbuilt part of our journey.  I will continue on my autodidactic path, teaching myself to blog and write and I hope that you will bear with me while I polish my MVP and continue on my way.  So get out there, ask questions, read, listen, talk and see how far you can get!  Thank you for reading. Best Wishes Natalie.