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Melcrum Summit: Re-engineering Internal Communication for Agility, Productivity and Impact

Tuesday, August 7, 2012 by Franklin Bros

 

   One of the conferences that I’ll be attending in person for the first time, though I’ve been a regular virtual tweeter at for several years now, is Melcrum’s annual UK Summit, titled for 2012 as ‘Competing on the Curve: Re-engineering Internal Communication for agility, productivity and impact’.

The Summit addresses five key areas which are also being focused on by IC functions which are successfully reinventing their role, moving from craft experts to strategic partners to organisational connectors:

  • Redefining the role of Internal Communication
  • Enhancing the leader-manager-employee relationship
  • Supporting business transformation
  • Building a collaborative organisation
  • Making measurement more transparent and compelling.

 

Of course these are all areas that I write about here quite regularly, emphasising the connection between Internal Communication and (the rest of) Human Capital Management, which is why I’ve long been meaning to attend this event, particularly as it’s already the main event in IC practitioners’ calendars.

The summit take place in London on 10 to 11 October and it’d be great to see you there. If not, I’ll be blogging on some of the following sessions (let me know if there’s a particular speaker / topic you’d like to see me post on):

  • Global Vision 2020: Redefining organisational communication in a new era of transparency, mobility and digital fluency, Anne-Lise Kjaer, Futurist & Founder, Kjaer Global

 

  • Using data to empower IC function to shift from outputs to outcomes, David Harrington, Vice President Internal Communications, Shell

 

  • How to have an honest conversation about strategic change, Flemming Norrgren, Professor of Management, Chalmers University, Sweden

 

  • Shifting the role of IC from messenger to change agent, Antje Burbach, Director Communications, Europe Speciality Care, Pfizer

 

  • Establishing IC as a disruptive force to drive cultural change, Benedikt Benenati, Group Internal Communications Director, Kingfisher

 

  • Building employee engagement and managing change to deliver sustainable business goals, Mike Barry, Head of Sustainable Business and Clair Foster, Head of Internal Communications, Marks & Spencer plc.

 

  • Channeling the energy: The critical link between engagement and internal communications, Oliver Strong, Group Director of Internal Communications & Engagement, RSA

 

  • Refocusing the IC function to support a new era of communication, Julie Langford, Academy Manager, RBS Communications

 

  • Three steps to engagement through organisational collaboration, Andy Brown, CEO and Nick Crawford, Senior Consultant, Engage Group

 

If you do want to book for the Summit, the link you’ll need is here.

 

 

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Talent Management in Management Thinking

by Franklin Bros

 

    I thought you might be interested in this post from me on the Economist’s Management Thinking blog, referring back to their Talent Management Summit this Summer which I spoke at and blogged on as one of their official media attendees (and the sole social media one).

It’s great to be involved in the Economist’s great conferences (I’ll also be attending the High Growth Markets Summit in September and the Diversity Summit in December) and now to be featured on their great Management Thinking blog as well!

 

 

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More on Social Media in HR Summit

Wednesday, August 1, 2012 by Franklin Bros

 

   I’ve received an update on the programme for Fleming Europe’s Social Media in HR Summit taking place on 27th and 28th September in the ‘internet capital of Europe’: Dublin, Ireland (base for international headquarters of companies such as Google, Facebook,LinkedIn, eBay, Zynga, Twitter and Gala Networks).

Confirmed sessions / speakers now include:

 

  • From Traditional Recruitment to Web 2.0 Recruitment..., Alfredo Donati, HR Partner and Recruiter,  Lufthansa, Ireland

 

  • Philosophy of Recruitment 3.0, Matthew Jeffery, Head of EMEA Talent Acquisition and Global Talent Brand, Autodesk, UK

 

  • Sustainable Social Media Recruitment Strategies - ...or how to prevent your strategy from failing after 3 months, Ted Meulenkamp, International Program Manager, Employer Branding and Social Media Recruitment, Hoffmann-La Roche, Spain

 

  • The Human Face of Your Organization, Jean-Marc Mickeler, Partner and Head of Employer Branding, Deloitte, France

 

  • Exploring the Future of Talent Acquisiton, Christoph Fellinger, Talent Relationship Management, Beiersdorf, Germany

 

  • Expanding and Enriching your Social Media Footprint, Stephen Jio, Social Media and Community Professional, Dell, Ireland

 

  • From Best Practice on Earth to Best Steps forward in the ’Cloud’, Courtney Shelton Hunt, Founder, Social Media in Organizations (SMinOrgs), USA

 

  • Legal issues to be aware of “Rules of Befriending” on FACEBOOK, Dan Manolescu, Protection and Privacy Advisor, European Commission (Data protection Officer‘s Office), Belgium, Data

 

  • How Individual HR Professionals can and should use Social Networks and Digital-Virtual Technologies, Carrie Corbin, Associate Director of Strategic Staffing & Talent Attraction, AT&T, USA

 

It looks like a great event and I’m looking forward to catching up with Matthew Jeffery again and meeting all the other speakers – particularly Courtney Hunt as I’m in her SMinOrgs groups and we have tried to get together before – particularly in a joint proposal for a presentation to the US’ Enterprise 2.0 conference which unfortunately didn’t happen. So it’ll be good to team up for this.

And I hope I’ll also get to meet you there too?

If you’d like to attend the event you can book at http://human-resources.flemingeurope.com/social-media-hr/register.

 

 

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London 2012 – taking a sickie / playing the game

by Franklin Bros

 

   I’ve spent a couple of non-Olympic days in London this week and have been pleased to see travel disruption significantly down on what had been feared – in fact away from the Olympic venues and major train stations there seem to be less people around than there are normally.

The other big fear of many organisations was that sickness absence would rise to Robbie Grabarz heights as employees take unathorised leave to attend the games in person or more probably watch them on TV.  Badenoch & Clark’s not thoroughly believable survey even suggested that a quarter of young employees (18-24) were likely to take sick time.

Of course the issue isn’t really about management of sickness absence as it is about more progressive employee support.  For example, Nicola Linkleter, MD at Badenoch & Clark comments:

"To discourage employees against pulling a 'sickie', employers might consider embedding the London 2012 Games into the workplace. Showing events on big screens in breakout areas; allowing workers to take breaks to coincide with coverage and organising socials around major events could all help to increase employee engagement during the six week period."

 

Indeed, and I still think this sort of informal support would provide much more value than big, high profile corporate sponsorship schemes.

You could extend things beyond this too.  Some progressive organisations already provide duvet days for employees who on some ocaisions just can’t be bothered to make it in. (I don’t think that should be seen as a criticism – the more engaged an employee is on an ongoing basis probably the more likely it is that they’re going to have the odd disengaged spell.)  So how about ‘ticket days’ for those employees lucky enough to get one (perhaps only for the £20 tickets so it doesn’t just reward the richest).

What I don’t think organisations have to do is organise their own mini-Olympics.  It can work in some organisations but just because your school kids have done it doesn’t mean it’s necessarily going to work for your employees!

So, yes, there is a lot of talk about gamification around these days and there should perhaps be a link between the games and organisations’ use of gamification.  But gamification isn’t just about playing games (on an ipad or on a soccer field). It certainly doesn’t have to involve being given points and league tables as this article by the normally sound Will McInnes sort of suggests.

Gamification is simply about learning what makes games (including sporting ones) so compelling to make employment a bit more exciting too.  Part of this is about striving for the best possible performance. As Lord Coe put in during the Opening Ceremony:

“The Olympics bring together the people of the world in harmony and friendship to celebrate what is best about mankind…  There is a truth to sport, a purity, a drama, an intensity, a spirit that makes it irresistible to take part in and irresistible to watch…  In every Olympic sport there is all that matters in life. Humans stretched to the limit of their abilities, inspired by what they can achieve, driven by their talent to work harder than they can believe possible, living for the moment but making an indelible mark upon history.  To the athletes, gathered here on the eve of this great endeavor, I say that to you is given something precious and irreplaceable. To run faster, to jump higher, to be stronger.”

 

What games aren’t about is traditional reward. Though it’s interesting that some countries pay their gold medal winners up to £600k the UK doesn’t and I think that’s the right approach.

This is perhaps the real lesson from Olympic Games-ification – we need to make employment less about the salary and more about the mission of, performance development opportunities in, and the potential to have fun within, our organisations too.

More breaks, social events and ‘ticket day’ type flexibility are all examples of how organisations could make this sort of change.

 

Also see:

 

 

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