The horizon and the here & now

In recent months I have been reading, thinking and speaking about the future of work, more specifically, the future of learning at work.  At the same time, I work with professional people on basic skills, like the ability to have a structured conversation, to listen, and to allow a colleague to explore their ideas for themselves.  In other words, how to get to grips with the messy and difficult bits of working with people.

Horizon-scanning and working with people on practical skills form two strands of my work activity which are challenging in different ways.  Some of the time I am diving in, searching out ideas, identifying what matters and trying to create some understanding, for example, what does Artificial Intelligence mean for learning?  Are jobs for “newbies” going to exist in the future?  If not, how will people gain experience and practise skills?  These issues are intriguing.  Being informed about them allows me to present a rounded view to clients.

All the time, I’m doing my day job as a Learning & Development consultant too; talking with people about learning strategy, designing learning activities (online and experiential) and delivering face-to-face learning.  I also coach individuals, so I come close to what makes a fellow human-being tick, what troubles them and what makes them laugh.

Each day and each week I move back and forth from horizon-scanning, through to thinking about the particulars of a client organisation, to group dynamics, and individual, immediate human needs.  I try to help people make sense of one aspect or another as I go.

I read, see and hear a lot of things about how people work within organisations and how organisations view people.  I have a lot of ideas about the flow between the two.  I have been educated to think that I ought to come up with something original and brilliant to say before I publish my thoughts, but here and now I am going to just offer what I’m thinking, rather than some perfectly expressed solution.

What is emerging for me at the moment is the idea that our notion of “managers” is probably unhelpful.  Among professional people, informed self-management is eminently possible.  Note please the word “informed”.  I need to write about that more on another occasion, for now let me say I think that begins with first understanding yourself and your impact on others, as well as having clarity about your purpose at work.

Another thought that I am living with just now is that everything depends on context.  Our current world context is remarkable; I am writing at the time of a General Election, just after a major terrorist attack in Manchester, and as war and famine rage in North Africa, the Middle East and elsewhere.  My life spans the certainties of the Cold War and the current time, when old social and political fractures have opened up, and new ones created by the digital age have emerged to generate a cocktail of expectation and possibility hither-to unknown to humanity.

In a challenging and often frightening world we look for people who make sense of things for us, and this brings me back to the two strands of my working life.

As I stand at the front of the training room, Heads of Department, architects, solicitors and sales managers look to me and seem to say, “Make this easier for me!”  I share with them my enthusiasm and knowledge and help them to learn about their own abilities by getting them doing things which are slightly outside their comfort-zone.  That’s what I do; I try and make sense of some things for them and I set them going on a task which will help them realise that they are already capable of helping others to work effectively in many ways.

I want those people to know that they often don’t have to try as hard as they think they do.  Offering guidance and support, or even holding a colleague to account, is perhaps easier than they imagine.  They do not need to learn to be “other” or different.  In fact, they probably need to be more themselves.  A manager is not someone who makes other people do things; they are the person who makes it possible for other people to do things.  By thinking of the manager’s role as being a facilitator or enabler, the idea becomes less onerous.  It requires skill and that’s ok, because we are all more capable than we think and we can all learn.

Can we become facilitators and enablers now?  I think it would be a good time to try.  Just around the corner is a world of data analytics which will enable us all to see at a glance how colleagues are performing; how much time they spent on a project, or working in a team activity or communicating with a customer or client.  Perhaps you have that information already.  If not, it won’t be too long before we are all informed by more metrics than we can shake a stick at.  But there is more to working with people than that; now would be a good time to make sure we can still all be human too.



Managing Absence

Everybody is absent from time to time, is ill or has personal emergencies.  Expected absences are part of normal day to day and most organisations can cope with these, even if at times they are inconvenient.

But what do you do when the absence starts to become a problem?

There is always something that can be done, however, some key questions need to be answered before you do anything.

These questions include:

  • What is the reason for the absence?
  • How long have they been off?
  • How much longer are they likely to be off?
  • How frequent have the absences been?
  • What does your policy say about this type of absence?
  • What are the legal requirements?
  • What have you done in the past?

Key considerations

Have a conversation As their employer you need to understand the situation in so far   as it affects their ability to do their role.  It can sometimes be difficult to do this without a face to face meeting, but this should always be the goal.

It is important to show you are a caring employer, but also that you take these issues seriously   and have an expectation that your employees will keep you up to date with   their current situation and will not take advantage of your caring nature

Policies, contract   and handbook These provide a reference point for your policies on absence, dependants, sickness, holidays and other types of absence, giving a framework within which you can operate
Frequency and   duration Make sure you have all your facts and figures to hand.  Follow your organisations’s procedures around frequency and duration of absence, particularly relevant to sickness and dependants leave.
Ensure your existing   policies and procedures are followed Your contract and handbook are likely to include the procedure to be followed when absent or off sick, specifically whether or not they need to self certify, and at what point a fit note is required.

These together with   the frequency and duration information will provide a starting point for the conversation when absence becomes a problem.

Appropriate independent   advice Sickness can be difficult to tackle without a good working   knowledge of both the medical condition and the working environment.

Getting input from an occupational health professional can be very helpful to assess the medical implications for the environment in which the employee is working.

Pay This depends upon current legislation and your policy and   practice.  There are some absences for which you are required to pay, eg SSP, maternity, otherwise unless your   policy provides an entitlement to paid time off you need to apply  management discretion.

Some firms allow time off but unpaid, others are more flexible and will pay the employee but expect hours to be made up.

Return to work   interview These are proven to have a marked impact on absence of all   kinds.  A conversation with a line manager, of which a note is kept, on return to work provides evidence:

  • You have noticed the absence
  • You care whether your staff turn up for work
  • Upon which you can make decisions on action to take.

If you would like to discuss the points raised in this post, or would like more information contact us on 07977 932551 or email