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Without a doubt in today’s workforce and across generations, there are divergent views on the subject of respect. Perhaps a clear testament of how people and culture continue to evolve?! Once at a learning engagement with a firm composed of a young workforce, a lady expressed her deepest frustrations on how societal norms of respect has gone too far. In her words “…They say whenever you see an older person coming in an opposite direction and making to go through a passage as yourself, you as a younger person must wait (even if forever) for the older person to first walk through even if you could actually make a quick dash through the passage in less than a sec! It just doesn’t make any sense!” We can all agree that similar norms as these often make their way into corporate settings.  I think though that such norms where taken too far can indeed cause more harm than good. For the rest of the week, I’ll be sharing more on RESPECT and norms in the workplace. Meanwhile, you may watch a...

HR professionals who are not adaptable are potentially dangerous to their organizations! Even worse, their  #career  growth trajectories will be affected negatively. With the dizzying rate of change now evident in the world, HR professionals have to do things differently – be open minded, ready to explore, adjust behaviours, challenge norms, be relevant!

A vital but often missing trait with many  #hr  professionals is CU-RI-O-SI-TY. The dearth of which is why business leaders often ask why HR is clueless about the business and its environment. Granted, in certain geographies there’s more than enough socio-economic  complexities and difficulties to worry about but truth is, capacity can be expanded, curiosity can be developed, growth mindset techniques can be learnt and HR can be truly relevant.

HR has definitely come a long way. Many  #HR  professionals have made impressive success aiding their organizations in navigating multiple disruptions. Many also have managed to keep up to speed with best practices with regards to  #practices  ,  #processes  and  #policies  . What appears to be a limiting factor though is where  #HR  has no clue as to why these practices are in place and therefore are unable to sustain such for long term benefits. For example, what is the purpose of Psychological Safety in a knowledge economy? What is the value drivable from a Servant/True Leadership model? And what is the essence of Employee Experience (EX) for employee engagement and retention? Any ideas? Please share.

Organizations generally struggle with agility albeit for different reasons.  #SMEs  largely encounter issues with accessing and leveraging technology. For the most part mindset around affordability, pricing and change aversion is at play. Large organizations and  #multinationals  on the other hand struggle with instituting an Agile Culture; one that readily supports a fast paced and knowledge driven context. At the heart of this for example is the reluctance of leadership/HR to challenge dominant command and control leadership models in exchange for one that’s capable of creating a safe place for engagement and innovative contributions across all cadre of the organization. Unintended consequence is that employees perceive and interpret such phenomenon as  #toxicity !

Finally, HR professionals can gain adaptable and nimble competences in adding stellar value to their organizations! In this course, I break down the crucial components of agile and agility, highlighting their relevance to the modern HR function. You may access the heavily discounted Udemy Course here:  https://bit.ly/3o2qPIY Opening a Udemy account takes just about a minute or less! Thinking of having a team focused session? No worries. Check out this link: https://lnkd.in/dbeVUFpv With the dizzying rate of change now evident in the world, The Agile HR Course would be your best personal development investment yet!

In an era where disruption is the new normal, you would understand why it is vital for businesses to be mindful of the type of talent that they source for. Being in a constantly changing environment requires an ability to respond swiftly to disruption as though one is even anticipating it as opposed to being victims of it. In a recent article I hinted that there was difference between having employees as  solution providers and having them as experts.  With the above case for the proper agility posture in a disruption I hope you can see why I made that assertion.