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Our desire to attract and recruit Game Changers is increasing.

That’s because they can use the chaos of rapid change and advancement to fuel organisation competitiveness and success. Game Changers drive innovation. We need innovation to survive. But recruiting Game Changers is just one of the steps to a future-fit organisation and not necessarily the first. Few organisations are ready for the Game Changers they seek, or have within their midst.

Game Changer

Game Changers are people who accelerate evolution at every level. They have this ingenious ability to see round corners and to spot hidden or less than obvious opportunity. Their openness to new ideas and willingness to take risks combined with a high drive to initiate change means they can upend organisations, industries and markets. And they do, because they are typically obsessive about turning their ideas into reality. However it is actually quite common for Game Changers to leave large organisations. Why is this?

To understand more about Game Changers, business insight and talent consultancy eg.1 carried out research and produced this report “The DNA of a Game Changer.” Their work sheds a lot of light on a much-needed group of talent with the potential to change landscapes for those around them. Game Changers are described as needing space and latitude to be creative and to demonstrate their value to the business. Their obsessive imagination and relentless focus on making their ideas real is what we seek yet it also means they can come across as demanding, uncompromising and impatient. They can alienate others and appear disruptive. Frustration can drive Game Changers to seek fulfilment away from the structures that limit them – slow moving, hierarchical and risk-averse organisations.

If we want Game Changers and the successes they drive in our organisations, we need to ensure they are championed by an individual who is senior or has influence within the organisation. We also need to get comfortable with allowing them the freedom they crave to make decisions as well as give them permission to take some risk (and fail). How many of us do this already on a day-to-day basis?

And it doesn’t stop there. Even solo Game Changers or innovation heroes will not produce the competitive edge we need for what lies ahead. We need to think about the collection of individuals who, together, can accelerate evolution at every level. These are not collections of Game Changers, or Game Changers and their minions. There are other roles that help to secure game changing results. The four additional roles identified in the eg.1 work for truly game-changing teams are Play Makers, Strategists, Polishers and Implementers.

Nathan Ott (CEO of eg.1) and Dr John Mervyn-Smith (Chief Psychologist of eg.1), in collaboration with Dr Adrian Furnham (University College London) have designed a way to identify these role players. It is called the GC Index and it is a completely online tool that assesses real and potential contribution of individuals to a company, role or project. It challenges traditional methods – in place of measuring personality type, skills or leadership qualities, it focuses on output. That’s a welcome distinction. The eg.1 work turns a corner in the way we approach the future.

Are you ready to change the game?

For more information about the GC Index and how it can be used in your organisation, drop us a mail. We are accredited to administer the tool and to deliver personalised feedback.

 

 

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We are gradually phasing into a digital world, one that is starting to look and feel very different. And yet in our organisations, we still focus so much on what we have been used to in the past. We look for and build more traditional leadership and management skills.  Our HIPO’s (high potentials) are typically good at strategy and implementation. And we reward them for climbing a ladder to larger budgets and bigger teams. But will these HIPOs prepare us adequately for what’s ahead?

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‘We can no longer predict the future with any accuracy, but we can build ourselves to flourish there.’

 

 

Do you still think you can predict and control what happens tomorrow? Is your strategy to hang on to what you have, to keep doing what you do better than anyone else, to avoid out-disruption through your excellence, tweaking bits at the sides with a new product or service?  That is not likely to be enough.

What never seemed possible is now reality. New technologies, ways of living, consuming, working and interacting emerge all the time. We need people in our organisations who think and see things differently, who drive new frontiers, who believe in their ideas and pursue them, who take risks. What we offer (like the corporate ladder) may no longer be attractive for the people we need most, if it ever was.

Embracing and leveraging a future that looks little like today is held somewhere in the way you think. Vast and constant change presents a steady flow of new opportunity. Our mindset and the way we view the world, and the skills we build to thrive within it, are critical enablers to unlock that. But they are so often overlooked as we debate the differences between management and leadership, fight over technical expertise, and insist on ways of working that simply do not yield the outputs we need.

How about shaping a future that changes the game? How about refreshing the lens on the people you need, how you attract them, and the ways of working that make this all possible?

It is likely that the outputs and skills we need most will be in short supply tomorrow, exactly because many people and organisations are just ‘hanging on’, being buttressed by change and disruption.

Your appetite to explore and develop the skills you’ll need for tomorrow will become a competitive lever for you. Proactively and positively crafting your own future using new technologies will become essential.

At 33 Emeralds we challenge you to think about how you are going to fare in a world that is uncertain and unpredictable. We have worked with many individuals in organisations, as well as game changers who have left corporate life to shape their own craft. We believe in a business case, offer simple insight, and assess appetite for risk and change. We form intelligent strategy and define approach to fit current realities, allowing you to experiment, build your own savvy, and execute on whatever it is you have lined up.

Are you in good shape for tomorrow?

It is our belief that focusing on predicting the future will leave us short. Instead, we should aim to build ourselves for it. And then approach it with glee.

If there is nothing that excites you about your future, perhaps you should give us a call.

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Jamie Lawrence speaks about the real power of a growth mindset on HR Zone. People with a growth mindset, put simply, believe they can. They embrace learning and fear failure less. Here are a few examples from Jamie’s post that illustrate the difference between a growth and a fixed mindset:

Fixed: This is too hard

Growth: This may take some time

Fixed: I’m no good at this

Growth: What am I missing?

Fixed: I made a mistake (messed up)

Growth: Mistakes help me to learn (what can I learn?)

When I read Jamie’s post, I was struck by the thought that a growth mindset must be an essential enabler of innovation, but also innovation with significance. I have written before about following your passion and why this could be the worst piece of career advice, and how innovation on its own is can be empty:

‘The world has an infinite supply of interesting problems. The world also has an infinite supply of important problems. I would love for people to focus on the latter.’ Andrew Ng, founder of Google Brain and co-founder of Coursera.

Just for a moment, empty your mind. Think about it as a blank slate. Imagine your work is empty of fulfillment and significance. What if that emptiness was then viewed as a snow-white page ready for prints? What if you then applied a growth mindset to what you could do?

The innovators DNA talks to 5 key skills we can all refine. Implicit in this work is the belief that these skills can be developed by anyone. One of the 5 skills to refine is to be able to observe the world like an anthropologist. Anthropology teaches us to be aware of the lens through which we view the world, and to observe ‘the other’. When you attempt put your own worldview aside, it is amazing what you can ‘see’.

How can what you do merge with what you like to do, and with what is significant?

What can you innovate into your life? Is ‘life’ and ‘work’ as separate as you thought? Is innovation for life? The future may hold fewer boundaries than we’re familiar with. Let’s see who can get used to that.

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There’s plenty of chat about how vulnerable the financial services sector is to being significantly disrupted. From a consumer (human) perspective, we are coming to expect a lot more than good service and competitive offerings from our financial services partners. By good service we include attentive, quick, personalized, easy and cheap to access (no waiting on costly helplines or in patience-testing queues). We want intelligent responses, queries that are fully solved and solutions that meet our changing needs and pockets. And we expect this in more ways than traditionally we’ve been offered (telephone, face to face, website), because we are starting to understand that technological advancement and applied thinking is making this possible.

So here’s Mondo. Time for a new kind of bank.
‘Beta-test the bank of the future. New features weekly.
We’re building a smart bank from the ground up to deliver intelligent banking on your smartphone. Think timely alerts, useful data and instant payments. We’d love your help.
Be one of the first 500 people to try the bank of the future.’
Would you sign up for Mondo?

The point is there is a large vacuum between what we are beginning to realise is possible, and what we are currently offered, a chasm that over time will be crossed.

In response to the need to up their game, the EFMA 7th Annual Innovation in Retail Banking Report shows a growing trend for banks to invest in start-ups through dedicated venture funds or on an ad hoc basis. Banks have an opportunity to collaborate and partner with start-ups to launch new products and services, and thus drive innovation and transformation. To maximize benefit, you need to reposition your view of start-ups as disruptive competitors, and start working more closely with them.

‘More and more banks are setting up accelerators/incubators, or are working with independent accelerators/incubators.
Investment in innovation has been increasing consistently for the last few years at most banks according to our surveys. There are signs that this investment is making a difference in that innovation performance is also perceived to be improving.’

But let’s hold up a real mirror on what we’re doing internally too. It’s not so much about the hub and the ideas (although these are obviously important). It is about the people (humans) who will make them a reality for your consumers (humans). What they do, every day, is key – the activity, outputs and mindsets that you encourage, reward and enable, with employees, suppliers, contractors, consultants and wider networks.

MotivationsInvesting in hubs and start-ups may bring an innovative streak into your mainframe, creak it a little, but the people who drive your business forward day in and out need the right mind and skillsets, skills of the future. They need to be equipped for the innovation age we operate in. That includes leaders and others in so-called positions of ‘authority’. Without an honest appraisal of what happens on the ground, innovation is at most idealism.

So apply this ‘start-up’ partnership modelling, like EFMA says we can do with innovation hubs and new fintech entrants, to people performance.

What is your investment in people and skills innovation hubs?
Who are you partnering with for this element?

How are you preparing your teams for continued ‘failure’ – which is famously touted by the top management thinkers and business gurus as the bedrock of true innovation? How is your mainframe skillsbank increasing over time with the sort of skills you need to build for the future? What skills will you need? How do you enable experimentation, partnership working, social collaboration? How are you spotting, enabling and rewarding innovative thinkers and doers within your organisation? They are not the people who typically show up on your traditional talent management ladders. Nor are they necessarily motivated by the promise of climbing the corporate ladder.

If you don’t want to be out-disrupted, you need to think about the people and partners who can take you there, the way business gets done on a daily basis, and what sort of players you’re liberating in your organisation.  For the new skills economy is rapidly dawning, and the corporate ladder is practically dead.

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I think we need a shift in lens.

The change we see (and drive) in the world generates a constant stream of opportunity to be explored. When we are paSky through barsranoid, we are defensive, which makes us operate by old rules, ‘close in and protect’.

If we lift ourselves away from paranoid, we have the space to get curious, expand, explore, collaborate.

We can’t predict what’s going to happen with any accuracy, or control too much for it. But we can build ourselves to play in the new future.

That’s the shift I think we need.

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‘we are a culture that conflates happiness and success’

A new craft has emerged in the digital age: to capture, polish and publish a perfect life. We crop, recolour and hashtag our posts to embellish them, and to direct the impressions our readers take from them.

Chompoo Baritone recently created a clever set of posts. It pokes fun at Instagram users and the application of this craft to make their lives seem more glamorous or exciting. It removes the dull, useless detail that means nothing or little, or detracts from the focus we set. We cut out what we don’t want others to see. Photographers have been doing this for years. Here is a link to the work ‘‘How people lie about their lives in Instagram’.

Li(f)e craft
Li(f)e craft

The concept of the double life, the one we lead and the one we aspire to, is not new. Adam Phillips in Missing Out: In Praise of the Unlived Life, beautifully summarised by Brainpickings in this post, spells it out.

‘We may need to think of ourselves as always living a double life, the one that we wish for and the one that we practice; the one that never happens and the one that keeps happening… We make our lives pleasurable, and therefore bearable, by picturing them as they might be; it is less obvious, though, what these compelling fantasy lives — lives of, as it were, a more complete satisfaction — are a self-cure for.’

And,

Our utopias tell us more about our lived lives, and their privations, than about our wished-for lives. In our unlived lives we are always more satisfied, far less frustrated versions of ourselves…’ – Phillips

Brands create and feed us images and experiences of that perfect, unlived life. It’s the not having that frustrates, and creates desire. We’ve coined the term FOMO to label that cognitive over-saturation of perfection in what we see of others – it stands for fear of missing out.

Is there anything wrong with a bit of digital li(f)e craft, at an individual level? Is it motivating, self-reinforcing or depleting? Does social media allow us to amplify a serial self-perfection-promotion that’s more mask than is good for us? Is there a shadow rising, born from this intoxication?

Carl Jung investigated how we live our lives through the persona. The persona is the mask we use to present ourselves to the world. What Jung called individuation, or healthy adult personal development and adaptation to the world, is a process of tearing away the mask that conceals our true selves and only presents what the world most wants to see from us or expects of us. It is the ‘Instagram’ self, the one we want others to believe, love, admire, envy.

The mask becomes a shadow if it is only a manifestation of the unlived life, and nothing more.

Establishing your own interface with the world, not only what others want to see, is realistic, more flexible and easier to manage. It helps to navigate adult society without colliding or hiding from the true self. To present what is not perfect or conflated or shaped by ‘likes’ is risky but rewarding over time – in place of momentary happiness there may be a semblance of longer lasting fulfilment. It is the bedrock for resilience, psychological congruence (or a lack of dissonance) and meaningful engagement. It also opens up the space for connection, development and feedback that relates to you, not your fantasy life. I think brands are starting to reach that tipping point. The perfection they once poured out is gradually being replaced with something more authentic, something with real people in it. The ever-happy, giggly personalities issuing the odd “awe” are not accessible, nor are their relentless selfie-pouts and animated hand gestures. People need to from relationships with people who deliver to needs over time. The rest is just a short-lived theatrical tease, closing on the curtain call.

Too much digital li(f)e craft, over-fascination with and broadcasting of perfection, a mask, through aesthetics or ‘happiness’, leaves the narrative we build about our lives wanting. So the risk is that the narrative is inauthentic. The mask covers rather than connects.

We live in an age where we are exposed to multiple sources of information and perspectives, we can collect, digest, influence and be influenced. You no longer have to be the big company, a politician on the news, or simply be rich to have influence and audience. You can build a following through what you believe, say and do. We are empowered because we are connected, to information, to others. We have a myriad of tools at our disposal for articulating and engaging the authentic self, through the medium of our choice, at the exposure that matches our personal comfort levels.

Continued self-promotion and craft without meaningful engagement is bound to have a shelf life. Just like it has for brands. Opening up an authentic face for your brand, for you, is powerful. We can craft and drive our influence and presence in the world without bombarding our ‘fans’ with perfection. We can offer more.

In a world that’s flying into new horizons and perspectives, with more access and connection than ever before, old rules (broadcast / push / bombardment) promoting ‘self’ or the unlived life are running out. They have increasingly less attraction. This age offers, paradoxically, a real opportunity to be authentic.

The digital divide once scared me. I was afraid of who could access the real me, and what they could do with that. And then I remembered Jung and all he had to teach. I was reminded that the narrative of your life is built through exposure, exploration and authentic engagement. That’s risky as you must reveal some of your true self, not the utopia of the unlived life. But other options for me lacked depth and sustainable fulfillment. They seemed to shelter and limit growth. Growth is something we need in this digital age, learning, growth, renewal, curiosity, connection, collaboration.

Life has shades beyond Instagram fixes. If you enjoy your digital craft, that could be harmless enough. We all do it to some extent. But never lose sight of navigating your own exposure to the world, at the comfort and through the mediums of your choice. Take a few risks on your authentic self. There’s more out there than our special (imaginary) unlived life.

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‘There are people in this world who cannot tell you what they think and what they believe. They simply don’t know. They are programmed to be the person they think someone in authority — a hiring authority, for instance — wants them to be.’

– Liz Ryan

Who am I?

What are your strengths? Do you list them on your LinkedIn or Google+ profile? Most of us do. And this showcase often sounds a lot like, well, the businessperson next door. We have an idea of what makes us desirable and wanted at work, so that’s what we look for in ourselves and that’s what we profile.

But these days you may be more attractive for what stands you out, what makes you different. And yet when I ask the question: ‘What stands you out?’ I almost always get a great response for a game of personal strengths buzzword bingo. Liz Ryan is right – a lot of people will tell you they are who someone wants them to be.

When I am assisting others to profile themselves, and I realize I am on a straight path to winning a bingo championship, I take the time to ask these questions:

  • What was in the working day where you woke up and were excited to get started?
  • What was in the day when you come home feeling great?
  • What were you doing when you forgot the time and lost time?
  • How do people describe you? What words do people use, think of all the examples you can, informal and formal.
  • How do you make life better through what you do?
  • Tell me what you do, pretend I work as far away from your industry as possible, and wouldn’t understand any jargon at all. Think about your first language being my third.

As they talk I just record their spoken thoughts, keywords mainly. I try to note their actual words and not my version of what they are saying, or my summary of it.

When you both look at the notes afterwards, you start to get a sense of a person and not just a list of strengths. A few preferences emerge, a few values spill out and suddenly you see there is a human, there on the page, waiting for a sentence or two in which to show up, uniquely. When you pull this into a bio with a bit of narrative, it unmistakably belongs to just one person, one human, not a scorecard.

Digital guru Brian Solis says that effective engagement is inspired by the empathy that develops simply from being human. So when you craft or update your bio online, take a little time to ask yourself, in place of ‘How I am strong?’:

How am I human?

It’s a good starting point for engagement.