Sunday, 21 December 2008
1) Over Xmas quiet times, revamp your IT performance to be geared up for the New Year
2) Review performance - build on successes and change or remove failures
3) Review pain - can you outsource irritating, time-consuming or just plain scary jobs ?
4) Publish your skills, get out there in online communities and develop your profile
5) Try one new thing each month - innovate your way to growth
6) Take counsel - listen to advice, bounce new ideas off others
Best wishes for 2009.
Director, Business Innovation & Strategy Ltd
Manager, Membership Rules - Product Development for the 21st Century
1) Open-minded businesses and leaders will innovate their way out of economic difficulties
2) On-line businesses will continue to grow, in line with knowledge of successful online behaviours
3) Business outsourcing will continue to grow, and drive the need for excellent networking ability
4) Large corporates will continue to shrink, as they understand how to change infrastructure
5) Door-to-door delivery services will continue to grow to support on-line retail business
6) Knowledge based businesses will continue to grow to support corporate compartmentalisation
7) There will be a continued rise in blogging, online publication and niche community membership
8) Longer term, there will be a revolution in manual labour through robotic workers
9) There will be a slow growth in demand for facility management and maintenance engineers
10) A rise in production of low-tech energy and water solutions will support third world growth
Happy 2009, may we all do our bit to achieve some of these goals !
Director, Business Innovation & Strategy Ltd
Friday, 12 December 2008
I voted "against" the article, BTW, as I feel it misses the point entirely. Why ?
As ever, constructive views are welcome.
Friday, 15 February 2008
Having spent some 7 years in the "employment wilderness" now, I am struck by how little recruitment has changed, even where new attitudes can and should be making inroads in the Enterprise 2.0 age.
I note the following:
- UK satisfaction levels with recruitment remain below 45%
- The same tired old recruitment headlines are exhumed time after time in the quality UK newspapers; there are no primary innovators
- The UK still operates risk avoidance in preference to US risk management, most especially in the recruitment arena
- Nowhere is the Gartner / PWC message about leadership and culture being taken up in recruitment; box tickers still rule
At 48, and with a highly successful PM track record until 2001, I have been excluded from many jobs because of:
- "lack of recent experience"
- "out of date technical skills"
- "inability to physically attend regularly enough"
- in one instance, I "wouldn't fit the culture", aka too old - b**l**ks !! What about integrated work forces of "all the talents" ?
- "those already working are the only ones good enough to target" - Headhunter X !!
I expect to be past retirement age, yet still working, before "recruiters" get outside their comfort zones and embrace the new means of contact and working which are evolving in the world outside their cosy front parlours. This must involve real "thinking outside the box", rejecting spurious employment "blockers", and finding better ways to discover and recruit real talent. Employers must start considering "fresh" talent, not just at board levels, and also really get angry, and demand radically better results from recruiters.
Where are the messages about developing personal contacts, business networks and the online worlds of reputation, working communities and wikinomics ? Who is reaching out and adopting really new thinking ?
I remain optimistic, though, that one day, I can write to others explaining how to overcome these "issues" and who can help them. I am still working on presenting my diverse, and to too many, confusing bundle of skills and talents, so I can once again contribute to society effectively.
And BTW, we shouldn't accept issues without solutions from our Project Management experience, they are just waiting for a higher priority. We all need to take our recruitment issues as ones which are both important and urgent, and need solving sooner rather than of necessity because, finally, everyone else has changed the way they are doing it.
May that day come sooner rather than later, because too many talented people are finding it too hard to get back to work through conventional recruitment.