#CIPD15 Annual Conference Day1 Recap

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Transcript of #CIPD15 Annual Conference Day1 Recap

  • Image Investors in People 2014 all rights reserved

  • What we heard, the big themes emerging1. 2. 3.

  • Isnt it about time we all became more mindful at work?

    The time has come to wake up from unproductive workplace distractions, the assumption that more hours mean better work, and perhaps focus on our social and interpersonal skills as managers and leaders. Its a question of productivity and performance. Isnt it time we became more empathetic towards ourselves?

    The true impact of employee wellbeing on the performance of our organisations is now clear. The average organisation saves per employee 1201 by investing in psychological wellbeing.

    Could HR step up to the challenge and lead the re-birth of a more reflective, mindful and thoughtful approach at work? The consequence would be happier and more sustainable organisations. Too many are living with the constant angst that they will keel over with a heart attack

    Neuroscience for Leadership: harnessing the brain gain advantage, 2015

  • How can the HR profession ensure that our organisations are sustainable?

    As stakeholders, customers and the media demand greater transparency, and the business environment continues to evolve faster than ever, the big question for many organisations is how they secure growth tomorrow?

    The world has seen a crisis of values. From the financial crisis of 2009, to the media crisis of 2011, to the revelations in the motor industry of the last few weeks; the long term sustainability of an enterprise has become of upmost importance. Leaders that fail to understand the interconnected nature of people, planet and profit are unable to create the sustainable, ethical business culture demanded of organisations today.

    At the heart of this is the context of the organisation. Start with a focus on the desired sustainable outcomes, and ask what are the principles we need to consider here? We cannot solve this by creating more rules, processes and structures or adopting best practice.

    Culture is the defining principle and organisational values are the driving force.

  • Whats the DNA of a champion?

    Are there some neurological or genetic traits that set apart top performers or could anyone achieve high performance in the right environment?

    The sentiment at CIPD15 was that talent is not enough. Its the starting point at which hard work, coaches, managers and supporters play an increasingly important role. Better to recruit an average performer and develop a champion for sure. The old adage recruit for attitude. Train for skills.

    Lessons from sport and business were clear. It begins with individual hard work and commitment. Our ability to operate under pressure, react, respond and perform. This is enabled by our ability to learn, absorb, and continuously improve in pursuit of a goal.Its the role of HR to create the climate where every individual can develop the DNA of a champion. The overall structure of any one persons brain is largely the same as any other persons. The function is unique.

    Neuroscience for Leadership: harnessing the brain gain advantage, 2015

  • @PeopleMgmt@IIP@RapidBI@HRZone@hrmagazine@Simonhealth1@HRpotential@Katie_jacobs@Damiana_HR@CIPDVia: Twitonomy.com