HR Technologists: Don’t be a “duddite” in a company that fosters “Immovation”!!!

No, what you read are NOT typos. A recent Sunday NY Times Magazine (August 24, 2014) – has a regular feature called the “One Page Magazine” – it contains many little segments. One that catches my eye every week is a feature (by Lizzie Skurnick) called “That should be a word”. That week’s entry – “immovation” – defined as “stifling creativity” and also suggesting a second word – “duddite” – which is defined as being “resistant to abandoning a failed technology”. Got me thinking, as you might predict. How many of my fellow HR technologists are either working in, or have the mindset of a “duddite”, or are unfortunately working in an environment that for some reason stifles your creativity? Maybe your management group (within HR?) are not allowing you to progress to meet your personal and professional goals?  Maybe they resist your expressed desire to explore new and exciting technologies available to all of us provided by the many proven, established HCM/HRIS solution vendors as well as many up and coming lesser known providers.  Most in support of such needed and important functionality as ESS and :MSS,  portals, Social Media, best practices,  workflow, metrics and dashboards, and of course delivered over the Cloud. After all, HR or Human Capital is indeed a still “hot place’ to be situated, with more delivery options for underlying functionality and technology than ever before. And yet, either you, yourself are hesitant to move forward in considering new alternatives, or your company, being “immovative’, will not support you in your creative and business improvement driven efforts.  You are frustrated. So, what to do? Submitted for your consideration -Some suggested action steps if you find yourself in a “stifling” environment, or you are feeling as if you (or your peers or even Management) are “duddites”. (which obviously makes the situation worse). Here then is Miller’s “6 step program” for changing “Immovation” to “Innovation”. Step 1 – Create a “Trial Balloon” Step 2 – Get executive sponsorship Step 3 – Take advantage of  ‘me – too – ism’ Step 4 – Build the business case for moving forward Step 5 – Get the “go ahead”, or, Step 6 – see below…. A bit about these steps. Step 1 – With the help of Google, and HR technology information within such key resources as LinkedIn, (their groups) and SHRM, and Workforce (Human Capital Media), you can find EXAMPLES of visually appealing dashboards and metrics related to many HR issues. Many vendors have examples on their home page websites. Grab these. Create a “mock up” of a ONE PAGE – Report card – showing maybe 4 or 5 key performance indices – that you know will be of interest to YOUR senior level executives….. (even if not specific to your company). Then, put it together, make it readable, use color, show future TRENDS. Make it up (remember, whatever you think of, the vendor community can most likely deliver). Create the document. Then attach it to an email memo to your executives, with the subject line – “Would you be interested in getting something like this?” Then see what happens. I can almost guarantee that you will get positive responses, maybe on the order of “wow” yes, I (we) can certainly use this, or “why can’t our existing system do this? Then, go to step 2 Step 2 – ask for a meeting. Sell the need – ask for executive sponsorship – most likely from one of the positive respondents. Step 3 – at the same time.. take advantage of the “me-too–ism.” mentality. Find out what your company’s primary competitors or market leaders are doing with HR Technology. Show how your company is lagging (it should be). Executives do not like to have lesser capabilities than their “cohort’ companies.  They will factor that in, it’s human nature. Step 4 – Find out what you need to do to gain the go ahead, A formal business case?, or just enough to get the agreement to more ahead.   Give your emerging project initiative an identity, a mission/vision, align it with the corporate goals and mission. Suggest members of a project team, Talk it up.  Get interest. “Guestimate” timeframes. Gain some very early and initial costs – yes,  vendors or consultants have those. Even without being a “live prospect” you can get a ball park estimate of on-going costs, usually expressed as a Per Employee Per Month (PEPM) fee. Step  5 – If you get the “go ahead” then move quickly. If you do not, after trying all the above (and more), and you have come to the realization that you are in an “immovation” environment, working...