Musíme zmeniť benefity - a spraviť ich cielene rozvojovými Ponúkané benefity sa v súčasnosti pohybujú od ovocia zadarmo cez kalčeto a flexibilný pracovný čas, či miesto práce až po (v pár ojedinelých prípadoch) neobmedzené dovolenky. Je to milé, no v stále urputnejšom boji o prilákanie a udržanie najlepších talentov v organizáciách, musíme začať myslieť komplexnejšie. Iba spoločnosť, ktorá dokáže vytvoriť podmienky, v ktorých môžu ľudia tak skutočne ľudsky rásť a napredovať (a nemyslíme tým rozvoj mäkkých zručností), priláka a udrží tých najlepších (bez ohľadu na kalčeto v herni). Susan nám na stretnutí pomôže získať nadhľad nad záplavou atraktívnych benefitov a umožní nám pochopiť podstatu toho, čo je pre talentov skutočne obohacujúce.

1. Raise the table-stakes and
become
Deliberately Developmental
Susan Basterfield
Member and Foundation Director - Enspiral
Partner - Greaterthan
Co-Producing Author
Better Work Together: How the power of
Community can transform your business

2. What is Deliberate
Development?
• Our key impulse as humans is to grow and develop
• Why do we pretend that this ends when we leave
school?
• What potential is unleashed when we work with
‘work’ to continue to evolve and develop?
• What is a workplace that recognises that creating
the conditions for ongoing development creates
more opportunity for the business as capacity
grows?

3. What are the current table stakes
to attract and retain great people?
• A ping-pong table?
• Free fruit?
• Drinks on Friday?
• Work from home options?
• Unlimited vacation?
• Great Training programmes?

4. Where are these
interventions actually
aimed?
Extracting more value from employees?
• Helping people do their job better
• Based on competition / a transaction
Arresting disorder?
• Making things better, problem solving
• Order is created by controlling disorder
Doing Good?
• It’s our moral imperative to affirm and
contribute
• We know how to inspire people
Is something more possible?

5. It depends on what
we believe.
What do you believe about
yourself?
What do you as a leader
believe about people?

6. It depends on what
we believe.
For more than a century, our workplaces have
been organised around the industrial
paradigms of ‘Scientific Management’
Do you believe that people
• Are lazy
• Work primarily for the money
• Own interests are more important than
the organisation’s
• Not capable of making good decisions

7. It depends on what
we believe.
Do you believe that people
• Are capable of asking for what they need
• Have the ability to make and keep
commitments
• Have the innate potential to develop

8. Where do we start?
Outside of a formal training, what’s
something you learned at work
recently, about yourself?
• Was it individual learning?
• Was it as part of a team?

9. Nothing Extra
• The Workplace provides us with
what we need to develop, if we
just notice it, and work with it.
• There should be no
compromise between personal
development and great
business outcomes.

10. Creating the
conditions
Moving from ‘Event Based’
to ‘Practice Based’
• eg. ‘packaged’ training courses, off-sites
Tighter Feedback loops
• eg. annual performance reviews
Intentional reflection (alone and together)

11. We can learn from
the Agile movement
• Team-based commitment setting
• Daily check-ins on work and blocks
• Regular sharing of work, AKA
Demos or Showcases
• Retrospectives at the end of every
work cycle

12. Some Examples
• A leadership team being explicit
about their needs from one
another
• A shift-crew in a cinema keeping
washrooms sparkling clean
• An organisation in transition
creating working groups

13. Could we imagine a
workplace
where the role of HR
was to :
• Develop the capacity of everyone
in the organisation to to continue
to evolve THEMSELVES, and their
capacity to contribute. based on
their own aspirations?
(not our own)

14. Where do we start?
Outside of a formal training, what’s
something you learned at work recently,
about yourself?
• Was it individual learning?
• Was it as part of a team?
What can you do to make this an
embedded learning practice for yourself
and others?

15. 1-2-4-All
A Liberating Structure to:
• Reflect (on your own for 1 minute)
• Share (in 2’s for 3 minutes)
• Listen & Synthesise (In 4’s for 5
minutes)
• Notice Patterns

16. susan@enspiral.com
Greaterthan
Ensprial
Thank You!
Ďakujem!