Could it be really possible that almost everything your organisation is doing to promote learning and development is a waste of time? Why is it that innovation and learning programmes don’t deliver the land of promise that is coupled with innovative, talented and self-driven colleagues?
To deliver increased productivity, organisations must be in a constant state of adaptation, planned and unplanned learning. The concept that is often left behind from this track of thought is unlearning. Why is this approach crucial? Why is it so relevant for any organisation to adapt its HR practices? Buckle up, in this post we will walk you through unlearning.
Elon Musk famously said: “If something is important enough you should try, even if the probable outcome is failure.” In today’s VUCA world, there are hardly any guarantees anymore. Just as Whatsapp and other messaging services have bitten out billions from large established Telecom companies’ revenues, established businesses and sure-fire branches are under threat every day. If it’s not the curly haired guys in a garage, it may be an advertising fiasco, a new regulation, changing technologies, and even ageing population.
Photo: Gunter Dueck, CommonLense.de
Interview with Gunter Dueck, mathematician, author, philosopher and future thinker
Anyone experiencing Gunter Dueck, the long-standing IBM manager, mathematician, author and star guest at many conferences and congresses, live for the first time, may wonder if they are hearing satire or simply harsh reality. We also experienced two different sides to him in the interview prior to his keynote speech at the exhibition Zukunft Personal. One moment he may be chuckling at his own explanations and in the next breath, he will be deeply philosophical. We talked to him about why it makes sense to have network-organisations today and what metawork means in human resource management. We hope you enjoy reading it! >>MORE>>
Companies are under pressure to come up with innovations: strategic investments in holistically designed working worlds aim to strengthen competitiveness. In the exhibition area “Workplace of the Future | Design by HCD”, the Zukunft Personal is developing visions for the working world of the future in the Koelnmesse from 18 to 20 October. In cooperation with the company HCD Planungsgesellschaft, Europe’s largest exhibition for human resource management is giving visitors the opportunity to experience individual room and design concepts live for the first time on an area of more than 500 square metres.
One of the biggest hits of organisational development in 2015 was the Chief Human Resource Officer of Airbnb becoming Chief Employee Experience Officer. Undoubtedly, over the last years the business world has witnessed the emergence of employee experience management. The trend has been in the focus of researchers, managers and business leaders recently, and it is no coincidence that Europe’s largest exhibition for Human Resource Management, the Zukunft Personal, for its 2016 edition, has chosen this very topic to be in its spotlight.
What do we know about employee experience? What’s in it for HR? More specifically: How can HR take the lead in designing and running employee experience? Keep reading to get to know about the many components of employee experience – from A to Z – that will help you find answers to these questions. >>MORE>>
Interview series with candidate experience pioneer Gerry Crispin (part 3 – future of the candidate experience)
This week our little journey through time, talking about the past and present of candidate experience, ends with future prospects on the topic. In the final interview Wolfgang Brickwedde (ICR), co-organizer of the theme day “candidate experience” at the HRM Expo | Zukunft Personal, is asking Gerry Crispin, one of the “founding fathers” of Candidate Experience Awards (CEA) whether candidates can expect a land of milk and honey due to professional candidate experience.
HR practitioner, blogger, author and general networker Gerry Crispin is convinced there will be no paradise for candidates. “This is one of those things where the future is already here. It is just not evenly distributed and only a small number of companies are so focused on the candidate experience that it is an integrated part of their recruiting process”, Crispin explains. Those organisations should gain acknowledgement for their effort by sharing their stories. The main challenge is to get more companies to start thinking about the benefits of improving their recruitment process and to find a way that will work for them. >>MORE>>
Podcast with Chris Roebuck about his key principles of transformational leadership
We are in a situation where the world chances significantly. But organisations are not adapting that fast. “One reason is that we have the amazing ability to make things more complicated than they really need to be”, says Chris Roebuck, Visiting Professor of Transformational Leadership at Cass Business School in London. He has held senior roles at UBS, HSBC and KPMG, has served in the British Army, and is one of the top Human Resources (HR) thinkers in Europe. He is a sought after advisor and the developer of “Mach 2 leadership” – “twice the speed of sound, going to the limits of what’s possible”.
We talked to Chris Roebuck ahead of his keynote speech on “Mach 2 leadership” at the HRM Expo in Cologne, on the 16th September.
Interview series with candidate experience pioneer Gerry Crispin (part 2 – current status of the candidate experience)
After we started last week our video interview series with the co-organizer of the theme day “candidate experience” at the HRM Expo Zukunft Personal, Wolfgang Brickwedde (ICR), interviewing Gerry Crispin on the past of candidate experience, we now bring the discussion back to the present. The term candidate experience is becoming much more popular these days, people are more aware of it. By providing data, candidate experience pioneer Gerry Crispin, wants to prevent it from becoming a cliché. “Whenever I see someone using those terms, talking about the five things that are most important in candidate experience, I am compelled to send them data”, says Gerry Crispin. For he is convinced only science-based data allows us to see what can be supported and what yet has to be determined as actually being connected to treating candidates well. This data is been delivered by the candidate experience awards, who have been able to collect more than 120.000 voices of the candidates in this year’s program in the US alone.
These days, everyone’s talking about digital transformation. It seems that everything that can be digitised is being digitised – this affects the workplace too. But what are the main technical trends that really matter? And what have HR professionals and executives got to do with it? We interviewed Rudy De Waele, Digital Transformation Strategist and keynote of the HRM Expo | Zukunft Personal, who helps company managers keep ahead of the competition in a time of digital change. Over the past 18 years, he has been coaching CXOs on digital transformation and open innovation strategies and has also mentored many start-ups. His book “shift 2020 – How Technology Will Impact Our Future” provides a valuable insight into how emerging technologies such as IOT (Internet of Things), robotics or AI (Artificial Intelligence) will influence our daily lives.
In our interview and in a podcast of Worklife Hub he talks about the impact of technology on the workplace and what HR can learn from start-ups. >>MORE>>