Day 3 – #cipd12
Good Morning.
Welcome to the final day of the CIPD annual conference for 2012.
Again a packed, busy day. I hope the session I attend are of interest.
The text below, was written live from the blog, you can see the timestamps, please excuse any errors!
16.37
#cipd12 was an awesome, engaging and motivational event – lots of learning, lots of messages, and an opportunity for chaneg for us all – thank you #petecheese and the @cipd team – until #cipd13
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:
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:
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:
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
a great engaging and motivational session – a great presenter with a real authentic story
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
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
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
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