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Growing & Grafting New Organisational Tissue:
 HR’s Role in Change

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Main stage talk from HR Tech Europe 2015 in London about how and why HR should take a leading role in digital transformation and create an agile, people-powered coalition for change.

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  • Hey Lee, would love to hear the talk, if there's a recording? Stu
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Growing & Grafting New Organisational Tissue:
 HR’s Role in Change

  1. 1. Growing & Grafting New Organisational Tissue:
 HR’s Role in Change HR Tech Europe,
 London, March 2015 @LeeBryant
  2. 2. Our core team has pioneered the use of social technology inside large firms since 2002, and we now work with corporate clients to assist in developing new forms of organisational structure and practice to help create agile, responsive and adaptable 21st Century firms. POST*SHIFT introductions…
  3. 3. HR and digital transformation
  4. 4. digital transformation is changing everything…
  5. 5. digital transformation is changing everything… ‣ customer engagement ‣ products & services ‣ enterprise IT ‣ business models ‣the nature of the firm
  6. 6. can existing firms change, and what role should HR play?
  7. 7. Global Human Capital Trends 2015 Leading in the new world of work HR priority areas = key elements of digital transformation
  8. 8. Global Human Capital Trends 2015 Leading in the new world of work HR priority areas = key elements of digital transformation
  9. 9. social tools help, but cannot change the org on their own
  10. 10. Structure • Decentralised • Resilient • Adaptive & Emergent • Networked • Service-oriented Culture • Open • Customer-centric • Innovative • Experience-led • Passion & purpose Practice • Agile & Iterative • Data-driven • Collaborative • Task-focused • Podular digital transformation needs new organisational capabilities
  11. 11. but it also makes possible new organisational structures
  12. 12. but it also makes possible new organisational structures
  13. 13. and HR should play a leading role in their development
  14. 14. first: how do we change change?
  15. 15. how do people respond to classic top-down initiatives?
  16. 16. crash diets (like change programmes) rarely sustain
  17. 17. ‘quantified self’ continual improvement works better
  18. 18. idea: quantify organisational health, not the individual
  19. 19. how do we define and measure new organisational capabilities ?
  20. 20. Wider Market analyse market dynamics to identify required capabilities ecosystem organisation Market
 composition Customer
 behaviour Technology Products ‣ Cambrian explosion of startups ‣ Software is eating the world ‣ Emergence of high scale markets ‣ Speed to scale is crucial ‣ Platforms and ecosystems ‣ Experience versus features ‣ Collaborative consumption ‣ Everything as a service ‣ Empowered customers ‣ Trust is the new brand ‣ Mass-customisation ‣ The attention economy ‣ Faster diffusion of innovation ‣ Ubiquitous collaboration ‣ Connectivity in everything ‣ Designing for hackability
  21. 21. define target capabilities in clear and testable terms “As a sales organisation we need to offer an integrated experience (not front-ends to a set of separate silos working apart) to grow key account value”
  22. 22. then define relevant organisational health indicators
  23. 23. use internal social data to track ‘real-time’ progress
  24. 24. but use human sensor networks to determine progress
  25. 25. HR’s mission: help create people-powered transformation
  26. 26. grafting new organisational tissue where no capabilities exist
  27. 27. example: creating liminal spaces at the edge of the org Internal 
 Realm Liminal
 Spaces Ecosystem Internal Teams External teams new models: ‣ IoT, connected devices, data and platforms ‣ everything as a service ‣ customer co-creation and open innovation ‣ startup incubation and ecosystem development
  28. 28. startups, M&A and growing new teams outside the org
  29. 29. but beware the perils of integration and tissue rejection
  30. 30. making change routine
  31. 31. we need to manage and measure digital transformation
  32. 32. there is no perfect ‘target operating model’ end-point
  33. 33. agile transformation is about small changes & iteration
  34. 34. manage by ‘sense & respond’ not ‘predict & control’
  35. 35. small-scale org changes should be on the weekly agenda
  36. 36. how to manage & measure digital transformation actions
  37. 37. conclusions
  38. 38. HR should champion human-centric approaches to org. transformation1
  39. 39. HR should champion human-centric approaches to org. transformation1 2Targeting new capabilities is the best way to manage digital transformation
  40. 40. HR should champion human-centric approaches to org. transformation1 2Targeting new capabilities is the best way to manage digital transformation 3Measure organisational capabilities not just individual performance
  41. 41. HR should champion human-centric approaches to org. transformation1 2Targeting new capabilities is the best way to manage digital transformation 3Measure organisational capabilities not just individual performance 4Social data + human sensor network give us real-time evidence of change
  42. 42. CONTACT US info@postshift.com FIND US Our blog: www.postshift.com/blog SlideShare: http://www.slideshare.net/Postshift Twitter: @Postshift POST*SHIFT
  43. 43. https://www.flickr.com/photos/tsevis/14793153807 https://www.flickr.com/photos/jayneandd/4450623309 https://www.flickr.com/photos/16210667@N02/15721466273 http://i.imgur.com/m5LMGCp.jpg https://www.flickr.com/photos/vandalog/9445960751/ http://ht.ly/x0ohj http://www.flickr.com/photos/nicholas_t/3602389004 https://www.flickr.com/photos/eldomo/4250659210 https://www.apple.com/watch/health-and-fitness/ https://www.flickr.com/photos/alandd/4637759763 https://www.flickr.com/photos/wwarby/3016549999/ https://www.flickr.com/photos/nate2009/12436753284/ https://www.flickr.com/photos/decaseconds/8696247987/ https://www.flickr.com/photos/jdhancock/9544541664 https://www.flickr.com/photos/justinbaeder/5317820857 https://www.flickr.com/photos/pedromourapinheiro/2701817961 https://www.flickr.com/photos/laimagendelmundo/1148930404 https://www.flickr.com/photos/cambodia4kidsorg/3575872381 https://www.linkedin.com/pulse/new-research-shows-employee-engagement-now-1- global-talent-bersin http://gapingvoid.com/2006/01/04/wirearchy-t-shirt/ 
 
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