growing & grafting new organisational tissue: hr’s role in change
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Growing & Grafting New Organisational Tissue:HR’s Role in Change HR Tech Europe,London, March 2015
@LeeBryant
Our core team has pioneered the use of social technology inside large firms since 2002, and we now work with corporate clients to assist in developing new forms of organisational structure and practice
to help create agile, responsive and adaptable 21st Century firms.
POST*SHIFT
introductions…
HR and digital transformation
digital transformation is changing everything…
digital transformation is changing everything…‣ customer engagement‣ products & services‣ enterprise IT‣ business models‣the nature of the firm
can existing firms change, and what role should HR play?
Global Human Capital Trends 2015Leading in the new world of work
HR priority areas = key elements of digital transformation
Global Human Capital Trends 2015Leading in the new world of work
HR priority areas = key elements of digital transformation
social tools help, but cannot change the org on their own
Structure
•Decentralised •Resilient •Adaptive & Emergent •Networked •Service-oriented
Culture
•Open •Customer-centric • Innovative •Experience-led •Passion & purpose
Practice
•Agile & Iterative •Data-driven •Collaborative •Task-focused •Podular
digital transformation needs new organisational capabilities
but it also makes possible new organisational structures
but it also makes possible new organisational structures
and HR should play a leading role in their development
first: how do we change change?
how do people respond to classic top-down initiatives?
crash diets (like change programmes) rarely sustain
‘quantified self’ continual improvement works better
idea: quantify organisational health, not the individual
how do we define and measure new organisational capabilities ?
Wider Market
analyse market dynamics to identify required capabilities
ecosystem
organisation
Marketcomposition
Customerbehaviour
Technology
Products
‣ Cambrian explosion of startups ‣ Software is eating the world ‣ Emergence of high scale markets ‣ Speed to scale is crucial
‣ Platforms and ecosystems ‣ Experience versus features ‣ Collaborative consumption ‣ Everything as a service
‣ Empowered customers ‣ Trust is the new brand ‣ Mass-customisation ‣ The attention economy
‣ Faster diffusion of innovation ‣ Ubiquitous collaboration ‣ Connectivity in everything ‣ Designing for hackability
define target capabilities in clear and testable terms
“As a sales organisation we needto offer an integrated experience(not front-ends to a set ofseparate silos working apart)to grow key account value”
then define relevant organisational health indicators
use internal social data to track ‘real-time’ progress
but use human sensor networks to determine progress
HR’s mission: help create people-powered transformation
grafting new organisational tissue where no capabilities exist
example: creating liminal spaces at the edge of the org
Internal Realm
LiminalSpaces
Ecosystem
Internal Teams
External teams
new models: ‣ IoT, connected devices,
data and platforms ‣ everything as a service ‣ customer co-creation
and open innovation ‣ startup incubation and
ecosystem development
startups, M&A and growing new teams outside the org
but beware the perils of integration and tissue rejection
making change routine
we need to manage and measure digital transformation
there is no perfect ‘target operating model’ end-point
agile transformation is about small changes & iteration
manage by ‘sense & respond’ not ‘predict & control’
small-scale org changes should be on the weekly agenda
how to manage & measure digital transformation actions
conclusions
HR should champion human-centric approaches to org. transformation1
HR should champion human-centric approaches to org. transformation1
2 Targeting new capabilities is the best way to manage digital transformation
HR should champion human-centric approaches to org. transformation1
2 Targeting new capabilities is the best way to manage digital transformation
3 Measure organisational capabilities not just individual performance
HR should champion human-centric approaches to org. transformation1
2 Targeting new capabilities is the best way to manage digital transformation
3 Measure organisational capabilities not just individual performance
4 Social data + human sensor network give us real-time evidence of change
CONTACT US info@postshift.com
FIND US Our blog: www.postshift.com/blog
SlideShare: http://www.slideshare.net/PostshiftTwitter: @Postshift
POST*SHIFT
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