The HR Exchange Network is gearing up for its next online event:  HR and Future of Work.  Scheduled for March 24 and 25, the event promises to engage human resources professionals in conversation about the topics that fall under the future of work umbrella.

Some of those include:

• HR Automation
• Employee Experience
• Internal Talent Economy
• Strategic Workforce Planning
• Employee Burnout

Another area the event will cover is future-proofing skills.  The issue will be discussed on March 25 at 12p EST.  The presenter is:

HR Exchange Network editor Mason Stevenson interviewed Lind on the future of work and the unique journey companies have ahead.

Future-Proofing Skills

Mason Stevenson

When thinking about the future of work, what excites you most?

Christopher Lind

Two things jump immediately to mind. First, I am fully ready to embrace technology being able to perform more of the fundamental and repeatable tasks in my day to day, and I hope to inspire others to feel the same way. Instead of being afraid of machines taking our jobs, I believe we should be excited that machines can do the rudimentary things we waste so much time doing, so we can focus on the higher order things that really drive us. Second, technology is breaking all the rules of ‘what we can do’, which is incredible. We can experience, collaborate, and connect in ways that historically weren’t possible or weren’t scalable.

Mason Stevenson

Same question, but what concerns you most?

Christopher Lind

Two things again immediately jump to mind. The first is that technology is not an immediate solution. It can only augment or accelerate what’s already happening. So, if you throw technology at bad process or broken systems, you’re just going to speed up the damage they cause. This is a fundamental risk that often goes overlooked. Organizations need to ensure they take the time to clean up their existing messes and implement slowly and strategically or risk failure, which may drive people further away from where they need to be. The second is the high degree of ethics and integrity that is going to be required with all this advancement. We’re going to know more intimate details about how people operate, which can be massively beneficial when used for good. We can support and provide people with what truly brings their best self forward. On the flip side, that same information can be used to manipulate and undermine in the wrong hands or left unchecked.

Mason Stevenson

Thinking about that challenge, what solution or strategy should HR deploy to address the issue?

Christopher Lind

 Ultimately, I think it requires a significant upskill of our function. We need to better understand all of these advancements, their capabilities, and their risks. This doesn’t necessarily mean we need to become technical experts, but we do need to increase our expertise to a level where we truly understand how it works. I also think it means we need to really dig into how work is really done in our organizations. Too often we operate off assumptions or generalities. Given the intricacy of how technology is going to be able to impact and accelerate things, we need to ensure we’re clear on exactly what we’re impacting and that we’re impacting it for the better.

Mason Stevenson

Give me a 36,000 ft. view of your session.

Christopher Lind

I can promise you that it won’t be a checklist of ‘here’s all the things you need to reskill on for success’. The reality is, that’s a list that doesn’t exist. What I can say I will talk about is some of the principles and guidelines that will be helpful for you in embarking on that journey. I’ll also be sharing some of my personal experience, both successes and failures, with the hope of helping others learn from my journey, so they don’t have to repeat my same mistakes or are able to improve on what worked well.

Mason Stevenson

What do you hope audience members will take away from the session?

Christopher Lind

Most importantly, I hope audience members will walk away with a completely different mindset about this technological revolution that’s at our front door. So often I see people approach it with fear and trepidation. I hope people will walk away encouraged and invigorated to embrace the uncertainty of the future and chart a path forward. I also hope people can walk away with some actionable steps to get started on their unique journey. That ultimately is what it’s all about; getting started. In the end, there is no standing still. You’re either growing or decaying, and there’s no better time to push yourself for growth.

Mason Stevenson

 What attracted you to joining the speaking faculty for the HR Exchange Network’s HR and Future of Work online event?

Christopher Lind

First is the fact it’s online. I’m a big advocate of maximizing what’s possible with technology and virtual offerings are a great example. It allows us to collaborate and connect at a scale that’s just not possible through traditional means. Second, it really was you, Mason, who drew me in. You’ve been a great collaborator and you highlighted the value of being part of something like this.

Mason Stevenson

Piece of advice you’d give every HR professional when dealing with future of work topics?

Christopher Lind

Don’t be intimidated or scared. Even the ‘experts’ don’t have all the answers, and anyone who claims they do is full of it. Be willing to experiment and grow more comfortable with failure. In this arena, failure needs to not just be accepted, it needs to be expected. You’re going to take some punches and walk away with some scars, and that’s okay. As long as you’re learning from your mistakes and trying new and different things, you’re ahead of most people out there struggling with the same problems.

Continuing the Discussion

Lind will be participating as a speaker in the HR Exchange Network’s HR and Future of Work online event.  To see who else is speaking at the event, the view the agenda or to register, click the link below.

Photo courtesy:  StockPhotoSecrets