Post by David Liddle

Thanks to all of the students and lecturers on the #HRM course at De Montfort University for inviting me to deliver a lecture on #TransformationalCulture. It’s the first in person event I’ve been to discuss my new book https://lnkd.in/exvWN_93 Special thanks to Beth Miller and Amarachi Amaugo PhD FHEA for your hospitality! What a fantastic group and so many great questions and insights. Key talking and learning points included: 1️⃣ #Culture can change ‘one #conversation at a time’. But a Transformational Culture is accelerated when #leaders align their #behaviours to the organizations #values. More must be done to support and normalise #valuesbasedleadership. 2️⃣ #HumanResources can drive the changes to create a person centred and values based culture when they tackle the perception that they are the long arm of #management. HR must also acknowledge the paradox they have created of strategic player versus the adversarial and retributive #people processes. This paradox is an existential threat to the future of HR. 3️⃣ Most HR #policies, #processes and #procedures are not equitable, they are not fair and they are not just. They are also not set in concrete. HR can transform them to become more #human and more #humane (and more effective) 4️⃣ HR has access to some of the most powerful #data available and needs to be better at using that data to inform #strategic decision making and #culturaltransformation. 5️⃣ HR are not passive. They are active. When a culture gets #toxic, HR can not just stand by and claim innocence. HR must be the change they want to see. Using #mediation and #restorativejustice to generate #dialogue are powerful ways to address toxic workplaces. 6️⃣ Giving #power to others is a multiplier. The more we give, the more we have. Similarly, #compassion is a sign of strength, NOT a sign of weakness! 7️⃣ To succeed in the #newnormal, HR should focus on some new F words. #flow, #flourish, #failure as an opportunity to learn, #fearlessness, #fights (conflicts) that lead to dialogue and promoting #forgiveness when things go wrong. 8️⃣ HR should transform to a people and culture function and the loaded term ‘HR business partner’ should be replaced by ‘people partner’ #peoplearethebusiness Wow. We’ve had a busy couple of hours. #ThankYou for an inspiring and fun evening in lovely #Leicester (Spreading the word Kevin Miller MCIPD!)