Getting Over The Social Media Wall

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(aka: Why I think if you work in L&D/OD you should be active on Social Media.)

So I’ve been thinking.

I’ve been in few conversations of late with folk who work in organisations and whose job seems to be about delivering/ improving people development or engagement or organisational culture. At the same time, I’m in conversations with those who are consultants, external experts, trainers, facilitators, coaches – folk who offer to design and deliver interventions for clients or into a client system.

And I keep bumping into some sort of Social Media Wall. Continue reading

Learning Echoes

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What goes around comes around.
I kind of do experience that.
The stuff I don’t deal with well first time returns to me until it is properly sorted – the life equivalent of faulty goods being returned until they are replaced with something fit-for-purpose that will last.
I’ve realised of late it is the same with my learning – something I didn’t understand or grasp first time it was seen, read, heard, experienced somehow pops back into my sightline at a random point and the lightbulb flickers on: “ohhhh… it’s thaaaaat..”   Learning I have run screaming from because “it’s just too hard” is precisely what is required to be successful in an interaction, a decision, an outcome …. Go figure.

Continue reading

Learning Edges…..

 

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What do you mean when you say “learning edge”? He is frowning at me slightly, possibly mildly irritated, possibly very curious but definitely wanting to know.
I have a moment where I feel the tug of “Coaches Should Not” – the received wisdom that suggests I ought not to direct, disclose or offer in my theories. The training that suggested I ask the questions – You grapple with the answers….
An I/You binary model which I think I once bought into.
In this model, I am glacial and impervious – I ask good insightful questions and stay out of the way when the answers come. None of my business. The learning is all yours. I am here to open up and allow and enable….
I evade a little. “Why are you asking?” – well.. it’s ALMOST a coaching question..

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The Thing That is A Bit Ugly

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I have a coach. I’m a firm believer in do as you would be done by.

I believe part of keeping any business sharp (and unhelpful assumptions checked) is to work with someone who offers a different perspective on the thinking and actions being played out. I have to believe that, or I couldn’t do my job.

Or rather, I have to believe that.. It IS my job. Continue reading

Learning more about L&D Connect – 20th Feb, Edinburgh

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Bringing the L&D Connect Unconference North is an experiment.

Last January, I went to an L&D Connect Event in London. It was organised by a group of Practitioners, Freelancers and Consultants who wanted to create somewhere for Learning and Development or Organisational Development Professionals to have the time and space to discuss the issues that matter most to them and their organisations. Sukh Pabial (@sukhpabial) describes the aims and intentions perfectly here.

I was invited by David Goddin (@ChangeContinuum)  part of the organising team and whose judgement I trust wholeheartedly. So I was curious.

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Working The Gap

Reading Sukh Pabial’s Blog  (@sukhPabial) post today, I thought it might be a good invitation to have a go at answering his “what am I for?” question.

I’m not getting existential in particular… It’s just I have been in a number of very good conversations of late about what this OD malarkey might be. I guess I’m also turning my mind to the upcoming  first Scottish L&D Connect event & sorting out my blog post for the next version of Humane Resourced where I’ll be writing more about my experience of working in an OD context (Hello to David D’Souza @dds180) .

I keep coming back to a drawing I sketched in Loudon’s bakery in Edinburgh, whilst talking with the deeply fabulous Julie Ashworth of Broadreach Consulting as we were processing out what we had just done.. Continue reading

Vive La Resolution

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I don’t make New Years Resolutions any more

Maybe it’s an age thing – I feel I have had more than my fair share of New-Year new-Start-buy-the-fitness-video; sign up to thiswillmakeyouskinnier.com, lock the wine up, research healthy eating, business-boosting, agree to be emailed “say yes-to-You” confidence boosting tips that are guaranteed to make my life better..

Been there. Done that.  Found no actual joy there. Continue reading

Notes from a Conference…

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What is there left to write about the CIPD’s 13th Annual Conference in Manchester last week?  The CIPD Social Team did a first-rate job of ensuring a plethora of bloggers & Twitter aficionados were present at sessions. This means that instant reactions to Speakers and content were picked up through real-time tweets & blogging; followed by slower, more reflective pieces released as the days passed.

Much of the work has been brilliantly gathered and curated by Doug Shaw (@dougshaw1)here: http://cipd.tumblr.com

It has been covered, and excellently, by the Bloggers, Tweeters and Press who attended. This means that, more than any conference I have been to in recent times, there is a archive of material to be looked over by attendees and non-attendees alike. I rather enjoy the openness of this.

And yet the experience was such that I find I want to write about it.

As ever with me, I spent the day in a slight bubble – watching and thinking carefully about what was around me; being as aware as I can be of what I saw and sensed. So here are some of my thoughts and experiences:

Opening & Closing:

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The Keynote opening speech left me with mixed feelings. I was lifted by the ambition of Creating the Best Workplace on Earth. Yes. That is something I want to hear about. It’s something I want to be involved in. I’m warm to this already.

With Rob Goffee & Gareth Jones speaking, I felt in safe hands. They know their stuff. They’ve done the work, both intellectually and actually. I connected to what I heard. At the point at which we were invited to Be Yourself. More. With Skill. I was Tweeting “yes. Bloody Hell Yes.”

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But I also had a sense of disquiet. One of – well you are kind of telling me Things I Know. Things that Make Sense. Is this not what we already know good leadership to be?

I was tweeting questions – Yes, but HOW do we do this? It sounds easy. Yet is difficult.  I was grappling with what I suspect many of us grapple with when faced with a glorious vision – the sinking knowledge that beyond that which looks glorious are a bunch of other sensory encounters to get through– how it feels, smells, tastes and sounds to be in the mix of making it so.  And these can be equally sweet or sour, I would offer. Therein lies resilience.

And then I remembered being in the audience at the CIPD Conference in Harrogate 15 years ago and being swept away by big ideas (some just like this) and how grateful I was that someone had articulated these for me. And how it inspired me as a new Practitioner. So I found myself grateful for the invitation to Create the Best Workplace on Earth.and I want to keep up that invitation. To myself. To others around me. Even if I have to repeat it a thousand times and to folk like me who are more immune to being invited to Create Better Workplaces because we hear it and work with it on a day to day… We don’t get all breathless and excited about our potential to affect change any more….. That invitation, that noise and that repetition is important.

So here’s my reflections about my own part in Creating the Best Workplaces on Earth:

    • I must not shrug off the Things I Know as being Done Before, insignificant or “just things”.  I serve no one well from that space.
    • I must not dismiss the invitation to Create the Best Workplace on Earth as being a pipe dream, altruistic, foolish or unachieveable.
    • I equally must not assume that the Creation of such a place will not take hard work – Quite simply, it will.
    • I must show up and help make it happen. Every day. With humour and grace.
    • I must bring what I know and what I think. I must be prepared to fight, to influence, to argue my point.
    • Anything less does not affect change. It allows apathy, cynicism and status quo.

So OK, Goffee & Jones. You got me. Now what?

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It wasn’t until the closing speech that the “How do we do this?” itch was scratched for me. Andy Lancaster (@andyLancasterUK) from Hanover Housing had a title less lofty than the Best Workplace on Earth. But by talking about Increasing the Impact of Internal Management Development Programmes, he demonstrated how Hanover Housing might come close to being just that.

Their internal development programmes are built with clear purpose and aims, but co-authored with managers and staff. Collaboration is rife. Accreditation of courses gives vital qualifications to staff both in their current roles and in their future worklife. Partnerships with Consultants, who have been carefully chosen for a value and value-for-money fit, offer external support and fresh eyes to the programmes. It is an approach built with care and consideration all round and Andy talked about with the sort of dedication, good sense and clarity that I’m alluding to above.

It was a quietly inspiring way to close the day, for me. It opened with big ideas and DREAMS. It closed with real delivery and making a tangible difference.

You can find a Storify version of the Goffee & Jones’ speech here:

You can find a Storify version of Andy Lancaster’s session here:

Blogs on the Keynote can be found here:

The Exhibition.

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I went to the Manchester Exhibition 4 years ago. As an External Consultant there on my own, it was a lonely and slightly miserable experience. The people on stands were scanning badges to see what my status was (Not Buying seemed to be the response) and I vaguely remember going to a CIPD upgrade clinic where I started my application for Fellowship before losing the will to live ( I still haven’t upgraded, if anyone from the CIPD wants to help me, or listen to my views of the process, please let me know.) I went to a side discussion about Performance Management in the exhibition hall which left me ready chew my hands off because it was SO dull and pedestrian; yet I was surrounded by people I assumed were fairly fresh to HR taking reams of notes…the passivity of it all left me cold and worried about my Profession.

So I roamed the Exhibition hall this time round with a critical eye. What I saw this  year was some really innovative and inviting stands (Yes. People Management putting folk on the cover was a touch of genius. My Ego thanks you).IMG_5314

I saw massages and reki, cupcakes and lovehearts, bookshops and digital solutions. I saw side sessions that looked less like a repeat of my experience (the talk on Pensions wasn’t my cup of tea, but it was overflowing and the audience looked gripped).

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I saw Perry Timms (@perryTimms) in full flow and met a new-to-HR person later in the day, who confided in me that she had never really understood motivation, but after the guy with the Spiky Hair talked, she did.

I saw a profession alive and buzzing. . I saw people greet each other from way back and folk meet for the first time. I heard organisations looking to embrace technology to assist change. I saw old ways of doing, parked right beside new thinking. I heard people talk about that with curiousity. I felt part of something really rather dynamic with potential.  Later, I read blogs that were critically evaluative

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of what had happened. I read things that were fair, considered, that asked questions about diversity, about status quo, about pushing forward.

My experience was one of  people talking. Of change-in-motion.

I still saw some people who were wandering alone and looking vaguely like they weren’t included. I bumped into an ex colleague of mine who felt a little un-networked into the process. I wonder if, in the future, there can be more chat spaces specifically for those lone travellers ( as I once was) to say hello to each other without feeling awful about it?

 

 

Go Social

A Bevvy of BloggersI was genuinely honoured to be asked to take part as a blogger. I have been a member of the CIPD since 1998 ( dear God, how did I get so old?).  When I was an “in-house” Change Manager a Professional Body proved useful and supportive. These days, my  own local Branch in Edinburgh is strong, with a specialist People and Organisational Development Group running which is tailored to L&D and OD matters. But I have firmly been in the “what does the CIPD do for me?” camp for the last few years, especially since my Consultant status means I have little representation in the magazines or research. I have been adrift and was considering rescinding my Membership.

And so it is that through Social Media connections, through a growing network of people who share their days through Twitter and their thoughts through Linkedin, Google+, Storify, Facebook etc, I feel I am finding a community of Practice. A place I can discuss what is real for me and my clients. I have met people I hope will be in my life for a very very long time. I have been provoked. I have laughed. I have been moved beyond measure, but mostly, I have been lit up by a sense of being part of something happening – a national conversation in a Profession I believe could be better, stronger, more.

I am an advocate for Social Media. I am now an Advocate for the CIPD and how it is harnessing the people in the membership.

IMG_0027I kind of feel proud now that I was part of the incredible CIPD Hackathon that ran this year – ambitious, audacious and potentially ahead of its time. I don’t know any other professional body, or  public or corporate body that has sought to get the voices and opinions of the people affiliated to it in such a comprehensive way – but I’m sure I’ll hear more stories now I’ve asked….

I say ahead of its time, because something so big ( we’re hacking a Profession) and so new ( Hacking? What is this Hacking thing? Is that not a cough?) is easy to dismiss or doubt ( see comments and experiences on Goffee & Jones). I think it is only later that you can see the effects and start to get to the learning – at the time, you push and advertise and ask and experiment and just keep going.

As a Case study, it is fascinating. Many organisations could learn from it – good and bad – and at its heart, it was driven by social media and committed individuals. I’m cheering here. I’ve glimpsed the future. Actually, I took part in it too.

So I feel this could be three blogs. I’m roaming wide and long and I’m going to end here.

I must apologise to the excellent Rob Jones (@robjones_tring) of Crossrail , whose session on Leading Organisations through Change with his CEO Andrew Wolstenholme lifted my spirits and got me thinking.  I have not done you justice here. Please see the summary of the session here:

And to Peter Cheese (@cheese_peter) for not mentioning properly how he is in moving the Profession forward. I have SO enjoyed our conversations. Even when I’m thumping tables about “What does the CIPD do for me?”

And to whomever took the very first photo at the beginning of this blog – I “borrowed” it from Doug’s curated tumblr site and will give thanks properly, if you let me know who you are.

My end points are these:

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Please look at the work curated by Doug Shaw. There was a richness of content and involvement that, even if you are not a card-carrying fan of the CIPD, every organisation should be seeking

Think of your own part in Creating the Best Workplaces on Earth. If, like me, you are outside a bigger organisation, focus on making your own consultancy pretty bloody fabulous and work to really really push your clients to do the same.

Pay attention to Exhibitions and places people hang out together- what we do together often speaks way louder than what we say.

Go social – all the way. Find a way to harness your own capacity to use the rich voices and materials that are out there on line. In your business and for your people. If you are afraid – buddy up with someone. I have never met such a open, decent, maraudingly friendly bunch of folk as I have through the HR/L&D/OD people on Twitter.  They are dying to get you involved and genuinely excited about the potential of this Social Stuff. Try it. Honest.

In addition to those mentioned above here are more Bloggers and Social Media Press members involved:  @HRTinker (Tinker) @HRGem (Gemma Reucroft) @OdOptimist (Megan Peppin) @dds180 (David D’Souza) @Damiana_Hr (Damiana Casile) @KingfisherCoach (Ian Pettigrew) @SukhPabial (Sukh Pabial) @MervynDinnen (Mervyn Dinnen) @GrahamSalisbury (Graham Salisbury) @Workessence (Neil Usher) @NeilMorrison ( Neil Morrision) @Flora Marriott (Flora Marriott)  @RapidBI (Mike Morrison) @martinCouzins (Martin Couzins) Apologies if I’ve forgotten anyone….

Read their blogs & follow them. Please.

As a PS: Buy this book (I put this in as not only can I now claim to have had a hand in a #1bestselling Kindle book, I am genuinely proud to be part of The Book of Blogs project and  to know the inimitable David D’Souza AND the money goes to Charity)

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Focus Shift

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When mid-year swung into view a couple of weeks ago, I found myself doing one of those Scooby-doo double takes… Huh? How? What?

Perhaps this has been the cause (or the symptom?) of some recent conversations I’ve found myself in about focus. I’m not a precision junkie by any stretch of the imagination. I’m a lover of life, a connector of ideas, someone who relishes experiences over hypothesis. This means, fairly often, I am playing with and working on all sorts of things – seemingly disparate – and I have to remind myself, as I would my clients, about balancing my focus and my energy.

At a recent Leadership Retreat run by Wendy Palmer, I reconnected with the embodied part of my practice. This is the bit where, when I’m coaching or facilitating, I ask you to pay attention to yourself more fully… to lose some of the rapid thought, ambition, judgment, fear, busy-ness, that stuff….  It’s the bit where I invite you to breathe a little deeper, stand a little taller and cut through a lot of the crap you sense around you. It’s the bit where I invite you to focus on what is real, what is important for you and then work on how to make that bigger, more figural, more present in your life.

I’m not sure what the technical or academic term is for this. To me? It’s focus shift. It’s the part where we work together move your focus either up and out – way way beyond the issue at hand to look at the broader picture…. Or it’s the part where we move from the broad morass and life-stuff-hubbub to focus in on the quiet spaces and begin to unpick what matters most.

This is my job – to work with you in a way that is meaningful; to cut to the very crux of what action you want or need to take…. Then to cheer you on as you move to action. This is my job and I love it.

So it was I found myself wondering where my own focus has been so far this year – noticing the lack-of–contact I’ve had with certain friends and family and how others have absorbed me. The folk I feel I have let down, the folk I know I haven’t. The work I’ve done that has delighted, the work done that has distracted. The miles clocked up. The money spent. The conversations.The learning. The dissertation that I both love and loathe in a bizarrely complicated fashion. In the midst of all of this gloriously full-on life of mine, I found myself pretty knackered and a bit… hmmm…. Where did my year go?

Now I’m all for physician heal thyself. The last time I checked I wasn’t perfect and dropping back in on myself more fully of late, it seems that still stands. So I have been lucky enough and hopefully discerning enough to get into some conversations with people who have helped me focus more (shout outs in particular to Amanda Ridings, Jon Bartlett @projectlibero, David Goddin @David_Goddin, Liz Tyson, Rhona Graham @rhonaoGraham, & Joanna Pirie) – to pick what is important and true for me, at this mid point in the year.

Focus shift? It’s the way forward.

Feel free to contact me if you’d like to experience it….

Oh… and the peacock? He was strutting around Samye Ling whilst we were on the retreat. Is this boy a master of distraction or focus I wonder?

Day Six – Dialogue? What next?

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I’m aware that 5 days of blogging about dialogue is in fact broadcast or monologue, rather than good, connected, brain, body, beautiful, challenging conversation.

I had a chance for a walk in snowy Greenwich Park yesterday with parter-in-crime David and our dialogue threw up many things for me. One of which is firmly that I want other voices on the FB blog around this dialogue stuff… The other is there needs to be some settling of thinking after 5 days worth of pushing content out.

So I’d like to hear from the blogging, learning, vibrant Social Media & beyond community. What have others made of the content over the past days? What has provoked thought? Interest?

There are already amazing insights and comments from Paul Cummings, Rhona Grahame, Peter Cook & Neil Gowans over the series… And I’d love to hear more. If what I’m after is to invite thought, voice and discussion… It needs to show up in more ways than simply blogging.

So there are a few thoughts I’m playing with. The first is rather pedestrian – I’m going to set up a LinkedIn discussion group, invite folk to join & play…1 topic per month for 12 months in 2013 & see what that does for my & others’ thinking.

The second is a series of small, cheap, taster events that start folk thinking about talking well & with connection & experience good Dialogue.

And the third, for now, is an appeal to read back over the 5 days & comment below.

I enjoyed pulling this series together enormously. Shout outs to David for that thing he does that makes me thoughtful & Jon Bartlett (@projectlibero on twitter) for helping with editing and finesse.

5 days of Dialogue content. What do you make of it all?