Day 3 – #cipd12

16.36

#cipd12 peter Cheese thanks the panel and puts some closing remarks before playing a locog video showing some inspirational scenes from the runup right through the games

16.32

its all about marginal gains – look for the small incremental advantage #cipd12

16.30

better never stops – faster, highre… set the goals #cipd12

go for incremental advantage

16.26

most companies talk about contingency plans, we had them, when things went wrong, there was no drama, as the plans worked #cipd12

people did what they needed to do, because the environment and culture waqs right

control the controlables – and flex elsewhere

16.25

what kept jean awake – recruiting 190k people in 6 weeks #locog #cipd12

16.23

how do we take volunteering that energised both the volunteers and people experiencing excellence and fun and pay it forward #cipd12 #joinin

games makers were superb – they played a key function & could not havbe done more

16.20

At the games, many, many people got a lot out of volunteering, this should be explored as a business strategy #cipd12 – question/statement from @annskidmore

16.17

the biggest challenge for david to get ready for the games – was being mentally strongh, enough, he knew he could do it physically #cipd12

esp in this high pressure environment

16.15

PeterCheese opens the floor to questions #cipd12

16.12

a true leader knows when to step aside and let someone else take over #petercheese #cipd12

16.08

leaders have an obligation to set a clear direction and ensure it is effectively communicated #cipd12

16.08

more text behind my tweets today at https://rapidbi.com/day-3-cipd12/ #cipd12

16.04

partnership -its easy to say that, but a partner to a private & public sectors can mean different things #cipd12

what do I mean by it

what will i give up

what will I compramise?

the value of being open was critical

16.02

human beings are not complicated, of you set direction and communicate #cipd12 context was vital

15.58

diversity & inclusion was not an addon – but integral to what we did #locog #cipd12

15.56

HR needed to be centre stage for strategy to deliver the greatest show on earth #cipd12

15.55

locog was not the place to improve your career – it was short term, focussed delivery was required – we recruited talent directly, there was no career plans or paths #cipd12

15.54

PeterCheese open questiosn to Jean Tomlin – on day one her boss said “right 200,000 its up to you” #cipd12

I needed the best HR talenet to deliver the best show on earth

and that the pace would accel;erate – build my function and the other central senior functions

15.52

teamgb were good at the sittine down sports, not so successful in the team sports #cipd12

15.50

#cipd12 in top level sport, the difference between gold & silver is so slim. but gut wrenching for the athlete achieving silver – but a fantastic achievement

implications for biz performance

15.49

its not often you watchsport and have people in tears, us as the audience and the commontators #cipd12 #petecheese

15.47

thinking back to the games there was a time when the nation just said yes, rather than the usual beaucracy or “no|” #cipd12

there were some magical times at the games

15.44

legacy – post the games, something did happen, a confidence, great example of collaboration of many stakeholders – totally alligned #cipd12

15.41

the UK are world leaders in schepism & cynicism #cipd12

15.37

60% mental, 40% physical says weir – paralympic champion #cipd12

its not just about skill, but attitude & belief

15.29

this years medals are the biggest and heavest ever – and that is importsnt – you want something proud to aim for #cipd12

make rewards meaningful and worth going for

15.27

weir – treated the olympics like any other race so as not to put too much pressure on himself #cipd12

15.26

David – 4 events over very different distances & disciplines #cipd12

his goal was one gold, due to a sholder problem

5000m was first – the marathon being on the last day of the olympics

15.23

peter cheese #cipd ceo open the final session of #cipd12

15.22

session features: Andy Hunt CEO british Olympic assn @teamgb, David Weir athlete & Jean Tomlin HR director London 2012 #cipd12

15.19

and the end of #cipd12 approaches, with the final keynote of the day

14.56

wpp thompson site worth looking at http://www.engage4success.co.uk ?? they have not told us!!

14.47

the best thing that has come out of HR is a well done 360 that is engaging and transparent #cipd12

14.46

people will do as you do… not what you say #cipd12

14.45

leaders need to be aware of the shadow they cast #cipd12

14.44

if you valuse say you are an innovative co – if a person innovates & something goes wrong – what happens to thet person – walk the talk #cips12 #congruence

14.43

key enabler #4 – Integrety #cipd12 integrety enables trust

do the behaviours on the wall, align to the actions of the managers ? if yes =trust , if no – distrust or disengagement

14.40

the employee voice is the best guard to protect the business from risk – transparency informs you BEFORE the muck hits the fan #cipd12

in major problems every investigation shows that someone in the org knoew – the question is why they did not communicate ?fear ?disengaged?

14.38

people will talk about tea & Toilets if you do not share meaningful stuff with them – its their way of treying to engage! #cipd12

14.37

do people in the organisation really listen? how do you know? what would your people say? #cipd12

14.36

people do respond to feedback – so make it honest, transparent and relevant #cipd12

14.33

a good manager acts as a champion for their staff, if they need resources to do the job – they go and get it – not makes excuses about policy or structures

14.31

key enabler #3 – employee voice #cipd12

employees speak with an informed voice – listen to them

14.30

an organisaition or business, its itself a social network! #cipd12

14.30

we get the response from our people based on the way we manage or lead them #cipd12

treat them as a number – get basic conformance – treat them as an individual, get more from that person because of the relationship

14.28

I am not a human resource… I am a human being #cipd12 – the attitude of HR is a problem

14.27

key enabler #2 – Engaging managers – “the people that manage me”#cipd12

great managers:

focus their people, offer scope & enable the job to get done>>treat their people as individuals>>coach and stretch their people

14.24

social media wall #cipd12

story of a submarine ship yard where they have a complete map of the refit on the wall of a canteen, 2 fitters walked up to the map and added a part by hand explaining how they solved a problem. the others stopped eating and went to look at the info being shared

you do not need social media platforms for social engagement

14.22

key enabler #1 strategic initative #cipd12

ther past>>you are here>>the future

this gives a line of sight between the job and the organisations vision.the story is communicated clearly, consistantly,constantly

story needs to be communicated without spin

14.19

which org are actually achieving max capability from the people they have employed? #cipd12

14.17

are the people that work for us the problem or the solution? #cipd12

14.14

issue #2 with engagement – transactional or transformational? #cipd12

14.14

in your bsuiness do you have bookends, tin solders or headless chickens? #cipd12

14.11

this engagement thing is a reaction so something fundamental #cipd12

2 issues:

1. – alignment – knowing what to do -v- engagement – the reason to do

14.10

David Macleod from @Engage4Success and Nita Clarke from @IPA_Involve #cipd12

14.07

The old ways of managing 9command & control) just don’t work any more #cipd12

it used to be when the boss said jump – we asked “how high”, now the answer is “why”

14.06

Is employee engagement a management fad – or a reaction to something more fundamental going on the the workplace #cipd12

14.05

no models on how to do employee engagement – but some “lenses” to help #cipd12

14.04

david Mcleod & Nita Clarke take to the stage – some real energy on stage here #cipd12 clarke is VP of #cipd

13.53

The last session – K4 of this years #cipd12 will be starting shortly. – what drives and delivers engaged employees?

12.25

#petercheese – I’ve done a lot of blagging in my life #cipd12 !

12.22

Peter Cheese starts to wrap up the session, with a little time for Q&A #cipd12

what do we need to do today?

what do we need to do for tomorrow?

bosses – you get the HR you deserve – do you engage with your HR people about BUSINESS issues?

do you bring them in at the START of problem solving/ strategy planning – or as an afterthought just before implementation

you get the HR you as a boss deserve

12.19

consultants- everyone remembers who was brought in to a firm – not those that brought them in #cipd12

12.19

a movement for change – we need to take this away from the academics -Hr is a practical situational ftn #cipd12

we need to seek partnerships for success

everyone remembers who was brought in to a firm – not those that brought them in #cipd12

12.17

next generation leadership – unpicked #cipd12

strategic capabilities – overlap with personal competencies

living strategically>>org steward>>cultural engineer – strategic

Resourcefull ness>> partner and provocateur>> purpose, humility & resolve – personal

insight creator – overlap

12.12

Lee sears has not tripped twice on the onstage monitor – will he really trip 7 fall of the stage?3rd time (un)lucky? #cipd12

12.11

ground HR in the truth of “what is really going on here” #cipd12

12.08

again a theme from several session at #cipd12 is #experimentation

12.07

organisational insight hourglass: #cipd12

Spotting patterns>>deep immersion>>surface insights>>create new possibilities>>prototype & experiment

12.03

to be commercially focused – we need to be savvy in all areas – if not in one person, but in the “network” #cipd12

our love of traditional management processes are potentially our biggest barriers to personaql abd professional success

12.01

3 savvies – business savvy, organisational savvy, contextual savvy #cipd12

11.59

reticular activitation – start looking, & youstart to see it because it matters #cipd12 – transition from volume based play to what matters the most – at a given point in time – situational – its also more interesting!

11.57

HR needs to strive for Sustainable performence – this is not about control! #cipd12

British gas use 4 strategic challenges:

• customer excellence
• innovation opportunities
• power of trust
• cost competitivness

they have gone out to see what they are doing compared to others in the same and different sectors

11.55

in poor performing orgs up to 90% of hr effort is spent on core people processes & risk management #cipd12

Future health of org

Strategic health of org

People, culture & performance

Core people, processes & risk management

what level do you spend most of your time working at?

11.51

The role of HR – to make sense of things? when HR does not believe the business plan it will operate very differently than if it does #cipd12

11.42

HR – same words & activities – very different impact #cipd12

is this context? more? culture?

Reserach showed:

1. purpose drives focus drives impact
2. Insight sets our guidance system and means our view point is of unique value
3. HR needs to become truely situational
4. There are a small number of criticalstrategic and personal competences that make the BIG difference

11.37

You get the HR you deserve – #cipd12

11.36

HR functions may win awards – seen as best practice – that does not mean there is not systemic failure in their business – a real disconnect from reality #cipd12 #banksmeltdown

11.35

HR needs to be less “expert” and more inquisitive #cipd12 – HR needs to be able to collaborate with people that undertake parallel roles, OD L&D , BPs etc

strong identity is important – make “friiends” with others

11.33

HR functions – between firms we apply “best practice” not context specific – one HR team clones that in other diverse firms #cipd12

we need to follow the needs of our businesses and people, not what others in ore peer group are doing

11.31

lee sears from The bridge takes the stage – “don’t panic” he says – on the day we hear that Clive Dunn has passed on #dadsarmy #cipd12

11.30

think globally, act locally, panic internally #cipd12

11.29

we have a multi generational workforce – we need to learn how to bridge and manage these.. all of them, not the lowest common denominator #cipd12

its important to understand but age diversity, as well as ambition, age, gender, race, religion etc

11.28

we need to stop talking about crisis – this is normal now #cipd12

if we want to better understand human capital, we need to start to value and measure the intangibles

11.26

what is our purpose – our wider social purpose – we need to think differently to attract employees and customers #cipd12 – a compelling aganda for change

11.24

Our continued uncertainty – this is the new norm #cipd12 – peter cheese has promised to get on twitter!

11.23

who is responsible for creating the future workforce – education or work? #cipd12

11.22

we live in interesting times – these times are shaping a very different way of thinking & working#cipd12

mentioned #pest model need to be higher on our day to day agenda

11.21

context of change is setting the context for HR for the future #cipd12 – where do we go to next

11.20

Next generation HR – peter Cheese #cipd12

11.18

Session J3 – becoming an insight-led people & knowledge function #cipd12

10.43

interview, when people see several people, through many interviews, as different people see them we are less likely to take on people that wont get on . reduce the risks of poor hires

10.42

culture fit – how do you do this? #cipd12 #facebook

ninja interview – show us how good you are as a coder – watch people code

monkey interview – how will you relate and enable rather than disable people

pirate interview – how well you work in a team

10.40

what happens when a person makes a big mistake – the cohort/ peer group are good at identifying wesknesses – there is a perf improvement process run by HR business partners

sometimes people are miscast in their role – i.e. they are in the wrong role – can we re-orientate for a win/win

we are direct asn an org, transparency, clarity as to what changes are requierd

10.37

TNA in a fast environment – constantly talk to managers , listen to the trends – max of 90 day cycle –  #cipd12 #facebook

10.35

build ninjas, challenge the assumptions about your business, what you think people need/ want & move really, really fast #cipd12 #facebook

sprint & pause – work – then rest/ recover – esp with big projects

10.33

friends influencing friends – important inside & outside – fundamental #cipd12

10.28

#facebook stretegy #cipd12

• Hire the right people – we go to extraordinary lengtsh – less than 1% that apply get taken on, culture is key
• focus on the few things that help us win, rather than things that distract
• Leverage the power of the people around you
• build a culture that rewards innovation and ownership – when people have the tools amazing things happen

Proceed & be bold

willingness to get your hands dirty – people need the means to make an impact

leverage the power of friends

technology is your flywheel – these create a powerful network

allow people to be their authentic self – not your “linkedin” 9-5 self

10.22

hacking – how can we take something that does not work & make it work – or something good to be extraordinary #cipd12

#facebook have 24hr hackathons where people work on change – then presented to all staff

this builds ownership and commitment – peer recognition

feedback – give it live – people do not want to wait

10.19

dont be your linkedin self 9-5 & FB person the rest of the time- be who you are #cipd12

10.18

as firms get bigger, they get slower – a “small world” group in #facebook aim to keep the biz lean #cipd12

10.17

work/ life – its needs to be frictionless – to gen y there is no boundaries #cipd12

10.16

renumeration needs to be fair – gen y smell BS at 100 paces #cipd12

10.15

#od – org development if you effect change in one part of the org, you need to recognise that others things will change as a result #cipd12

10.14

gen y want to know “how am I doing”, ”how am I doing”, ”how am I doing” – what is next #cipd12 #facebook

10.12

even people at #facebook are resistant to some new tech! #cipd12

assumptions – I learn most from people with more experience than me – sitting with nelly – actually we learn more from the people around us

ecxellence is defined by what I know & can do well – excellence is defined by my strengths & what I do

in #facebook strengthe are the real driver here

assumption #3 progression in my career is vertical – in facebook career development is more like a jungle gym (climbing frame)

when kids climb on a climbing grame – some go straight up, some around, some inside out, when they achieve the way they wanted, they often look to what others are doing

in #FB we have seen people make remarkable changes

assumption #4 – real learning is in books & classroom – in #fb its about small bites of real learning on the job – 70-20-10

the role of L&D is to be the broker

assumption #5 pergformance reviews will help people grow – in #fb its more about realtime, regular feedback

==interesting we keep hearing about certificates and diplomas on the wall

10.07

even people at #facebook are resistant to some new tech! #cipd12

assumptions – I learn most from people with more experience than me – sitting with nelly – actually we learn more from the people around us

ecxellence is defined by what I know & can do well – excellence is defined by my strengths & what I do

in #facebook strengthe are the real driver here

==interesting we keep hearing about certificates and diplomas on the wall

10.05

stereotypoes are useful for providing insight – if you are a boomer and build an HR function in that culture, then gen X & Y will often feel uncomfortable #cipd12

10.03

generations at work – characteristics, motivatons & attitudes #cipd

gen-y – work life balance is not as important to them – it presupposes that work is not life

ref http://www.trendera.com

10.01

Stuart looks at the different generations, and their drivers #cipd12 boomer, gen x gen y

managers are key to engagement,communication & success – but in facebook, managers & staff are the same generastion and socialise at weekends – this builds its own challenges

09.57

a community based experience can rewally get change going #cipd12

70 % of employees are gen y

09.56

what matters to us? – values: #cipd12 #facebook #hrblogs

• to focus on impact – gen y strong driver – get rid of crap that stops ability to make impact
• Move fast – competitive advantage – extent to which an org can demonstrate change in the digital age – how can we reduce the “crap” that creates inertia in other orgs
• Be Bold – believe in your own ideas, listen to customers but not driven by them
• Be open – we cannot tell the worls to be open if we are not – transparency is key  FB use FB internally – privacy is important – they are learning new things all the time
• Build trust – if you dont trust us – you wint use our service – with every chaneg we make – is this the right thing to do? how will our customers react?

every fri mark Z hols an open Q&A – now up to 1500 people are that

no special parking spaces, no offices – everyong is equal

Value chain – happy customers at one end, happy employees at the others

09.48

in a new industry, when you want to disrupt, to introduce change we need to be aware of the impact #introoftimeline #cipd12

09.48

in the next 5 years almost every phone will be a smart phone, this means people that cannot connect yet – will #cipd12

09.47

the first group on facebook that had over 1m members was against the newsfeed service – one that is now core to the majority of people #cipd12

09.45

the container of facebook is great – what makes it a great experience is people content #cipd12 its their curated content, they own it, its things that are important to them

09.44

up until the 1990s it was up to the newspaper editors as to what we heard about #cipd12 – news is important if its relevant – this is the real power of social – find out what theier friends or peers arte interested in

09.42

in 2004 the social digital began of “facemash” – the first time people could curate their own story #cipd12

09.42

using marshal McLuhan & the global village “the medium is the message” as the real start of the concept #cipd12 – #disruptive media

09.40

stuart is using a facebook style time line for his images #cipd12

09.39

what does it mean to be social? #cipd

the technology seems news – but is not. it could be argued that anchient cave paintings were the origional social network

they were curating information and sharing stories

for 1000s of years people have wanted to share their exoeriences.

the printing press started the age of mass distribution – but limited to a small percentage of the population

09.36

Stuart is head of learning at #facebook – how do you build an hr strategy that fits with gen y #cipd12

09.35

Stuart Crabb from facebook takes to the stage #cipd12

09.34

welcome to day 3 of #cipd12 – Making an impact t5hrough your people