Failure to Adapt

Fighting the next War with Strategy & Weapons from the Last War
Throughout all the major changes I have lived through I have noticed a lag between the crises, the appreciation of the magnitude of the crises, and the need to make appropriate changes.  Those who don’t see the necessity for change are left vulnerable or obsolete. 

E.g.  While Nokia was the world’s largest mobile phone manufacturer, they were offered the rights to smartphone technology, which they dismissed as a gimmick.  3 Years later they were no more. 

For insight into Failure to adapt see: “The Rise and Fall of Nokia” on SBS On Demand.

We have noticed a change in the assignment specifications from our clients.  Factors such as location, duration, rates, permanency type of contract are normally all up for discussion.  Many of us are adapting.

Dave Ulrich’s Five Principles:  Virtual Masterclass
Dave hesitates to propose a definitive new normal or to speculate with precision what new practices will emerge from this virus.   Rather, he suggests five general principles in progress that may follow this pandemic by labeling them with an “-ing” adjective:  

  • Increasing customisation or personalisation - The virus has affected each person and organisation differently; such personalisation and customisation will likely continue.

  • Redefining boundaries of work from place to values - Traditionally, people go “to work”, are “at work”, and return “from work.”  With this mindset, work has a physical space and place boundary.  

  • Navigating paradox - In this crisis, leaders have recognized and been forced to navigate paradoxes, including caring for the individual AND creating a competitive organisation. This paradox navigation will likely continue.

  • Harnessing uncertainty - While people and organisations want certainty (predictability, low risk), this crisis reminds us that we need to learn to not just tolerate, but harness uncertainty.

  • Seeking guidance - Post-crisis, decisions should increasingly be made with rigorous analytics using digital technology. Making the right decisions comes from offering guidance that prescribes 'what should be' more than describing 'what is'. 

When: Wednesday, 15 July 9:30am – 11am AEST | Cost: $150  – exclusively for AHRI Members
Book Now  or  Become a member to book

Diversity, Inclusion & Respect Training Assignment                                       Melbourne
We seek expressions of interest from consultants that would help our client enhance its diversity, inclusion and respect culture.  Interested persons should send us the following:

  • A brief description on their philosophy in relation to diversity issues

  • List the experience they have had developing diversity practices and culture

  • Their CV

  • And anything else they consider relevant to this assignment

  • Confirm that they will be available to deliver a program in 4-6 weeks’ time

Expressions of interest to: reg@polson.com.au

(Is it not amazing that there are still some people who have not worked out that it not ok to grope or bully staff?  Is it not great that some organisations are committed to attracting diverse talent and providing a safe and respectful environment in which people bloom and profits rise?)
Managing Remotely: Helpful Workshops
We have been working with Justine Coleman since the last century and have admired her ability to adapt to changing conditions.  She is offering 3 workshops which readers may find helpful in the remote working environment:
Leading Remotely
Having the technology is only the starting point. ‘Remote Ready’ leaders know how to create a connection, bring the team along and support staff to be productive as our work continues to evolve daily. At the core, the leader’s role is to ensure staff are OK and on-track! In this practical 2 x 1.5-hour online program, the facilitator will model effective online meeting practice whilst helping leaders to create their personal tailored strategies to: 

  • Maintain their ‘leadership presence’ remotely

  • Ensure their team understands direction when the goal posts are continually changing

  • Agree on clear expectations

  • Maintain motivation and effective collaboration. 

Other remote working workshops are:

  • Skills to build remote working capability

  • Working and Collaborating Remotely

“Justine’s Zoom learning session was fantastic. Her use of the share screens, break-out spaces etc. was seamless and well executed. Timing and content were well done, and she read attendees and their needs and interest to participants well. Great session!  
Uniting AgeWell, Residential Care Manager
For workshop details contact Justine:  0434 674 669 jcoleman@performanceculture.com.au

Quote
“If you concentrate on being normal you will never know how amazing you can be.”
Maya Angelou