18 Dec 2017
Saturday December 16th the HRbuilders office boat was buzzing with innovation vibes as 80 HR rebels came to Ghent for an exclusive meet-up with influencer and thought leader Peter Hinssen - "biased by innovation and naturally high on Silicon Valley". We talked about bananas, Batman and Robin, dogs, education, ecosystems, unicorns, Ali Baba, Tencent, nudging, AI, blockhain, weapons of math destruction, the day after tomorrow and the shit of yesterday.
Happy to share with you some key take aways:
These are the best of times, these are the worst of times -
This is the age of wisdom, this is the age of foolishness
The future always gets there
We have to stop looking at tomorrow with what we know today. Because you will surely miss out on some fundamental changes. If you try to imagine The Day After Tomorrow with all possible scenarios of radical change and work your way back from there, you’ll end up with a different kind of tomorrow.
The world isn’t moving faster - if we survived the social and industrial revolution, we will also survive this 4th revolution.
Technology has become the new normal
Day after tomorrow thinking = Wauw & Oei
The day after tomorrow is about wauw & oei: do you see the dangers or the opportunities?
Jeff Bezos (Amazon) translated the 5 stages of grief to the different stages in digital transformation:
- The Kubler Ross curve: denial - anger - bargaining - depression - acceptance
- The Jeff Bezos curve: stasis - irrelevance - decline - death
Jeff Bezos wrote an amazing letter to his shareholders in which he explains why it is key to act as if every day is your first day. "It is always day 1", if you keep innovating you can live forever, if you don't, you will become irrelevant > you can check out the video and read the entire letter via this link
It is key to keep on reinventing yourself.
You will never lose: you win or you learn
Unfortunately, HR is not at the forefront of innovation...
Start with Yes
According to Peter, we ask too many European questions: "Yes, but..."
We're always thinking in restrictions in Europe. Better than yes but, we shoud try to adopt the yes and culture.
Economics of category kings
The 4th industrial revolution is about networks, information, intelligence and automation and this comes with the rise of a new set of economics: the digital economy. Technology is changing and disrupting markets. We’ve entered the era of category kings: the era in which the winner takes it all
Information as an asset - trust becomes essential
In the digital economy information has become an asset and trust will become essential. We’re turning information into intelligence. 2017 was definitely the year of bitcoin and blockchain
If you want to be relevant, you have to pick up the heat!
Two fundamental questions for corporates: when and what
- When to innovate: start to innovate when you’re doing really well - not if things are going down, because then it's allready too late...
- What: How much of your time should you spend on today, tomorrow, the day after tomorrow? It should be 70 - 20 - 10, in most companies it is 93-7-0 and then there’s the shit of yesterday (SOY)
We have to overcome the corporate myopia
The innovation canvas
How do companies innovate?
- Product innovation: most companies focus on the product (apple),sometimes it backfires (coca cola)
- Market innovation: by looking at adjacent markets: this is were lots of companies screw up (colgate lasagne #seriously?)
- Service innovation: same product different service (netflix, Mc Donalds, IKEA and taskrabbit)
- The ultimate innovation is business model innovation: kindle, iTunes
Disrupt yourself before someone else disrupts you
Plantations and rainforests
Startups don’t have to deal with the SOY: Start-ups have 95% chance of dying and they’re fine with that; the environment which can be compared to this situation is a rainforest, while the environment of corporates is safe (plantation).
When big corporates (plantations) acquire a start-up (rainforest) the start-ups often dies, not because of technology, because of the culture which is fundamentally different. It’s not about the facade, it’s the fundamental shift from static tot fluid organizations.
It won’t work if everybody brings their dog to work
or if you hold your
meetings on a ping-pong table :-)
We need more DKWTD and mavericks
There are two kinds of people: KWTD and DKWTD:
- people who know what they’re doing (KWTD)
- people who don’t know what they’re doing (DKWTD)
Elon Musk is the king of DKWTD because he keeps doing things that never have been done “I’m gonna do it anyway”
In startups: 99% of the employees are DKWTD - in corporates 99% of the employees are KWTD
We’re so extremely busy doing our job,
we don’t get any work done anymore (Seth Godin)
Work is broken. HR is broken. Tools are broken
There’s a massive shift in employment: 10% of jobs will disappear, 100% will change.
BMI = bureaucracy mass index (Hamel). Today people are disengaged because of the high BMI...
That’s why reinvention is key
And HR can learn a lot from marketing! How can we turn what we know in HR into real value, capturing and using the data, being proactive instead of responsive, and then using the power of the network, focusing on the employee and the employee experience.
Some people say HR is probably the shittiest job you can be in right now, then again, there’s also another way to look at it: the potential is huge and HR can and should take the lead and become chief adaptability officer.
Peter left us with 4 questions:
- how can you tip the balance between the DAT and the SOY
- how can you boost the output of the 1% people who DKWTD
- how can you put some rainforest magic inside your plantation
- who would you put on your disruption comite
Saturday December 16th we wanted to inspire HR and the best way to do that, is by bringing in a not HR person, in this case a tech guy Peter Hinssen. Saturday December 16th was all about connecting great people in HR and shaking things up in HR. That’s exactly what HRbuilders is all about, that's exactly why our clients keep reaching out to us when they have a temporary HR gap.
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HRbuilders is a passionate, visionary European HR Interim Management leader. At HRbuilders we are committed to connecting great HR people, providing you with valuable curated content and helping you as an HR professional to stay ahead of the curve. It is also our mission to shake things up in the in the sector of Human Resources and to look into the new ways of working in game changing companies.