Relevance or extinction?

Posted on: June 20, 2019 by David Haley

Why is personal development for leaders and employees essential? How can staff become change agents? Why is flexibility key for both your employees and your mission?

In this digitally disrupted world there is a choice facing companies – survive and stay relevant or become extinct. To survive, companies must be open to change and transformation in their businesses. Transformation moves past the old image of ‘outsourcing’ where a business simply needed to cut costs, and is now an end-to-end process involving technology, operations and people.

For a business to remain relevant people, as a company’s greatest asset, are of the utmost importance and like any valued asset need the right support, including upskilling and training. A typical barrier to this tends to be a reluctance among individuals to set time aside for personal development; but what is the alternative? How else can employees prioritize themselves when it comes to career development?

Those who upskill and develop their careers could become influencers and those who challenge business norms become change agents – such individuals are necessary to progress thinking and affect long-running processes that lead to better agility and continued growth.

Thus, there is a premium on employee development. Employees of all ages, backgrounds, experiences and capabilities can find ways to develop and contribute to a successful business; but companies need to create a working environment that supports personal and collective development.

The approach we take is to ask the client, “Why…? Why are you wanting to transform? What are you trying to achieve?”. Each client has their own transformational journey and it’s not just about infrastructure, back office, IT and so on anymore; it’s about the transition of people, their skills, their values and their vision. Without which, a complete end-to-end transformation is unachievable.

People have the power of potential. Empower your staff; allow them to take decisions to learn, develop and progress and encourage others to do the same. Leadership, despite what manuals or search engines may tell you, is a mentality.

Living and working in a dynamic, disrupted, digital world means always being ready for anything and everything. Flexibility is therefore a key attribute of transformation and people are the key to unlocking this flexibility.

This blog has been created as an extract from the IRC Institute article based on David Haley’s presentation at the IRC EMEA conference 2019, click the link here for the full article.

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About David Haley
Senior Vice President, Business Transformation Services & IAS
David joined Atos in March of 2014 as the Client Executive for the Department of Work and Pensions (DWP) Personal Independent Payment (PIP) contract reporting to the COO of Atos UK&I. David’s role was very much client focused. As well as working very closely with the DWP and Atos PIP operational teams, he also played a big role internally with the Atos Executive and externally in making sure that all PIP stakeholders are well informed about our role in the process. Having led the recovery of the PIP contract, reducing the backlogs and delays as well as poor quality regime, David was then promoted to the Atos UK&I Executive Committee leading the delivery and growth of the £500m Business Transformation Services division which includes National Savings & Investments (NS&I) and Aegon. The main focus of BTS in 2019 and beyond is the growth of our financial services business building on the excellent partnerships we have with NS&I and Aegon. David attended Scottish Welfare Reform Committee, June 2015. Public Account Committee, February 2016. Works and Pensions Select Committee, December 2017.

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