When James Cameron, world famous movie director, was starting the revolutionary AVATAR movie project he had t–shirts made up for his crew, with the words: Hope is not a strategy. James Cameron is known for being particularly meticulous in his leadership style, he has a plan A, a plan B, and a plan C, and “expects to be on Plan C by his second cup of coffee.” It is for this reason that he has been asked to give lectures to NASA and the US Navy about how to manage complex and dangerous projects where devastating changes can happen in an instant.
So much seems to be written about culture, and its importance, and the role leaders play in creating it. And yet in my personal experience CEO’s and CHRO’s don’t spend nearly enough time and energy on the subject. And of course whether you actively manage it or not, every organisation has one or more cultures ( large organisations often have subsets of culture within).
The Picture in this article shows what happens in nature when humans leave cities. Well, business is no different than nature.
Negativity takes over just like nature takes over when humans leave. In the case of businesses, people are disengaged. When staff are unhappy, they are in the office, but their attention is elsewhere. They much rather be somewhere else.
As soon as I arrived at the conference venue, I was welcomed by a lady in charge of VIP and speakers. She seemed happy to see me & asked me enthusiastically if I knew in which seminar room my talk would take place. “Yes. Seminar room 3 & it is tomorrow” I said. “Great! I am now taking you to the VIP/Speakers lounge so that you can eat or drink something,” she added. One part of me longed for breakfast in the lounge. The other half of mine responded: “Thank you. Actually I would like to directly go to the keynote area to listen to the keynote talk.”
In part 1 of this exclusive video series with Jonathan Krogdahl, in partnership with Sevenstep, looking at how organisations can anticipate change and deliver on it ahead of the curve.
Jonathan continues to look at legal requirements, like IR35, and the changes that they can cause organisations can take, focusing on how this affects HR as a function. Jonathan delves into the obsession with making talent acquisition strategic, emphasising the importance of understanding the basics first.