Showing posts with label Finance. Show all posts
Showing posts with label Finance. Show all posts

Monday, 13 May 2013

Varsity Vistas


I have recently returned from an exceptionally productive, enjoyable and informative few days in Cambridge.  I was responsible for a leadership development programme designed in conjunction with the Judge Business School http://www.jbs.cam.ac.uk/ and not only was it very well received, but also I have no doubt that it will have a profound and long lasting impact on all involved.  There is little point investing time, money and effort on leadership development if you don’t want your leaders to develop and change.  Regrettably, many top level learning and development (L&D) initiatives are seen simply as “deserved” or “required” attendance by corporate executives and hence they participate either as a chore or for an easy break from normal routine; once “back in the day job”, it is all too easy to revert to the comfort and familiarity of accustomed roles and approaches.  Change demands effort and determination and works best when people support each other in achieving a shared goal. 

View through oculus window of Lecture Theatre 1, Judge Business School, Cambridge
Photo by Annie Galpin
 
It is usual, at the end of a learning event, for individuals to make a personal pledge that they will utilise their new-found knowledge and skills in the work environment.  Indeed, each of the attendees with me have been asked to select two things that they will do differently (or commence doing) going forwards and I will be supporting them to ensure that they achieve their goals, as well as measuring what change can be assessed.  I am confident that each individual who attended the event in Cambridge is committed to applying their learning.  However, their personal undertakings, to achieve singular and organisational change, are not what made the event exceptional.  There are few cities more beautiful than Cambridge and it was looking particularly attractive: soft spring sunlight on honey coloured stone and blossom and fresh leaves on the trees.  The verdant foliage, burgeoning after the long period of cold weather that the UK has endured, seemed to echo the eagerness of the attendees to learn and grow.  We were fortunate, we were joined by an inspirational collection of exceptional speakers and experts, who struck a chord with all attendees.  I confess that it was both a pleasure and privilege to share aspects of my alma mater with colleagues and friends, but that was not what made the event so good.

Queens' College, Cloister Court
The thing that made it different was the genuine sense of connection, in every aspect from the attitude of the attendees, their preparation, commitment and the event’s clear outcomes (both agreed and unexpected).  I am an experienced HR professional and have designed and run numerous L&D sessions over the years, some award winning and many life-changing for individual delegates, but this one was genuinely different.  Why did it stand out?  What did I experience and learn?  I think the essence of the differentiation is founded on unity.  There was an almost palpable level of engagement and a shared passion to define and commit to desired change.  Every attendee had come prepared and determined to benefit from the opportunity.  Nobody was there because they felt they had to be and, without exception, they wanted to learn, share, talk, discover and build a better future as a team.  There was a logical flow through the days so that knowledge was built upon and strengthened.  I was reminded of the value of physically bringing people together.  In our increasingly technology enabled world, e-learning has its place and I work for a global group, so, for ease and efficiency, we use webinars and video conferencing to enable people to benefit from shared learning.  However, humans are social beings.  Some of the attendees, despite having spoken with and seen each other from afar over a number of years , had never spent time together in the same location.  Genuine connections and understanding occurred.  We deliberately did not remain locked in a hotel conference suite or lecture theatre for the duration of the event, we used various university facilities (including museums, art galleries and debating chambers) and hence time was spent walking between venues.  People chatted en route.  So much was gained by spending time together, bouncing ideas around, exploring and gaining memories that we all now treasure.
 
Bridge of Sighs, seen whilst punting on the river Cam
People have returned to their respective offices and teams and have already started applying and sharing their new-found knowledge.  Attendees have designed and started delivering L&D sessions, to cascade their understanding and ensure that there is a shared language and approach across the Group.  We were fortunate to have the corporate artist, Simon Heath, with us in Cambridge ( http://www.linkedin.com/pub/simon-heath/16/75b/866 or follow him on Twitter https://twitter.com/SimonHeath1 ) and he has drawn some excellent images that reinforce and remind, as well as capturing the main incidents and discussions.  I am already working on the next stage of our development and have the full support from the Chief Executive (who was an initial attendee) downwards.  It is exhilarating and rewarding to know that you are really making a difference that it will be measurable going forwards.
Simon Heath, corporate cartoonist in action, Cambridge Union Chamber
Having orchestrated and participated in such a positive L&D event, it was interesting to listen to the thoughts of Peter Cheese on Friday.  He has been the Chief Executive of the Chartered Institute of Personnel and Development (CIPD) - the world’s largest Chartered HR and development professional body - since July 2012 .  Mr Cheese stated that he is determined to “help guide HR towards making a difference”.  I would like to state that there are many exemplary HR professionals who are already doing so.  But there are always grounds for improvement.  I was concerned by his comment that there is all too frequently a disconnect between HR and L&D, with each at times being keen to disassociate itself from the other.  How can individuals and organisations adapt, grow and improve if they are not prepared to learn and develop?  The world around us changes so swiftly, with new technology, products and requirements arising almost daily; change is now a constant of working life.  Each of us needs to be alert to the requirements of the future and to strive for continuous improvement.  HR has a key role in enabling people and organisations to become what they need to be, to ensure success and growth.
 

Onwards and upwards
Peter Cheese is right that HR must be commercial and pragmatic, demonstrating an understanding of the context in which a business operates, appreciating the financial drivers that enable its success and demonstrating in-depth organisational knowledge.  HR must be (and be seen as) a business function and bring the people knowledge to the commercial discussions.  One of the joys of working in HR is the ability to be forward thinking, looking at individuals‘ potential and helping employees to develop the skills and capabilities required to take them and the business to the next stage.  My team and I work closely with Finance and, by combining our knowledge and understanding, we are able to provide more effective support to the business than we if we operated in silos.  The accountants‘ ability to assess and review business performance is invaluable.  HR takes this down to individual contribution and capability and works with people to ensure that the business has what it needs to move forward.  In my opinion, it is harsh to view Finance solely as the rear view mirror in the car - looking back at what has been done.  However, there is immense value to be gained from understanding the path that was taken and spotting speeding vehicles that might wish to overtake.  Finance is expert at measuring performance against pre-determined KPIs, helping to identify issues as they arise and highlighting areas of decline or weakness.  All businesses need  faster responses to a changing world.   HR must be proactive, shaping and building businesses, turning insight into action.  Great L&D is a wonderful way to build future success and growth - when it all falls into place the feeling is amazing for all involved and the results speak for themselves.
 
 
 

Monday, 9 July 2012

Forked Tongues

“Liar, liar, your pants are on fire” – so goes the childhood chant and, if the words are true, there must be a few bankers, pharmacists, journalists and politicians with hot posteriors at the moment.  Deception does seem to be a predominant theme in many of the current big stories in the media.  I am not going to wade into the rights and wrongs of bankers’ behaviour, nor the honesty and integrity displayed by News International journalists, nor even the conduct of persuasive representatives of GlaxoSmithKline.  Given that the majority of public eyes seem to be focussed on the woes of Spain and the Euro Zone, I must confess that I was tempted to write about the current issues in the Middle East, especially between Syria and Turkey – all is not necessarily as it seems.  The internet is rife with articles speculating as to why a Turkish plane was in Syrian airspace and the possible agendas of various countries with interests in the region. (http://www.informationclearinghouse.info/article31766.htm is particularly interesting, as it is one of the first to be published by a leading Turkish academic and raises some provocative hypotheses as to what various countries are hoping to achieve through conflict and regime change in the Middle East – the sentences “Other agendas are easy to see.  Saudi Arabia wanted the US to attack Iran during the George W. Bush presidency and ‘cut the head off the snake’” set me thinking – in modern times, why is the snake so often the bad guy?)
Snakes have played an important role in myths and legends from the ancient stories of Hercules strangling serpents whilst still in his cradle to Harry Potter – I suspect that the inspiration for Harry’s ability to speak and understand reptilian language originates from Bulgarian folklore.  There is a story that when a young shepherd saved the daughter of the Snake King (a creature “as big as a century old pine with wings and an enormous head”) the king gave the youth a magical ring, that the serpentine monarch had stored under his tongue, which could fulfil desires and enable humans to understand the language of the animals. 
In Bulgaria snakes were viewed as dangerous and unnatural creatures that lived in a huge cave “in the lower world”.  According to tradition, they would crawl out of their holes on the Day of Annunciation (March 25) and hide again on the Day of the Transfiguration and the Assumption of the Virgin Mary in August.  Spring cleaning is a tradition in many parts of the world, but in Bulgaria there is an extra twist – the refuse produced during the ritual cleaning is piled up and set on fire.  All the family are encouraged to jump over the flames – for health and as a protection against snake bites.  It was believed that snakes would try to bite a victim in the heel and hence, by jumping over the smouldering garbage, an individual could smoke their heels, thereby making them harder to bite.  Snakes weren’t always viewed as bringers of harm – if a snake was killed on the day of The Annunciation and its head successfully used as a buried fertilizer for basil or garlic, it was believed that the gardener would gain almost miraculous powers of healing using these herbs. In addition, each home had its own Guardian Snake which the household actually cared for in return for its protection.
Clearly, snakes are not always viewed as evil – many early legends grant them the power of forming life and even making the earth itself – this idea perhaps originating from the snake’s ability to appear to be reborn after sloughing off its old skin.  Tribes in both Africa and Australia have creation myths about a Rainbow Snake that was mother to the creatures on Earth or the provider of water.  In Chinese mythology the woman-headed snake, Nüwa, made the first humans out of clay.  Her initial creations, constructed with care, became the high-class populace from whom the royal line, scholars and aristocracy were descended, as she began to tire; she conserved her energy by simply flicking clay with her tail to form lower-class people.  Ancient Egyptians believed that, before the world as we know it was created, there was a many-coiled serpent named Amduat from whom arose Ra the Sun God to form the world.  Like many ancient people, the Egyptians revered snakes for their healing properties; there are hymns recorded from workmen in Thebes in honour of Mertseger, the snake goddess, thanking her for curing illnesses.  Similarly in Sumerian culture the healing god Ninazu’s son is depicted with a serpent and staff (the image of a snake entwined around a pole, known as the Rod of Asclepius, is still used today as the symbol for a large number of medical organisations including the British Medical Association, the Pakistan Medical Corps and the American Medical Association.  A similar staff is also described in The Bible in The Book of Numbers, chapter 21, verses 6-9, when Moses is instructed to create a rod with a fiery serpent wrapped round it to use to cure the Israelites dying from snake bites).  The Rod of Asclepius, the representation of the ancient Greek God of Healing’s staff, is not to be confused with The Caduceus, the rod carried by Hermes, the messenger of the gods.  Hermes’ baton is represented as having two snakes twined round it and is surmounted with a pair of wings.  Hermes was responsible for commerce and travel, famous for his silver-tongued eloquence and powers of negotiation...perhaps a symbol more appropriate for a purveyor of snake oil than a medical practitioner.
Sadly lies and deception are a recurring aspect of the human condition – from Eve succumbing to the sweet-talked words of the subtle serpent, encouraging her to give Adam the apple in the Garden of Eden, to us in our daily domestic lives.  How many of us haven’t occasionally grunted to indicate that we heard what someone said, when our minds are in fact on other things?  I did it on Sunday afternoon when asked a question during the Andy Murray vs. Roger Federer final at Wimbledon. We tell lies to “make life easier”, but easier for who?  Genuine relationships need to be based on trust and it is hard to trust someone who continually lies to you.  Shakespeare’s words in Macbeth about people not being what they seem springs to mind:
“Look like the innocent flower, but be the serpent under't”


The world seems to be full of people making false or misleading claims.  Often those whom we trust most are exposed as being “snakes in the grass” – hence the public outrage at the recent scandals we have witnessed concerning the media, the police, and our politicians.  Things are often little better within the corporate environment.  The traditional “command and control” approach has relied on a “need to know” mentality, where only a select few are privy to certain information.  This often works upwards as well as downwards – Bob Diamond, as CEO at Barclays, was in a position where he could expect to be privy to all data pertaining to the Bank’s performance, but it is probable that individuals lower in the trading hierarchy felt that there was no need for him to be bothered with the intricate details of their teams’ day-to-day transactions.  Part of the frustration that the self-named 99% have with Big Business is that they are not party to information and feel dominated by the controlling but secretive corporates. 
The world is often easier in the longer term if people cooperate and share information before problems occur.  I spotted a possible problem yesterday when thinking about snakes for this post.  There is a sinuous and attractive lake, named the Serpentine, located in one of Central London’s major parks.  Following its being granted a clean bill of health – well almost, it’s waters were deemed “good and sufficient” as opposed to “excellent” by the European Environment Agency - The Serpentine was announced as the venue for the London Olympic Triathlon swimming, with a slight proviso that this rating could be adversely impacted by severe weather and heavy rain in the lead up to events (The Serpentine is fed by water from the Thames, the main river that runs through London)  http://www.guardian.co.uk/environment/2012/may/23/london-olympics-watercourses-bill-health. 


I am sure that most people in the UK are aware of the current weather, as will be those of you who have been following the tennis; it has been foul with many areas suffering severe flooding.  I checked the ten day forecast and it does not bode well for The Serpentine, and hence perhaps for the Triathlon... 
10 Day Details
Date
Temperature
Conditions
UV Index
Precipitation
Wind
09 July
N/A /13°
Showers Early
7
40%
From West South West at 16 kmph
10 July
18° /12°
Showers
6
60%
From West South West at 16 kmph
11 July
18° /11°
Showers
7
50%
From West at 23 kmph
12 July
16° /11°
Showers
4
60%
From Southwest at 24 kmph
13 July
17° /13°
Showers
4
60%
From West South West at 18 kmph
14 July
17° /12°
Showers
6
60%
From West at 18 kmph
15 July
18° /12°
Cloudy
6
20%
From West South West at 18 kmph
16 July
18° /12°
Partly Cloudy
7
20%
From West South West at 21 kmph
17 July
19° /14°
Cloudy
6
20%
From West South West at 18 kmph
18 July
19° /14°
Few Showers
6
30%
From Southwest at 19 kmph

I hope that my sharing of this information is not viewed in a negative light.  On the subject of light, I was fortunate to be invited to a wonderful party in The Gherkin last Thursday – it was full of people from global businesses and it was a pleasure to be able to chat with some of them and to gain their news and views.  It is amazing what people will tell you if you ask them nicely.  Thursday was also the night of the official opening of The Shard (a massive Arab investment towering above the British capital.  At 310 meters, The Shard is Western Europe’s tallest sky scraper).  The event was celebrated with dramatic music and laser light shows.  As I made my way home over London Bridge, I could not but smile at the placard carried by James Bridle.  In many ways it says so much...
Secrecy and the withholding of potentially powerful information is a common theme in both fiction and the real world.  It is regrettable that in many businesses there are still interdepartmental rivalries, where specific data is deliberately withheld from others elsewhere in the organisation.  I worked once in a business where individuals in one part of the firm were banned by their head of department from even setting foot on the floor where a “rival” team were based – this resulted in a significant loss of business and opportunities, to the detriment of all.  HR and Finance are often cited as examples of divisions that should not get along, as, supposedly, one is focused on verifying current performance against forecasted figures and hence is backwards looking and numbers driven, whereas the other is focused on the future, devising what can be done to enhance performance, using tools such as Learning and Development, which are not exact sciences (the tangible prediction of anticipated returns on training and L&D investments are hard to quantify). With such different outlooks, it is easy to see why misunderstandings and even suspicion can arise.  In my own employer I work hard to ensure that there is cross-divisional comprehension and support.  At my team's recent offsite in London, I deliberately included representatives from various departments and areas across the Group, thereby encouraging better understanding and cooperation.  We had a wonderful day, with help from http://www.changecontinuum.com/, http://stirringthesource.com/ and http://trainerskitbag.com/. Photographic evidence below: 


 
It is impossible in the modern world to be all-seeing; we need to work together to enable mutual success.