By Neil Morrison, Group HR Director at Random House - Change-Effect Blog
Life is about contrast, the good and the bad, the brave and the faint hearted, the inspirational and the disappointing. The great thing about contrast is that it helps you to form an opinion, helps you to learn and, if you take the time to reflect and consider, it can help you to grow.
The first day of the CIPD Annual Conference has been a lot about contrast.
As an opening session, Gary Hamel was never going to disappoint. Energetic, humorous, informed and challenging. Some of the quotes alone were worth attending for,
“No-one grows up wanting to be a manager”
“Markets are better at allocating resources than managers”
“Management was created by engineers and accountants…..and it shows”
And my personal favourite,
“Organisations are like dogs, really good at peeing on lamp posts, not so good at doing the tango”
But entertainment is one thing. Was there substance behind it and what did we know that we didn’t know before we entered the room? The answer to the first question is yes, the answer to the second….not so much. But ou often don’t need to learn, just being reminded can be powerful.
The basis for future organisational success and growth needs to be about defining a higher purpose which we can all collectively work towards. Management is a tool that has developed to ensure conformity, but the organisations that will thrive and succeed are those that are not focussed on conformity, but focussed on innovation. And as HR people the fundamental issue for us is not developing better processes, better tools or better methods, but helping to develop better principles. In order to innovate and create at speed we need to focus on decentralization and not centralization.
Music to my ears.
The thing is, though, as an HR profession we have been focussed on the antithesis of these principles. We have become focussed on process and procedure. We desire conformity and control more than anything and this lust has led us on an ongoing agenda of centralization and aggregation. We have shown the greatest lack of ingenuity, innovation and free thinking since the lemmings all decided it was a good idea to follow one another off the cliff.
But life is full fo contrasts and on leaving the session, I went in to another (to remain unnamed) where I was presented with a “case study” full of process and procedure. And when I say full……I mean full. There isn’t enough Valium in the world to get me through that session.
If this is an organisational challenge then it is one which we are ill-equipped and ill prepared to tackle as we currently stand. Both a risk and at the same time an amazing opportunity. Because if we can get our own house in order, then we can play an important role of the evolution of business, work and the workplace.
From what I see though, we have a long way to go.
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