From Human Resources To Human Sources

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The time for Human Resources (HR) to be transformed into Human Sources (HS) has finally arrived!

More than 70% of HR Time is spent on counter-productive activities.

In other words if you were to stop ALL HR activity you would make more than 70% progress achieving your goals and objectives.

But why?

What is at conflict?

Just about everything!

You see, the basic principle followed by HR is based on a restrictive and tropophobic dominant hierarchy where people are paid to obey, not to think.

The solution is obvious, namely, to transform HR into HS based on an enhancive and tropophilic non-dominant hierarchy where people are paid to think, not to obey.

So, If your HR is not:

  • Shaping the future of your business
  • Having a credible and influential board presence
  • Offering substantial guidance for business ideas and advise
  • A place from where a prime contender for the next CEO may come out

You must transform it now!

Your current HR model is totally wrong. Just take a look at any champion sports team e.g., Formula 1, and think about how they behave.

The key commonalities about great teams are:

  • Players’ shared common interest is above individual interests
  • Real accountability & responsibility for individual work
  • Real commitment and empowerment
  • Transparency
  • Trust
  • Moral Authority & Integrity

In 2013, Yahoo’s former CEO Marissa Mayer banned her employees from working from home based on the nonsensical idea that remote work was antithetical to collaboration. Obviously, she understood collaboration as simply working within the same roof regardless of the fact that the mind — and heart — of the employees could have been anywhere else.

This foolish idea gained traction in the corporate world and by 2017 it was conventional “wisdom.”

This was one of those strong opinions, weakly held. Nowadays, Silicon Valley thought leaders of the tech world pivoted in the opposite direction by adopting remote work as the default.

Companies like Facebook and Google were well-intentioned when they try to establish a culture that blurred lines between work life and personal life with offices that functioned as an extension of the college experience for its employees. Unfortunately, though, they did not know that culture is a product of organizational structure nor did they have a clue about organizational design principles.

COVID-19 has catalyzed a process that was way over due, namely, the transformation of restrictive and tropophobic dominant hierarchies into enhancive and tropophilic NON-dominant hierarchies.

Here’s To The Power Of Your Human Sources!

JC Wandemberg Ph.D.

President & Founder

Sustainable Systems International

About the author: Dr. Wandemberg is an international consultant, professor, and analyst of economic, environmental, social, managerial, marketing, and political issues. For the past 30 years Dr. Wandemberg has collaborated with corporations, communities, and organizations to integrate sustainability through self-transformation processes and Open Systems Design Principles, thus, catalyzing a Culture of Trust, Transparency, and Integrity.

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