While two weeks ago, I said 2017 will remain etched in memory for the #MeToo campaign and #GoogleforJobs, there were quite a few topics (not all new) that captured the imagination of folks in HR. It may not have been the banner year for HR innovation, but there was plenty in news to keep us going. Here is a roundup of 12 topics from the last 12 months that had HR professionals (and others) around the globe sit up & take notice.
As someone who helped to produce and parent the Millennial generation I probably shouldn’t be surprised by their list of clear-cut “wants” from their careers, and yet I can’t help sometimes feeling that the list is a bit excessive. We were never so finicky!
Let’s remind ourselves what we know about this generation that by 2020 will represent 40% of the working population:
#OregonTrailGeneration #CompanyCulture #People #Talent #ServantLeadership
People simply trust other people
This excellent November piece from McKinsey on cyber security deserves a comment (“A Framework for Improving Cybersecurity discussions within Organizations” – Jason Choi / Harrison Lung / James Kaplan).
Cutting corners is nothing new, yet many companies continue to try and save money at any cost, without really considering the risk.
Security is not about “enabling” the business but “protecting” it
At the end of a keynote speech I gave at the excellent CIOWaterCooler LIVE! Event in London on 28th September 2017 on security organisation, governance and creating the dynamics for change around cyber security, I was asked a challenging question on which I would like to elaborate:
It’s a well-worn phrase from Heraclitus:
“Everything changes and nothing stands still”
or otherwise translated: the only constant is change.
If that’s the case, change should be no surprise to anyone. It’s an everyday, ordinary thing – one could go so far as to say it’s the nature of life - so why do so many teams (and entire organisations) struggle to implement change smoothly?
Digital transformation starts with a change in mindset. How much time and resource should an organisation commit to making that mind shift?
It’s said that “strategy is where we create our competitive advantage”. How much money, how much time and how many people are dedicated to finding a new competitive advantage?
“Culture eats strategy for breakfast” according to Peter Drucker. How much of your business resource is invested in changing that culture?