klingerii – advisory services

I have been thinking a lot lately about gamification and how it will change the way we will work with the facebook generation  (to simplify and generalise a bit). I have also been observing and looking at our teenagers commitment to online games like World of Warcraft and how they excel for hours in Virtual Team Leadership with people they never seen, allocating points and duties, solving conflicts I have tried to understand how to leverage this same engagement to something with true business value, beyond managing drones in real battle on the other side of the planet, running ad hoc public command centres using new GUI for big data explosion to be in the loop to traffic management or other national disasters etc ..

There is a combination of shifts going on relevant for CxOs, HCM/HR and CIOs

1- Identity Access Management

Companies need to comply with stuff like the EU Data Integrity directives, to eliminate people dependency, enforce a role driven authority in increasingly complex systems in operation as well as in testing to access data and content. Managing access to data today is messy, close to illegal, likely using production data in testing etc.  and it’s a night mare for risk and security officers. Key word here is that IAM needs a role based access owned by CIO and Risk.

2- Talent Management

Let’s assume bigger companies has integrated unfied HR systems in place knowing how many people are employeed, what they are capable of, if they actually are at work or somewhere else, what there performance history is. In reality many companies does not even have this nor any operational HR dB/ datawarehouse to analyse and make tactical decisions upon. Don’t believe me? Ask them.  But on top of this HR represents the ownership to implement some kind of solution to Talent Management, which, to be useful as an operational system needs to be role based, assessing have vs needed skills/capabilities on individual level and experience for generic skills, strategic skills, specific skills, technical skills => comparable roles in an increasingly global service market. Again, key word here is role bases assessment and this should be jointly owned in the overlap of HR-HCM-COO-CEO. 

3- Gamification

All modern games are today roled based, even if you create your avatar, agree on team set up and armory in WoW etc. Anyway, I have stumbled up on several blogs recently and trendspotters around gamification and it should be taken seriosuly.Best support around products today comes from the pro-bon user network. Adding a gaming layer around their free support you, as a product company, could easily understand that your most valuable employees does not get any payment from you. They solve issues virtual for you around the world. get points and credit and live your product. You are interested to have them in the tribe and even proactively pay them?

Example on gamification in Call Centres: http://abhishekmittal.com/2012/03/07/gamification-the-key-to-reducing-burnout-in-call-centers/

No real owner here, but I believe there is an expectation from the workforce pipeline to have something like this.

Conclusion

We are moving towards a role based ad hoc employment environment, many times project based. You man your projects (football team, movie productions etc) combining roles.  We need a common language for our professional avatars. We need new ways to stimulate and make track records visible. Workplace transformation does not happen as fast as it should. Maybe Integrity Directives could be a compliance compelling trigger to get going. Maybe CIOs need to tell HR how to design their systems and structure to enable a more role based view in the increasingly IT driven company? No wonder IBM acquired Kenexa last week …

What do you think?

My first tweet was – like for many others – along ” So I am on Twitter, now what?”, a normal unimpressed reaction entering a large empty room everyone had been talking about, empty but still cluttered with endless content…

Today, 1000 experimental tweets later, my overall conclusion is “wow”, or maybe even “wow!”, with an exlamation mark.

Whereas Facebook has become my strictly private platform with lots of good friends I am unable to meet IRL and LinkedIn my professional dito, Twitter has become one of my most powerful tools to access smart people, relevant information from its source, getting in dialogue etc. Having surfed and selected by topics I have also realised my topic flow today is getting very much aligned to my personal passion, using Twitter as the engine for my personal newsmagazine …obsolete info for most of you, I know,  but I feel obliged to say it.

It has enabled me to receive a personal reputation assessment via @perfrykman and @karinsandin, received fantastic virtual coaching from @katycaroan, encouraging me to start to blog, get my own webpage. Primarily I have started to be earnest about what topics are most interesting to me, professionally. I don’t think any other available tool than twitter combined with an open mind would have made that journey more smooth why I can recommend it.

My next 2000 tweets will hopefully be even more value add around focussed topics on top of what I collect and share (normal habit on Twitter).

Today I know I am fascinated by how to react with pragmatic or bold change to the HUGE boil-the-ocean-topic of “globalization or service industry, how it impacts nations, organisations, business and individuals to best and most pragmatic adapt/leverage business models, operational models, sustained competencies and personal career planning”.

What does this major change mean for the individual, as a starter, really? Bottom line it often covers a lot of change related disciplines across all systems, structure and people.

I am seriously struck by how critical competencies such as personal accountabilities, virtual team leadership, engaging leaders, pragmatic change and trust are not debated more and how we in modern countries can accept that so many employees are disengaged. I am also struck by how no-one really owns the topic on what strategic/critcial competencies to build on nation level (to be competitive globally to generate tax money), to teach in school, to build in the companies, to strive for on personal level — in general.

There is a lack of transparancy in who expects who to do what when it comes to “adding value”. Robin Sharma wrote the other day” The whole purpose of business it to deliver staggering value to as many humans as possible”. There is something along that quote that sparkles me, it’s about committment, a shared value that goes beyond the current psychological contract. To accept that contract personal mastery (as defined by Peter Senge) is a must. To master personal mastery you need to accept your passion. To accept your passion Twitter is ONE great tool, at least for me.

Hence, wow, with an exclamation mark.

Having two girls, now 6 and 11, I realized there is a limit to how much Disney princess a human being can embrace. After co-watching these movies for the umpteenth time I constantly try to look for new messages or details in the story but my sad conclusion is that the Disney role modeling is primarily about marrying the right guy and/or be beautiful… save two wonderful exceptions: Tinker Bell and Tiana (from Princess and the Frog).

The majority of the heroines in Disney are victims not in control of their destiny. They all need some other external support – a kiss, a prince or a fairy, or committing their own love – to make it. In a sense, in the real world, it is sad, and it is not the reality I would like our girls to grow up with. Yes, I know I sound boring, but I have seen these movies so many times now, so give me a break …

Our young girls and society need more women like Tiana and Tinker Bell, female entrepreneurs and female engineers, mature women who can prosper in a still very male dominated world where innovation will be key in the future and female lead SME is one of the most exciting categories.

I admire Tiana pursuit of her dream but I love Tinker Bell for accepting her talent and embracing it as a passion. Tinker Bell has quite a temper, is human, she doesn’t take no for an answer, she is focused, innovative etcetera … and off course beautiful. We all know the stats that good looking people do indeed, unfortunately, have an advantage in career making.  

In a sense, newcomers on TV, even if it is a blend story, like Winx Club, provide better role modeling for young girls.  Being beautiful simply is not enough. You need to have a skill, a passion, and combine those skills in a team (Winx Club) to solve a challenge.

Who would you employ? Cinderella or Tiana?

Who does your daughter imitate?  Snow White or Tinker Bell?

A big day. I got my brand protected.

Half a life time away as a student of engineering physics, with a dream to become the next Cousteau, work in fields of oceanography and with a twist of offshore I wrote myself a “don’t list”

As most of the MrSc graduates in Sweden were unemployed in the early 90’s I realized I needed to have an open heart and mind to enter the market. However, I had a top 4 don’t list:

– never work with IT
– never move to Stockholm
– never go to Colombia
– never go to North Korea

Today, almost 20 years later, I live in and love Stockholm and I enjoy working in the IT industry. I ended up in Colombia once on a forced re- route fr Ecuador (scary story, tell later), which means I have Kim Il Sung left and most likely around the corner.

Why did I not write a do list?

I think I owe it to myself to reflect, partly as I am fortunate to have that option in the first place:

– 3/4 of the “do nots” is an accomplishment in itself
– how did I do on the “do”s?

Looking back I realize the Swedish culture back then and the time did not allow you to follow your passion or to pursue your dreams. It was more a risk averse relation to life and how to survive it.

Today the main theme in our emerging talent society is passion, your unique capabilities etc. so to prosper here, leverage myself and all that I will continue to avoid things, as this is how I obviously was programmed, with five new don’ts (!):

– don’t work or spend time with things and people that take more energy than it gives
– don’t let your unique capabilities be unleveraged
– don’t waste your or anyone elses time or resources
– don’t let go of your dream
– don’t become complacent, mentally or physically

Off course I have set of clear DOs as well, but for now I keep my Jack Sparrow compass to myself.

How about you, your DOs and DON’Ts?

“‘now were ya’ heading, mate?”

I am not a lawyer. I find the text boring and overengineered. However, I like math and the beauty of math. It’s never wrong. It is all around us and make all our devices work etcetera Still people hate it, as it is hard to understand. What you don’t understand scare you. Like interpreting law. Math and law has much in common. It is not available to the masses.

I saw an entry the other day on FB about how to apply for something, with circular references to paragraphs here and there. A mystical scary language and symbols, like doctors’ writing or the world before Gutenberg.

Now here is my idea:

With computing power, fuzzy logic, new ways of presenting data, flow etc …howcome there is no APP for local law, where all logical paragraphs are represented mathematically for me as an illiterate obediant citizen making the priests of law more obsolete while empowering the rest of us with checklists, flowcharts for our unique needs? A cross disciplin app to visualize what is right and wrong. Final presentation could even be translated to any language.

Why not?

Law is more rule driven than business operations. Business Intelligence applied in my iphone to do what is right sounds like a good idea to me.

Also, a mathematical representation of the lawbook can’t be that hard. It would also Quickly identify loopholes and illogical traps. Most likely crooks will use it. “We need the priests to protect us!”

Scary scenario? Must be doable for some disciplines… Anyone against? Well, I asked a question. That’s a start.