It’s Fashion Week in NZ at present meaning Auckland city is abuzz with fashionista’s, designers, models and the rest, donning their up to the minute threads, partaking in shows, bubbles and commentary and generally entering the who’s who world of fashion. I don’t for a second claim to have any authority on fashion, however I like to have fun with it and every year take a keen interest in the way the city changes for this one week, the way all of a sudden it’s more vibrant and people are taking more care with their looks – and their attitudes, and it feels like something of a celebration. I’d love it to feel this way all the time as I love the diversity it seems to bring with it.
Another thing Fashion Week brings with it is coverage and commentary on my desk this morning arrived the “Viva Daily”, The NZ Herald’s guide to NZ Fashion Week, and one such advice article caught my attention: How To Talk the Talk at Fashion Week by Dan Ahwa, describing eight ways to sound like you know what you’re talking about in and around the shows. It’s funny, witty and in a lot of ways true though I wonder what the true fashionista would think of it?! It also got me wondering about buzz words, phrases and actions in HR.
Are you an HR person or department who’s following the pack? Are you ticking boxes, dotting i’s and crossing t’s because that’s what you’ve always done? Or because that’s what you’re being told to do or say? Are you working inside the square of what’s expected of an HR department keeping to the routine? Recruiting through newspaper ads and job boards, inducting through scores of policy and paperwork, completing bi-annual performance reviews that are time consuming and cumbersome, offering the same training and development courses as you have for the past five years or more? Because if you are I have a Fashion Week challenge for you. Stop. Stop what you’re doing, sit back, look at it objectively and honestly answer to yourself whether it’s really adding value. Because I’m not saying there isn’t value in all of these activities, but I am challenging you to be sure of it. If they’re not, scrap them. Change them up. Do something differently. And if they are adding value – could they be better? Simplified? Could you improve process through technology?
I notice people are braver in Fashion Week. They wear more colour, they pull out those pieces in their wardrobes they usually deem for “best”, they take more time with hair and make-up, coordinate the outfit, shoes and bag. They’re not afraid to try new things or wear items way outside of their comfort zones. So there’s my challenge to you HR folk, get out of your comfort zone. Try something new, try not doing something or try changing something up…what’s the worst that can happen? If it doesn’t work you can always try something else. But you just might find you like the new, simpler or more dynamic ways of working – and no doubt your teams and organisations will too. People love change when it’s done right and communicated appropriately, so bring them on the journey with you and encourage them to do the same.
Be one of the leaders of the brighter future for your organisation and blaze your own trail for other people to talk about. Don’t sit back following the fashion pack, get involved, and create your own fashion (HR) movement.