Comments for Conscious-Business.Co.UK

Comment on Evidence for Conscious Business by learningconsultancypartnership

learningconsultancypartnership — Wed, 23 May 2012 15:57:14 +0000

Hi Lasy,

I came across this article http://www.hrmagazine.co.uk/hro/news/1073320/uk-lags-organisational-openness-holding-businesses-collaboration-ceo-study and thought it may be good for arguing for the conscious business approach.

Comment on Evidence for Conscious Business by Sam Z

Sam Z — Wed, 23 May 2012 11:56:06 +0000

I’ll second what Simon says – great article that gives evidence for tangible benefits of doing business consciously!

If I may, I’d like to add a link to a similar blog post I wrote on the website of my social enterprise. It’s not quite so in depth, however gives an example of how operating a business with ethics and transparency gave one Hotel owner in Bournemouth a mammoth jump in revenue. It’s called, after an Anita Roddick quote,

‘Being Good is Good Business’: http://www.pricepie.co.uk/2010/12/being-good-is-good-business/

Comment on Evidence for Conscious Business by simonhester98

simonhester98 — Tue, 15 May 2012 08:51:02 +0000

This is the most comprehensive, useful and best work I have seen on the evidence for the hard benefits of CB – it makes the argument even more compelling!
Such a good post with so much data that I would like to see it re-posted it in smaller sections over the coming weeks / months so that more of the statistics become imprinted in our minds.
Thank you Lasy!

Comment on Conscious HR Part 1 by simonhester98

simonhester98 — Sat, 05 May 2012 10:26:12 +0000

Pete,
Thank you for your interesting insight and examples of innovative organisations who are embracing Conscious change – fascinating and inspiring…..
Simon

Comment on Conscious HR Part 1 by simonhester98

simonhester98 — Sat, 05 May 2012 10:22:42 +0000

Hi Gina,
Thank you for your comment – I am a firm believer that CB can be applied to all elements of a business – this allows organisations to move gradually, at a pace that is comfortable – the methodology can be proven gradually!
Simon

Comment on Conscious HR Part 2 by simonhester98

simonhester98 — Sat, 05 May 2012 10:20:03 +0000

Rob,
Thank you for your comment – the method you recommend is exactly what I had in mind when stating that L&D is a cornerstone of Conscious HR. Whatever the size of the organisation, I believe the needs of the individual should be met on an individual basis – some companies discard this method for ‘cost’ reasons, whilst not appreciatiing the potentially massive ROI.
Simon

Comment on Conscious HR Part 2 by Pete Burden

Pete Burden — Sat, 05 May 2012 08:52:59 +0000

Rob – This puts me in mind of Kegan and Lahey’s comment that we should allow problems to solve us, rather than expecting that we will solve problems.

I think there is something upside down in many organisations – we think that L&D exists purely in service of building capability to solve business problems – so people grab courses to fix a lack of skills, for example, believing some how that this will make things better.

Whereas what comes from the more interactive, more relational approach you describe – where organisation is ‘fitted’ to person, and person is ‘fitted’ to organisation – is mutual learning and a more transformational change for both person and organisation.

Pete

Comment on Conscious HR Part 1 by Pete Burden

Pete Burden — Fri, 04 May 2012 15:43:39 +0000

Great stuff Simon. I think this is a very fertile area. And it seems to me that HR especially in bigger companies in the UK needs to seize back the high-ground and position itself more strongly and confidently. Particularly to make sure that it is understood that people and relationships are the most important thing in a business. Strategically and tactically. Seizing this more powerful position seems to me to be a precursor to more radically changing practices in the areas you list. There are lots of opportunities to do this - for example, at NixonMcInnes, a company I have worked with a lot, rewards are set by members of the team, not by the senior management. At Zappos recruitment is famously done differently - after the initial induction process new recruits are offered money to leave the company. At Morningstar and Semco the whole way management is done is a competitive feature of the company. I could go on and on. These are all things HR should and could be involved in proposing not just implementing but my experience they rarely are.

Comment on Conscious HR Part 2 by Rob Warwick

Rob Warwick — Fri, 04 May 2012 07:37:28 +0000

Really good, just wanted to develop your thoughts on ‘Learning and Development is a cornerstone of CB’. In a recent review I did for an organisation’s L&D function they had a ‘course culture’ ie when a development need became apparent and the reaction was to reach for a list of courses. For me there is something about sitting down with the individual and working out how best that development need should be addressed. The way that might be achieved might include coaching, visiting other organisations, other responsibilities, projects etc etc and possibly a course or two, all of which centred on the needs of the organisation and how the person fits with it. There is also the opportunity for the department and/or organisation to learn something practical in the individual’s learning journey. In my experience this is rarely done. This approach is not only more effective for the individual but also builds a more sustainable and learning organisation.

Comment on Conscious HR Part 1 by Gina Hayden

Gina Hayden — Mon, 30 Apr 2012 09:00:16 +0000

Well done, Simon. I’d not thought of CB to the point of HR yet, and your thinking provides a valuable service in this regard. Look forward to hearing more from you.
Gina