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HR Superstars

Episode 22 · 1 year ago

The Optimistic Future of Career Growth, Management, and Human Resources

ABOUT THIS EPISODE

We can revolutionize our world, if we rid our workplaces of industrial age paradigms. Embracing the creativity within us all will enable us to develop a more humanistic approach to work and to find answers to the societal and environmental problems that afflict our world.

In part two of our interview with Nancy Hauge, Chief Human Resources Officer at Automation Anywhere, Nancy paints a promising picture of the future of work.

We discuss:

-A values-based approach to respect and honesty

-What increasing life spans mean for the future of work

-Unleashing the human potential for creativity and innovation

For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website.

Listening on a desktop & can’t see the links? Just search for HR Superstars in your favorite podcast player.

Integration of work and home life. Isn't just children and spouses and family, it's also those interests that we have outside that we that consume and and sometimes our most creative work. We also would love for those to blend a little bit, and I think in the future that's exactly what's going to happen. I think we're on the verge of a new renaissance. I think that the next renaissance is about to come to us as we release all this cranial capacity, as I refer to it, and see what people do with that extra time. I think they're going to cheer diseases and go to new planets and building buildings and it's just going to be remarkable world that we create. To this, you're listening to HR superstars, a podcast from one thousand five, hundred and five that highlights stories from the front lines of HR and people offs. Each episode will showcase fascinating conversations but leaders offering their unique experiences and advice for building an extraordinary company and culture. Let's get into the show. Welcome back to the HR superstars podcast for part two of my interview with Nancy how he. Hrro of automation anywhere and part one, Nancy and I discussed the nefarious roots of Human Resources Hr as we know it today, that so many of the strategies, tactics and structures that we're using today to manage people actually come out of things like slave plantations and the industrial era mindset that no longer serves the modern organization that is attempting to be highly relevant in a competitive landscape. And this episode, Part Two, we explore a bit more of the future of careers, the future of management and the HR profession. Let's get into the interview now. I want to dig in on respect for a second, because they think that often in the old model, respect is earned through high performance, right, right, like, well, respect you if you're a high performer, which I mean you know, on a certain level it makes sense. But the how do you create a system where the whole person is respected for simply being a human being? Right, and honoring that as the Baseline Foundation? And then there's distinctions around high performance, low performance and what it actually means to keep a job at our company. But it doesn't mean if we're going to not we're going to disrespect you if you don't meet the standards that we've created right because you have met the standards that you no longer are worthy of respect. That is that is an industrial age mentality, and so I think the newer thinking and probably the more valued space thinking is look, it's in probably disrespectful for me to allow you to continue to fail. Why would I let you do that? And if I see no success for you here, it's incredibly disrespectful of me not to be honest with you.

Out of respect, the first thing I have to do with my currencies respect. The first way I pay it to you pay that respect you is through honesty. And so the honest assessment of we're both looking at the same data, we're both looking at the same yard sticks, we're both looking at where you're falling short on this. Do you have the the ability to close this gap? You have the willingness to close this gap? If either one of them is in no answer, let's part as friends. Let's figure out how we get you into another environment where you're going to thrive, because I have no interest in people struggling and feeling like they're failing and feeling the anxiety. None of those things help anyone ever be excellent at what I'm doing, and so you know, what I owe you in paying your respect is the currency of honesty. And, by the way, if I'm honest with you, you're going to trust me, and trust is the next element of paying your respect. If the worst thing you could say to me is that you don't trust me, that's the worst thing you could say to me that you don't like my hair, but other than you got great hair. Oh thanks, yeah, fishing, fish, okay, so super interesting. You know, as we kind of dig up the weeds in the garden of humanity and we were starting to understand that not everything we've inherited is actually productive for the modern human being. Right, a lot of it is counterproductive and doesn't even it's not even good for capitalism. It's not even good for profit. No right that. They these things are preventing us from bringing our full creative genius to the table, which is, as we automate the robotics stuff, we need human beings doing what human beings do best, which is, as you said, thinking deeply about problems, thinking about innovation, solutions and the creativity and art that were so brilliant. Right, even if we don't identify as creative, that's what many people are surprising that people surprise themselves every day with, you know, and you know we often say people are amazing. And what's the adage? You know, talent is equally spread around the world. Opportunity is not. What's the same thing in organization's talent is equally spread and the opportunity to demonstrate. And it's not because we hire people into these roles and we define that, we define what the work is in that role and when they when they move away from it, we say hey, hey, back in your box, but dude, the job you were paid to do. Well, you know, one of the things we're doing now is we're starting to write our job descriptions as here's what the human does in this job description. And, by the way, you're going to get some automation tools to do all these things, which gives you this time to create in your other space. I mean literally, we're starting to think about how we by for Kate every role into what should be automated what should be human, and we're going to advertise to the human beings here's what the real role is. So cool, it's so cool. It is okay. So, so shifting gears a little bit. So you've got you're retiring. Well, some point,...

...at some point, in in a fashion, not right now. Yeah, and it but it's in a fashion I used to read. I mean even retiring is I mean it's actually interesting. Right of linguistics, in the language we use comes from these old paradigms and I think retirement is an industrial age idea because because work sucks and we're going to force you to do it and finally you get to not work. That's right away your life. But you know, I enjoy my life a lot. I love my life and I'm not certain you know, my husband is one of those guys that says, you know, I married you for better for worse, but not for lunch. So I hope your planning to doing something that's here, because I got, you know, I got things do here, but that's just did. I can't. I have, still have too many curiosities. It's a matter of, you know, running after my curiosities on my own time frame, as opposed to, you know, serving this organization, which is this is the single best way to cap off my career is with automation anywhere. It is just I'm it's such a privilege to have extended my career to the point that I can touch the future like this, the automated future, the work from any where future, the the changes that are coming about. You know, I started out as a creative person. I started out also in the theater, and so I think I've always sought ways to bring all of that to work as much as I could, and I realize that everybody has some creative element in there and we all are trying to force fit it into the workplace in some way, trying to integrate it. Integration of work and home life isn't just children and spouses and family, it's also those interests that we have outside that we that consume and sometimes our most creative work. We also would love for those to blend a little bit, and I think in the future that's exactly what's going to happen. I think we're on the verge of a new renaissance. I think that the next renaissance is about to come to us as we release all this cranial capacity, as I refer to it, and see what people do with that extra time. I think they're going to cheer diseases and go to new planets and build buildings and it's just going to be remarkable world that we create. To this, one of our dreams is that work becomes an incubator for creative development. You know, and and somebody actually just shared this with me, of like they don't call the work they do personal development and they call it creative development. Really, only it's actually developing the human being, is developing our inherent creativity or right, our natural ability. They we have, we all possessed. And and so the war work, we actually get to go and work at a company and we'd leave a better version of ourselves, a more creatively integrated, inspired human better communication, better giving and receiving feedback, kinder, more compassionate, higher standards exactly. And and that's and we get there. You know, that's what work is. It's not forced labor for kind of bottom of the pyramid economic...

...compensation. Correct. That's exactly right. That's exactly right. And I think that there are you can see the you know, the evolution of different countries in terms of their movement into the ECONE and the into a greater economic world. It always means the upgrade of work that the average human beings doing. Right, you move from, you rote, manufacturing to customer service to write at you just there's a hierarchy. Move Up, that your whole population moves up, and it's you know, we are the United States today is the great innovator for the world, and that means that we really should be focusing on how we leverage that innovation across the entire spectrum of above the population. And we don't. We haven't configured work for that. That's just the way you say it. Oh, and I have to go to work. It's like, you know what it's always like. You know, you're apologizing your family. I have to work today, you know, as opposed to hey, you know, I got this great thing I'm doing. I like you to go to work. I yeah, but I really need to go do this because this is really this is really engaging over here, and so I'm going to go do that and I'll come back to you guys later. I think that's what we seek for the future. Do you think you're going to MISS HR? You going to miss the I mean, you know, because it's a very demanding it's not all a picnic, right, you know, we know there's some times the emotions and there's the being human is not easy all the time. It's it is what's most intest intriguing, isn't it about hrs, that it's never the same two days in a row? That it's because the one thing that's most variable is human beings, and that's I'm fascinated by that and it's interesting. I have a forty year career and I assume every year I've seen it all. Can't surprise me. Every year I get surprised, pretty funny every single years, like oh well, two thousand and twenty is just you know, that was I was just waiting, you know, after that we had fires and virus and then more fires and then freezing people, and all this time I was waiting for frogs to fall out of the sky. That was like what's next here? But you're right, one of the things I love about it is that it forces resilience and it forces you to be creative and it forces you to you know, every year I've had to create solutions that didn't exist before because human beings require different things. They keep asking us for different things and that has been the best part of my job. What's next, I mean what are what are because it is interesting. I mean even, I think, in the best of companies that really support this. The most human companies are still going to be. It's a different experience working full time than not working full time. And yes, I think of I barely worked full I didn't really had a very weird and s and you know I mean I'm still pretty young, I'm not even forty, and so sometimes I think, okay, this is the end of my career and I'm like, Oh no, I'm Whoa, this is just the beginning. And Yeah, but I barely held a real job in my s...

...and I pursued so many different things and at times I felt, wow, I'm really shooting myself on the foot for my career because I'm broke. But I have an amazing life and I get to explore so many interests and passions and develop myself and discover creativity and Zono genius and relationships and Yada, Yada, Yada. And this is cool, but I I need to make some money. And so it always blows my mind of thinking about how it all played out. Where then getting to found this company and become a coach, which, you know, I started out as a coach int graded these different things, and then I got to build a culture and a company from the ground up and get to innovate, bring all of these weird things from the road less by traveled that I'd picked up into building an extraordinary culture that was more humanistic, that had emphasis on emotional intelligence and authentic relating and all of these different things that turns out, wow, that was not working was the best possible thing for my career. Well, whether it's not working or working in a variety of things, it's like, you know the ones in future king right, it's that all of those all of those ad hoc experiences fed into your ability to pull the sword from the stone. And so we don't know what experience is going to be the one that's pivotal to us in our future. And like you, I have a weird and buried past in many, many ways. I've done the same job in a lot of industries and and it's always fascinating that they always end up adding up to something. I didn't plan it. You know the fact that they added up to this. It's like it's one of those surprised Oh my God, I wake up in the morning. What do you know? I know how to do that. What do you know? I have that piece of information when I need it. What do you know? I have an experience that has contributed to it. I think that the whole concept of what's Your Five Year Plan? What's your three year plan? I've never had one. Yeah, I've never had one at all. You know, life has been far too serendipitous and I have felt that if I had a plan that was too rigid, I wouldn't be able to seize an opportunity and whether that opportunity was superb and great and everything was up in the right or whether that opportunity was just a learning experience that helped me put everything else in context. I value them all. With young people, you know, in their twenties, I think we force people to make choices too early in their life. I think we force people at too young an age to declare a major in college. I think we we have to think more about lifetime education and allowing people to sort out what they're going to love before we make them make the choices. And just because you're good at math doesn't mean you're going to be a great computer scientist. You know, we've got to be careful. And so I think this is an interesting one because as we are changing the industrial model of work, the MOS city of changing the industrial model of education is equally paramount. Well, let's think about it this way. Shame you know, I have a granddaughter. She's staying with us right now. She's thirteen and when she was born are she's eleven. When she was born, the pediatrician said to us one day, you know, her life expectancy is a hundred and five years. Well,...

...mine's eighty five years. What's she going to do with the extra twenty? I don't think she's going to be retired next to twenty years. If she has to be retired next to twenty years, she would literally have to save one third of her paycheck from the time she's twenty seven on. So either she's going to be educated a little more spend more time there, or she's going to work longer. She's going to work longer she's not going to be in one profession. If, if suddenly, people are going to go from thirty or thirty five year careers to fifty five year careers, that's a very different value proposition in terms of what's going to happen. So you're going to have a period of time where you are increasing your knowledge and having these great experiences, then I think a period of time where you're applying that knowledge in a variety of ways, maybe in two or three different kinds of and then you'll probably have a period of time where you are giving back on a more full time. I mean, I think that's the model that will exist. I don't think she's going to work until she's eighty five and be retired for twenty years, although today most people retire in their S, in the average time it is twenty to twenty five years. She'd have to work to eighty five to make that happen. I don't see a lot of baby eighty five year old running around the office place today. And so there's this whole world has to shift just based on the life span the by eleven year old granddaughter. Fifteen five is the only evidence based people and performance platform for highly engaged and high performing organizations. Strategic HR leaders in all industries use the platform to win by improving communication, up leveling their managers and increasing company wide engagement. Learn more at fifteen fivecom what in a incredible moment to be alive and we get to plant the seeds, you know, just as this seeds of a lot of our current institutions were planted, you know, hundreds of years ago. We get to plant the seeds that will be sprouting when your granddaughter is in her S. that's exactly right. And in realm, as I said before, and her demands for what she's going to find in the workplace. And and think about it, you know she's she's twelve years away. Her demands are going to be massive compared to what we're providing today. Because when I see her playing her games, she's an artist and so, you know, on the IPAD, drawing whatever it is she's doing, I realized, wow, she's using technology we're not providing in the office. Yep, today, you know. I mean we have Alexa and theory that we're using at home. We don't anything like that. Me Off right. We don't have Alexa sitting in pods so anybody can ask Alexa look up something while they're working. It's crazy. But there's simple technology we haven't brought to the office yet and the next generation won't get there without it. My thirteen year old grandson wrote a Bot to keep his game playing all night right. So you know, he doesn't want to lose, yeah, his spot. And you know, minecraft or something and so he has a bought that plays that game for him all night. He's thirteen. There's a book, Cool Book. I forget the author, but it's called everything bad is good for you,...

...and one of the explorations is about how video games and pete kids growing up using video games, it's infinitely more complex user interfaces, prepared them for a much more technologically complex economy. That's right. That that and again it's like, Oh, you know, we don't want our kids to rot their brains playing video games, and it's like, well, actually, you know by it's like they're going to be the ones that then come in and have this expectation, what are you guys doing using this antiquated s technology and the software interfaces that are archaic? You never know what it's going to be. What is the skill that you're going to use? When my my son went in the navy and when he came out of the Navy he interviewed electronic arts and one of their questions was what's the most exciting video experience you've ever had? And he said, Oh, that was chasing North Korean summaries to the siege pan and they said instead a Tom clancy game and he said, know, that was actually my job in the navy, and this you're hired right now. You're hired right this minute because you had that experience, nothing to do with gaming, but, my goodness, inability. You know, they could see there were some skills there that they could put to work right away. You can't, you know, and again it is an industrial age mentality that says that moving upward is a linear path. You know, you do a and you get be and that you can see the future. For years I've been saying, you know, all I can do is make people as as flexible as possible, give them as many skills and knowledge and abilities as I can so they can seize the opportunities, because I can't predict what the jobs are that will be here five years from now, three years from now. We have roles that we're creating inside our company that I didn't know we needed eighteen months ago, and so I certainly didn't have a sense of what the profile for that role was. What people are facing today is so foreign from what I faced when I entered the workforce in the S. it's just it's shocking. There's a great stir can robinson quote and he says you cannot predict the outcome of human development. All you can do is, like a farmer, create the conditions under which it will begin to flourish precisely, and I think in the industrial mindset you don't want unpredictable outcomes. I want very predictable outcomes and so that you know that's keep a cap on create of development, right and so. But to the use of automation you can get your predictable outcomes because that's generally through the rote work and you get the benefit of the displocated thinking and the custom configuration and the great engagement. That is what's so exciting is getting both of those things. It is it is really thrilling. Well, Nancy, this is such a such an exciting conversation, and it reminds me of why we have so much reason, so many reasons to be optimistic about the future of life on this crazy spaceship earth called planet earth. You know, and that it's the that hute companies incorporations. Creating these conditions for more humanity to flourish is part of how we also solve our larger societal and environmental issues as well, because it's all connected and so of course,...

...more fulfilled, creatively alive human beings are going to come up with better solutions. I absolutely agree. Right, yes, very well said. So, if any of our listeners want to follow you, you know what's the best way to get in touch or to track your your work or not work soon? I mean no, I you know, be on Instagram with your with all of your next exploits. Absolutely, and I expect that. I'll write a book. I have a title, of working title. I have been working on the book for a couple of years called like, don't even ask you for that. Oh yeah, it's life in the boystore door and my career in Silicon Valley and so yeah, so that's what I'm going to do. That I'll do consulting, I'll I'll do whatever I can to keep on your own health schedules. Yeah, I think that's right. It would take a lot. Would take a lot to to make me postpone that, that life. But I'm not leaving immediately. I mean the truth is we've got quite a bit more to do at automation anywhere, and so I'll be here for a little while and people can find me on Linkedin. I'm at automation anywhere. You can reach out to our website there if anybody would like to chat with me, and so thank you for this opportunity with thank you for the invitation today. All Right, truly my pleasure, just a fantastic conversation. We'd like to thank our guests, Nancy how he are producer sweet fish media desk coordinator, Sidney Lee, our executive producer, David Misney, all of our fifteen fiverers who make this possible, all of our fifteen five customers who make fifteen five possible, and thank you for listening. You've been listening to HR superstars stories from the front lines of HR and people ops. Be Sure you never miss an episode by subscribing on your favorite podcast player. If you're listening on Apple PODCASTS, we'd love for you to leave a thoughtful with you or give a quick rating by tapping the stars. Thank you so much for listening. Until next time,.

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