FROM ADMINISTRATOR TO INNOVATOR
HR is at a crossroads. At a time when volatile market conditions demand new organisational structures and ways of working that allow the business to adapt and thrive, many HR departments are still busy managing an old legacy operation concerned more with admin than the future of work. HR needs to undertake its own transformation — from Administrator to Innovator.
Transforming HR while maintaining legacy activities and managing the last generation of transactional software is not easy. HR leaders need to nurture a new mindset within their own function before they can advise the business on modern working structures and digital leadership models. So where to begin?
Extending the HR team’s own skills and knowledge is a good start, as well as enabling digital leadership capabilities and better working structures. But the missing link in many digital transformation initiatives is involving the workforce in setting change goals. HR can and should initiate a distributed conversation on what needs to change, and what everyone can contribute to building the future organisation.
We support HR leaders at every step of the digital change journey. Tailoring our engagements to suit specific strategic needs or urgent tactical requirements, we draw on decades of experience in social business design and our iterative approach to digital business change to quickly deliver tangible results.
KEY CHALLENGES FOR HR
- Lack of in-house digital skills
- Making better use of social tech
- Engaging a distributed workforce
- Limited input into digital strategy
- Reinventing HR while managing legacy
- Empowering leaders with digital skills
- Finding next generation digital leaders
- Managing expectations of digital workers
- Better collaboration across digital platforms
- Implementing agile ways of working
Help define the target business capabilities for digital transformation by using social platforms to host distributed conversations with the workforce. Gain situational awareness beyond employee surveys with data insights from enterprise social networks and HR systems.
Our Digital Capabilities Development services:
- Custom insights on digital capabilities
- Social analytics & data visualisations
- Workforce outreach planning & comms
- Pilot projects setup & measurement
Connected companies need connected leaders who can thrive in a networked world. We also need better digital leadership throughout the organisation. Cultivating leadership behaviours at all levels helps create a culture of action and accountability.
Our Digital Leadership Enablement services:
- Executive team briefings & guidance
- Inspiring future of leadership workshops
- Diagnostics on leadership health metrics
- Digital function design & development
THE FUTURE OF WORK
Digital transformation means upgrading our org structures and practices as well as shiny new tech. HR should play a key role in communicating how this can improve employee experience. We help HR leaders pilot digital tools and techniques in a ‘protected space’ and learn what works.
Our Future of Work services:
- Lessons from startup ways of working
- Digital culture activation
- Distributed change management
- Agile teams development & support
SELECTED BLOG POSTS
Social, collaborative innovation, powered by the wisdom of the workforce is like a golden goose - it can produce great value, but only if the conditions are just right. You need the right workforce, motivated and aligned in just the right way. Innovation...read more
One of the first changes a team notices when making the move from traditional ways of working to something more agile and flexible, is how often the words accountable, responsible and ownership crop up in team discussions. Often used interchangeably, they soon become...read more
In software development, over the past decade or more, agile principles have sometimes been overtaken by strict adherence to agile methods (Scrum, Kanban, estimations, standups, etc) at the expense of flexibility and - ironically - agility. Some challenges in IT...read more
Until relatively recently, what it takes to lead an organisation, and how to become a leader had barely changed over the course of the 20th century. An employee wishing to climb the hierarchy simply had to gather enough experience and expertise in their job and they...read more
More so than ever before, we see business models becoming more fluid, having to change to keep up with the dynamics of their market environment. Even large, traditional organisations are looking at structures such as Spotify’s tribe model or Haier’s autonomous...read more
When organisations begin ‘going agile’, one topic that seems to be debated endlessly is which scaling framework to use - there are a fair few plus variations to choose from: SAFe, LeSS, scrum of scrums etc. I’ve worked with organisations to implement and dismantle...read more
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