2016 CLINIC PRESENTATIONS
Katarina Holm-DiDio (KHD Consulting International)
Global Dexterity – the Most important Skill for Global Career Success today and for the future
It is often assumed that we who work globally or in international development have the required depth and breadth of inter- and cross-cultural competence simply because our work is global and cross-cultural. However, having “global dexterity” is more than experience. Cultural Intelligence (CQ) is as important as emotional intelligence (EQ) for effective leadership and collaborative team work and client relations.
This session explores best practices in developing CQ for global leadership, staff career success and organisational performance.
Dr. Connson Locke (London School of Economics)
Leadership for the Future: The barriers that non-traditional leaders face and how to overcome them
Leadership is critical to a more inclusive workplace. But many organisations are still finding it difficult to create diversity at the senior leadership level. In this presentation, Dr. Locke will describe the implicit stereotypes and cultural barriers that non-traditional leaders face as they try to move up the workplace hierarchy. Because these barriers are largely subconscious, they can be particularly challenging to acknowledge and address. Dr. Locke will discuss these challenges and explore possible solutions. While the presentation will focus primarily on gender, it will also touch on issues faced by all non-traditional leaders.
Sally Al-Nakshabandi (HLMS)
Humanitarian Leadership and Management School (HLMS)
The ICRC Humanitarian Leadership and Management School (HLMS) aims to develop leadership skills at all levels of the ICRC, through the development of effective and passionate leaders at all levels of the organisation, regardless of their place in the hierarchy. The HLMS aims to build a more engaged workforce and better service to the beneficiaries.
Today the ICRC has 15000 employees of more than 140 nationalities in more than 80 countries. The diversity of staff in the organisation adds only one layer to the complexity of the environments where the organisation aims to make a difference. Given the contextual and global challenges, the ICRC require a more agile, flexible and inclusive leadership, and people who are ready to take action and step into leadership roles at all levels of the organisation. This meant a paradigm shift from a traditional hierarchical culture to a more inclusive one where leaders at any level might be or whatever title they might have, are able to step into their roles with more confidence. To make this happen, the HLMS was designed aiming to contribute to building this new culture of inclusiveness and leadership at all levels.
The HLMS is a modular development program that consists of three Modules:
- Module 1- Leading by Example
- Module 2- Leading High Performing Multi-disciplinary Teams
- Module 3- Leading Complex Operations and Transformation
To make the best of each module and to ensure that learning does not only take place in the course, but that skills, mindsets, and behaviors are transferred to the workplace. Each Module is designed in three phases. The Distance Learning where participants have different e-learning, reading, and coaching sessions. This is followed by a 5 day Residential Program, where all diverse (hierarchy, nationality, experience, expertise, etc.) cohort comes together to exchange, share and learn with and from each other. Finally comes the Work-Based learning phase which aims to ensure that participants experiment what they’ve learnt in their workplace reality.
Almost 500 people have been through at least one Module of the program up to now, all of whom have been very positive and highly appreciative of it. Analysis of both the participants’ assignments of what they experiment at workplace and a learning transfer evaluation showed very positive signs of the impact these leaders bring to their workplace and colleagues.
Rob Nathan & Gillian Freedman (Career Counselling Service)
How to engage staff through positive feedback
The Workplace of the future needs to acknowledge the whole person. Gallup showed in a huge survey of attitudes to management that those managers who are open and approachable lead to greater engagement.
This practical workshop will focus on developing a strengths-based approach to leadership and career support. We will give each participant a simple exercise to focus on positive life events. Following a tutor demonstration, participants will be able to practice strengths spotting with each other.
The approach is applicable to one-to-one coaching and workshops (which we have introduced in FAO, UNOG, WIPO, WHO).
Gallup researchers studied human behaviour and strengths for decades and discovered that building employees’ strengths is a far more effective approach than a fixation on weaknesses. A strengths-based culture is one in which employees learn their roles more quickly, produce significantly better work, and are more engaged. In a recent study (2015), 67% of employees who strongly agree that their manager focuses on their strengths or positive characteristics are more engaged, in comparison to 31% of employees, who strongly agree that their manager focuses on their weaknesses.
Nina Segal (UNICEF) & Haley Bryant (Brazen)
Be Bold, Be Brazen!
UNICEF has developed a partnership in 2016 with an exciting, cutting edge platform to provide a range of career development support to staff around the globe. Brazen, an award winning company for innovation, has developed a user-friendly platform that is unique in its capability to hold a number of simultaneous private chats with ‘experts’ and visitors. A wide range of corporate and public sector organisations are using Brazen in a variety of ways, including recruitment, linking their top leaders with others in the organisation to promote engagement, and for career development purposes.
This session will provide an overview and demo of the tool itself, and UNICEF will share the many ways it has used it this year, including: Career Development Q and As, HR Practitioner events to provide information to focal points across the globe, GS career chats, mobility Q and A discussions, and chats to review LinkedIn profiles, just to name a few.
A Brazen Representative will ideally be on hand to answer specific questions (but not to ‘sell’ the tool) – rather, to demo it – and if not, will link remotely via Skype to do so. Lessons learned regarding structuring, holding and evaluating events, will also be included.
Manuela Morelli (WHO)
How to make career counselling a “global” project in UN Organizations
In this session you will learn more about a WHO “bottom-up” change management experience: a global career counseling project driven by a network of certified WHO Career Counsellors across the Organizations engaging and coaching national and international staff across major offices (Headquarters, Regions and Country Offices). Best practices and statistics, gathered also in collaboration with different UN Agencies, show how feasible and powerful this approach can be.
Seamus McGardle (SRI Executive)
Ways that Smart HR Professionals Use Failure to Create Well-Being
We all fail. But how do we come back from failure and use it to our advantage?
When we fail, critical changes happen in our brains, and we can actually learn how to utilise these changes to create well-being, and ultimately success. In fact, if we use this information well, science shows we may be more successful as a result of the failure than if it did not occur at all. History, and now science, show us that some of the more famous failures were the launching pads to great thoughts and great achievements, and ultimately a greater sense of well-being.
We innately strive for perfection, but the science of failure shows that well-being emanates from a lack of perfection. We have high expectations of ourselves and others, but the Pygmalion effect shows us that humans thrive best when exceeding realistic expectations, not failing to reach unrealistic ones. We live in a multi-tasking world, but the Paradox of Choice may or may not increase success and well-being. Understanding how all these paradoxes play in our minds and our behaviours in the workplace is a key to capitalising on failure to our advantage.
In this session we will look at the ways we commonly fail, and the how we can use our ability to modify our response to failure and to enhance well-being within ourselves and around our peers, staff and others in our workplace environments. During the session we’ll discuss how to manage mistakes, and how to communicate them. The tool box take away after this interactive session includes hands-on leadership approaches to implement in the workplace – how to approach failure, and how to use failure in ourselves and our peers to create strong work and personal practices which result in greater well-being and better outcomes.
Christine Williamson (Duty of Care International)
Duty of care: from good to great
All organisations have a responsibility, legally and morally, to do as much as they can to ensure their employees are working in a healthy, safe and secure environment, and even more so when they are working in highly pressured and risky environments. This session will look at why and how a legal and moral framework for duty of care can be applied in UN organisations. The employee-life cycle and the lens of duty of care will be used as an approach to discuss the critical areas and the roles and responsibilities of the critical stakeholders. A duty of care matrix will be introduced to demonstrate how your organisation can move from good to great duty of care practices and keep duty of care on the agenda. This session will be informative, engaging and interactive!
Henrik Ryden (UNjobfinder/INTALMA)
Your career website does not provide the information that candidates are looking for!!!
Is the content you publish on your career website what talent is looking for to make an informed decision about a career in your organisation?
We reached out to 300 active job seekers asking what they need from an International Organisation’s career website to make an informed assessment for their own interest in jobs and careers at the organisation. We then asked UNjobfinder Partner Organisations the same questions, but focused on what they think job seekers want and need.
It appeared that the gap between what talent needs and what organisations think they need is larger than we expected.
In this session we link our results to how social sourcing and employer branding can be an enabler for faster, more diverse, cost efficient, qualitative and inclusive recruitment processes in your organisations. Social sourcing and employer branding has come to stay! Strategically used it does not only shape the workforce of today but the workforce of the future.
Amber Wigmore Alvarez & William Dávila (IE Business School)
The Future of Work
Amber Wigmore Alvarez, Ph.D., Executive Director of Career Services at IE and Associate Professor of Human Resources and William Dávila, Director of Corporate Relations at IE, welcome you to a session on “The Future of Work”, a hot topic that many are talking about. Things are moving at an extremely fast past and it’s important to understand the effect this will have on organisations. Futuristic HR Directors from international organisations should know:
- Top 10 skills organisations will require in 2020
- Neuroscience games for self-assessment
- Data science’s use of traits for profiling and to predict job fit
- Key players who are revolutionising the recruiting ecosystem with their platforms for matching
- Getting creative on the war for talent
- Eliminating the gender and ethnic bias and expanding talent pool to improve diversity
- Technology that improves the selection process 5x in the qualification, interview and hiring stages, while reducing the 3 month turnover rate
- How future trends are changing the way people work, buy, sell and live…
Knowing that culture and leadership are at the heart of every international organisation, the real question is what does the future of work need to look like to respond to the shifts in your organisation? What needs to change? Now is the time for highly adaptive visionary leaders to come forward and inspire and lead the change we need for workplaces of the future. This will only be possible with the right talent on board. During this session Prof. Wigmore Alvarez and Prof. Dávila will provide key insight into each of these topics, contributing to the successful management of human resources.
Scott Breslin (Operation Mercy) & Teo Keipi (Nordic School of Management)
The quest for staff well-being: How do we know when we get there?
Duty of care is an organisation’s legal obligation to avoid acts or omissions likely to cause harm to staff or others. Today, we not only want to see our staff “safe” we want to see them flourish. Yet, is this the reality in your organisation? Statistics suggest not. This interactive seminar will discuss different levels of staff well-being and what if, anything is measurable/quantifiable regarding staff well-being. We will discuss cases, best practice, and learn from each other.
Scott Breslin (Operation Mercy) & Teo Keipi (Nordic School of Management)
The cost of workplace conflict: Weaving conflict resolution competence into organisational culture
Conflict is a reality of working life and one of the biggest contributors to workplace stress. Unmanaged conflict is the largest reducible cost in organisations today and the least recognised. One might think international originations across the multi-lateral sector would be a leader in managing workplace conflict. Is that the case? In this highly participatory session we will discuss what it takes to build and maintain a culture of conflict resolution within multi-cultural international organisations. We will discuss cases, best practice, obstacles, training, and resources for those wanting to do more.
Andrew Sharman (Ryder Marsh Sharman)
A little less conversation, a little more action. All this aggravation ain’t satisfactioning me” – was Elvis right?
Sometimes it’s not as easy as you hoped to have ‘that’ conversation, is it? But by understanding the subtle nuances of psychology at play – from body language and visual connections to word choice and phraseology – you’ll build the courage and skills to articulate your message calmly, clearly, effectively and with impact.
Handling difficult conversations in the workplace of the future requires skill and empathy, sure, but the more we develop our understanding, the more comfortable and confident we become. So if you’re unsure how to best approach that crucial chat or would like to improve your inter-personal communication skills come along to Andrew’s interactive, fun and informative clinic on ‘Courageous Conversations’. You’ll learn the ‘Elvis Rule’ and leave with the skills to boost your assertiveness and empathy, build trust, and give effective feedback – as well as with a big smile on your face.
Andrew Sharman (Ryder Marsh Sharman)
Lies, Damned Lies & Statistics: The Positive Psychology of Lying and Influencing Skills – A Self-Defence Masterclass for HR Leaders
In this session, Andrew takes us on a journey of how, why and when people lie, and explains how classic influencing skills may be used, misused and abused.
Contemporary examples will be shared to show how these actions are woven throughout our daily lives with the aim of parting you from your money, your health and wellbeing, or to derail you from your work, rest and play.
Whether you’re a senior leader or freshly starting out in HR, you’ll learn practical self-defence techniques that you can use immediately to spot the lies and flip the situation to build better, more inclusive inter-personal relationships at all levels and efficiently, effectively and honestly influence your stakeholders.
Nancy Wilkinson (Halogen Software)
How Your Employees Can Love Performance Conversations So Much They Brag About It
Let’s face it: Your leaders and employees dread performance reviews. So, you want to make the transition to a more ongoing, collaborative and engaging experience. The question now becomes, how? Regular coaching conversations, the freedom to learn and develop when you want, where you want, and capturing in-the-moment feedback aren’t just trends – they represent the future of how we work and how organisations manage talent. Learn how this global technology company created a culture where employees look forward to performance conversations and are sharing feedback and collaborating more openly on their development and goals.
Learning outcomes for attendees:
- Learn how to create a performance management program that your employees will love so much that they can’t help but brag about it. Learn about the steps you need to take to embed coaching and feedback into your culture, engage leaders to develop employees, and empower employees to achieve goals and development activities
- Learn how to use integrated talent management software to link employee development directly to your business strategy
- Understand the role of effective change management including how cross-departmental input/buy-in leads to a smooth implementation and transition across the organisation
Victoria Campbell (UNOPS) & Aitor Magunacelaya (WFP)
Performance management – best practices, learnings, and a look at maturity…
We would like to share the findings from the inter-agency working group on performance management and the CDR would be a great forum to do so. The aim of the session would be to share the outcomes, including good practices in this field and PM maturity model. It would be a chance to share lessons learnt, good practice and to disseminate the tools that have been developed, including the online resources that are available for all. If it goes forward on the agenda, it could be presented by a couple of the working group members from different agencies. It would be a good opportunity to share this with the wider group of HR colleagues.
Victoria Campbell (UNOPS) & Aitor Magunacelaya (WFP)
Shaping the workplace for the future through employee engagement
Bringing out the best of our employees and shaping the workplace for the future, require to regularly assess and take effective action to drive employee engagement. This area is receiving an increased focus and this joint session will provide an overview of the approaches, methodologies and lessons learnt by the different organizations in terms of measuring and driving employee engagement. We will be discussing how to foster additional collaboration among organizations, in terms of our approaches on communications, engagement survey design, benchmarking and linking the action plans to impact on leadership and culture.
Elizabeth Soltis (Bridges Global)
Leadership Excellence: Transforming Conflict with Courageous Collaborative Dialogue
A pillar to creating healthier, happier workplaces depends on people’s capacity to deal with differences. How conflict is handled can make or break a team’s ability to perform. Conflict is the nexus point that reveals our emotional intelligence as leaders. So how can we move away from shaming and blaming to generating authenticity, shared understanding and respectful agreement making? What are the principles that enable us to hold all needs with care? Come practice a well-proven collaborative dialogue process that transforms conflict into an opportunity for deeper connection. Explore how to build bridges instead of walls.
Dr. Magdalena Bak-Maier (Make Time Count)
Supercharge your productivity: how to tap heart and mind alchemy for results, engagement and pure genius
Want to learn how top performers achieve results, including NASA top engineers? Learn a simple, original and highly effective tool to help you direct attention to what truly counts for you and your team. Overcome those frustrating stalling moments. Experience the power of that Wow breakthrough moment of insight, where clarity, focus and motivation meet. You can apply this framework towards work projects, building lasting relationships, engagement with your colleagues and partners, and how you manage your career. The Get Productive Wheel® will quickly pinpoint critical success factors to get results in less time and with more impact.
- Gain insights and pinpoint specific ways in which you can raise your productivity
- Discover what’s getting in your way of success and how to overcome the roadblocks.
Dr. Magdalena Bak-Maier (Make Time Count)
Rock your life and career with the Grid
Too many people get on a treadmill to longer working hours, little time to think deeply, and less and less time to enjoy life. A very scary thought is that the work-life cycles can be vicious, risk burning staff out and making people quit. But what if there was another way? What if instead of spending evenings and weekends catching up, you could breeze through your work and life agenda with true flare by learning to surf energy, tasks and time. And, what if your own practice inspired a culture where others did the same? In this practical workshop we will try the Grid approach that is helping people rock work and life whilst looking after themselves and others.
• Gain exposure to a way of working that helps you refuel instead of drain on a daily basis
• Learn the neuroscience principles of staying motivated
• Strengthen personal leadership with the Grid by learning to sustain the full person.
Alan Richter (QED Consulting)
What does Diversity & Inclusion best practice look like?
The Global Diversity & Inclusion Benchmarks: Standards for Organisations around the World (GDIB) —helps organisations of all sizes, in a variety of sectors and industries, using a variety of approaches to D&I work, achieve high-quality D&I outcomes. First published in 2006, the revised 2016 edition is authored by Julie O’Mara, Alan Richter, Ph.D., and 95 Expert Panelists. The GDIB is free of charge.
The GDIB is based on a strategic and systemic approach that aligns D&I with the work, goals, mission and vision of any organisation. With the roll-out of the UN’s SDGs it is telling how much of the language of the SDGs incorporates the developments in D&I, with inclusion and “leaving no one behind” placed at the heart of the SDGs. The GDIB also includes a new category of connecting D&I with Sustainability.
The session will introduce and explain the GDIB and do an interactive exercise using the benchmarks to measure organisations against global best practices.
Laurie Newell (UNFPA) & Xavier Orellana (UNAIDS) from UN Cares
UN for All, fostering dignity and inclusion in the UN workplace through interactive training sessions
UN organisations are gradually adopting diversity policies, and “Respect for diversity” features in most organisations’ value statements and competency frameworks. However, through surveys we have identified that there are some population groups with whom a large percentage of UN employees are not comfortable, but who are present in our workplace and often are part of beneficiary populations.
UN for All is a training package for UN employees that seeks to promote inquisitive discussions and to equip participants with tools to respect and to foster diversity in the UN workplace in line with human rights principles and the standards of conduct. The package consists of four half-day face to face modules. The first module, the Core Module, focuses on unconscious biases, respectful language and personal commitments. The three subsequent modules delve deeper on sexual orientation and gender identity, disability and substance use – always linked to the UN workplace with its rules, regulations and specific mandate. The overarching goal is to help United Nations organisations to ensure we are a model of the inclusive human rights values we champion in the world, to better enable all UN colleagues to fulfill the SDG obligation to “leave no one behind.”
In this session we will showcase sections of each of these modules followed by Questions and Answers from participants.
David Bearfield (EPSO)
Positive leadership in challenging times
This clinic will examine the themes of this year’s roundtable: positive leadership, inclusiveness and well-being. Together with examples from his role as Director of EPSO, having lead the office through a far reaching programme of organisational transformation, David will explore what makes both a good leader and a good follower. He will look at what makes a good leader, what are the key roles of a leader, as well as what followers can do and what they expect. Drawing on his experience with the EPSO Development Programme, he will give some examples of how to include and engage staff in a positive way to help drive change, and in addition how we can help staff feel well at work and able to realise their full potential. The clinic should be a useful and practical guide for HR practitioners, leaders and change managers, exploring together what HR can do to support leadership in challenging times.
Ariel Morvan (Professional Coach)
In a Volatile World, a Flexible, Inclusive Approach to Leadership begins with you
It is broadly understood that traditional top-down models of leadership are outdated and incapable of meeting the challenging dynamics and demands of today’s complex world. Further, when creating senior teams of individuals who blend complementary strengths and skills, we often overlook how rapidly changing circumstances require a sophisticated understanding of the different dimensions of leadership and a fluid approach to the roles required of both leaders and followers. Hear from a former UN Chief of Senior Field Appointments about a multidimensional model of leadership built upon the imperative of each person to take responsibility not only for themselves but for what’s happening in the world around them. The model highlights five ways to lead and ultimately seeks to uncover the leadership potential within everyone, through a commitment to personal well-being and living in integrity with one’s purpose and values.
Lena Moll (OSCE) & Jesus Guerrero Buitrago (OHCHR)
How Can You Make Positive Leadership, Inclusiveness and Well-being an Every-day Reality?
This mini open space session will create the time and space for participants to engage deeply and creatively in discussing the different angles of the question “How Can You Make Positive Leadership, Inclusiveness and Well-being an Every-day Reality?“. During this energising and self-organising session, participants will share and build on their expertise, knowledge, passion and best ideas around the theme. There will be a quick de-brief to capture the outcome of the meeting. Participants will receive material on how to facilitate open space sessions themselves.
Allison Attenello (Attenello Training & Consulting)
Look, Listen, Adapt – How to Analyze Behavior and Reduce Conflict
How would your work life change if you could predict, manage and reduce interpersonal conflict? Could you lead more effectively? Create a more collaborative, inclusive work environment? Increase happiness and motivation? Imagine the possibilities. While interpersonal conflict emerges for many reasons, one of the main reasons it occurs is because people have different styles of interacting and communicating at work, and they lack the information, self-awareness, and strategies to manage and adapt their styles to different people and different situations. When style differences are not managed effectively conflict is the inevitable result.
This practical, hands-on session will present the TRACOM Social Style Model as a simple framework participants can use to understand workplace behavior and utilise that understanding to reduce interpersonal conflict. Participants will have the chance to reflect on their own Social Style behaviors and those of their colleagues, learn what behaviors to look for in conflict situations, and learn strategies to leverage style behaviors to create a more positive work environment. The Social Style Model is one of the leading behavioral models used to increase interpersonal effectiveness and it has been used for more than 50 years in the private, public, and non-government sectors globally.
Roger Parry (Agenda Consulting)
Using global staff surveys to drive insight on Leadership, Inclusiveness and Well Being
Agenda Consulting has worked on global staff surveys with a wide range of international organisations covering over 15,000 staff in aggregate. The clinic will explore how global staff survey data can be used to maximise insight. At a sectoral level we will explore staff views of leadership and well-being, their impact on engagement, variations across different staff demographics and the implications for international organisations wishing to develop their leadership and well-being. We will also explore how individual organisations can structure and analyse their global staff surveys to obtain maximum insight and impact.
John Smythe (Engage for Change)
Enterprise social networks – bonus or burden?
Millennials spend 7 hours a day online. Millennials prefer instant electronic chatter to phone calls and meetings. Generation X feel they invented working remotely and lead the way in working from home. We all claim to be more productive when working from home provided we have supportive technology. Yet remote working is reported as the coming enemy of team creativity. Even millennials worry about that.
Nearly everyone says that corporate tech is clunky compared to personal kit.
$3.4 trillion will be spent on tech at work this year; a number that is accelerating quickly. Yet productivity has flat lined or declined since the 70s. One reason could be that few organisations develop a commercial and cultural plan before they invest in tech. As a result employees say that the tech just turns up like an alien spaceship with no clear purpose, no obvious sponsorship, few protocols, no induction, no guarantee of career safety for users, and poor role modelling by influential leaders.
On the plus side when there is a plan and adequate governance people say that tech at work is liberating them and enabling them to roam and work with people they didn’t even know existed.
The above is a tiny taste from research that John Smythe is undertaking to discover how little and big tech is fast changing the experience of work. So far he has had heard the views of hundreds of employees in 30 + organisations via face to face focus groups. There are also near to 1000 survey monkey responses providing a rich source of quantitative data.
John will give us a glimpse of the findings, the emerging themes and the ‘so what’ for the C suite in Helsinki.
He will also factor in our views on the topic gathered at the meeting.
Dr. Ingmar Björkman (Aalto University School of Business)
International Management, with a particular focus on people management issues in multinational corporations
The session will engage the participants in a discussion about the management of talent in large international organisations. The starting point will be research on talent management practices in multinational corporations, with the Finland-based KONE Corporation being used as a notable example. The participants will then be asked to join in a dialogue focusing on how to develop talent management practices in their own organisations.
Matthias Will (European Commission) & Fernando Benavides (Terra Firma Associates)
Bold HR Transformation at the European Commission: Modernising, Streamlining, Aligning
Matthias would like to share the experience of the HR transformation journey in the European Commission, the biggest of the EU Institutions. After a short introductory overview of the EU system, the presentation will outline the departure point — a fairly large, too administrative and rather de-central HR function — and set out the progress towards leaner and aligned HR, which offers modern talent management, organisational development, and fit@work services. The transformation follows the three-legged stool HR delivery model developed by Dave Ulrich, and has required important changes to HR governance and business process design as well as massive redeployment of HR staff. Matthias would like to conclude with a few insights into success factors, among which the overall savings context, the strong involvement of all stakeholders and the widespread use of participatory leadership techniques to engage HR staff concerned by the change process.
Rina Sirén (Miltton Sparks)
For Positive Leadership: Mindfulness at work
Is a focus on the positive, mindfulness and wellbeing a nice to have or actually strategic leadership?
Imagine a better understanding of your own mental processes. Imagine a workplace where people feel safe to show up as who they are and leverage their unique talents and strengths. Imagine an atmosphere at work where there is space to talk about feelings and hence either – depending on the situation – spread them or take the edge of them. Imagine meaningful encounters. Imagine people actually listening to each other and making a conscious effort to understand, before trying to become understood. Imagine stopping being the new black. Imagine highly resilient people surfing the waves of change. Imagine increasing engagement and productivity by actually humanising workplaces and leadership. Good news is that you do not need to imagine all this – you can actually start building that kind of a workplace today and make it a core business strategy.
Daniele Alesani & Alexander Hiedemann (SDA Bocconi School of Management)
Re-imagining change management: from “command and control” to “positive leadership”
To navigate today’s international development environment and continuously strengthen their relevance and fit for purpose, modern international organisations (IOs) face multifaceted, continuous and overlapping change. In order to successfully ride the tide, IOs need to build resilience and strengthen their change “capability”. These organisational attributes are severely limited by the traditional “command and control” leadership style and only possible in a context of “positive leadership” A recent survey of SDA Bocconi School of Management explored the theme of change management within IOs, which was participated by more than 160 strategic HR professionals and change managers – this clinic will present some of the highlights from the study, emphasising the importance of positive leadership and “creating space for entrepreneurship” within IOs beyond the boundaries of consolidated hierarchies. Such a change requires the establishment of new identities and languages (“cognitive” sphere), the introduction and acceptance of new behaviors (“behavioral” sphere) and the adaptation to the specific business model, managerial systems and macro-organisational settings (contextual sphere). As such, the clinic will be an occasion to share the state of the art and generate creative thinking among participants.
Benjamin Salignat & Ruth Blackshaw (Young UN)
Millennials at the UN: embracing the values, shaping the workplace
This session will delve into the hot topic of Millennials in the workplace – looking not only at who they are and what they want but also at how they are shaping the workplace of the future by doing what they do best: developing inclusive networks, adopting new technologies, challenging the status quo and embracing change and creative ways of working.
If the global community is to achieve the newly adopted Sustainable Development Goals (SDGs) by 2030, we need a quick transition to workplaces of the future – characterised by leveraging technology effectively to break down silos, inclusive leadership, mindset change and more. Seeking to use their strengths to contribute to such a workplace of the future, Millennials at the UN are coming together as a growing network of change-agents through the Young UN: Agents for Change initiative founded earlier this year. With a shared vision of a UN that embodies the principles it stands for, young professionals are working together in new ways to shape the workplace of the future – a UN that is more effective, impactful, innovative, transparent, accountable, inspiring, proactive and adaptable to challenges of the day.
Rick Cottam (UN ICTY)
Simonides of Ceos to Madmen : How ancient techniques can help you in the workplace of the future
In the ever changing workplace of today, employees have to process more information than ever before. With the current rapid advancements in technology, employees of the future will deal with processing even more information, which will require an enormous amount of memorisation. The quick evolution of the workplace also will require to promote your ideas even more effectively in groups and through presentations against a myriad of other proposals.
However, Rick Cottom is here to help! In his workshop he will provide you with tips and tools, some ancient, some contemporary, to memorise topics and talking points and help to speak in public with fluidity and without a script. He will look at speaker’s profile, body language and preparation for the audience.
Michael Dahl (UNFPA) & Jenny Pilling (UNFPA)
Career Roundtable Marketplace
Come one, come all to the Career Roundtable Marketplace!
Do you wish to:
- work more collaboratively, across silos and organizations?
- maximize your limited resources and “do more with less?”
- find out who’s doing what where?
- learn about cutting-edge HR product development?
- benefit from from colleagues’ lessons learned and best practice?
- get great samples/models/demos to copy or inspire/inform your own work?
If so, this session is for you! The Marketplace will feature a number of colleagues with a smörgåsbord of “stuff” to share from their “stalls”, including, but not limited to: resources (guides, documents, and policies), trainings (online/face-to-face), models, demos, and other industry best practice. But, wait! That’s not all!
The Marketplace will cover a number of up-to-the-minute HR Topics from on-/offboarding to career development programmes, performance management, talent development, assessment centers/tools, rewards and recognition and cross-cultural competencies.
Do not hesitate! This deal won’t last! This all can be yours, for the low-low price of participating!
Cornelia Griss (WHO),Fiona Walker (ITC),Mihoko Ito (ILO),Michael Dahl (UNFPA), Karin Niko (UNFPA), Jenny Pilling (UNFPA) ,Katarina Holm-Didio (KHD Consulting)
Workplace of the Future: JPO Career Bootcamp – Engaging, Developing & Retaining Young Talent!
Donors increasingly expect that organisations receiving JPOs provide career support and be attentive to the role of JPO managers and supervisors. This interactive session will present the Inter-Agency JPO Career Development initiatives of three Geneva-based agencies and UNFPA (New York). In 2015, a JPO Bootcamp was developed by ILO, ITC and WHO in Geneva, inspiring UNFPA to develop and pilot its five-day model in 2015 as part of a larger holistic JPO program. The Bootcamp builds upon efforts to enhance the JPO experience overall and our ability to retain young world-class talent in the medium- to long term and become the employer of choice.
Some of the key career support elements we will be covering include: pre-/on-boarding and in-person orientation, a rafiki/buddy, online learning, staff well-being counselling, one-on-one career guidance, mentoring and coaching, capacity building and evaluation of JPO supervisors, and an intensive career bootcamp at HQ for those preparing for the post-JPO transition.
After an overview of the two approaches, we will break out into subgroups to address the basic components (from pre-work to mock interviews/tests to networking sessions) to enable participants to tailor their own bootcamp.
Disabilities at work – challenges and how to overcome them
Marko Vuoriheimo aka Signmark is a deaf rap artist and advocate for human rights and rights of the people with disabilities. Ignoring those who doubted him he kept pursuing his dream of becoming a musician and to day he has released three albums and performed in over 40 countries around the world. During his workshop Signmark will tell his story of how he beat the odds and also addresses the current situation of deaf and otherwise disabled people in Finland when it comes to studying and job market.
Riitta Korpivaara (Ministry for Foreign Affairs of Finland)
Positive leadership and well-being at work from the Finnish perspective
The challenges of well-being at work are connected to continuous and diverse changes in working life. Effective co-operation between different actors (e.g. employers, members of the staff, occupational doctors and researchers) is needed. In general well-being at work aims for promoting the better health and well-being but also for the productivity and success of the Organization in question.
According to recent Finnish studies just in Finland, 25 billion euro is lost every year due to lost work ability. Even though companies invest 1,8 billion euros every year in employee well-being, it doesn’t seem to be enough. Personnel well-being is both possible and highly economically feasible. By promoting strategic well-being and managing it strategically, it reduces personnel related costs and increases labor productivity.
So how can you build a strong management of strategic well-being at your workplace? How to make sure that your subordinates are working without any excess stress to their bodies and souls? The Ministry for Foreign Affairs of Finland is among the forerunners in well-being at work. Several policies support the efforts to sustain the well-being of the employees.
Living abroad and having to adjust to a variety of occupations might cause big strain to international workforce both in foreign ministries as well as in multilateral organizations. Innovations like worktime banks, equal parental leaves and electric tables are only few examples of how Finnish tackle the issue of workers facing stress in their work and personal lives.
Actions aming to well-being at work must follow one’s career logically, in its different phases, all the way to retirement. This discussion is a form of age group management – in Finland we want to make sure that also retirement is a normal part of working life and leads to positive changes. The above and many other topics and solutions for well-being will be discussed.
Riitta Korpivaara is a former ambassador and now works as the Head of the Finnish Foreign Ministry’s Unit for well-being at work.