HRD Summit February 2020CoLab: Social Leadership

Jon Ingham, Author, Trainer and Consultant

The Social Organization

@JonIngham #HRDSummitUK #SocialLeadership

Jon Ingham

• HRD Connect thought leader with a focus on strategic, artful and social HR / OD

• Co-author with Dave Ulrich on building better HR departments and creator of the new Melded Network HR model

• Author of ‘The Social Organization’ with a growing interest in social leadership (next book?)

@JonIngham #HRDSummitUK #SocialLeadership

Problems in Leadership

Why is the Leadership Industry Failing?

(And How to Fix It)

Gordy Curphy, Robert B. Kaiser and

Robert Hogan

Adam Galinsky, the E test

https://www.ted.com/talks/adam_galinsky_

how_to_speak_up_for_yourself/transcript

@JonIngham #HRDSummitUK #SocialLeadership

Social Leadership

Julian Stodd, The Social Leadership Handbook Edgar and Peter Schein, Humble Leadership

@JonIngham #HRDSummitUK #SocialLeadership

Social Leadership in the Digital Age

MIT Sloan Management Review, The New Leadership Playbook for the Digital Age, 2020

@JonIngham #HRDSummitUK #SocialLeadership

Harnessing Human Creativity

Supply

• Increasingly specialist to stay current given increased knowledge available and rate of its development

• Ideally ‘T’ shaped professionals with multiple specialisms and breadth of focus plus great soft skills

Demand

• Complex, cross-disciplinary needs requiring specialists to work together in groups and networks

• Relationship workers vs just knowledge workers

• Social leadership = leading groups and networks vs just individuals

https://www.hrdconnect.com/2020/01/07/2020-hrd-thought-leaders-on-the-biggest-trends-of-of-the-year-to-come/

@JonIngham #HRDSummitUK #SocialLeadership

Types of Group / Network

(Functions) (Horizontal / Project Teams

and Communities)(Networks)

https://www.linkedin.com/pulse/organising-people-through-distributed-networks-jon-ingham/

@JonIngham #HRDSummitUK #SocialLeadership

Communities Networks

FunctionsProject

Teams

Task focus,

Extrinsic

motivation

Human focus,

Intrinsic

motivation

Internal orientation External orientation

Types of Group / Network

https://www.linkedin.com/pulse/choosing-organisation-forms-groups-jon-ingham/

@JonIngham #HRDSummitUK #SocialLeadership

Eg Future HR Organisation

https://www.linkedin.com/pulse/melded-network-hr-model-magazine-different-slant-jon-ingham

@JonIngham #HRDSummitUK #SocialLeadership

Functions

• Groupings of people co-ordinating their work with others at same level working for the same manager

• Working in series rather than parallel – Peter Drucker: “‘they play on the team, they do not play as a team”

• Leading functions = leading individuals (groupings not real teams, eg they do not need team meetings)

• Main requirements are trust and psychological safety

https://www.hrdconnect.com/2020/01/15/does-your-functional-group-really-need-a-meeting/

@JonIngham #HRDSummitUK #SocialLeadership

Project Teams

• Leading teams = focusing on the team outputs

• Ensuring individuals are motivated to help the team

• Balancing team and individual focus

• Note increasing use of self managed teams

• Cross-disciplinary collaboration to deliver outputs

• Includes process, project, agile and product teams

• Increasing projectisation in many areas of work

https://www.linkedin.com/pulse/from-vertically-focused-functions-horizontal-cross-teams-jon-ingham/

@JonIngham #HRDSummitUK #SocialLeadership

Communities

• Small groups with passion for a domain

• Cultivation of relationships across members who may decide to work together

• Opportunity for ‘communities of performance’

• Leading communities = focusing on the people and the community, facilitating connection

• Henry Mintzberg ‘Communityship’: being personally engaged in order to engage others, so that anyone and everyone can exercise initiative.

https://www.linkedin.com/pulse/communities-performance-jon-ingham/

@JonIngham #HRDSummitUK #SocialLeadership

Networks

• Individuals linked by a common technological / cultural platform who may decide to co-operate together around a particular domain

• Great for sharing information - harder, but not impossible, to produce outputs

• Leading networks = encouraging curiosity and desire to co-operate (eg by working out loud)

• Brokering connections between network members and with other networks

https://www.linkedin.com/pulse/networks-performance-jon-ingham/

@JonIngham #HRDSummitUK #SocialLeadership

CoLab

… on Teams … on Communities … on Networks

As a Team on… Teams 1, 4, 5 Team 2 Team 3

As a Community on…

Community 1 Community 2, 4, 5 Community 3

As a Network on… Network 1 Network 2 Network 3, 4, 5

Nine different types of working group:

@JonIngham #HRDSummitUK #SocialLeadership

Differentexperiences

Differentinsights

CoLab Feedback:- Ideas about Leading Teams / Communities /

Networks?- Experience working as a Team / Community /

Network?

Additional Question:- What will Happen when People are Leading

Teams, Communities and Networks?

@JonIngham #HRDSummitUK #SocialLeadership

Leadership Across Contexts

Communities

Networks

Projects

@JonIngham #HRDSummitUK #SocialLeadership

So Six Challenges?:

• Leading using social technologies

• Leading in a humble, networked (colab-ed) way

• Leading groups rather than just individuals

• Leading teams, communities and networks differently

• Everyone participating in leadership

• Applying different leadership styles to different groups and situations at the same time

How will theses challenges impact your organisation, leadership development and HR activities?

@JonIngham #HRDSummitUK #SocialLeadership

For More Information / To Discuss:

• About me: joningham.com

• “Strategic HCM”: strategic-hcm.com / strategic-hcm.blogspot.com

• “The Social Organisation”: organization.social / koganpage.com/SocialOrganization

• Social media: linkedin.com/in/joningham, twitter.com/joningham

• Email: jon@joningham.com, phone: 07904 185134

@JonIngham #HRDSummitUK #SocialLeadership