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Organisation Development

Mothers Come Out with Passion

When more and more people search for fulfillment in making a difference, what do you do if you have a family with one foot in 'security for the family' but another in 'role model to your children to make a difference and thrive on their passion.'

The Corporate Leadership Council research on commitment identified engagement can lead to the increased productivity of a company. The ultimate engagement in simple terms is a person has:

  • A belief in the purpose that the company or brand makes to a given cause
  • A belief in their contribution and how much they impact that cause

That's great except:

  • Not all companies have an altruistic cause, or indeed start to really identify and engage employees in it's purpose.
  • As a mother you still need to ensure the basics are there for your family, and a shortness of time. However, believe me with a few tips from a working mother and a Doctorial Business Administration, out of an original class of 13 men, plus 1 woman you can do it!
  • As a mother the day you gave birth you knew you had the power to overcome any barriers.

So what do you do?

  1. Identify your passion. If you are going to work on it make sure you are passionate about it. It will be your time investment.
  2. Identify your strengths.
  3. Where do the passion areas and strengths overlap. You do not have to have all skills you can partner with people that strengthen your weaknesses.
  4. Bounce off of your, friends, networks and make new friends. Surround yourself with people that will take you higher.
  5. Funnel your energy in a way that gets you to your goal in your timeframe. One way is for it to be in a program like an MBA or DBA. Another is to be part of a group that develops projects. I’m a member of the hubzurich.

You will not be alone. There has been an increase in 'personal projects,’ and 'people studying' to infuse the creativity and fulfillment that people yearn. 

That's how my journey started. I decided to embark on a doctorate. As part of the doctorate a project grew into what is now a mission for societal change. The goal is to support 1Mn mothers by the end of 2017 with more time in their day, to spend time with whom they love and on what they love.

Be brave to follow your passion and evolve your life, personal projects and work around the impact you want to make in life.  In my case HR has gone beyond the immediate office to reaching those future generations via their parents, and giving parents what they need most more time.

10 Top Tips: How to Study and be a Mother Working

Just before having my second child I decided and discussed with my family to study a doctorate. My husband chuckled in his typical danish humour 'you never stop wanting to learn' and I rebutted 'is that a bad thing.' 5 years later and it was the best thing I did for many reasons. Not least I found from my passion a way to help other mothers, and my 'why' was to give more women time in their day.

If you are a busy mother working and you are making the choice of can I? Shall I? You may find my tips and learnings useful.

1. Assess if it’s right for you and your family?

a. Sacrifice

• Ask yourself what you want to do and why you want to do it? In that process challenge yourself really why, and are there other ways to get there? An academic qualification may not be the only way to achieve your goal. Then if it is what you want, are you willing to give up your time when the children go to bed? Are you willing to give up some of your time with your partner? Is it worth it? Dependent on your answer, it may be that it is not the right time for you to study.

b. Passion (1)

• Are you passionate about it? If you are not – do not do it. Life is too short to waste time on the things that we are not passionate about.

c. Routine

• Do you have a routine that would enable you to study?

• Do you have structured sleep times that you can guarantee regular time to study?

• Do you know on the whole that your kids sleep well? So that you have energy to focus.

• Do you have regular travel times on public transport that facilitate regular reading and or study time? Or do you have any other time that is not being utilised?

If the answer is yes to the first two points, then you can organise the time resources necessary. The final bullet is a bonus. It may not be how other students might work, but 2-3 hours a night adds up to 14 – 21 hours a week.

2. Initial Investigation

• Investigate what possible courses are available that provide different options: location near home, online, opportunity to defer, mixture of assignments and exam, the languages you can take it in, past students outcomes/ successes (call the course supervisor or dean), resources and cost. Analyse and prioritise the option/s that you can then discuss with your support framework - family.

3. Support framework

• Ask the same questions about sacrifice to your family: partner and kids, and are they willing to support you? It has to be a joint decision because if not the times when you need to have your head down to get an assignment finished, and you are unavailable to them could lead to resentment.

• Is there anything that you can add to support you? Can grandparents help? Can you afford outside help: a babysitter, au pair or nanny? Think these things through because there is a lot of time involved.

4. Cost

• It may not be cheap! There can be scholarships available but be realistic because parenthood is also not cheap. Research funds and make a budget plan accordingly.

If you are willing to make the sacrifice, identified that there is a routine that would facilitate study and support. Then move on to the next stage ‘Design’

5. Design 'a way of working' into your life that will make you successful?

a. Where

• Pick the physical or virtual location to study that makes sense to you. I choose to study in the city that I now reside. I sometimes travel with my job, so as a family it would be an extra burden to go away to university weekends. There are 11 compact weekends in total, but each one I am home for breakfast, and can spend time with my family in the evening. A work colleague suggested going to Copenhagen to study, but what was more important to me was limiting the impact on my family. Secondly, a doctorate is not marked as traditional exams or coursework. Essentially your body of work has to be accepted by the experts, so in this context the place became irrelevant. This may not be true for all qualifications, but it is something to take into account.

b. Organise

• Go through and request the timetable for the course that you decided on. Put all the assignment dates in your diary, and make a plan ahead of time that allows you to meet the deadlines. Strangely, 1 single man has dropped out the doctorate and 2 people have been late with assignments out of 9 people. I am not aware of their full circumstances, but what works for me, is the scheduling of assignments and their completion in advance. I cannot afford to wait until the last minute. I have to dedicate time to it regularly; no excuses.

I have had to push back as I have a full time job.  It was important to understand what is realistic, and prioritise.  In my case work took the priority and I extended my doctorate for another year, doing it all was not possible.  It was not about how fast I completed, but completing with a healthy family and healthy me.

6. Tools

• If you haven’t already you will need a dedicated machine just for you and your study, and I highly recommend an Ipad with a kindle app, or kindle. The ability to read anywhere and everywhere that you have a free moment means that you can maximise your research and analysis time, boosting your productivity.

Use Your Network

• Mummies are the most powerful and resourceful network. We all make choices and I know Mummies who are blissfully raising their children that were lawyers, copy writers, teachers, HR Directors, CEO’s and the list goes on. Reach out for help. I needed someone to proof read my research proposal. I stopped counting after 8 people stepped forward. The value they added was colossal, because they provided a second pair of eye’s to: grammar, clarity and even built on the process.

7. Do it in a way that makes you successful.

8. Family

• Check in with your family how it is working and if there anything that would help each other? Overall my family is so proud of me. There have been times where we have had to make sure that we both get a break.

Reality Check

• The good thing about studying later on in life is actually I am no longer an anal perfectionist. I work hard at it and do many drafts, but there is a point where I say ‘that assignment’ will have to be enough as I want to play with my son and daughter.

9. Passion (2)

• If you are doing a thesis make sure the topic is what you are passionate about. My topic is how to develop talent in children. When I was on maternity leave with my second child I was so engrossed in the subject that I would sit down to research, and then before I knew it, it was time to pick up my daughter from kindergarten.

Be clear what success looks like, and it is not what you think!

10. Outcome

• Be clear that this does not define you. It may help you to get to a goal but success does not come in the form of a job title, or degree. How you live, experience life and the difference you make to the people you meet is success. It could be as simple as you need a mental challenge, or you want to make a difference in a certain field. So if this helps you in how you live and experience your life then go for it.

The original article was actually published earlier on in my studies, to help and support other mothers.

There are two outcomes from my study:

  1. Research on adulthood success from childhood, to put it short parental attachment is statistically significant.
  2. What I did not have was automation of the crappy, pesky chores or the things that drain time.

8 Points to Consider to Not Have Glocal Failure Workday v SuccessFactors

Living abroad you notice all kinds of what I call Glocal failures.  That's the want to localise but be global.  When you buy a new software, or even product and the automatic customisation of the language is in German, French or Italian and you may or may not get an English option.

In Human Capital Management (HCM) systems developers have to push Glocal in the business to employee space so how do they weight up agains the 8 factors often considered in the organisations needs?  This blog provides a high level assessment.

It all depends on your organisation, what countries you serve, the nature of your business, data, TOM, and IT landscape.

WorkDay and Success Factors are continually developing their applications, so this is an approximate evaluation is my own opinion in comparison between Workday and SuccessFactors as of the beginning of 2017.  

Self Service Adoption

Workday currently has more extensive mobile enablement which allows easier adoption. What should however not be underestimated is that the managers role is not HR.  The future pushes the Service Model to the manager and that needs to be correctly supported.

Self Service Adoption

Both SuccessFactors and Workday provide extensive self service for employee, managers and HR that are easy to adopt due to intuitive navigation within each function.  What should however not be underestimated is that the managers role is not HR.  The future pushes the Service Model to the manager and that needs to be correctly supported.

Business Services Integration

Business Services Integration

SAP delivers prepackaged standard SAP connectors and a local app development area for extensions, a bit like android or apples app developer hubs.  Standard platforms such as Boomi, Hannah, HI for the integration to core HR solutions and Payroll.

Workday also has standard connectors and tools for major systems that can be used as accelerators, integration is however more complex and costly for other business and local systems.

User Experience

User Experience

SuccessFactors is also highly rated for its look and feel, and ease of navigation by end users.  SAP offers most but not all functions on the mobile platform.  There is a  restriction for administrators on some functionality where mobile is not yet possible.

Workday is highly rated for its ease of use in several servility polls conducted by real end users, and is fully mobile enabled.

Localisation

Localisation

SuccessFactors by the end of Q4 had circa 80 country packs where local legal requirements are built in as standard, and in country resource maintain and push them to new package releases for you company.

Workday has a predominantly global outlook, with less flexibility for customisation.

Payroll

Payroll

SuccessFactors provide payroll coverage to 30+ countries, payroll is integrated with modules from local pay impacting data straight to the payroll provider.

Workday has payroll built in for 4 countries: US fully operational, UK, Canada and France are on release but not available yet to all customers.

Analytics

Analytics

SuccessFactors have the first level of data available, but full Business Insights is chargeable.  The cost and real application to business analytics still is a solution I look at with businesses on their ROI.

Workday full analytics comes as standard with fully drill-able insight.  The cost and real application to business analytics still is a solution I look at with businesses on their ROI.

Strategic Workforce Planning

Strategic Workforce Planning

SAP have a Strategic Workforce Planning model as well as extensions 'Enterprise Jungle' and 'FieldGlass' to manage the ever increasing agile and contingent workforce.

Workday supports strategic workforce planing across HR data and other systems

Application Management

Application Management

SuccessFactors allows you the grace of 2 release codes.  It alerts you to release change and new you try packs changes and implications.  Effort is still required to manage the impact.  This leads to often new roles in the Service Organisation e.g. managing the tool and it's impact.

Workday forces you to upgrade so planning, preparation and release effort is impacted.This leads to often new roles in the Service Organisation e.g. managing the tool and it's impact.

Calling BS on Ulrich

Ulrich himself has criticised his Target Operating Model in an outsourced environment, but increasingly the implementation of next generation cloud Human Capital Management Systems are coming unstuck in organisations once implemented.  I have just spent the run up to Christmas with 4 organisations who have made the same oversight.

The four roles:

  1. Strategic Partner
  2. Change Agent
  3. Employee Champion
  4. Administrative Partner

changes the depth and type of roles fulfilled by the different players, arguably there are new roles that I will cover in another blog in the future..

  • HR Business Partner
  • Centre of Expertise
  • HR Operations
  • Shared Services
  • Manager 
  • Employee

The manager and employee previously did administration and the process was often instigated and facilitated by HR.  The automation of the process provides a business case in the reduction of HR's cost to serve, but the balance shifts to the manager with a increase role to play in the instigation and facilitation of HR processes in Workday and SuccessFactors.

The challenge is whilst people management is the role of a manager; HR isn't.  In reality what I am seeing on the market is organisations where:

  • Managers are stuck but they do not know because HR is not their skill set
  • A large amount of pending transactions where managers, employees and other customers are stuck

This can be fixed if the Target Operating Model is designed end to end, with what can pragmatically implemented.  Again not consultancy BS, but working with organisations or people with experience of running operations and service.

The HCM systems do not come with the help and support for the manager because they are the User Interfaces (UI) that we expect in our private life, but those UI's also come with digital interaction to support us.  

The managers are now able to initiate HR processes, but what they need is well-defined points of contact, and the means to resolve where they have a problem are critical to core HR to be effective and efficient.

What's needed is the well designed Human Interaction Interface the next generation digital contact to support and facilitate the deeper administration role the managers play:

  • Global and Local requirements collected in plain English, validated and then automated 
  • An employee segmented service that provides the right touch support for that segment and the transaction just as in Business to Consumer markets across omni channels
  • A virtual agent that knows when support is needed with agile content like you would find in Square Space of Apple
  • The ability to speak to a human being and or book an appointment as you do at the Apple genius bar
  • Pro active campaigns from HR to improve the people impact on the business

In implementing HCM systems we must not under estimate the fundamental shift we place on managers, and the managers job is not HR.

 

 

Changes from Within in Difficult Times

Changes from Within in Difficult Times

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The types of businesses we are, the way we do business, the way people work and the technologies available to use are continually changing. colorful-chameleon

We have moved from managing traditional co-located teams of people, to talents working virtually all over the world.  Businesses can create and innovate from multiple locations, and start-ups use facilities like Freelancer.com, virtual working software, Voice over IP, Teleconferencing…. to leverage economies of geography.  Their agility makes it possible for small David like Business Models, to battle slower moving Goliath’s.

The Goliath’s are trying to gain more flexibility and change organisations to be able to compete.  Organisations have more diverse stakeholder groups, more exposure with social media, more global coverage tapping into emerging economies.  Organisations are trying to make there business fit not only today’s needs, but tomorrow.

So how do we even start to look at doing that?:

  1. Look at agile competitors and start-ups, as well as larger ones.  However, it is not possible to copy and paste.  It has to be the right custom fit for the organisation.  It may not be right for you but at least be aware of smaller player, which can now scale quickly in todays world.
  2. Engage with your employees and managers with what working environment would benefit the organisation now and in the future.  This could be a working group.
  3. Scan for technologies, and practices available.
  4. Understand what would work in your organisation.  This will probably not be a one - time thing.  For some, it may be a cultural change that happens in phases.  So understand the end game.
  5. Define the TO BE and what steps need to be taken.  These steps are not just technology, physical placement of offices, people’s mind-sets and culture.
  6. Design and build that change with great communication, and culture change plans.
  7. Keep revisiting what you need to be as an organisation.  Challenging yourself on: what could destroy us now?  What are the agile competitions doing, or able to do that we can’t.
  8. Try to also stimulate innovation from within.

Some of these practices may make you more agile yourself, being able to be more effective.

Be a business chameleon.

original-dream-I-want-to-have-a-chameleon-or-a-lively-lizard-time-2012-07-08_13-24-34-userid-186

Globalisation – The East Re-financing the West Some Thoughts for OD

Globalisation – The East Re-financing the West Some Thoughts for OD

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Back when I was consulting it was all about the BRIC economies.   We outsourced like hell to get economies of scale.  Business Process Outsourcing continues to attempt to make things seemingly cheaper.  There has been mixed success with some of these business models.  Where the models flopped the key flaw was the integration of people into the process, and misunderstanding of culture.  To realise the ROI many companies have to tackle this issue. Companies like Nespresso have bucked the trend with manufacturing in Switzerland.  Switzerland is not a cheap place to base manufacturing, but the quality, consistency and productivity has been factored into the business case. Those tiny little capsules of premium coffee lock the customer in, and they are happy to pay £4.80 a pack.  In 2010 they sold 6.5bn capsules according to Bloomberg.  The luxury at home coffee market is estimated to be worth £8bn, and Nespresso is still in double-digit growth but now competition is fierce.

Before we speculate on some implications for OD professional, it is important to note the new trend.  Those countries that the West naively outsourced to do the manufacturing of the whole product (eeek) or components, and non-strategic fulfilment of the processes, are quickly becoming serious technological contenders.  For example, take Tata Steel and Mittal Steel who bought Corus and Arcelor two of the EU’s biggest steel companies.  Our political leaders like David Cameron are going cap in hand to the Chinese for help.  The west is losing dominance of its own markets.  At the same time China and India have the two biggest markets of their own.  China sold a million cars per month in January and February 2010!  There is yet again a seismic shift.

This is a game changer, for those companies and countries that want to continue to be global players.

It is Europe who is dependent on the IMF for funds, as apposed to emerging economies.  It is China who has been the major investor in Africa £7billion in 2006, which is not yet tapped for its natural resources!   Sub –Saharan Africa is growing with a GDP of 5% or more between 1995 and 2005.  The recession cut growth, but the world bank expects it to return to 4.5% in 2010.  The projected GDP for Africa 2020 is 2.6 trillion and 18.6 trillion in 2050!  If China is the backer here then much like Britain built its empire, these are the foundations for the future wealth.

GDP Africa

The political forces are aware of this change.  For example, the US congress blocked the $18.5 billion purchase of Unocal by the 70% state-owned China National Offshore Oil Corporation.  China has liquidity.  Its cash reserves are the equivalent of 40% GDP an estimated £3.3 trillion! Watch this space!

So what does this mean for OD professionals?

  • We need local leaders, and local talent for the game changers in BRIC but with the new countries, Russia and Africa.  Goldman Sachs and economist Jim O’Neil defined the next 11 (N11) emerging countries and CIVETS outlined by Robert Ward: Columbia, Indonesia, Vietnam, Egypt, Turkey and South Africa.  To overcome the cultural issues, understand and innovate in that market.
  • Global leaders may need a different skillset, flexibility and awareness.  Check out a post on learning Chinese.
  • Do not just think about efficiencies of outsourcing to the East, we now need to think in reverse, and in-between.  We need people that can understand and leverage the benefits of Re-financing.  What can Corus gain from Tata and visa versa to be a more effective global player?  Are their parts of the process that are now better suited in the West?

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