Hacking HR to Build an Adaptability Advantage
Creativity, innovation, synthesizing ambiguity, re-imagining the possible, and making unexpected connections - all important stuff; all becoming (/is already) business imperative.
Finally, all of this is about the absence of (in nearly all cases) routine problem solving.
I'm definitely biased, but I think this means that if we (sometimes) want to problem solve differently, we need different, or at least, augmented routines which helps us to acquire comfort and facility with a different set of behaviours.
If I had to summarize the "different set of behaviours" I'm speaking about into a single word, I think "play" would be a good candidate.
Why play?
I associate play with unconstrained exploration, with generative reflex, and with deep engagement. In short, flexing the muscles needed to feel more comfortable and be more skilled at not filtering or censoring ourselves, building on ideas, seeking wild ideas, making unexpected connections, etc.
If organizations can find time for webinars, lunch & learns, sick days, voting, emergencies, key note addresses, etc. Perhaps we could find time to play too (or substitute some of those things with play).
I'd imagine IDEO might be a good place to look at to consider practices to adopt (e.g., having physical materials in the environment for people to, you guessed it, PLAY, with as they puzzle through problems and priorities).
Great ideas Sean! I definitely agree with this play time concept. Many organizations put their focus on work-life balance, stress management, etc, however overlook the value of "play time". This play time would works out very well especially for those organizations with lots of Gen Y employees. In my case, my organization actually embedded the "play time" concept in our core values.
Gen y grew up in a world of smart phones, computers and the Internet, 24/7 connectivity, iPod, Facebook, Youtube and addictive e-games. At work, they listen to music, chat and surf all at the same time. When they are chatting, it is not with one person at a time but with half a dozen different chat groups (as opposed to a few individuals). They click the mouse and turn the pages faster. They have so many windows opened, they flip back and forth. While they are eating, they surf, text, send pictures on Instagram, make Facebook posts, listen to music, tweet and have conversation with the person in front of them or maybe squeeze in a game at the same time. That means they can handle eight tasks while having a meal which equals to higher productivity.
So, organization should take advantage of their savviness by creating play time concept. Organization should set up tools for them, work on complex spread sheets and make searches, gather data or come up with ideas. Be sure to engage them with multi tasks and challenging tasks. Let them make the mistakes and learn from it. Otherwise they would miss the learning opportunity and become bored. Inspire them with the right ambitions at work. They are a group prepared to work hard if they can play as hard as well.
At the end of the day, we will have a real play time for everyone.
I like this thought, Sean. 'Play' in our work environments could help us solve tougher problems, with more creativity, leading to better outcomes. The word 'play' is great...pushes us to use the creativity and open mind of a child.
I would add that 'play' should be a value, an overall expectation of how work gets done, and not a specific event.
Great idea.
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