My first CIPD Annual Conference & Exhibition (ACE) was …….well…….ACE!

Arriving last night into a wet but lively Manchester I have been looking forward to attending my first ACE but have to say, it has far exceeded my expectations. Why?  My main take always are as follows for anyone that may be interested:

Keynote Speech

•      I heard Peter Cheese @Cheese_Peter  speak live for the first time and I have to say, I was very impressed.  His humility, his sincerity and his passion to ensure that “the future of work is human” was evident.  To coin @simonsinek  “start with why,” I firmly believe in what he believes and that is a great place to be

•       In addition I was really impressed by his ‘rally cry’ to all HR professionals to ensure that they are all striving to be experts in the fields of Culture and Organisational Behaviour.  This is the first time in my 3 years focussing in this arena that I have heard or seen such a direct call to arms for HR, in all its facets, to start getting their hands truly dirty, being curious about their organisations and driving personal and organisational development – I felt inspired and positive following his address

This was ironic/interesting as there were a number of delegates that either had super brains (like those super chickens) such that they had no need to take notes or they were present today because they were asked to attend

•   Then up steps Margaret Heffernan @M_Heffernan  I absolutely love her @TEDTalks    https://www.ted.com/talks/margaret_heffernan_dare_to_disagree?language=en so was very excited to see her present today. Margaret was sincere, direct and passionate throughout her talk which to be honest felt like 20 mins it was so engaging, the time just flew

1.   “super chickens” or Hi Potentials do not cut it anymore, maybe they never did?  “productivity of the few suppresses the productivity of the many”

2.      More solutions are developed through mixed teams, this is proven

3.       Three factors that make up great teams are empathy, inclusive rich contributions and more women/diversity

4.            “mortar counts more than bricks” – focussing on ‘helpfulness’ will lead to faster, efficient and more confident networking, leading to better outcomes

5.       The more nodes your network has, especially those connector nodes who appear to know everybody, increase speed and accuracy of communication.  Move away from top down communication models, they do not work anywhere near as well as networked communications

6.         Do colleagues really ‘know’ each other?  Colleagues should know each other better/more to improve “collective intelligence” of the organisation

7.          Why do people get ‘stuck’ in job roles?  Why do people not ask or challenge?  All of these barriers needs to be broken down through better networked systems

8.    Margaret asked “how fast does important information flow” within your organisation?  Interesting reflection

9.   Organisations need to invest more in ‘social capital,’ as we move from a complicated world to a complex world.  This is NOT chaos, just complex which requires a different set of skills

10.             A ‘shared consciousness’ of what success looks like, making it everybody’s responsibility and not just that of a few, will drive team working and in turn performance

11.          Working with a leading Chemical industry Exec, Margaret summarised two key traits for effective leadership

a)        Listening (effectively) – This makes me think of that LinkedIn quote that went around a few months back, see below:

b)       Questions – ask questions after you have listened This exec was asked to “promise not to say a word for one meeting”

The result?  An acknowledgment that the solution was better by allowing the line report to be heard – huge lesson here

12.      Debate, conflict and arguments = organisational thinking.  If we are not doing a combination of all 3, we are not thinking

This makes me think about @patricklencioni  The Advantage around Organisation Health and the conflict continuum

13.        Mistakes will happen, learn from them.   I feel that too often we and organisations are too scared to take (calculated) risks through fear of reprisal, and therefore stop learning

14. Summary

o             Rethink radically what we are here for?

o             Diversity = collective intelligence

o              Prize curiosity – continuous improvement is the on-going game

o              Change the lens on interview questions – “who helped you get to where you are”    rather than same old, bored tired questions

o     Leavers-  if someone leaves, stay in touch.  Extend and build the network.  Growth vs Fixed mindset

Finally get to know the ‘whole person’ at work.  I personally love this as we all know someone who leaves half of themselves at home to come to work.  Reminds me of DDOs such as  @nextjump  who are big on the whole person coming to work

Paul Taylor – @NHSE_PaulT 

The cream on the proverbial cake which was Weds 9th Nov 2016, was Pauls “journey through the woods of OD”  This was a talk that was interesting, superbly crafted, informative and enjoyable.

As he will publish the talk in due course, I will not steal too much of his thunder here, but just to say that I left his presentation:

  •   with the clearest view on what OD actually is to date, including more clarity on how I can be an instrument of change more effectively
  •   wishing to do more work around OD within and around my organisation
  •   wishing to be part of an OD community that openly collaborates for the greater good of all people, regardless of their organisation of work

Paul is an exceptional speaker with this presentation easily worthy of a keynote.

If I do not wake up tomorrow morning on time, I have more than got my moneys worth from this years event already.  Great job @CIPD

 

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