I am currently re-reading ‘Thinking in Systems: A Primer’ by Donella Meadows, a book that had a big impact on me the first time I read it. This time around, it reminded me of the Doom Loop.
A Doom Loop, aside from being an exceptionally good name for your next band, is the label attached to a reinforcing feedback loop in a system. A loop in which the selected solutions simply worsen the underlying problem. A vicious cycle, in other words.
A weekly post in which I share (some of) the most thought-provoking content I read this week(ish), which I am too lazy to write full blog posts about:
At a recent author’s talk at the University of Toronto, Joshua Gans opened discussion about his latest book ‘Disruption Dilemma’ by observing:
“People now want to be called disruptive, even when what they are doing is not, and that is a problem.”
He’s right, of course. If I have to listen to one more person tell me that their business idea is ”like Uber, but for X” and then proceed to explain something that is completely and entirely un-Uberesque, I am going to start carrying an airhorn.
“It’s like Uber, but for pet foo-MEEEEEEHHHHHHHHHHHHHHHHHHHHHH!!!!!!!!!
I strongly dislike the phrase “put the human back in human resources”. In part because it has become an unimaginative cliché and also because it usually sits atop a passive-aggressive treatise pleading with HR people to stop being such heartless, paper-loving bureaucrats and realize that employees are people too.
The premise underlying these arguments is usually that doing HR well is really just a matter of caring about people. This is nonsense, and does our profession a significant disservice. To see what this belief has wrought, ask 10 HR students why they want to work in HR, and I will wager money that at least 7 of them will say “ Because I’m a real ‘people person’”. Sigh….. Read more
Happy Wednesday everyone! I’m thrilled to be contributing a post over at the EOList this week entitled ‘ On Rethinking HR‘, in which I ponder the so-called HR ‘doom loop’ and ask: “To be an effective HR pro, do you need to be more of an HR expert, or an expert on your organization?”. If you aren’t familiar with the EOList, you need to get over there for a visit! The brainchild of Bonni Titgemeyer, the EOList is one my favorite HR blogs, and a terrific source of HR networking and employment opportunities. May the remainder of the week treat you well…
The end of a year is frequently a catalyst for reflection on the past and attempts to predict the future. I know I’ve been thinking about the future of HR, and my place in it, and have enjoyed reading (and re-reading) many of this year’s visions of HR’s Christmas Future.
One of the more intriguing visions of HR’s next incarnation that haunted our profession this year was the role of the ‘Performance Advisor’. Read more