Insights from the #bbgforum “creating the humanised workforce with Craig Saphin and Steve Borlow

 

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The firestaters

  

There is  an amazing pool of talent talking the future of work ... the purpose of work ….the development of human evolution .... diversity equity and inclusion #dei …

There is an ovwhelming sense of optimism of humans and machines working together 

 What are the things you can do to "humanise the workforce

 Steve Barlow - talked about the  paradigm Shifts that  are making work more humanised ? 

Optimism, Collaboration, Release, DEI , Distributed workforce and More Flexible 

 Craig Saphin - talked about recruiting and retaining talent

how do corporations get the brightest and the best ... .people are snapping up talent - because the winning organisations know that they need to have the brightest and best people on their team 

#talentmanagement retraining , reskilling, repositioning people in organisations

Bill McLellan - Supporting the idea of doing what we and or machines do best is a key part of the workplace evolution. 

 Knowledge and Power 

 Claudia Perry-Beltrame-  Knowledge sharing is still a challenge for many managers and leaders because of the belief that knowledge is power. 

 Ivan Kaye - its no longer knowledge thats power - its abundant - the power is in the collaboration around the knowledge and the ability to influence methinks 

 Tyrel McAllister That's a fair point Ivan. we have never had access to such copious quantities of knowledge. Perhaps there is additional power from the quality of knowledge. Lot of junk data out there now. 

 Claudia Perry-Beltrame, Dharawal Country - I agree Ivan, though many people are not yet at this stage of their development that they can trust in abundance. Our society is very much geared towards scarcity. 

 Rob Nankervis - Might the new world actually 'exclude' different groups: those with less access to tech, older workers ... 

 Tyrel McAllister -  The economy of scarcity was put to the test with NFTs and Crypto, which by their very nature are not limited in quantity. It will be interesting to see how the crash in cryptocurrency affects the economy as a whole.

Why do people go to work? Purpose , Values

 Ivan Kaye:- what is work about - why do people go to work.... is it to increase productivity for the corporation .... or is it to help you grow ... to learn... is it about being lifelong learning ? is the future of work about a learning organisation for its stakeholders? why do people go to work?.... is it to increase productivity for the corporation (thats not why the employee works) .... or is it to help you grow ... to learn... is it about being lifelong learning ? is the future of work about a learning organisation for its stakeholders? 

 How do you align the values , wants and needs of all stakeholders? 

 For corporations to win and attract the brightest and the best to create products and excellence for the organisation - learning will be a lot more important than getting paid 

What is your PURPOSE ? WHat is your PULSE? ours ... is to help you create and achieve your generational legacy What is transformational Leadership? - communication.... and Listening is as important - Listen and silent have the same letters - 

Claudia Perry-Beltrame, Dharawal Country - As a leader need to know how your personal purpose connects to organisational purpose. The leader with a divergent personal purpose can derail the organisational purpose. - 

Empower people .... let them act and make mistakes - there are more than one way to achieve a goal - Problem solve - business is all about solving problems - small problem - small businesss - big problem - big business - EQ is key - LEADER Listen, EQ, Attitude, Determination, Energy and Resilience 

 SAFETY IS KEY 

 Ivan Kaye - people need to have the ability to fail - people need to be comfortable to fail to be creative 

 Claudia Perry-Beltrame, Dharawal Country - Psychological safety is critical for people to speak the truth and that honesty helps a transformation. 

 Ayon - Biz Growth Spurt to Everyone: = Managing fear of being replaced by machines 

 Rob Nankervis to Everyone: - Interesting to consider hiring for future needs when many companies can't cover current needs. Will fishing in a different and new pond yield better results? 

 Ivan Kaye our value system is around TREAT Team First , Respect, Energy and ENthusiam (passion) , Adventure (creativity - take risks - as the team has got your back ) and TRUST - without which you have nothing 

 Claudia Perry-Beltrame, Dharawal Country - Transformational leadership is needed and yet so rare. Its one of the reasons why transformation still fail. 

 Ayon -  - We should encourage 'disruptive' employees that think differently to the rest to present their ideas rather than cultivating an environment of uniformity. 

 Mark Purbrick - Can the value of human capital be objective? Can we value Human Capital in the balance sheet? 

Bill Mclellan - we need to engineer a future for ourselves and the people we choose to lead ayon - we need to focus on unique capabilities of humans to make tech work for us - machines cannot inspire and lead humans - not yet!! 

 KEVIN hEYS - THREE 'I"s Integration, Integrity and Innovation....ie diversity, scale, local and international and equity, Integrity - trust trust morals . Innovation... fit for present and future tense. 

 Muhammad Hadi - academic programme director from University of Wollongong - there is a place for risk averse and no risk - where you need to follow standards... teach students to use these standards ..... think surgeon performing a heart transplant or an engineer building a bridge there is also a place for risk, breaking through and #innovation - why dont people take advantage of learning for free??? 

Knowledge is abundant.... maybe a key to learn - is to learn how to learn ?? 

- pay vs fremium ... people will pay when engaged

 Mark Purbrick unpacking the thinktank 

Jackie Baroni we cant afford to put people into boxes.

 Everybody has different driving ambitions.. people who do menial tasks - maybe they love what they do. 

 How do people be heard in the workplace?

 people don’t care how much you know before they know how much you care. 

 Kevin Heys - transformational leader - focuses on the human - a manager focuses on the transaction

 Ayon Bhattacharyya, Exec MBA unpacking the think tank 

 1. learning and psychological safety - easy to get knowledge - how we can learn - from anywhere - take courses globally - proliferation of SAS propoositions .   Duolingo IS AGAME CHANGER .. learning on demand, lifelong learning is the future - reskilling and relearning, organisations that win will be those that can facilitate learning for its teams.. 

3 year courses are history /TOAST

2. Its not just about the learning - but how you use this info . 

3. the application of tech for leadership - to make us better leaders. 

 4. psychological safety -  where can machine learning go - what if they can act without humans - psychological safety ?- humans have a unique capability of being human -What makes us as humans unique? 

5. how to make tech work for the human . What makes us as humans unique? What can machines not replicate? Creativity? Innovation? Problem solving? We need to provide psychological safety to enable risk taking and manage the fear of replacement by machines. 

 this forum was perfect because of its imperfections!! Bill McLellan

The Nxt Generation

Building the foundations of AI and deep learning 

• from using datasets to build code from no code by selecting interesting charts from datasets and dealing with open-ended questions by trawling huge databases to formulate answers that open up new areas of inquiry. 
• to helping find new drugs using predictions about how proteins fold in three dimensions

Creating  tech (could be a chip in your brain accessing datasets ) that can finish your sentences, using a better turn of phrase; or use a snatch of melody to compose music that sounds as if you wrote it (though you never would have); or solve a problem by creating hundreds of lines of computer code—leaving you to focus on something even harder. (Cure for alzheimers perhaps ??)

Is this AI tech  is merely the descendant of the power looms and steam engines that hastened the Industrial Revolution. 

This new technology grasps the symbols in language, music and programming and uses them in ways that seem more creative. 

Should we fear AI

Will Chinese- and American-trained ais be recruited to an ideological struggle to bend minds and influence elections ? What will happen to cultures that are poorly represented online?

Who has access to this data and this ability to make exponential changes to systems? 

Can we build monsters? Like “the terminator” (shark music)

The fear is that AI and the machine will replace humanity 

Automation poses a threat to people who have repetitive, routine jobs - BUT everything is pointing to these people being  reemployed as  lifelong learners - artists, writers , programmers and human to human careers 

A massive boost to productivity that won’t replace the human but will complement us 

Welcome to the #nexttechrevolution 

Inspired from https://www.economist.com/leaders/2022/06/09/artificial-intelligences-new-frontier

How smarter AI will change the world as we know it - from TheEconomist

And just seen this

5 books that can change your mindset and let you live an intentional life

Jeff McKeon shares with us his 5 books that can change your mindset and let you live an intentional life.

Author  of "Atomic Habits" James Clear said "Start more books. Quit most of them. Read the great ones twice."  I have read every single one of these books numerous times and as I've grown so to has my perspective, so each read I learn something new.

1. "Man's Search For Meaning" by Viktor Frankl describes his survival on the holocaust and how his choice to find happiness was his greatest power. Ironically his famous quote "Between stimulus and response is a space. In that space is our power to choose our response. In our response lies our growth and our freedom" does not appear in the book but the meaning and framework is there.

2. "7 Habits Of Highly Effective People" by Stephen Covey gives you a way of looking at life intentionally and asking some important questions. Chapter 2 - Begin With The End In Mind starts with you imagining your own eulogy. That one chapter changed my life.

3. "Limitless" by Jim Kwik was a game changer for me as it allowed me to read and listen to more books. Chapter 14 page 237 teaches you to double the speed of your reading just by using a visual pacer like your finger, pen or cursor. You can also, with training, increase the speed you listen to audiobooks and podcasts. I can now listen at 2-3 times normal speed with full comprehension. 

4. "Tiny Habits" by BJ Fogg, PhD showed me how to change anything by starting small. This has been the greatest habit book that I have read as it gives you the formula, the psychology and the neuroscience of how, what, why of change. Read this book before you start anything new, this one book can help you change the world.

5. "Chatter" by Ethan Kross silenced that stupid, toxic, negative voice in my head that has haunted me for so long. Such simple and practical tools using science and psychology to silence the chatter of our daily lives. Imagine being able to make a mistake and not hear that inner critic that often says things worse than you could possibly say out loud to someone else. I wish this book was around when I was younger. 

Then once you have finished go back and read "Man's Search For Meaning" again. It is such a powerful tool for perspective. How are you going to live you life?

What's your favourite 5 books?

Stay Awesome 🙏

 

NeuroCapability – using the latest in Neuroscience to improve your capabilities as a leader.

 

Jeff works with  Linda Ray and Penny Curnow on a mission of changing the world one brain at a time by rewiring the brains of 100,000,000 leaders and emerging leaders to lead with the brain in mind. 

 

To learn more go to www.neurocapability.com.au 

 

#innovation #management #leadership and #neuroscience

with

#gratitude

#empathy

#mindfulness

but always 

#havecourageandbekind

Thumbs up for Climate Action by new Government

Mr Albanese mentioned some amazing policies and strategies covering climate, foreign workers , women in business, indigenous and medical .

Climate

"Together, we can end the climate wars," he said, adding that Australia had the possibility to be "a renewable energy superpower".

Some commitments made in Prime Minister Albanese’s speech:- 

• investment of  $20 billion towards upgrading the electricity grid so it can handle more renewable energy. 
• remove taxes on electric vehicles to make them between $2,000 and $12,000 cheaper
• install hundreds of community batteries across the country that will be charged by rooftop solar and provide shared energy storage for up to 100,000 households.
• install 85 solar banks to benefit more than 25,000 who can't access rooftop solar, such as renters and low-income households.
• public service sector would be required to reach net-zero emissions by 2030, although the Australian Defence Force, Australian Federal Police, Australian Border Force and security agencies would be exempt from this.
• $3 billion to invest in clean energy technologies like green metals (minerals used in green energy technologies), and seek to adjust the government's so-called "Safeguard Mechanism".The Safeguard Mechanism would make heavy emitters pay for their emissions, by gradually reducing, over time, the eligibility threshold from 100,000 tonnes to 25,000 tonnes
• phasing out coal and gas
• sign up to  US President Joe Biden's Global Methane Pledge to phase out methane gas, which is the second biggest contributor to human-caused global warming, after carbon dioxide.

Foreign workers 

granting foreign workers permanent residency m- given they are already living in the community and paying taxes.

"fix the crisis in aged care", after pledging to increase the number of nurses in aged care homes   Through reskilling and opening up migration to nurses 

Indigenous 

Mr Albanese said he committed to "the Uluru Statement from the Heart in full".

To be proud to have the oldest living continuous culture in the world - We will allow First Nations people to have a say in policies that affect health, education and housing. 

Wiradjuri woman Linda Burney would be the government's Indigenous Affairs minister.

Women into work and Childcare 

Get more women into work by making the childcare subsidy universal Mr Albanese claims the policy will make childcare cheaper for 96 per cent of families.

Medical

Solve busy hospital emergency departments and cut down wait times through implementation of Medicare Urgent Care Clinics —

 a trial of 50 urgent care clinics across the country, offering an alternative to for families.

The clinics — will treat patients needing urgent medical attention, including broken bones, minor burns and stitches for cuts, to free up congested emergency departments.

They will be based at GP surgeries and community health centres nationwide and cost more than $135 million over four years.

A few Suggestions that come to mind 

• Higher pay for essential workers - Education,  daycare providers and nurses - increase the base rate - these people are key to our future 
• Education - more public high schools
• GP remuneration - Medicare rebate improve -funded by Stopping  universal bulk billing - people need to inderstand cost of going to gp - so they have an idea how much they paid for Medicare
• Get rid of Payroll Tax - and rather incentivise employers  to employ more people  
• Support Exporters and Innovators through EMDG and R&D Tax Concessions

So , how does Bitcoin work in 2 minutes?

Don Tapscott shares a brilliant description on how blockchain works 

85% of Australians don’t feel “digital ready or capable

I read an interesting report based on a a Salesforce survey on Dec 21 on “digital readiness and capability” across 19 countries - with a view  to close the skills gap and succeed in the workplace. 

The IDC predicts that by 2026, Australia and New Zealand will have 130,400 net new technology jobs - and yet 85% of  ANZ workers don’t feel adequately equipped when it comes to digital skills! 

In Dec 2022 Salesforce surveyed people’s “

The  “digital readiness and capability” findings 

• The global index score for digital readiness (the average) is 33 out of 100. New Zealand scored 28 and Australia scored 21.

• Of the surveyed Australian respondents for the report, 55% are only somewhat digital ready and 19% are not ready at all. In New Zealand, those figures are 57% and 16%.

Digital reskilling and upskilling is clearly now a worldwide priority, particularly in ANZ - some say as important as reading , writing and arithmetic! 

Salesforce ANZ Sustainability, Skills & Reconciliation Lead, Alexandra McDonald points out that Australia has produced the likes of  Canva, Afterpay, Atlassian , MYOb , Referron , Redbubble, Aconex , myOB , my Recruitment Plus, Rhipe , Netreturn and Xero 

And yet 

The digital readiness of our workforce and the shortage of digital skills - has presented a big problem - and for those who are keen to reskill and upskill - this presents a big opportunity!

Alexandra says it’s time to take action with #digitallearning as the digital skills shortage takes hold !!!

According to the report the top five skills that are now most desirable for organisations are:

1. Collaboration technology: Slack, Zoom, Microsoft Teams, Google Chat
2. Digital administrative: Digitising and filing paperwork, virtual stakeholder meetings, digital-first processes, digitally presented pressing information
3. Encryption and cyber security: Skills to protect data and systems from unauthorised parties
4. Ecommerce and digital trade: Sales order management, payments to shipping and fulfilment processes
5. Project management technology: Utilising project management software to manage projects, processes, people, timelines, and more

59% of Australian respondents and 64% of New Zealand respondents say digital collaboration skills are of the utmost importance now and will be over the next five years, yet only 17% (Australia) and 22% (New Zealand) rate themselves as advanced in that department. 

For a business and indeed our economy to survive and thrive in this  #nexttechrevolution  - a future-minded, digitally fluent workforce needs to be nurtured. 

• How do we reskill and upskill our population to take advantage of these employment opportunities ?

• How can we upskill and reskill our communities in the top 5  digital skills

In an all-digital world, we need to invest more in enabling our workforce to reskill - and University degrees won’t cut the mustard 

• How can Schools, Governments and Organisations  in the Private and Public Sector train, reskill and upskill  our population to match the digital skills demand? 

• How can we develop ‘real world’ digital skills in the workplace so we are ready for the #nexttechrevolution ?

• How can organisations partner with learning facilities with a view to  develop internal upskilling/cross-skilling programs?

• How can you as an individual or corporate - overcome digital overwhelm?

Maybe  - understanding the digital world through training and learning is part of the solution .

• How can we get people to engage ?

- An increase in the number of digital skills-specific micro-credentials and courses .

- An easy seamless way for people to do these courses - (maybe Duolingo or Nexttech for Digital Learning) 

- Broadening the awareness of training options.

- Supporting employers to create a portal to help provide a way for their employees in their quest for lifelong learning 

- Empowering them to drive digitisation within an organisation and

- Providing targeted support for underserved communities (Prisons maybe?)

Maybe Nexttech for the #Nexttech Revolution ?

Post script

https://www.facebook.com/105689037590364/posts/516316519860945/?d=n

https://www.facebook.com/105689037590364/posts/507179130774684/?d=n

Digital Training and Learning is key for staff retention

Research conducted by AlphaBeta in Australia for AWS has shown that companies which had invested in digital skills training have seen increased revenue and improved employee productivity, PLUS higher employee retention and satisfaction amongst those interviewed .1

The report, Building Digital Skills for the Changing Workforce in Asia Pacific and Japan,  looks at the increasing skills gaps - and emphasises  the need for digital skills training.

Digital skills training will not only boost productivity, but will help retain your staff.

Over 80 percent of NZ and Australian companies surveyed who had implemented training say that digital skills training helped with a higher employee retention - but  not more than 30% have a digital skills training plan in place.

Fraser Thompson, co-founder and principal of AlphaBeta, says the survey shows implementing digital skills training has ‘really important’ impacts on employee engagement and retention.

“A huge portion of the reason people work for us is actually learning and development opportunities.”

Learning is not only a 5 year stint at university - it is Lifelong journey .” Says Cassandra Parton - CEO of Nexttech Learning 

The opportunity to learn and grow was one of the top two key attractions for employees in a survey of Datacom staff last year. 2. 

Greg Davidson, Group CEO of Datacom - who invests heavily in learning says the importance of fostering continued growth in the workforce can’t be understated.

“There’s no point just doing academic learning without applying it to project oriented activity. We have a  really conscious program that follows up any training people do with reassignment to work that is relevant to help cement the skills”

A strong mentor culture is also required , he says 

“Everyone in leadership in our company is encouraged to help connect there teams to development opportunities  and career pathways.”

Simon Dewar of BSI Digital Learning talks about the danger of digital overwhelm!

- When we’re unable to focus because of competition for our attention from multiple sources causing  stress and anxiety 

 - COVID-related uncertainty and unpredictability. The end of the pandemic won’t be well defined, and we won’t ‘get back to normal’ but will have to find a new sense of equilibrium.

- Environmental factors such as a lack of physical and social structures around work and learning – no training room or office.

- Social factors causing more  distractions than usual – Children at home, mobile phones with notifications, apps specifically designed to give dopamine rewards for our attention.

How can you as an individual or corporate - overcome digital overwhelm .

Obviously - understanding the digital world through training and learning is part of the solution .

Best practice to get people to engage 

• An increase in the number of digital skills-specific micro-credentials and courses .
• An easy seamless way for people to do these courses - (maybe Duolingo for Digital Learning) 
•  Broadening the awareness of training options.

Examples of Portals Available 

Australia’s Skill Finder portal, a one-stop portal for digital skills, suggesting similar is needed in New Zealand.

Nexttech’s Elearning Portal https://elearning.nexttech.edu.au/

Singapore’s Industry Transformation Maps creating the digital skills frameworks. It  takes a holistic approach, looking at a sector, key trends for the sector and works backwards to understand the skills and training required to support that, and wrap it into the education framework. 

Thomson recommends a 3 pronged approach 

• Supporting employers to create a portal to help provide a way for their employees in their quest for lifelong learning 
• Empowering them to drive digitisation within an organisation and
• Providing targeted support for underserved communities

References 

1. The research surveyed 7,193 workers and 2,166 employers across seven countries: Australia, India, Indonesia, Japan, New Zealand, South Korea, and Singapore.
2. Inspired by Heather Wright’s article https://istart.co.nz/nz-news-items/digital-skills-training-for-productivity-staff-satisfaction/