It's my job, I just do it

So. This week I talk about the closing gap between L&D and OD. Hmm. Here's what I'll be talking about.

I've been asked to provide a case study of what my experience in the workplace has shown me about this development. It's quite a simple story really. When I came in to LBi, it had just passed a year of being a newly merged company. My role was initially to provide L&D service to the organisation. This included a range of activity from setting up Interview Skills training, to managing the training budget, to managing our agency CPD activity, and designing and delivering internal training courses. And that about covered a lot of activity in my first year.

My second year saw a lot of the organisational change and development I wanted to get involved in, and had the opportunity to explore. Thankfully, no-one in the business really had an agenda for L&D, so I was fairly free to push the boundaries in the way I thought (and still think) best. So last year saw a lot of activity done in developing a competency framework for the business. This is now being rolled out, but it took a long time to get there. The business has company values which no-one really understood. From there it was a case of defining them into terms staff understood, not PR talk, plain English talk. After that, I worked with each department, and levels within departments to define what the values meant for them, and how their day job reflect the values.

And from this we now have our competency framework. It's in Version1 at the minute and will be a continual evolving beast. But this was one stage of an organisational initiative which needed to happen. If you look at the Burke-Litwin model of OD, it offers an interesting perspective about factors you need to consider when engaging in, and developing an OD initiative. I know what the organisation culture is in the business, who from the Leadership team needed to be involved, what the purpose of the competency framework was to be, which systems were currently in place to support it, what management practices are currently being carried out, where the motivation lay for the framework, and how it would support organisational and individual performance.

I won't go into the details of the above, but I'm glad I have the Burke-Litwin model to help me consider if I approached the exercise in the right way. But I think I'm sending you on a bit of a red-herring. All I've done is described how I approached an OD task. I've not really talked about the closing gap between L&D and OD. So why is this question important? Where does it come from? And what do we hope to achieve from it?

Well, I think the question is important because in an organisation of any size where there is an L&Der of some description, the business can and does see the benefit of having such a person involved fully in providing support to the business, and (at a cynical level) serving to put a face on taking staff development seriously. What an organisation may not, and to my mind, will not realise is the benefit of having someone dedicated to OD. I've talked before about who tends to be an OD professional (in my post about what is Organisational Development), where I mention that it can be anyone in a business who has a mindset for dealing with OD issues.

This is not restricted to those in the HR field. Indeed, it's anyone who identifies a business need, and helps to develop and deliver a solution which improves business performance. In the automotive industry this tends to be the engineers as they are concerned with continuous improvement and lean thinking. In healthcare it tends to be operational staff who want efficient caring of patients. In businesses it tends to be HR.

The L&Der tends to be the one from the HR and other groups, who sees that there's a need for an organisational initiative. They tend to be the one who knows how to engage with the right people, and in the right way. They tend to be the one who know how to develop a solution and deliver it. They tend to be the one who knows how to roll it out and communicate it to the business. And that's why there's a growing questions of where the closing gap comes from.

What does this mean for the future of both the professions? Erm. Do you know the lottery numbers for this Saturday please? This is an academic question which will not be answered any time soon. We just have to wait and see how varying businesses respond to their organisational issues, and how these get answered. There's an ever growing distinction of roles and responsibilities of every aspect of HR, and this is another in that mix.

For me, for now, it means business as usual. I do L&D, and I do OD in my spare time. Because that's what's demanded of me and my role. I enjoy it and find it challenging. There will continue to be L&Ders who find they're asked to do OD. They won't be going to a workshop or training course about how to transfer their skills, they'll just get on and do it. I find the question of the closing gap slightly bizarre and frankly am unperturbed by it. I don't mean that in an arrogant way. I just don't see it particularly adds to the profession. It's a good question for those concerned on the matter, for me it seems another example of navel gazing which could be better time spent elsewhere.

Being positive takes effort

I write often about positive psychology and the very practical applications it offers to help people realise and understand how they can act differently if they wish to lead more 'happier' lives. Now, 'happier' is always a subjective term, and no-one can dictate to you, how happy you should be, this is a judgement you need to make for yourself. But, if you do wish to be happier, there are some very easy, very practical things you can go.

Before I launch into the different kinds of activity you should think about, let me stress this. This isn't a one trick pony. In order to achieve a more positive state of mind, or be happier, it takes concerted effort, and you need a strong support network. Be that friends, family, work colleagues, or professional help, someone needs to help you on this journey. Without a support network this will be a truly difficult task.

Additionally, extensive research has been carried out into the tangible effects of acting in the ways listed below. The research shows positive changes in a person's own sense of positivity over a period of time, how positive they are about others, and whether or not, the practices hold a lasting effect. I'll not cite the various pieces of research as I'm in a rush. But, and I will hold my name to this, I would not be suggesting the things below, if I didn't believe it.

I've written before about writing 3 good things at the end of the day. If you follow me on Twitter, you'll see I try to do this, and you'll also see how infrequently I do it. It's a very easy thing to do for a short while. As a continued effort though, it does take practice before you remember to do it regularly. In honesty, I think about my #3goodthings most nights, I just don't write it down. And that's the hey part, because you're articulating it rather than thinking it.

A gratitude visit is a very powerful way to raise your sense of positivity. This essentially entails you taking the time to visit one person and let them know why you're thankful they're part of your life. This doesn't have to be a regular weekly or monthly activity, but it does need to happen at least once or twice over a long period of time. What this helps to do is raise your confidence in being able to appreciate those in your life, and expressing it in a way which is meaningful to both you and the receiver.

Act in small ways which are unselfish. It doesn't take a lot to give someone the time of day, or to help answer a query. But in this busy world we fool ourselves into thinking that someone else will do it. Yes, maybe they will. But should that stop you from doing it too? No. There are few people I know who truly act without expectation of the same for them. And for that I will always hold them in high regard.

One of the most powerful ways to help you and others around you feel good, is by smiling. So much is associated with a genuine smile. This is pretty self-explanatory, but if you're not one for doing this, have a look at those around you who do, and consider how much of an impact they have on those around them.

And that's where I stop. Four things you can do to help raise your level of positivity and how you think about being happy.

Serenity Prayer

Back when I used to work at QVC, we ran a programme called the QVC Difference. Essentially a 2 day residential course aimed at increasing your self-awareness, and focusing on how understand others better. Part of the course focused on the Serenity Prayer which came to mind yesterday, and thought I'd share it with you.

"God, grant me the serenity to accept the things I cannot change, Courage to change the things I can, And wisdom to know the difference. Living one day at a time; Enjoying one moment at a time; Accepting hardship as a pathway to peace; Taking, as Jesus did, this sinful world As it is, not as I would have it; Trusting that You will make all things right If I surrender to Your Will; So that I may be reasonably happy in this life And supremely happy with You forever in the next. Amen."

Read into the prayer what you will, but for me, there are a few strong messages.

The serenity to accept the things I cannot change. If only this was easier to do. I can accept there are things I cannot change. But with serenity? Few can do that, and do it well. I used to have serenity in abundance in my college days, but something happened along the way which slowly beat it out of me.

Courage to change the things I can. I'm all about change. It's my job for crying out loud! And to do so with courage, that's a continuing journey I find myself facing. I have some very supportive and amazing people around me - both online and offline. I can change - if I want to - because I know I need support in order to do so.

Enjoying one moment at a time. There are daily stories about sudden life changes we never expect to happen. For this, and this alone, I am constantly grateful for this life I have, and never take it for granted. I kiss my wife, and my kids every morning without fail before I leave the house as I never know what will happen when I walk out that door.

Trusting that You will make all things right. Faith is a difficult one to sound-bite, so I shan't. I have faith, and sometimes I have to hold on to it for dear life.

So that I may be reasonably happy in this life. I am. Around me I see all manner of wonderful, difficult, harsh, joyous, sad events. And I wonder - am I happy with where I am right now? Yes. Yes, I am.

I don't think the Serenity Prayer resonates only if you are Christian, or only if you practise a religion, the message is a good one, and for this reason, I hope it resonates with you.

Come tweet with me

This week's Q&A topic has probably been written by many others before me, and I may not be saying anything new, but I wanted to put it out there to see what opinions are around. My question is this:

Is it possible for organisations to use social media for employee engagement?

Here's my thinking. The trend for employees to have a social media account of some sort is increasing constantly. At the moment, here's how most of those accounts are being used:

Facebook - personal relationships, event type pages, uploading videos and photos of company events
Twitter - networked relationships, creating a 'personal brand', promoting your message to the world
LinkedIn - professional relationships, job opportunities, conference promotion
Yammer - in-tact relationships, deeper discussions on topics selected by people regularly working together
Blogs - individual voice, rants, thought pieces, attract a following
Foursqaure - competition element, checking in, winning badges, special offers for 'mayorships'

And that's just a selection of what's out there. So we can take each of those and think - how can an organisation use any/all of those to engage with their staff better? Cynicism aside - truly aside,

Facebook - so it seems 500 million of you have a Facebook account. I don't for what it's worth. but I'm in the minority it seems. Imagine if you would, a company friends you. Not to follow what you have to say, but so they can update you on company communications. We're holding a company meeting, we're hiring spread the message, there's a new starter today say hello, did you know Bob is wearing a red pyjama outfit for Comic Relief?

Twitter - not so different about the kind of message that can be spread from Facebook, just a different way of sending that message out.

LinkedIn - encouraging your staff to connect with each other, but with the aim in mind of developing a strong employer brand. Brands in this day and age know the power of a collective and crowd sourcing. So you have a strong public brand, but what about a strong professional brand?

Yammer - wikis and intranets are still the way to go, but Yammer offers an additional way to talk to each other. Remember that internal training on Assertiveness? Let's talk about that a bit more. What about the new internal product we've rolled out? Discuss and comment.

Blogs - blogging is an interesting beast, but all the same there's a lot of people at it. Done something you're particularly proud of? Ask someone to write about it on their blog. That's right, on theirs, not yours. You already have a company blog which will have a corporate message. How about hearing the same message articulate differently? Are you brave enough?

Foursquare - 'checking in' presents an interesting opportunity for rewarding being 'present'. A slightly more organisational bent, rather than engagement - but rewarding people for 25 check-ins, with a free coffee? A mayorship with an Amazon voucher, or additional company discount?

I know there will be heavy cynicism from a fair few of you, and that's all good, but indulge me for a moment.

The question then:

Is it possible for organisations to use social media for employee engagement?