I’m running a mini-hack as a part of the Chartered Institute of Personnel and Development’s hackathon on ‘Hacking HR to build an adaptability advantage’. As a part of the process people were invited to suggest mini-hacks to work on in small teams. I suggested this:

Without being able to openly articulate the work HR does how can it be understood? HR professionals must write their own story for their own personal and professional benefit and that of their team, organisation and peer group.
Give HR professionals the skills to tell their stories.
Transparency must start with being able to narrate work openly. The hack? Storytelling skills for HR.

I now have a team of five hackers and we are about to start our mini-hack. As you can see, our focus is on storytelling skills for HR. I think this is a core skill set for anyone and in whatever they do. The problem is that most people are not used to telling/sharing their stories around what they do at work. However, social media has given us the tools to connect with peers and share what we do more easily than ever before.

I can’t wait to see what we come up with in the mini-hack but in the meantime I wanted to share this video on leadership. It does an excellent of job of telling a story about leadership. As Drew Dudley says in the video, leadership is something we think is ‘bigger than us’, which makes it difficult to talk about. Of course leadership is something we all do and show. The challenge is how to tell and share stories about it.

You could view change management in the same way. Yesterday I wrote a piece on the Learning and Performance Institute’s Capability Map in which I looked at how L&D professionals are rating their own skills. Interestingly, only 390 of the 983 respondents assessed themselves as having change management skills. But anyone who works in L&D knows that helping people change and develop is at the heart of what they do.

Maybe L&D professionals think that change management is bigger than what they do. But the fact is that all employees are involved in these bigger workplace narratives (such as leadership and change management). They all have their part to play.

Recognising the part we play, developing a voice and being able to share our stories can play a powerful role in the modus opeandi of any organisation.