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Re-imagining the workplace and the individual response

26/03/2021

Register now for our new upcoming event!

With a return to the workplace – be it hybrid, all virtual or all in person – the focus of organisations and workers will shift to how to manage this new change.

This is why we have decided to focus on this topic for our first event on ‘Re-imagining the workplace and the individual response’.

During this interactive session you are going to:

✨Collect ideas as to how the post-Covid workplace may look different.

✨Reflect on what impact this will have on the way you think and act as an individual.

✨Explore how this shift may impact leadership and learning approaches.

✨Share experience and creative insights with fellow professionals across organizational and geographical boundaries.

As part of this journey, we will interview live Dr Marc Kahn – a people, organisation and strategy leader, professor and author. Marc is also a Chartered Business Coach and a Clinical Psychologist.

Register at this link: https://lnkd.in/dHPAWGT

by TCO International
Leadership

Attracting and retaining young professionals by tapping into what really drives them

24/03/2021

I have recently been involved in a development path for young graduates (ages 23-26) helping them to identify what drives them in terms of their motivation and how they can use this awareness to communicate their personal brand in job interviews.

The work started with the first lockdown in 2020 and it is still ongoing using the diagnostic questionnaire Motivational Maps as a practical way of understanding their motivational drivers. 

Aggregating the results for the 50 young graduates that have gone through the process so far, what emerges is that:

  1. Their motivation comes from achieving their full potential – seeing the steps they’re making to achieve what they aspire to become 
  2. Out of 9 motivational factors, their top 3 drivers are 1) purpose, 2) learning orientation and 3) creativity
  3. Their overall change index score – ie the extent to which they are receptive to change -is 65 out of 100, meaning that they show a higher than average positive attitude to change and are quite risk-friendly

Looking at these aggregate results, we can make some connections with what organisations may need to bear in mind to attract and, later, retain such talents in the unpredictable times ahead. When I refer to organisations I will use an inclusive ‘we’ as I am in the same situation of understanding how to adapt past approaches to better attract and retain talent that will enable our own company to grow.

Motivational driver 1: purpose

Being driven by purpose means doing things that are valuable for their own sake. A task, an activity or a choice to be made needs to have an intrinsic value and be significant in its own right. This can result in a constant search for ‘something better’, such as a cause, that does not exist now.

Implications for organisations: if the quest for meaning creates an insatiable curiosity, a real need to see the bigger picture… 

Why don’t we make a conscious effort to explain the ‘why’ of projects, tasks, activities that we assign rather than just the ‘what’ or the ‘how’? 

Why don’t we make a greater effort to provide regular feedback – especially positive appreciation to show the real impact they are having on those around them?

Why don’t we ensure we allocate some customer-facing roles as that feeds the desire to make the difference?

Motivational driver 2: learning orientation

Being driven by learning, on the other hand, means owning and showing mastery of a subject. Having the opportunity to specialize in a field and teaching it to others is highly rewarding. 

Implications for organisations: if the quest for expertise creates a real search for mastery… 

Why don’t we make sure we have an excellent induction program in place?

Why don’t we enable these young professionals to be in positions in which they can share their learning experiences and cascade them or pass on their social media skills to the older generation?

Why don’t we select high-quality online packages around technical, interpersonal and managerial skills to enable them to keep on learning?

Motivational driver 3: creativity

Being driven by creativity means looking for innovation, cutting-edge solutions and being able to perform at one’s best by having new problems to solve and challenges to overcome. Bringing into existence what wasn’t there before is the essence of this motivational driver. 

Implications for organisations: if the quest for creativity creates a real search for newness…

Why don’t we assign to these young professionals business areas in which a fresh perspective is needed?

Why don’t we offer truly innovative development opportunities?

Why don’t we create working spaces with colour, rhythm, nature, light to create a stimulating environment?

There are thousands of ways of attracting and retaining young professionals in our organisations. The great opportunity now as we get ready to transition to a blend of f2f and remote working is to do this by first understanding what they find truly energizing rather than assuming that they need what we believe they are looking for.

Join the discussion on this post on Linkedin: https://www.linkedin.com/pulse/attracting-retaining-young-professionals-tapping-what-crestani-1e/
by Marianna Amy Crestani
News

CREATING NEW PARTNERSHIPS

07/12/2020

We have taken steps towards the post-Covid era by establishing partnerships with like-minded institutions.

With 50 years experience in the business, ISTUD Business School specializes in #leadershiptraining and research.

Following a year of major changes and disruption, stimulating #newconnections, perspectives & options has become ever more relevant.

TCO International does this also through setting up key partnerships.

Stay tuned to see what is to come! #humanresources #learninganddevelopment #ceo #teamdevelopment #collaborativework #postcovid19 #newwayofworking

by TCO International
VUCA

The human centred role of HR

16/07/2018

I tend to go through cycles: whether it is a matter of music, quotes, videos or articles, there are periods when I ALWAYS listen to the same songs or use the same quotes or show the same video or suggest the same articles. I believe it is my personal way of managing complexity and excess of stimuli by selecting sources that are linked to my main area of focus for that period of my life (oh… by the way, I am also quite good at justifying personal limitations )

My latest ‘mania’ when it comes to videos is CHANGE2 by the futurologist Gerd Leonard. Here is the link in case you have not seen it: https://www.youtube.com/watch?v=ystdF6jN7hc

When I first watched it I was attracted my the music, then by the catchy concepts like ‘science fact and not science fiction’ but also by the underlying call to action: are you ready for exponential change? hence… what can you do to be ready now?

Some weeks ago I saw the effects of the video on a team of HR and HRBPs engaged in a facilitated session on ‘The Role of HR in a VUCA world’. We used the video half-way through the session after exploring the internal and external changes within their specific organisation and the relative impact on the HR role.

Just before we showed the video I had the impression that we had opened a can full of worms – alibis and sabateours were everywhere to be heard. Homeostasis – or the tendency to maintain the system – was everywhere to be seen in the room. And, finally, ‘yes…but’ was the shared mantra.

Then we showed Leonard’s video and the energy shifted. In the video, the Dutch futurologist reminds us that in the very near future 50% of our jobs will be automated. Nevertheless, new jobs will be created for which the human dimension is key: creativity, intuition, imagination, emotions and ethics are the human traits that need to be fostered.

At that point, all the group started nodding their head as they realised one important thing:

‘Digitalisation, augmentation, automatization are realities that can help HR gain time to then dedicate to developing what will make the difference now and in the future of their organisation: the human being.’

We cannot stop change, we are living in one of the most transcendental times in human history AND it is normal to feel overwhelmed. So, what can we do?

Try this. Change perspective and think:

The only space for authentic and sustainable development is the HUMAN BEING.

So…what is the opportunity for me as an HR professional if I truly operate from the space of putting the HUMAN BEING at the centre of everything I do?

I believe that dealing with people is the most complex and yet fascinating job – there will be apps and robots that generate organisation charts, engagement surveys, policies and rules. What will never be automated is the ability to grow people and support them in their growth.

Join the discussion on this post on Linkedin: https://www.linkedin.com/pulse/human-centred-role-hr-marianna-amy-crestani/
by Marianna Amy Crestani
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