• Monthly reflection
•From old to new leadership style - and how we get there
• Noted in the HR Tech industry 💡
• Events and other skill development
• Podcast news
Every month, I set aside half a day to reflect on what I've heard and seen during the past month and write the monthly reflection. This time, I'm outdoors on the terrace in the shade, reflecting on my ability to work where it suits me. Some things I want to do at home, others fit in my office in Stockholm. Some things at a café. Others in a studio or, why not, like a few weeks ago - under a parasol by the Mediterranean 🏖️
Where I work doesn't matter. I listen inwardly and choose based on what I need to deliver to you as a customer. Where do today's tasks fit best?
This is a discussion that has been ongoing and continues in many workplaces, i.e., where should we perform our jobs?
And of course, it's about culture and leadership, which sparked a thought in me about how we upskill our leaders. This became the reflection of the month. I hope you find joy in my thoughts.
Now is the time to complete your response. The survey period has been extended until July 15, 2023! More information and the link can be found here!
It all depends on you!
You as a leader, manager, CEO, director, or team leader.
It is you who determines how great your organization can become.
How inclusive, how curious, how digital, how humble, how flexible, and motivating you can be.
It is you who "walk the talk" and drive the culture of the organization.
Completely new leadership competencies are needed now in the hybrid, rapidly changing world compared to 15-20 years ago.
Maybe when you got your first managerial position?
In any case, when I got my first managerial position.
• Have all the answersMake decisions
• Have industry-specific knowledge, i.e "the most skilled person at their job became the boss."
• Success = achieving results and efficiency in reaching predetermined goals.
• Give orders and ensure things get done.
• Flexible
• Innovative
• Inclusive
• Brave and curious
• Communicative and inspiring
• Empathetic
• Pedagogical
• Engaging
Both when you meet physically and through digital tools 👩💻
I remember when I was involved in conducting a leadership development project in Europe for 200 managers at IBM about 8 years ago. It was based on conducting leadership tests initially, where all managers received answers on what their leadership style looked like and what gaps existed towards a desired leadership style, both personally and at the organizational level. All leaders were extremely engaged. And yes, we saw that the authoritarian leadership style prevailed. This included making quick decisions based on rather limited decision-making data. Then, training programs were developed based on the gaps the organization wanted to bridge.
The biggest challenge was getting the most senior leaders to understand that the new type of leadership would be beneficial.
That wasn't done.
So, leaders had to act in one way towards their employees and in another way upwards. It drained the individuals. If the initiative had come from top management, it would have been different. Then, everyone would have changed. Now it came from a local HR and leadership team wanting to change the way we interacted with our employees and create a sustainable organization.
I don't think the old (established) way of developing leaders works because it usually assumes developing leaders from scratch. Now we need to upgrade our leaders so they can understand, develop, and use the competencies that are needed. And with new technology, we can create individual plans and activities.
Per Schlingmann and Kjell A Nordström write in their book "Momentum - what war, climate crisis, and viruses change," how our highest leaders were engineers in the 1800s when everything was about technology. In the 1970s, economists took over and governed our organizations when the focus needed to be on brands, efficiency, and finance. Now, HR leaders and communicators take over because people are the most important for successful organizations.
"In the coming years, we will see how purely skilled leaders get increasingly important positions. Much indicates that the future recruitment base will be more among communicators and individuals with HR skills. Storytellers and people-savvy individuals are now taking their seats in management groups worldwide."
I sometimes believe that organizations think leadership competence is general. And if you've been a boss for a long time, you're good at what you do?
That's absolutely not true.
Leaders need competency updates and, in some cases, replacement.
As Leif Östling and Göran Johansson wrote in the weekend's DN Debate, you can find the article here.
The beginning of the article:
In both the private and public sectors, there is an abundance of pretend bosses and incompetent supervisors who fail upward. Employers' inability to act threatens Sweden's entire growth. Business and labor must join forces to find a solution, writes business profile Leif Östling and former Metal Union chairman Göran Johnsson.
(If you want the article in PDF, you can contact me here or at hej@hrdigi.se)
Here are my recommendations for developing leadership skills in this area:
1. Map the competence of your leaders using leadership tests or by having employees grade their leader's leadership skills in modern digital systems. Some data is likely available in your employee survey.
2. Plan for a training journey so that it can be tailored to each leader's needs and learning style. Collaborate with other organizations and companies as everyone benefits from the development of Swedish leadership. For example, several municipalities in one region together.
3. Create willingness. Describe the need for change (why, what, and what value it brings) and take leaders and the organization on the change journey. Ensure that both leaders AND the organization actually want to change.
4. Educate according to each leader's needs. Offer a whole range of different ways to absorb information. Podcasts, e-learning, gamification, reading, etc.
5. Nudging - use leadership development tools where each leader can receive reminders based on their developmental needs, as observed by the team. For example, "Plan discussions with each employee - here's what the agenda could look like."
6. Experiment. Let leaders try out their new behavior through, for example, metaverse and AI feedback tools, so they can practice without involving employees in the initial stages. It could involve giving presentations, handling feedback to employees, and similar activities.
7. Coaching - today, this can be done digitally and is accessible to everyone with a matched coach.
8. Meet together and discuss or use mentorship.
9. Communicate good examples where employees and leaders have shown their good behavior.
10. Follow up and act. Give leaders an opportunity to retrain, but do not allow a manager who negatively affects the organization to remain.
In the aforementioned debate article, Leif Östling and Göran Johansson argue that there should be a joint initiative for this. "A Labor Market Leadership Institute."
I agree with that 👍🏻
This is not something an organization should have to do alone - it's something we need as a country 🇸🇪. Those with resources can do it themselves. Others should be able to collaborate.
Look inward now. Are you the new leader? Do you have what it takes? Is it time to change and inspire for a better Sweden?
In June, things have certainly calmed down, probably due to both the summer and the economy. Breakit writes: Sometimes it feels like the venture capital market for new tech companies is more or less dead. And it's really tough out there, but it's definitely not entirely bleak. Companies focusing on energy, for example, are still hot. So, how hot will HR Tech companies be in the future? They should continue to be hot because the area is still so new, and there is a significant need for innovation 🔥
Yes, that was news almost a month ago, i.e., the investment was announced on May 31 in connection with Sana Labs' renowned AI event in Stockholm. Sana Labs has developed an AI-driven platform that companies can use to gather and disseminate knowledge to employees, for example, for further education or in the context of onboarding.
Rolf is a platform that helps companies continuously develop their employees and processes for success through reflection, goal-setting, and coaching. The investment comes from existing investors.
Here, I share one of the many articles written on the topic of ChatGPT and tips for those working in HR. You can find an article here.
Many HR system providers are updating their systems with the new possibilities that ChatGPT and the entire AI area offer, with an example being AlexisHR. You can find the article here.
The other day, I listened to the launch of the Talent City Index 2023 where Marcus Andersson from Future Place Leadership presented the results. That is, where and how do talents want to live and reside? What drives people in a place, for example, economists or tech talents? How do we attract those we need to our region? I see great value for both organizations and the public sector in accessing this material. Especially for Sweden's Municipalities and Regions that want to attract employees.
Exciting map of Europe's tech talent
I found this site and am sharing it with you 💜
The development of skills in the HR tech area is a mix of various activities such as courses, self-studies, events, podcasts, and networks where you should choose based on your needs.
On our course page, you will find not only courses but also other types of skill development. We have also renamed the page to make it easier to understand.
Is there something you miss/wish for? Send an email to hej@hrdigi.se with your suggestion!
We have now set a date for our Basic Course in Digitalization for HR 👏🏻 2 days in Stockholm on October 26-27. And we already have so many registrations that it will take place! You can find more info here.
We also accept registrations for our HR Tech network for employees and our network for independent consultants.
Are you joining HR Tech in Las Vegas October 10-13? Until tomorrow, June 30, it's the cheapest to book, i.e., the Early Bird price. Do you want to join me and other Swedes? Register using the link, and we will coordinate our participation. If you wait until after July 1, I can give you a $300 discount with my code HT23MA2. You can find more info here.
September 27-28 - Stockholm - Personal & Chef. The program is now released, and I get to open day two by speaking on the theme "Become a hero as the best employer of the future." You can find more info here.
October 19-20 - Stockholm and digital - HR Days. The theme this year is "Under Construction." Here, too, I will be active in one of the subjects 🙌🏻
November 7 - Stockholm - HR System Day 2023 (Forum4IT) Sweden's leading suppliers of HR and personnel systems gather and present their news.
September 11-12 - London Gartner Reimagine HR The 2023 conference delivers must-have HR insights, strategies, and technology optimization guidance for chief human resources officers (CHROs) and HR leaders to expand their professional networks. I hope the price matches the content 😅
October 10-13 - Las Vegas HR Technology Conference & Exposition® My favorite event in the world when it comes to tech and innovation. 🇺🇸 Come with me to the USA in October! Get in touch if you want to join me 👈
October 17-18 - Paris - Unleash World The best European event with a mix of HR and Tech.
New date 👉 November 27 - Copenhagen - HR Tech X Exciting to see what the agenda will be this time and how the content on the Tech theme will be.
The HR Digitalization Podcast, as mentioned earlier, has taken a summer break and will return in September.
September 4: About Nacka municipality, digitalization, employer branding, digital twins, and much more. With Chief Digitalization Officer Henrik Palmblad-Wennergren and Employer Branding Manager Linus Holmgren.
September 18: About ICA Group, digital competence and development, skills, learning, and what is called quiet hiring. With Chief Information Security Officer Karin E Svensson and Manager Learning Lead Frida Monsén.
Mark your calendars for these exciting new conversations!
The goal of the newsletter is to write about news in the HR Tech market and the area of digitalization and innovation from inside the organization, and also to talk about episodes of the HR Digitalization Podcast.
Comment! What do you want us to write about next time? Any specific topic you're curious about? You can help determine the content.
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My name is Anna Carlsson, and I am a curious HR Tech analyst with more than 20 years of experience at the intersection of business operations, human aspects, and technology. I believe that technology is no longer a side activity in HR; digitalization is fundamental to make room for a more human-focused future. My passion is to lead the movement for future HR, by creating it together with customers and colleagues, as well as educating and developing organizations and individuals.
I run HR Digi, which includes the HR Digitalization Podcast, where I am also the podcast host. Within HR Digi, we offer consultancy, support, education, and inspiration to create a modern, digital, and innovative organization.
👉 Book a digital coffee meeting with me so we can discuss how I can support you in your work.
Happy summer! See you again in the next newsletter coming on August 29th.
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