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HR Superstars

Episode 22 · 3 months 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'tjust children and spouses and family. It's also those interests that we haveoutside that we that consume and sometimes our most creative work. Wealso 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 newrenaissance. I think that the next renaissance isabout to come to us as we release all this cranial capacity, as I refer to itand see what people do with that extra time. I think they're going to cheerdiseases and go to new planets and building buildings, and it's just goingto be a remarkable world that we create to this you're listening to HR superstars, apodcast from than finden five. The highlight stories from the front linesof H, R and people off each episode will show case fascinatingconversations with leaders offering their unique experiences and advice forbuilding an extraordinary company and helter. Let's get into the show, welcome back to the HR superstarspodcast for part, two of my interview with Nancy Howe chro of automation,anywhere in part, one Nancy and I discussed the nefarious roots of humanresources. H R, as we know it today that so many of the strategies, tacticsand structures that we're using today to manage people actually come out ofthings like slave plantations and the industrial era. Mindset that no longerserves the modern organization that is attempting to be heavy relevant in acompetitive landscape. In this episode part two, we explore abit more of the future of careers, the future of management and the HRprofession. Let's get into the interview now, I want to dig it on respect for asecond, because I think that often in the old model, respect is earned through high performance rightright, like will respect you if you're a high performer, which I mean you knowon a certain level, it makes sense, but the how do you create a system wherethe whole person is respected for simply being a human being right andhonoring that as the Baseline Foundation? And then there isdistinctions around high performance, low performance and what it actuallyminds keep a job at our company, but it doesn't mean if we're going to notwe're going to disrespect you if you don't meet the standards that we'vecreated right, because you have met the standards that that you no longer areworthy of respect. That is, that is an industrial age mentality, and so Ithink the newer thinking and probably the more values face. Thinking is lookit's incredibly disrespectful for me to allow you to continue to fail. Whywould I let you do that and if I see no success for you here, it's incrediblydisrespectful of me not to be honest...

...with you out of respect. The firstthing I have to do in my currencies respect the first way I pay it to you,pay that respect. You is through honesty and so the honest assessment ofwe're both looking at the same date and we're both looking in the same yardsticks were both looking at where you're falling short on this. Do youhave the ability to close the cat? You have the willingness to close this capif either one of them is in no answer. Let's part as friends, let's figure outhow we get you into another environment where you're going to thrive, because Ihave no interest in people struggling and feeling like they're, failing andfeeling the anxiety. None of those things help anyone ever be excellent atwhat or doing, and so you know what I owe you in payin you respect is thecurrency of honesty and by the way Y, honest with you, you're going to trustme and trust is the next element of paying your respect. If the worst thingyou could say to me, is that you don't trust me, that's the worst thing youcould say to me that, and you don't like my hair, butother than that you've got great hair. Oh thanks, yeah,fishing, okay! So super interesting. You know,as we kind of dig up the weeds in the garden of humanity, and we werestarting to understand that not everything we've inherited is actuallyproductive for the modern human being right. A lot of it is counterproductive.Doesn't even it's not even good for capitalism, it's not even good forprofit, no right that they. These things are preventing us from bringingour full creative genius to the table, which is, as we automate the roboticstuff. We need human beings doing what human beings do best, which is, as yousaid, thinking deeply about problems, thinking about innovation, solutionsand the creativity in art that were so brilliant at right. Even if I don'tidentify as creatives O, that's a people are surprising that peoplesurprise themselves every day with you know, and you know we often say: Peopleare amazing and what's the adage you know, talent is equally spread around theworld. Opportunity is not what's the same thing in organizations. Talent isequally spread and the opportunity to demonstrate it is not because we hirepeople into these roles and we define that we define what the work is in thatrole and when they, when they move away from it. We say: Hey, hey back in yourbox, but do the job you were paid to do. Well, you know one of the things we'redoing now is we're starting to write our job descriptions as here's, whatthe human does in this job description and by the way you're going to get someautomation tools to do all these things, which gives you this time to create inyour other's face. I mean literally we're starting to think about how webifurcate every role into what should be automated. What should be human andwere going to advertise to the human beings hears what the real role is socool, it's so cool. It is okay, so so shifting gears a little bit, but you'vegot your retiring...

...well at some point, that's on possiblyin in a fashion night right now, yeah a D, but it did a fashion. I sraman evenretiring is I mean it's actually interesting right of linguistics in thelanguage we use comes from these old paradigms and I think retirement is anindustrial age idea, because, because work sucks and we're going to force youto do it and finally, you get to not work. That's Ey your life, but youknow I enjoy my life a lot. I love my life and I'm not certain. You know myhusband is one of those guys that says you know. I married you for better forworse than not for lunch, so I hope your plan in a doing something because I got you know I got T R, but that's just it. I can't I havestill have too many curiosities. It's a matter of you know running after my curiosities on my owntime frame, as opposed to you know serving this organization, which isthis is the single best way to camp off. My career is with automation anywhere.It is just it's such a privilege to have extended my career to the pointthat I can touch the future like this, the automated future, the work fromanywhere future the changes that are coming about. You know I started out asa creative person. I started out also in the theater, and so I think I'vealways sought ways to bring all of that to work as much as I could, and Irealized that everybody has some creative element in there and we allare trying to force fitted into the workplace in some way trying tointegrate it. Integration of work and home life isn't just children andspouses and family. It's also those interests that we have outside that wethat consume and sometimes our most creative work. We also would love forthose to blend a little bit and I think in the future. That's exactly what'sgoing to happen, I think we're on the verge of a new renaissance. I thinkthat the next renaissance is about to come to us as we release all thiscranial 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 buildingbuildings, and it's just going to be a remarkable world that we create to this one of our dreams is that work becomesan incubator for creative development. You know t a D, and somebody actuallyjust shared this with me of like they don't call the work, they do personaldevelopment and they call it creative development really as ill. It'sactually developing the human being is developing our inherent creativity or Ior natural ability we have we all possessed and and so that work weactually get to go and work at a company and we'd leave a better versionof ourselves. A more creatively integrated, inspired human, bettercommunication better at giving and receiving feedback kinder, morecompassionate higher standards. Exactly and and that's and we get the 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 ofdifferent countries in terms of their movement into the economite into agreater economic world. It always means the upgrade of work that the averagehuman being is doing right. You move from you know: Rope Manufacturing tocustomer service right you just there's a hierarchy, move up that your wholepopulation moves up and it's you know we are. The United States today is thegreat innovator for the world, and that means that we really should be focusingon how we leverage that innovation across the entire spectrum of of thepopulation, and we don't- we haven't configured work for that. It's just theway. You say it. Oh, when I have to go to work, I mean it's like you know whatit's Alwaysi like you know, you're apologizing to your family. I have towork today. You know as opposed to hey. You know. I got this great thing. I'mdoing I like it to go to work yeah, but Ireally need to go do this, because this is really this is really engaging overhere, and so I'm going to go. Do that and I'll come back to you guys later? Ithink that's what we seek for the future. Do you think you're going toMISS HR? You can miss the I mean you know, because it's a very demandingit's not all a picnic right. You know, we know, there's some the emotions andthere's the being human is not easy all the time it's it is what's most inintriguing, isn't it about hrs that it's never the same two days in a rowthat it's because the one thing that's most variable is human beings? Andthat's I'm fascinated by that and it's interesting. I have a forty year careerand I assume every year, I've seen it all can't. Surprise me. Every year Iget surprised for on every single year was like oh well, twothousand, and twenty is just you know that was I was just waiting. You knowafter we had fires and you know virus and then more fires andthen freezing people and all this stuff. I was waiting for frogs to fall out ofthe sky. I was like what's next here, but you're right. One of the things Ilove about it is that it forces resilience and it forces you to becreative and it forces you to you know. Every year, I've had to createsolutions that didn't exist before, because human beings require differentthings. They keep asking us for different things, and that has been thebest part of my job. What's next I mean what are what are because it isinteresting. I mean even I think, in the best of companies that reallysupport this. The most human companies are still going to be it's a differentexperience, working full time than not working full time. And yes, I think ofI barely worked full. I didn't really. I had a very weird twenties and youknow I mean I'm still pretty young, I'm not even forty, and so sometimes Ithink. Okay, this is the end of my career and I'm like. Oh No, I'm WHOA.This is just the beginning, and but I...

...barely held a real job in my ties and Ipursued so many different things and at times I felt wow. I'm really shootingmyself in the foot for my career because I'm broke, but I have anamazing life and I get to explore so many interests and passions and developmyself and discover creativity and Zona Genius and relationships and Yatidi,and this is cool. But I I need to make some money, and so it always blows mymind of thinking about how it all played out where then getting to foundthis company and become a coach of which you know. I started out as acoach integrated these different things, and then I got to build a culture and acompany from the ground up and get to and if they bring all of these weirdthings from the road, less back, avel that I'd picked up into building anextraordinary culture that was more humanistic than had emphasis on emotional intelligence andauthentic 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 orworking in a variety of things. It's like you, know the ones in future kingright, it's that all of those all of those at hock experiences fed into yourability to pull the sword from the stone, and so we don't know whatexperience is going to be the one that's pivotal to us in our future and,like you, I have a weird and varied past. In many many ways, I've done thesame job in a lot of industries and- and it's always fascinating that theyalways end up adding up to something I didn't plan it. You know it the factthat they added up to this. It's like it's one of those surprise. Oh my God.I wake up in the morning. What do you know? I know how to do that. What doyou know? I have that piece of information when I need it. What do youknow? I have an experience that has contributed to it. I think that thewhole concept of what's your five year plan. What's your through your plan,I've never had one yeah, I've never had one at all. You know life has been fartoo serendipitous and I have felt that if I had a plan that was too rigid, Iwouldn't be able to see an opportunity and whether that opportunity was superband great and everything was up to the right or whether it opportunity wasjust a learning experience that helped me put everything else in context. Ivalue them all with young people. You know in their twenties. I think weforce people to make choices too early in their life. I think we force peopleat too young an age to declare a major in college. I think we we have to thinkmore about lifetime education and allowing people to sort out whatthey're going to love before we make them make the choices and just becauseyou'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 like. This is an interesting onebecause, as we are changing the industrial model of work, the Meleciteof changing the industrial model of education is equally paramo well and,let's think about it, this way. Shame you know I have a granddaughter she'sstaying with us right now, she's thirteen and when she was born or she'seleven when she was born the pediatrician said to us one day. Youknow her life expectancy is a hundred and five years well, Mine's, eightyfive years. What is she going to do...

...with the extra twenty? I don't thinkshe's going to be retired next to twenty years. If she has to be retirednext or twenty years, she would literally have to save one third of herpay check from the time she's twenty seven on so either she's going to beeducated, a little more spend more time there or she's going to work longer.She's got to work longer, she's not going to be in one profession. If, ifsuddenly, people are going to go from thirty or thirty five year careers tofifty 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 areincreasing your knowledge and having these great experiences, then I think aperiod of time, while you're applying that knowledge in a variety of ways,maybe in two or three different kinds of and then you'll probably have aperiod of time where you are giving back on a more full time. I mean, Ithink, that's the model that will exist. I don't think she's going to work untilshe's eighty five and be retired for twenty years, although to day mostpeople retire in their s. In the average time it is twenty to twentyfive years. She'd have to work to eighty five. To make that happen, Idon't see a lot of baby. Eighty five year olds running round the officeplace today, and so there's this whole world has to shift just based on thelife fan of my eleven year old, granddaughter. Fifteen five is the only evidence basedpeople and performance platform for highly engaged in high performingorganizations. Strategic HR leaders in all industries use the platform to winby improving communication up leveling their managers and increasing company.Why engage learn more at fiftie com? What in a incredible moment to be aliveand we get to plant the seeds? You know, just as the seeds of a lot of ourcurrent institutions were planted. You know hundreds of years ago we get toplant the seeds that will be sprouting when your granddaughter is in her isthat's exactly right and Arima, as I said before, and her demands for whatshe's going to find in the workplace and and think about it. You know sheshe's twelve years away. Her demands are going to be massive compared towhat we're providing today, because when I see her playing her games, she'san artist, and so you know on the IPAD, drawing whatever it is she's doing. Irealized wow she's using technology we're not providing in the office yeatoday. You know I mean we have Alexa and theory that we're using at home. Wedon't anything like that in the O right. We don't have lexus sitting in Pod, soanybody can ask elect and look up something while they're working, I meanit's crazy, but there's simple technology we haven't brought to theoffice yet and the next generation won't get there without it. My thirteenyear old grandson wrote a Bot to keep his game playing all night right. Soyou know he doesn't want to lose a yeah his spot and you know minecraft orsomething, and so he has a bought that plays that game for him all night. He'sthirteen there's a cool book. I forget the author, but it's called everything.Bad is good for you, man, one of the...

...the explorations is about how videogames and kids growing up using video games with infinitely more complex userinterfaces, prepare them for a much more technologically complex economy.That's right, an d again! It's like! Oh! You know. We don't want our kids torout their brains playing video games and it's like. Well, actually you know,but it's it's like they're, going to be the ones that then come in and havethis expectation. What are you guys doing using this antiquated on Thou S,technology and the software interfaces that are archaic? You never know whatit's going to be. What is the skill that you're going to use when my my sonwas in the navy and when he came out of the Navy, he interviewed electronicarts and one of their questions was: what's the most exciting videoexperience you've ever had, and he said, Oh, that was chasing North Koreansubmarines through the Sage Pan, and they said, is that a tom clancy game-and he said now that was actually my job in the navy and the you're hiredright. Now, your hired right this minute, because you had that experiencenothing to do with gaming, but, my goodness in ability you know they couldsee. There were some skills there that they could put to work right away. Youcan't you know, and again it is an industrial age mentality that says thatmoving upward is a line or path. You know you do A and you get B and thatyou can see the future for years. I've been saying you know. All I can do. IsMake people as as flexible as possible, give them as many skills and knowledgeand abilities as I can, so they can seize the opportunities, because Ican't predict what the jobs are. That will be here five years from now, threeyears from now, we have rules that we're creating inside our company thatI didn't know we needed eighteen months ago, and so I certainly didn't have a sense of whatthe profile for that role was. What people are facing to day is so foreignfrom what I faced when I entered the work force in the S. it's just it'sshocking, there's a great sir can robinson quote, and he says you cannotpredict the outcome of human development. All you can do is like afarmer create the conditions under which it will begin to flourish.Precisely and and I think in the industriial mindset- you don't wantunpredictable outcomes, I want very predictable outcomes and so that solet's keep a cap on creative development right and so, but throughthe use of automation, you can get your predictable outcomes because, that'sgenerally through the rote work and you get the benefit of the dislocatedthinking and the custom configuration and the great engagement that is what'sso exciting is getting both of those things it is. It is really thrilling. LNancy. This is such a such an exciting conversation and it it reminds me ofwhy we have so much reason so many reasons to be optimistic about thefuture of life. On this crazy spaceship earth called planet earth you know andthat it's the that companies and corporations creating these conditionsfor more humanity to flourish is part of how we also solve ours, largersocietal and environmental issues as well, because it's all connected and so,of course, more fulfilled creatively...

...alive. Human beings are going to comeup with better solutions. I absolutely agree right, yes, very well fed. So ifany of our listeners want to follow you, you know what's the best way to get intouch to track your work or shot work soon I mean now, you know be onInstagram with your with all of your next exploits absolutely, and I expectthat I'll write a book. I have a title of working title. I have been workingon the book for a couple of years called like. Don't even ask you for theOh ye yet life in the boy to dor my career in Socani and so yeah. So that'swhat I'm going to do, that I'll do consulting I'll, do whatever I can to eon your own Edos yeah. I think that's right. It would take a it would take alot to to make me postpone that that life, but I'm not leaving immediately,I mean the truth. Is I've got quite a bit more to do at automation any whereand so I'll be here for a little while and people can find me on linked in I'mat automation, anywhere, you can reach out to our website there. If anybodywould like to chat with me- and so thank you for this opportunity wasthank you for invitation today. I truly my pleasure just a fantasticconversation. We like to think our guess: Nancy Hawi, our producer, sweetfish, media, dest, coordinator Sydney, Lee our executive producer, DavidMisner, all of our fifteen fivers, who make this possible all of our fifteenfive customers who make fifteen five possible and thank you for listening. You've been listening to HR superstarsstories from the front lines of H, R and people. Ops Be sure you never missan episode by subscribing on your favorite podcast player, if you'relistening on Apple Podcasts, we'd love for you to leave the thoughts or withyou or give a quick rating by tapping the stars. Thank you so much forlistening until next time.

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