Join the discussion on LinkedIn: https://www.linkedin.com/posts/antlerboy_new-language-for-a-new-world-activity-7034061530304290816-knK9 Have you seen any of these in your sector?
The response of my #localgovernment client as we approach the 14th straight year of austerity was to turn to #innovation
For a new approach to #management and #humanresources, we lifted concepts from a wide range of sources for a n๐ฒ๐ ๐น๐ฎ๐ป๐ด๐๐ฎ๐ด๐ฒ ๐ณ๐ผ๐ฟ ๐ฎ ๐ป๐ฒ๐ ๐๐ผ๐ฟ๐น๐ฑ
Have you seen any of these in your sector?
โข ๐ ๐ถ๐๐๐ถ๐ผ๐ปโโโa strategic outcome focus to mobilise aroundโโโbroader and more general and strategic than a Project, implying pulling in effort from a wide range of people including changing ordinary service delivery to support broader outcomes.
โข ๐ฆ๐พ๐๐ฎ๐ฑ๐โโโunlike Teams, flexible groups put together to deliver a specific Mission. They do resource-based working.
โข ๐ง๐ฒ๐ฎ๐บ๐โโโrole-based working to deliver ongoing priorities. Can also contribute to Missions, but main job is service delivery.
โข ๐๐๐ถ๐น๐ฑ๐โโโcut across Teams and Squads, bring together people with shared expertise in communities of practice, sharing, adoption of common standards etc.
โข ๐ฅ๐ผ๐น๐ฒ๐ vs ๐ท๐ผ๐ฏ๐โโโpotential for one person to hold a portfolio of roles, or roles to be shared across a number of jobs.
โข ๐ง๐ผ๐๐ฟ๐ ๐ผ๐ณ ๐ฑ๐๐๐โโโoriginal concept that we canโt expect lifetime careers any moreโโโmost people will do โtours of dutyโ of c7 years or so. Can also be thought of as a role or mission someone takes on for a longer period, but not permanently.
๐๐ฒ๐ถ๐ข๐ฅ๐ด ๐ข๐ฏ๐ฅ ๐จ๐ถ๐ช๐ญ๐ฅ๐ด ๐ง๐ณ๐ฐ๐ฎ ๐๐ฑ๐ฐ๐ต๐ช๐ง๐บ, ๐ฎ๐ช๐ด๐ด๐ช๐ฐ๐ฏ ๐ง๐ณ๐ฐ๐ฎ ๐๐ข๐ณ๐ช๐ข๐ฏ๐ข ๐๐ข๐ป๐ป๐ถ๐ค๐ข๐ต๐ฐ, ๐๐ฐ๐ถ๐ณ๐ด ๐ฐ๐ง ๐๐ถ๐ต๐บ ๐๐ฆ๐ฆ๐ฅ ๐๐ข๐ด๐ต๐ช๐ฏ๐จ๐ด.
The difference:
๐ง๐ฒ๐ฎ๐บ๐: ๐ฟ๐ผ๐น๐ฒ๐-๐ฏ๐ฎ๐๐ฒ๐ฑ ๐๐ผ๐ฟ๐ธ๐ถ๐ป๐ด
โข outcomes-focused statutory / professional / transactional / enforcement and regulatory services
โข where the majority of work is on ongoing processes, service delivery
โข good line management
โข more fixed job roles based on their professional expertise and what they do
โข working on an โoperational excellenceโ model (likely managed under a COO)
โข workforce strategy: opportunity for career-grade development as well as taking on developmental โmissionsโ
๐ฆ๐พ๐๐ฎ๐ฑ๐: ๐ฟ๐ฒ๐๐ผ๐๐ฟ๐ฐ๐ฒ-๐ฏ๐ฎ๐๐ฒ๐ฑ ๐๐ผ๐ฟ๐ธ๐ถ๐ป๐ด
โข pool of expert resources (permanently employed)
โข more flexible job roles based on their capabilities
โข good career/personal coaches and professional communities, not managers
โข work based on time-bound โmissionsโ as required across the organisation/system
โข workforce strategy: opportunity for base salary and budgeted honoraria dependent on responsibilities, with a contract assuming more varied and flexible working
Both with leaders focused on coaching and developing levels below
If you want to begin, try a skills auditโโโbusiness case, bid writers, strategy, comms, etcโโโbring them together as a start for potential centres of excellence / communities of practice / Guilds.
๐๐ข๐ท๐ฆ ๐บ๐ฐ๐ถ ๐ด๐ฆ๐ฆ๐ฏ ๐ข๐ฏ๐บ ๐ฐ๐ง ๐ต๐ฉ๐ฆ๐ด๐ฆ ๐ข๐ฑ๐ฑ๐ณ๐ฐ๐ข๐ค๐ฉ๐ฆ๐ด ๐ช๐ฏ ๐บ๐ฐ๐ถ๐ณ ๐ด๐ฆ๐ค๐ต๐ฐ๐ณ?
NOTE: The language used is rather militaristic. Here are some alternatives I have come up with:
- For ‘mission’ – ‘moonshot’, ‘adventure’, ‘mandate’, ‘calling’
- For ‘squad’ – ‘crew’, ‘band’, ‘troupe’ (will be confused for ‘troop’ of course)
- For ‘tour of duty’ – ‘stint’, ‘assignment’
