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Posts tagged ‘Jane Watson’

Weekly Musings – February 19, 2017

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.

 

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My New Role at Actionable.co

2017 is off to an exciting start for me, with a new role as Head of People for Actionable.co. I never take the decision to move jobs or organizations lightly, and I already know that I’ve made a great choice. I believe in the change that Actionable is bringing to learning and development, and the team they’ve built to achieve that mission.

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Weekly Musings – February 12, 2017

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.

 

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Weekly Musings – January 29, 2017

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.

 

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HR: What We Don’t Know About the Gig Economy Might Hurt Us

For all the talk about the “Future of Work”, it still seems a bit abstract, doesn’t it? It can feel like we have quite enough to deal with in the Present of Work, without thinking about what the future might hold. Automation, AI, “Precarious Employment”; the subject is awash in sometimes confusing jargon. Indeed, aside from taking the odd Uber, most HR professionals I know view the “Gig Economy” as a bit of a buzzword, not as an immediate reality requiring our attention.

I’ve come to believe that we’re wrong about that. In fact, I think that the haze of information about what is happening, and what is possible, have obscured a clear shift in the labour market that we need to be paying closer attention to.

What IS the “Gig Economy”?

Gig economy: “The use of online platforms to engage in project- or task-based freelance work delivered over the Internet.” (via iLabour)

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Weekly Musings – January 22, 2017

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.

 

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Stop Trying to Disrupt Stuff and Get Business-As-Usual Right

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!!!!!!!!!

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Mentorship and the So-Called “Entitled Generation”

Happy Easter (or long weekend) to you! You can find me guest-posting at the EOList this week as part of a great Mentorship Month line-up. I  got  a little bit ranty about ‘millennials’ and mentorship. Check it out!

 

Image credit: Faye Cornish

#HRPA2015: Why Your Organization Needs More Rebels, Heretics, and Weirdos

What a whirlwind at the 2015 HRPA Annual Conference this week! On day one, following three keynotes, 2 sessions, lots of coffee, and two after-parties later, I arrived home with a brain full of ideas and an iPhone full of notes. Here’s my first post from this week’s HRPA Annual Conference 2015:

Why Your Organization Needs More Rebels, Heretics, and Weirdos

Take a second and think about the best team that you have ever been part of. What made the team great? What did it feel like to be part of it? How did the team members interact with one another?

If the team you’re thinking of was the picture of harmony and cooperation, it might be worth questioning your rose-coloured recollections of just how great it actually was. In the session “When Getting Along Doesn’t Equal Results” Nicole Bendaly notes that while harmony and cohesiveness often figure into our individual visions of an ideal team, these qualities can often mask a disconnect between what a team is doing and why they are doing it (the connection to organizational results). Read more

HR: Organizational Cheerleader or Agony Aunt?

Note: This post was my contribution to the crowd-sourced ebook This Time It’s Personnel: Humane Resourced 2. The brainchild of David D’Souza, HR pro, fellow contrarian, and spectacular blogger at 101 Half Connected Things, all proceeds from the sale of this ebook go to charities collectively selected by the many talented and creative authors. I am massively enjoying reading the varied viewpoints it contains, and have had more than a few great ideas while absorbing my fellow authors’ wisdom – I very much recommend it (and it’s less than $5).

 HR: Organizational Cheerleader or Agony Aunt?

If an Anthropologist were trying to conduct ethnographic research on the tribe known as ‘HR professionals’, HR blogs would offer a rich source of data. I imagine them hunched over a laptop reading, their notebooks filled with scribbles:

“Members of the tribe seem preoccupied with questions of collective purpose and meaning, resulting in a plurality of contradictory identities.”

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