Outside the echo chamber

Yeah, echo chamber. It’s a term I picked up at KiwiFoo to label the internal circle we surround ourselves with, the people who are like us, the people who re-affirm us. KiwiFoo: an invite only unconference event for interesting people that I attended this past weekend. A place I met Kiwis, Aussies, and Californians. I can safely say that I was way way way out of my echo chamber at KiwiFoo.

I’m still confused by the experience. It was confronting, overwhelming, not something I enjoyed; yet inspiring, challenging and rewarding. Alone in a crowd of almost 200 people. Artists, musicians, activists, politicians, scientists, engineers, soft-ware developers, I could go on. Everyone on the innovative fringes of their profession. It felt like I was on the fringe of the fringes. A collection of people with people at the heart and soul of their professions, yet few from the people professions. Conversations where humane work was critical; yet ‘human’ resources doesn’t feature. Interactions where I was uncomfortably stripped of what I stand for, yet built my confidence in the simplicity of what I do. Experiences which took away what I thought I was good at, to leave behind greater confidence.

I think I still need more time to process. Kiwifoo kicked a whole load of dust up for me and I still can’t see through it. Personally I don’t understand how any of the stuff I experienced happens all at the same time! On an intellectual level, let me try and articulate some of the things that KiwiFoo made me think about from a professional stand point.

We think that this concept of the organic workforce is relatively new when actually it’s been around a while, in academia and in the movie industry. It’s not the structure that makes the difference, it’s the underlying culture. That much I think we know. Toxic cultures are toxic, whether they are traditional organisations or in flexible and contractual arrangements. Are flexible structures more relevant now or is it that culture is? Or are they both intertwined?

We think that money is not the be all and end all, yet it’s what makes the world go around. There’s this inherent tension between money and meaning and there probably always will be. There are different ways of navigating and balancing the value of each. Those balancing points are where disruption will happen in organisational culture. But where does the balance become tipped in favour of one over the other?

We think that organisational design is about structure, and yet it’s all about people. Connecting over a common purpose, leadership role modelling behaviours, values, ethics. It’s about relationships, not rules. I think we know this too. In trying to simplify it into something we can understand we remove what makes it truly work. So how can we approach this?

We think that human related practices in organisations are the domain of human resources. But they’re not. People within organisations are taking charge and creating the businesses they want to work for, that are highly productive, making a positive impact on the world and they’re telling their friends about it. HR is not part of this conversation. I wrote a blog a while back about how HR won’t change the world of work. I’m starting to believe the title of that post. So what role do those who are passionate about these things, and not traditional HR, have?

I’d like to go back next year to try again. Because I think outside the echo chamber is the best place to find your voice… or get confused about what you think you know about the world.

Thank you to Nat and Jenine for organising this awesome event!

Advertisements

5 thoughts on “Outside the echo chamber

  1. perrytimms

    Nicely put and I concur with what you’ve said here. HR has no God-given right to be the only ones pulling the strings on the reshaping or work, organisations, culture, people dynamics whatever. YET it is clearly within our gift under the current professional banners. So we don’t abdicate that we energise more about it and become part of it with the rest of the working world.

    I don’t care if what I do is labelled HR or not I call it that for recognition amongst a world of those who need to know that. I belong to it but more I belong to whatever I believe in.

    Connecting across the artificial or prescribed boundaries that have been created is something we should all do. Respect for our opinions, support for things that matter to others and the chance to wrestle power away from those who yield it irresponsibly is a noble cause we can join in whatever our business cards say we are.

    You’re not on the fringe of ANYTHING but convention. You’re in the thick of alternative thinking and soulful reinvention of work.

    Kiwifoo was blessed to have you there. I look forward to the progress you make in thinking when the dust is cleared. OR get your intellectual vacuum cleaner out and clear the dust by letting yourself be what you love the thought of being.

    Reply
  2. amandasterling Post author

    Thank you for your support Perry and for re-affirming my words.

    When the dust clears I might just re-write this post. As something becomes clear, something else becomes more murky.

    Reply
  3. Pingback: Best Blogs 27 März 2015 | ChristopherinHR

  4. Pingback: #NZLEAD PREVIEW: Does professional accreditation offer greater credibility or more bureucracy? | NZLEAD

  5. Pingback: #NZLEAD PREVEIW: What do people really need? | NZLEAD

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s