Future Friday: Lessons from #SHRM16 about resiliency

BlankyOne of the early sessions I attended was presented by Alex Hagan, CEO at Kienco and an Instructor at The Futures School. He was talking on Three Rules to Creating resilient HR Strategy. He talked several different issues. I thought I would  give you the tweets I wrote during his sessions as my way of taking notes and then comment on them.

Tweets

Following trends allows you to be agile, but doesn’t allow you to create.

Hagan, in his Aussie accent, told us we all need to follow trends but to remember that trends are the past. You have to be agile to respond to those trends to create the future you want.

Strategy is not a road map it has to be a GPS that adjusts to the changing landscape.

Your strategy cannot be so inflexible that you don’t allow for things to change and eliminate your ability to respond appropriately just in the name of “strategy.”

We are in a post normal society and normal is not coming back.

The world of HR is changing radically and we are not going to see a change back to the “good ol’ days” regardless of how much you wish.

An example of post normal is using crowdsourcing to recruit the best candidates.

Rather than using “standard methods” to find employees crowdsource those candidates from around the world. Maybe your best engineer is in Mumbai rather than Chicago.

Educated incapacity is knowing so much about your area that you are the last person to realize it is changing.

HR does have to be very guarded about this and we all need to be open to learning new things from new people.

We are dealing with wicked problems, which are where more problems arise as we solve the problem we are working on.

That never happens in HR!

Adult coloring books are a reaction to our “always on” society.

This is certainly an issue as we deal with the issues of work/life balance.

Data is about the past. Decisions are in the future. We need strategic foresight.

As the slide in the picture says, data can be a “warm blanky” that we need to make sure does not blind us to new opportunities.

Crowdsourcing blurs the lines of your workforce. Who really is your workforce?

With the global nature of many of our businesses we can have people working for us from anywhere. Is that person on Fiverr that is doing a project for you part of your workforce? How will you adapt to the “gig” worker?

Conclusion

Alex ended with a discussion of the Mesh Network, where 100 people are working for free on Elon Musk’s Hyperloop Transportation Technologies. The highly skilled employees were found through crowdsourcing and the funds were found through crowdfunding. What are you prepared to do that changes the nature of your workplace?
Alex did a great, stimulating presentation. If you would like to follow him on Twitter you can find him at @alexhagan.

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