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Future Innovative Organizations will Harness, Leverage and Connect Talent
Cathy Sheldrick, Queen's IRC Marketing Assistant
In the old world order, organizations were structured so that they could leverage their capital; people were put in roles and given responsibilities, said Queen's IRC facilitator Brenda Barker Scott. "We wanted everyone to follow their role in the way it was designed. You didn't really have to develop your people or leverage the talents of your people, you just wanted them to follow orders."
"The world has changed, and continues to change," said Brenda, who is leading the Queen's IRC 2015 Workplace in Motion Summit. "If we don't rethink our concepts around how organizations work and how we leverage and manage people within the organizations, then we're going to get totally left behind. If organizations don't get ahead of the shift, they won't be around."
This dramatic shift has come because of the knowledge economy, and because the workforce of tomorrow is demanding a more innovative and purposeful environment and work context. "Before it was about dividing labour for efficiency, and now it's about connecting people or talent for innovation and progress. If organizations don't do that, they're going to become irrelevant," said Brenda.
"If organizations or people aren't doing their jobs, folks are going to come along and do their jobs for them – and they're going to do them better."
At the Queen's IRC 2015 Workplace in Motion Summit, there will be three break-out sessions designed to focus on the specific issues affecting human resources (HR), organizational development (OD) and labour relations (LR) professionals. These sessions will be led by practitioners at the cutting edge of their fields, who are working with clients experiencing the challenges of moving to the new world of work, as well as pioneering organizations who are already there.
Diane Locke will lead the HR session, Francoise Morissette will lead the OD session, and Anne Grant will lead the LR session. Participants will have the opportunity to attend two of the three sessions. This month, we look at the OD and HR sessions.
Human Resources in Motion with Diane Locke
How do we attract, engage, retain, and fully leverage the millennial population? How do we manage the impending talent shortage? How are we going to be challenged in the future?
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Organizational Development in Motion with Francoise Morissette
What type of organizations will be successful in the future? What kinds of workplaces will work for the millennials when they take over? What can the OD professional do to leverage their own potential?
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Talking Trust in Trinidad
34 Behaviours That Affect Levels of Trust in Business Environments
Paul Juniper, Queen's IRC Director
I recently had the opportunity to work with a group of HR professionals in Trinidad, through Queen's IRC's partnership with the Arthur Lok Jack Graduate School of Business within the University of the West Indies.
As part of our discussion about building trust in the workplace, we discussed behaviours that lowered trust and those that raised trust. It did not take long for the participants to generate lists of behaviours through table discussion. It was not surprising how frequently participants pointed to similar behaviours in very different workplaces.
Below are two lists of behaviours that they experienced which affect levels of trust in their workplaces. Have you experienced these in your workplace?
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