Episode 24: Work is broken – An interview with Rob Baker, author of ‘Personalisation at Work’
POW: The Psychology of WorkShow Notes
In conversation with Rob Feltham prior to his presentation to the recent ABP annual conference, Rob Baker discusses why modern work practices are failing us - constraining rather than amplifying our diverse skills, strengths, passions and interests. Globally over 90% of us aren’t engaged, excited, and energised about our jobs. Rob argues that Job Crafting is part of the solution, shaping work around people rather than expecting people to contort themselves around their jobs. The practice of Job Crafting is a growing field of academic study, but to date is largely untapped from a business perspective. There have been some early adopters including Google, Logitech, and Virgin money, and Rob provides fascinating examples based on his experience of introducing the approach to organisations.
Rob Baker is a psychologist and founder of Tailored Thinking an award-winning positive psychology, HR and wellbeing consultancy. Rob’s work, ideas and research on job crafting has been presented at academic and professional conferences around the globe.
More from POW: The Psychology of Work
The ABP has recently introduced a new shared leadership model which replaces its long-standing single Chair model. In conversation here with Rob Feltham, Co-Chairs Dr Dawn Nicholson and Claire Lish explain the rationale for the change of leadership approach. They talk about their priorities for the ABP and their longer-term aspirations for the wider business psychology field. And they answer questions submitted in advance by ABP members.
Lucy standing is the founder of Brave Starts and lead author of an important new book entitled Age Against The Machine. In conversation here with Rob Feltham, Lucy highlights the need for the world of work to wake up to the fundamental demographic and economic shift caused by people living longer whilst birth rates fall. The notion of ‘retirement’ is an increasingly unhelpful lens through which to view later life. And older workers face serious and ingrained age discrimination in the job market. Employers and recruiters need to recognise the huge business opportunity represented by an underutilised older workforce. At the same time older workers themselves need to become more skilled in navigating the employment/volunteering landscape in order to continue purposeful activity into later life. Flexibility and realism are key, both for employers and for older workers. Whilst the current employment landscape can be characterised as ageist, Lucy sees signs of hope and sets out an agenda for positive change.
Returning ABP podcast guest Nik Kinley talks with Rob Feltham about his recent and important book – The Power Trap. Nik makes a convincing case that ‘we need to talk more about power’ because it changes people, particularly those in formal leadership roles. Whilst power enables leaders to ‘get stuff done’, the ‘traps’ associated with power are numerous and pervasive. For example: increased physical and psychological/emotional distance from followers is one of the inevitable consequences of power; power distorts information flows; and power serves to amplify preexisting traits and dispositions of incoming leaders, for better or for worse. Leaders are usually chosen for their capability at a given point of time, but more attention needs to be given to their suitability for leadership. It’s not all doom and gloom however, there are many things that leaders can do manage the challenges that power presents. Case studies covered in the discussion include a number of high profile public figures.
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As a thought-leader and experienced executive coach, Marie-Hélène Pelletier is a recognised expert in enabling leaders to develop their strategic personal resilience. However, as AI continues to transform work, the pressures on leaders are becoming not only greater but also different in kind. In an engaging discussion with Rob Feltham, Marie-Hélène provides a coherent analysis of how the very essence of leadership resilience is changing.