The Human Factor Podcast series hosted by Michael Esau (Global HXM Value Advisory) and Simon Humphreys (Global HXM Solution Advisory) will be exploring topics, trends, challenges, and opportunities facing organisations today. Listen as Michael and Simon explore with their guests including HR leaders, influencers, experts, authors, and advisors from inside and outside of the SAP ecosystem their insights, experiences, and guidance on relevant topics from the world of work. On each episode, they will be discussing in detail with guests the topics and themes that challenge and inspire us every day and their impact on the success and sustainability of our organisations.
All episodes are available via popular podcast platforms including SoundCloud, iTunes, and Spotify.
The Human Factor Ep 21: Goal Setting for Success
At some point, we have all likely set goals for ourselves. Whether they are new years resolutions, goals for work, or personal goals the process we went through may have been different. Goals to give up smoking, take the dog for more walks, or losing weight may feature in our home life, and at work, goals such as securing a volume of sales, or increasing customer satisfaction could be set to measure our job performance. The goals we set for ourselves (or maybe someone set them for us) can drive us to better performance, a healthier lifestyle and/or personal development. However, poorly set goals can also have a toxic effect on our self esteem.
In this episode, we will be discussing goal setting, goal measurement, and goal achievement largely in the context of the sporting world and primarily in football. Studies, for example by Edwin A. Locke who is a pioneer in goal-setting theory, have shown that the more specific and ambitious the goal can be, the higher the likelihood of performance improvement as a result. Whether it be at home or at work, as long as the person accepts the goal, has the ability to attain it, and does not have conflicting goals, then there is a positive linear relationship between goal difficulty and task performance.
But our conversation today wont stop at setting goals, we will also explore how we monitor and measure our performance against those we set, and what should we do if we achieve or fail the goals.
The Human Factor Ep 20: The Dynamics of Teams with Paul Gustard
Throughout our careers, many of us will fondly recall successful teams we were a part of with a smile and a glint in our eyes. We will reminisce about the bonds and connections made and the mutual success achieved. There will have been something about the team which made it special – the key question - what was it? What specifically made that team successful and a pleasure to be part of. On the flip side – we can all think back to teams we didn’t enjoy being a part of and the variety of reasons that determined that experience. We have concluded through this series that the psychology behind us as people is crucial when we think about the design of work and teams – we need certain things to happen to enable us to be successful. For the majority of people, they want to be successful, they want to grow, be a part of something – but the dynamics of a team can get in the way. The culture of it, the different roles, how is accountability shared, where does the decision-making lie, what if people don’t get on – this is the reality of a dynamic team and it doesn’t happen by accident. Today we will explore this topic in detail with someone who has been a member of many successful teams and is now heavily involved in the curation, growth and development of a team in the elite sporting arena of Rugby Union.
The Human Factor Ep 19: The Evolving Role of HR and the Agile Workforce
Guests: Mark Brooks Lewis, Founder & CEO of LavaSource HR, and Tom Holmes, Co-Founder and Director of Veran Performance
During our podcast series, the role of HR has been central to many of our conversations. As the custodian for people, HR arguably has a more important role than ever in charting a course into the next phase of the world of work. Over the last 50 years, HR as a function has been through many iterations and there are more column inches to read than is feasible on what the future of HR looks like.
In the past HR has perhaps been its worst enemy and has viewed its future and relevance through its own lens a little too much. As we come through the pandemic, its clear the world of work wont be the same and a major driver of that change is the workforce. A group of people who in parts of the world are voting with their feet. Its argued that the Great Resignation in some quarters has been over played and that may be the case, but we have other data points to show the issue in front of us. Just look at Gallup data over the last 10 years on employee engagement – people may not be leaving in the numbers quoted, but it doesn’t mean the people working for you are engaged and happy.
So I think as we head into this decade, there is a real opportunity for the future of HR and the future workforce to converge – to create a sustainable future for organisations built on a workplace experience that engages and enables individuals to be their brilliant best every day.
Today – we will be tapping into the thoughts of Tom and Mark who both operate at this intersection every day.
The role of HR today, tomorrow and in the future…..
Insights on the key changes that HR needs to make as a business partner?
How the workforce is changing the game for organisations and HR
Observations on the changing workforce and its implication for attracting, retaining and growing
How can HR and the workforce converge and collaborate in the future to design an engaging and progressive workforce experience.
Personal tips, hints and a smattering of wisdom…
The Human Factor Ep 18: Finding Your Voice
The Human Factor Ep 18: Finding Your Voice
Guest: Caroline Goyder, Global Voice Coach, Author and TedX Speaker
When I was very young – the thought of public speaking was the most terrifying thought. My parents would often encourage me to compete in the Eisteddfod – a welsh festival of the arts where people would compete against other schools in singing competitions or recitals – I would take part, but my lack of confidence was evident and I struggled to express myself. The moment when I would walk into the middle of the stage was so scary and the experience would leave scars.
For me personally – finding my voice has been a lifetime pursuit. Its something I have never mastered, I have had many dips in my confidence and times when I felt that my voice wasn’t worthy and sometimes imposter syndrome would kick in. I would often ask the question – is it up to me to speak up, be persistent with my opinion or did I need the help of others to listen?
I have often reflected that there is an assumption, that “speaking up” and “having a voice” was something that we all should be able to do, but it isn’t that simple for many people.
On this episode we are going to explore this often “assumed” thought that everyone has a voice with our guest Caroline.
Challenging the assumption – do we all have a voice?
The barriers to finding our voice and feeling confident to “lean in”
Some of the key principles to building confidence in our thoughts and articulating them?
Some of the tips and techniques to help us feel more confident when delivering our thoughts with others?
How we master the communication of a message – our body, tone of voice and words
Personal tips, hints and a smattering of wisdom….
The Human Factor Ep 17: The Dynamics of Organisational Change
The Human Factor Ep 17: The Dynamics of Organisational Change
Guests: Helen Adams, Senior Director of Global HR Transformations at Walgreens Boots Alliance, and Ann Hawkins, Transformational Lead at Walgreens Boots Alliance
Change is constant and all around us. Some change only affects us, and as such, is easier to stay in control of. But organisation change is more complex. The involvement of others adds a number of additional challenges, such as understanding who is impacted, who cares about it, gaining consensus of the need to change and so on. When you are leading this work in one of the worlds largest
organisations, the challenges are magnified even further.
The dynamics of organisational change can be complicated. It is multifaceted and for us is based on four key considerations. What is humanly desirable, the reason for the change, is it technologically
feasible and is it economically viable for the organisation. Working with our guests over a sustained period of time – we developed the fourth dimension together which is organisational readiness to
even execute the change. Its okay knowing you need to change, but organisationally, are you actually ready and able to do it?
We are now in an era where the pace of change is relentless and the pressure internally and externally to evolve can be intense, so how do we do this? How do we get an organisation to align
around a change? What does that look and feel like?
We are going to explore this complex topic with our guests Helen and Ann and we hope to get a glimpse into their successes, lessons learned, some of the scars, and I’m sure, some of their tips too!
• A perspective on organisational change – is it like climbing a mountain?
• Building the case for change and argument
• Seeking stakeholder alignment – the approach and logic
• Assessing and establishing the readiness of the organisation to change
• The personal investment – what is needed from a change agent?
• Building and Keeping Momentum – Insights and Reflections
• Tips, Hints and Wisdom!
The Human Factor Ep 16: Designing a User Experience That Has an Impact
The Human Factor Episode 16: Designing a User Experience That Has an Impact
Guest Speaker: Caitlynn Sendra
The world of work is changing, and our series of podcasts has been touching on different aspects of these changes. One area we haven’t yet covered is the topic of user experience and adoption. A badly designed technology solution can kill a project very quickly. But we are seeing an explosion of technology solutions now in our daily lives – internet banking, online shopping, navigation aids, entertainment streaming and so on. So as users we are used to consuming technology, but how do organisations design and deploy workplace technology solutions so that they can be easily used from day one, with minimal explanation, but also ensure that it is easy to consume and adopt.
In episode four of our podcast series, our guest Vikas Shah talked passionately about the topic of Human-Centric Design and in this episode we are going to deeper into this and explore how technology can be designed for successful outcomes. What are good design principles and what are some of the pitfalls to avoid. How can we use psychology best practices to ensure that we keep the user at the centre of our solution
How we work in the future will be different, old structures will be different and we need to look very differently at how organisations will succeed by truly leveraging the individual contributions and brilliance of all employees.
- How do we design a solution that people will want to use
- Why is this important in the world of work, given that technology is changing our lives at home.
- How can we incorporate that knowledge into our future solutions
- What makes a solution “sticky”
- What are examples of where this has gone wrong in terms of poorly designed solutions or bad algorithms in the past - how did they manifest themselves as poor solutions and why
- A sharing of top tips, hints and wisdom!