Dr. Diane Hamilton's Blog

Leader’s Playbook: Connecting People to Purpose – Coupa Software

The first show of Leader’s Playbook from Global Mentor Network is available! For this podcast series, Thuy Vu and I take turns interviewing top HR leaders. In this first episode, Thuy’s guests today are Jonathan Fear, VP, Coupa University at Coupa Software Inc., and Sean Burns, Global Head of Learning & Development at Coupa Software. Their responsibility is to ensure that team members are able to execute their various roles and achieve their professional goals from Day 1. As Coupa continues to grow at a rapid pace, they place a particular emphasis on developing leaders capable of meeting the challenges of a larger, more complex company. Given Coupa’s status as a certified Great Place to Work, they ensure that all of the team’s initiatives include a sharp focus on core values and the special Coupa culture. Join us for a discussion on Coupa’s best practices in fostering a culture of “passion” and “purpose” – from onboarding to work/life balance, Sean and Jonathan care deeply about their employees and work tirelessly to make Coupa an ideal employer. To listen go to wherever you get your podcasts or click here: https://apple.co/3F15pjx

Announcing Leader’s Playbook

I’m excited to announce a new podcast I will co-host with Thuy Vu, the Co-Founder & CEO at Global Mentor Network and 7-time Emmy award-winning news anchor. It has been my honor to serve on the advisory board at Global Mentor Network, the brainchild of Thuy Vu and Keith Krach, 2022 Nobel Peace Prize Nominee, Chairman & Co-Founder of Docusign as well as Krach Institute for Tech Diplomacy, U.S. Under Secretary of State. On the Leader’s Playbook, Thuy and I will interview the top HR executives who will share their best HR and talent development practices! Find it wherever you get your podcasts including on iTunes, by clicking here.

Five Tips for Working Virtually in This Time of Crisis

Having to work virtually can be challenging for many who have not done it in the past. For those who need help, I put together some of the things that have worked for me. Whether it was in pharmaceuticals, real estate, education, or in media production, I have worked virtually for more than 30 years. That experience has taught me some valuable lessons that I would like to share here.

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The Power of Perception in Organizations

As leaders strive to improve their corporate cultures, they often neglect to recognize a pivotal contributor to the success or failure of their organizations. The most effective leaders understand the value of perception. When we hear that word, we might think of an Internet meme of whether we see the blue or gold dress. Or, we might envision a picture with two circles that fool us into thinking they are different sizes. However, perception is much more than just how we see things. If we incorporate our intellect (IQ), emotions (EQ), culture (CQ), and curiosity (CQ2), we get our perception quotient (PQ). Through understanding the value of perception, leaders can tap into their employees’ abilities to improve communication and develop awareness by asking questions, which leads to developing empathy and interpersonal skills. Without recognizing the interconnection of these crucial components, organizations can miss opportunities to improve partnerships, expand into new markets, build innovation, and become a key player in a global economy. Because of this, there has never been a more critical time to develop our perceptual awareness. That begins with understanding the process.

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Thinkers50 Radar List Announced: Top Minds From Around the Globe

Dr. Diane Hamilton, CEO of Tonerra, was recently chosen for the prestigious 2020 class of Thinkers50 Radar. Thinkers50, based in London, is dubbed “the Oscars of Management Thinking” by the Financial Times. Thinkers50, launched in 2001, is the world’s most reliable resource for identifying, ranking and sharing the leading management ideas of our age. The list is published every two years and remains the premier ranking of its kind. The radar list is focused on 30 of the top minds from around the globe to watch in the coming year for their innovative ideas that will make the world a better place.

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How to Promote Curiosity in the Workplace

You have probably taken a DiSC, MBTI, Emotional Intelligence, or other personality assessment. What you might not have taken yet is the assessment everyone is talking about, which is the CCI. The Curiosity Code Index™ (CCI) is a new assessment that tells you what inhibits your curiosity and helps you develop a plan to improve.

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Cracking the Curiosity Code: The Key to Unlocking Human Potential – An interview with Dr. Diane Hamilton

The following is a guest blog post from by Ton Dobbe – Chief Inspiration Officer, Value Inspiration

Every week I interview entrepreneurs and experts from around the world to share their big idea about new forms of value creation and the potential we can unlock when technology augments the unique strengths of people to deliver remarkable impact.

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Curiosity: The Inspiration for Innovation, Resilience, and Sustainability

In an age of distraction, with market volatility, and constant uncertainty, organizations face challenges to their ability to maintain a resilient workforce. Issues that impact sustainability in innovation include the environment, society, and economics. In constantly changing times, taking the ground most traveled and embracing the status quo is no longer a viable option. Truly resilient organizations must embrace robust transformation. Lengnick-Hall described organizational resilience as, “the capacity to act robustly in the face of environmental turbulence and to adapt to the ongoing environmental changes.” Organizations must look to ideas never considered when developing innovation that is resilient and sustainable.   That is where curiosity can play an important role.

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Inspiring Employees to Innovate Requires Removing Barriers

Attend any leadership conference, and the buzzword will be innovation. The focus on artificial intelligence has made it inevitable. To be truly innovative requires employees who embrace the ability to question processes and policies. It is also essential for employees to feel confident their organization’s culture provides a haven for inquiry and discovery.

Some of the top research organizations have concluded that the need for innovation will require adaptability to focus on skills needed to compete. The McKinsey Global Institute conducted a study of more than 3000 c-level executives in seven countries in 2018, and they found executives believe there will be a need for more advanced technological and cognitive skills; there will be an increase in emphasis on team-based work; nearly 20% of companies believe their executives lack the knowledge to adopt artificial intelligence; and competition for skilled workers will increase, with firms who are early-adopters of automation likely to snag the best talent.

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Opportunity Cost and Its Relationship to Curiosity at Work

When recently researching content for my work on curiosity, I was reminded of the importance of opportunity cost. For those not familiar with the expression, it means, “the loss of potential gain from other alternatives when one alternative is chosen.” In other words, what do you give up when you make a choice of one thing over doing something else? I meet many people who become paralyzed in their decision-making process because they find weighing alternatives challenging. However, what they might forget is that indecision is a decision.

In business leaders, often think about the benefits, profits, and values of actions and choices, but they often overlook how opportunity costs can be associated with people. If people’s skills are under-utilized and they are not aligned to jobs that match their interests, it is essential to consider the opportunity cost involved.

That is why it is important to consider the value of curiosity. I found that four factors hold people back from their natural levels of curiosity. These include fear, assumptions, technology, and environment. Fear can keep people from asking questions, from researching opportunities, and from exploring their natural creativity. Assumptions that employees might not like an activity or might not be good at it can keep people disengaged from improperly matched jobs. Inability to understand technology or fear of it is often overlooked. A culture or environment that does not promote curiosity can be the one thing that keeps the competition one step ahead in the race.

The opportunity cost of not developing curiosity in our workforce can lead to catastrophic results to the economy. Employees will need to learn new skills as technology replaces less-skilled labor. Organizations might have other opportunities for people who show initiative and creativity. Individuals who fear their jobs could be in danger, need to develop foresight to be proactive to change and become indispensable to organizations.

Steve Jobs, Bill Gates, Warren Buffett, Einstein, and others have all credited curiosity with their success. This experience drove me to determine how to ignite that desire in other people. What I discovered was that it was not enough to understand the value of curiosity; it was essential to determine the things that hold people back from being curious. That is why I created the Curiosity Code Index assessment to go along with the book, Cracking the Curiosity Code, to discover the things that impact curiosity and provide an action plan for how to improve.

Cracking the Curiosity Code and the CCI includes everything from:

  • How curiosity impacts engagement, creativity, innovation, and productivity
  • How fear, assumptions, technology, and environment (FATE) can impact curiosity
  • How to set strategies for overcoming the factors that hold people back

The book and assessment are due to be released by the end of 2018. To learn more and get notified of their release, please go to http://curiositycode.com. Consider the opportunity cost of not improving your curiosity. Can you, your company, and your employees afford it?