Blog

Day 2 of the HRPA 2012 Conference included Morning Keynote Speaker – Emmanuel Gobillot, Author of LeaderShift. Emmanuel spoke about current trends including:

• Mass customization
• Crowdsourcing
• Mass participation
• Mass collaboration

Mass collaboration is having the audience/consumer participate in designing the product. Wikipedia is an example of this. I recently signed up to check out a new SAAS (Software as a Service) HR system for a client. This company was using mass collaboration to design their product. In my opinion, it probably wasn’t ready for the market because it didn’t have enough features. This is much different that in the past when products were only released after testing or using a pilot or a beta approach to ensure the product was ready for the market. This software as a service company was using existing clients to help design their product. This strategy allows them to collaboratively build a more robust product using the intellectual wisdom and knowledge of their clients.

Other key points from Emmanuel Gobillot’s keynote include:

There is so much information out there that we strive to focus our own world. Many people focus on Facebook in attempt to simplify and focus their lives. He asks, “How are leaders going to be heard? How do we tap into where are people are focussed?” Should companies ban Facebook at work and lose their employee’s focus and interest? Companies should adapt to where they their people hang out and are comfortable, which is Facebook and other social media applications.

People do things because of social obligations versus economic incentives.  He asked “Why do people do things? Do they do things because of roles, rules, economic incentives? Or because they are individuals who are looking for reciprocity and social and moral obligations?”  Emmanuel suggests that “Social obligations work better than economic incentives.” He notes that “People want to do a good job even if there is no performance review.”  This is something I believe in very strongly.  People don’t wake up in the morning aspiring to do a bad job at work.  We are each unique and the thing about work is that everyone can be engaged; we just might be engaged differently. This can be a real challenge for HR designing and building HR incentives.

Human beings don’t like ambiguity. We like clarity and simplicity. So it’s important that people have clear roles and responsibilities. Emmanuel suggests we use storytelling to clarify and bring things and people together. Doing this helps people understand what needs to be done and done well. From an HR standpoint, a clear and up-to-date job description and ongoing communication ensure employees know what they need to do to excel in the position. Linking day-to-day actions to the mission of the company also helps.

We need a little more conversation before a little more action. Emmanuel shares that we need the opposite of what Elvis Presley advocated in his popular song. We need a little more conversation before a little more action. Conversation helps clarify and ensure understanding. It helps us connect. And it is necessary before we take action.

The world of work is about you as an individual. You’ve got to love what you do. I’m a strong believer that if you don’t love what you do, you have to find something that you do love or connect to the bigger  picture.  If you can’t find something of value in the job you do, then it is time to move on to a position that you do love. You can’t succeed in a job that you hate! Sometimes, reframing helps: “By learning and having the experience in this role, I will be able to gain essential skills that will help me advance to … pay off my student loans … lessen my commute so I can pick up my children after school ….”  When you look at a role as a building block to something more or to fit with your life at the present, it can help you enjoy the journey.

We remember great leaders because they help us grow. They are easy to follow. Leaders need to ask, “Have I made someone stronger and more capable.” Great managers know you and help you get better by sharing with you what you do well, but also what you need to do to improve. I remember two great leaders that I’ve worked with and shared their attributes in “What makes a great leader?”

Have the courage to ask the big questions.  Like Marshall Goldsmith suggested in his morning keynote during the first day of the HRPA 2012 Conference, Emmanuel said, “ We all are going to die someday so while here, ask big questions and be more courageous. And I would add, “Before leaving this world, we can all strive to make it a better place.”

So what do you think is the role of leaders into the future? How has this shifted from the past?

Posted by Joanne Royce