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The future of business is now

May 30, 2013

Following on from my talk on mobility and connectedness at Intranatverk last week, I’ve pulled together this quick blog post for Business Reimagined on how technology is changing the way we work, making predictions about new ways of working a reality for more and more people.

The business of reimagining business is nothing new. Popular narrative from the middle of the last century painted the new millennium as an age of domestic automation, jetpacks and interplanetary travel – and all turned out to be some way off the mark.

More prescient, though, was Brave New World author Aldous Huxley, who in 1950 was asked to predict what work would be like in the year 2000. He wrote:“…offices will be relocated in small country communities, where life is cheaper, pleasanter and  more genuinely human than in those breeding-grounds of mass neurosis, the great metropolitan centers of today.”

Granted, he was wrong about quite a few things (not least that  the 20-hour work week would become standard) and in the year 2000 most of us were firmly chained to our desks.  But in the thirteen years since, the digital workplace – the ecosystem of communication tools, social platforms and business systems within the enterprise – has succeeded in making Huxley’s prediction something closer to a reality for a growing number of workers.

The revolution in technology since the turn of the 21st century has been accompanied by a seismic shift in working cultures that has seen the commute and the 9-5 workplace become a thing of the past.

The arrival of the digital workplace has led businesses to completely rethink the way they work. By moving the tools people need to do their jobs online, businesses have made it possible for their employees to work from anywhere – so that work becomes what you do, not where you go.

Already one in ten office workers in Western Europe are mobile, working all or part of the time from home, and this is growing by 6% a year.

Mobility, supported by a good digital workplace, has a raft of well-documented benefits, including improved productivity and reduced costs, as well as making employees happier and healthier. Businesses are quickly realising that mobility isn’t a nice to have; in a world where competitive advantage is everything, becoming more responsive and productive is essential.

But while technology is a central component of the digital workplace, making a success of it means focussing instead on people – not designing mobile websites, but designing policies, places and online services for people who are mobile.

For example, the digital workplace allows smart companies to change the way their use physical space; instead of banks of desks used from 9-5, they give people well-designed space to think, work alone, or to collaborate. Not simplyless space, but the right space and place for the task at hand – whether that’s at home, on the road, or in the office.

Design matters. If the primary way those who work for you experience the organisation is online, the online experience can’t be a bad one. Successful mobile organisations recognise the importance of brand, design and user experience in the digital workplace.

Enterprise mobility is a decentralising force, but this shift can lead employees to feel disconnected from their colleagues. Successful organisations work to establish community through social intranets so that remote workers can communicate with – and feel connected to – their colleagues, wherever they’re working.

By making it possible to work whenever and wherever we choose, the digital workplace is ending the tyranny of the daily commute. And all while making our businesses more productive, and more profitable.

Today’s technology enables us to do business the way we’ve been reimagining it for decades; enabling people to work more flexibly in ways that benefit employees, and the bottom line.

Introducing 300 Seconds: a series of talks by women, for everyone

April 26, 2013

In the weeks since I blogged about the lack of diversity at tech events, the debate about women speakers has continued, with TechCrunch’s Disrupt NY attracting criticism recently for its overwhelmingly male speaker bill.

We held a positive and popular session on the issue at UKGovCamp (kindly liveblogged by Alex Blandford), and a couple of weeks ago Teacamp was devoted to Digital Women – their most attended event to date, with more than 100 people coming along (see this excellent write-up from Martin Belam).

At both of these sessions, the focus turned toward what positive, practical steps we can all take to raise the profile of women in digital, build leadership skills and increase the diversity of voices and experience in our industry debate.

One such initiative is The Women’s Room, an online database of female experts willing to give media interviews, founded after the Today Programme twice interviewed men about women’s issues, claiming they hadn’t been able to find any female experts. This has quickly grown to list over 2,000 qualified and experienced women from a wide range of fields.

After UKGovCamp, my favourite digital divas and I got together  to discuss what practical steps we can take. As we see it, two of the biggest barriers to women speaking at conferences are a lack of confidence or experience, and that conference organisers naturally look to those who have a track record of speaking at previous events. So we hit upon an idea which will tackle both of these.

Screen Shot 2013-04-11 at 15.25.46Introducing 300 Seconds, a new series of lightning talks that are interesting… but short. Our aim is to hear more about the personal and professional passions of our peers in the digital community. Be inspired. Learn something new. Meet. Chat. Engage.

Standing up in front of strangers and talking for half an hour can be daunting. But 300 seconds, well that’s not so bad, is it? If you aren’t used to standing up in front of people, it’s a great way to practice your presentation skills in a safe and friendly environment.

300 Seconds could also be the place to test out a new presentation you are working on. Maybe you do this all the time, but want to tell people about something new or exciting, or a new angle on a familiar topic.

We launched 300 Seconds less than two weeks ago, and have been overwhelmed by the response . The 50 attendee tickets and 12 speaker slots were snapped up within days, and we now have a waiting list of people who’d like to attend.

We want the first event to be a success, so we’re looking for a larger venue which will allow us to open the event up to more people. Can you help? Do get in touch if you can.

We’re already looking at holding further events. If you’d like to help out (with your skills, contacts, sponsorship, or venues), let us know. If you’d like to speak at a future event, or hold your own 300 Seconds event in your region, look out for details and registration on

My half marathon experiment: an update

March 19, 2013


Last week I asked the people of the internet if they could help me run the Reading Half Marathon in under two hours.

You’re all wondering how it went, right?

While I didn’t quite make my target, I did make it round (see left!), and I enjoyed my little experiment in wearable tech and social media.

Take a look at the Storify I’ve put together.

My half marathon experiment

March 15, 2013

The Pebble watch

This weekend I am running the Reading Half Marathon for the second time.

Last year I did it in a relatively respectable 2:07, and this year – three kilos heavier but with a year’s more running experience under my belt and some helpful advice from my friend and colleague Keith – I’m aiming to get around in under two hours.

It’s not going to be easy – can you help me out with your words of encouragement and your dodgy taste in music?

Yes, I need your help. I recently received my long-awaited Pebble Smartwatch (pictured above). While the Runkeeper app isn’t yet available, this does mean I can control my music and read your tweets, right from my wrist.

So, in a possibly foolhardy move, I’ve set up a collaborative Spotify playlist, and I’m asking you – the people of the internets – to pick my running tunes for me. I need some good running tunes that will motivate me to keep up the pace. What can you suggest?

The rules:

  1. I won’t look at the playlist before I start – I want it to be a surprise
  2. You have until 8am on Sunday to add your tunes – that’s when I’m downloading the tracks from Spotify (in case of streaming problems while running – I’ll ask someone else to do this to maintain the surprise element)
  3. I can skip if I’ve heard a tune before (henceforth known as the Rickroll Rule)
  4. If there’s a tune that doesn’t help me pick up/keep up the pace, or which I really hate (or both), I can skip past that too (the Hawkwind rule)

I also want your encouragement while I run. Tweet me/mock me @sharonodea and I’ll (hopefully) see it on my Pebble. I’ll start running at shortly after 10am on Sunday 17 March, and all being well will be over the finish line by 12.15.

Thanks! I’m still undecided about live-tweeting as I run (as I did for the Ealing Half), but I’ll let you know how it goes after the event.

Breaking the echo chamber: diversity (or the lack of it) at tech events

March 3, 2013

Late last year the thorny topic of diversity (or lack of it) at technology events was in the spotlight again after the British Ruby Conference (BritRuby) was cancelled following outcry about its all-male, all-white speaker line-up. Following the controversy many men pledged to boycott all-male panels at tech conferences. The idea proved controversial, with bloggers making impassioned arguments for doing so, and as many putting the case against.

A month ago, I popped along to altUKGovCamp (with UKGovcamp postponed due to snow, the brilliant Lloyd Davis and James Cattell swung into action and swiftly convened an impromptu geek meetup event. An un-unconference, if you will.) where this quickly became a hot topic for conversation. Our discussion covered the full gamut of issues, like:

  • Is the lack of diversity an issue?
  • Is it merely a symptom of the makeup of the industry?
  • If it is a problem, what can be done about it?

This proved a lively discussion which generated a range of practical ideas, particularly from the rather brilliant tech entrepreneur Mary McKenna, who noted many of the issues which make women reluctant to put themselves forward to speak – nervousness, undervaluing your own skills – are also those which make women less likely to negotiate a pay rise. She’s already blogged her tips for successfully negotiating a better pay deal, and I said I’d follow up with a post on diversity at tech events. So here we are.

all male panel

A typical panel at a tech conference

Diversity in tech is important

And not just because I’m a sandal-wearing, Guardian-reading leftie. This is a knowledge economy which increasingly relies on digital skills to create products and deliver services. We need more skilled tech people. The world particularly needs skilled creative tech people who can focus on the needs of the customer and find creative solutions. So we need diversity in skills, experience, knowledge and thought, at all levels. Diversity makes tech better.

But the tech industry is male dominated – aren’t conference speakers just a reflection of the audience?

Women are a minority in the tech world, it’s true, particularly at senior levels. But is that chicken or egg? The lack of visible, high-profile women at these events only serves to reinforce the idea that tech is a male preserve.

All-male panels aren’t just the preserve of the tech field either; following the BritRuby conference bloggers took aim at conference organisers in all manner of industries. It’s clear conferences have a problem, and not just in male-dominated industries.

Diversity isn’t just about women

The current debates focus on women, but the fact is panels are overwhelmingly white, and very rarely include people with disabilities.>

So diversity shouldn’t be seen as a ‘women’s issue’; it’s about ensuring conference panels reflect the audiences they’re talking to. Inviting speakers from a wide range of backgrounds might bring a different point of view to the conference, which helps making talks and panels a lot more interesting. It’s been long known that diverse teams in the workplace are more successful– is there any reason the same wouldn’t be true for conferences?

As Mary McKenna pointed out, promoting diversity isn’t just about doing the right thing; it’s also something which makes commercial sense.

So if it makes so much sense, why are there so few women speakers at tech conferences?

Good question. Here’s some of the reasons which have been suggested:

  • because of a lack of confidence
  • because they lack experience and are unsure how to write a good proposal
  • because they don’t see other people like them speaking, and feel uncomfortable being the only woman there
  • because they don’t think their work will support sending them to the conference
  • because they have childcare or other commitments that limit their ability to travel
  • “we’d love to have more women on the panel, but we haven’t had any submit proposals”
  • Because conference organisers – consciously or otherwise – seek out male speakers more actively than female ones
  • Selection committees may be biased against female speakers when selecting papers
  • There are fewer women in the field in the first place, so the lack of women speakers just reflects this

So what can be done about it?

The discussion at altUKGovCamp covered a wide range of ideas. Widespread threats to boycott all-male panels have certainly succeeded in drawing conference organisers’ attention to the issue. What’s clear is that conference organisers have a clear role to play in promoting diversity in their conference lineups.

Quotas provoked some fierce debate, with many suggesting this is tokenistic and ultimately devalues the contribution of women who are selected – suggesting perhaps that they weren’t selected on merit alone. Others felt a firm commitment to have, say, women make up a third of speakers signals a strong signal to those attending that diversity is a real issue. But it’s also bloody hard work.

Conferences are big business, and conference organisers are not charities. Those conference organisers who are making real efforts to recruit more diverse speakers are to be applauded for their efforts. But the fact is, it is a real effort – this blogpost from Courtney Stanton explaining how she got 50% female speakers at a video game conference illustrates it can be a real pain, and when you’ve got venues to book and tickets to sell, it’s a hassle one can easily do without.

If you’re organising a conference, here’s some advice:

  • Timing. if speaking at your conference is contingent on attending all three days (plus a half-day travel each way) you’re already making it more difficult for someone with caring responsibilities to attend.
  • Say it. Why not put a diversity statement in your call for submissions, making it clear your conference values diversity and actively welcomes papers from women and other under-represented groups. Let people know they are welcomed (here’s a great example from J Boye)
  • Be proactive. Check websites focusing on women speakers, get in touch with potential speakers who may be reluctant to put themselves forward, ask potential speakers to recommend others.

But making conferences more diverse takes both sides. Women need to put themselves forward, too. Here’s some tips for women who’d like to speak at a conference but aren’t sure about how:

  • JFDI. Speaking at a conference is a great way of boosting your professional profile.
  • Speaking in front of hundreds of people is a little scary. But you don’t have to start there. If you’re not sure, start by running a session at an unconference or doing a quick Ignite-style presentation to get a feel for it, and work up from there. Starting at a lower-key event gives you a chance to practice your material and get over your nerves
  • Don’t undersell yourself. It’s all too easy to fall prey to imposter syndrome and think you’re not good enough. Fight those negative feelings! What’s the worst that could happen?
  • Make some noise. If you’re asked to speak at a conference, don’t keep it to yourself; mention it on your blog, LinkedIn, Twitter, and so on. Once you have a track record as a speaker you’re more likely to be asked again.
  • Advocate for other women. If you’re asked to speak at a conference, ask the organisers if they’re interested in hearing from more women. Get them in touch with some of the brilliant and talented women you know.

Having a greater variety of voices, backgrounds and experiences represented makes conferences better. But for that to happen, organisers need to be more proactive about it, and more of us need to get over our nerves and put ourselves forward.

To that end, Mary McKenna and I will be holding a session at the rescheduled UKGovCamp next week for anyone who’d like to raise their professional profile by speaking at events but isn’t sure where to start. We’d love to see you there.If you’ve got any other thoughts or suggestions on diversity at tech conferences, let me know via the comments.

Creative Commons photo credit: miss604 on Flickr

Hack yourself: the quantified self and social New Year’s resolutions

January 2, 2013

It’s January, and like a lot of people I overindulged during the festive season (and, if I’m honest, the rest of the year too). As 2012 drew to a close, I resolved to shape up in the year ahead – just like I do every year.

But research regularly shows New Year’s resolutions are a waste of time; research for the Journal of Clinical Psychology found just 8% of people who make resolutions stick with them.

So how can we do this differently? Taking inspiration from my day job, I’ve turned to metrics – because you can only manage what you can measure, right? Like a growing number of people, I’ve been tracking my weight, food intake and exercise using a range of apps and sites in a bid to become fitter and healthier.

Organisations have long since recognised the power of data to effect change; as well as the obvious balance sheet and bottom line, data helps business to understand their resources and marketing, while the government is (selectively) pushing for greater scrutiny of spending and outcomes through the release of open data.

But while the impenetrability of (and lack of interest in) spending data means Eric Pickles’ army of armchair auditors is likely to remain small, understanding and analysing metrics about ourselves has fast become mainstream. Growing numbers of people are tracking their food, moods, exercise, their alcohol intake, how well they sleep, and much else besides, in order to make lifestyle changes – an approach known as self quantifying.

Recording personal data on nutrition and the like used to be difficult, which is why only those with a serious interest in doing so would bother. But smartphones have been a game-changer; they’ve bought the tools used to measure, monitor and analyse in business and science into the palms of our hands – and into the private sphere.

As people become more aware of the amount of data that organisations gather about them, they’re becoming more aware of the potential to use data themselves. By marrying technology and life improvement , and tapping into the stream of data we generate, we can find new ways to improve our quality of life.

Growing numbers of people are doing just that, using self-tracking tools and methods to gain knowledge about themselves, others and the world around them. Some of the things self-trackers at the London Self-Quantifiers Meetup Group measure include: self-experimentation, behaviour monitoring, lifelogging, location tracking, digitizing body info, biometric data, psychological self-assessments (mood tracking), medical self-diagnostics and even personal genome sequencing.

People with long-term illnesses are using self-tracking or quantifying to understand their own patterns of illness, and in particular lifestyle triggers, which helps them better manage their illnesses.

Over the past two years, my iPhone and apps have helped me understand my sleep patterns, keep track of my food intake, monitor my weight and train for two half-marathons.


Self-quantifying is being taken seriously by start-ups, with a wide range of companies launching new devices and software aimed at self-trackers – most notably the Nike FuelBand and the FitBit, which uses an accelerometer and altimeter to measure activity levels and sleep patterns.

The public sector has been quick to get in on the game; the NHS has developed a range of self-quantifying apps which help people measure (and so reduce) their alcohol intake and quit smoking. The cost of developing these will recouped if just a handful of people avoided a serious illness such as cancer by improving their lifestyle.

Insurers are looking at self-quantification, too, creating apps which help people to record their driving, and rewarding safer drivers with cheaper insurance.  It’s been suggested these apps provide a glimpse of the future of health care, in which a greater emphasis is placed on monitoring, to prevent disease and reduce medical costs (or, more cynically, to more efficiently calculate actuarial risk).

But ultimately, this is about outcomes, not outputs; it doesn’t matter how many calories I consumed or burned off today, what I really want to know is whether I can fit into those skinny jeans. So as with all open data exercises, the data isn’t enough; it’s what you do with the data that’s important.

And this is where the secondary function of Quantified Self apps kicks into play; using the power of group dynamics and feedback. The weight loss industry has long since employed group feedback (positive and negative) within programmes such as Weightwatchers. Some self-trackers are using social networks to share their progress data, gain feedback and receive positive reinforcement that helps them reach their personal goals. This augments the already diverse range of health, fitness and weightloss forums out there with further opportunities for goal-setting and peer motivation.

A growing number of apps encourage self-tracking through gamification — using game mechanics to encourage participation and competition with friends. Android app Boozerlyzer, helps people track their drinking and uses simple games to help them measure the effect of alcohol on co-ordination, reaction times, memory and emotions.

Data from the Boozerlyzer app is anonymised and aggregated to investigate the variation in people’s response to alcohol – just one of many ways in which self-tracking is producing useful scientific data.

Users of the Zeo headband, which tracks sleep quantity and quality by measuring brainwave activity, have already generated the largest-ever database on sleep stages, which revealed differences between genders in REM-sleep quantity, and has vastly improved understanding of sleep disorders.

In fact, hundreds of thousands of patients are sharing data on symptoms, treatments and triggers for their illnesses on websites such as CureTogether.

With a growing number of self-tracking apps and gadgets on the market, the scope for data collection widens, enabling users to analyse their own behaviour (to make lifestyle changes) and aggregate their data with others (to further understanding). As the usability of tracking apps improves, we’re seeing a surprising growth in data nerds – auditing not the government, but themselves, often with very positive results.

For more on self-quantifying, see Gary Wolf’s Quantified Self blog.

Time to tinker: why hackdays are brilliant

December 6, 2012

So, a couple of weeks back I had the enormous pleasure of working on ChaMPion, the winning project at the second UK Parliament Hack Day.

For the uninitiated, a hack day is nothing to do with phone hacking, Anonymous or GaryMcKinnon, but a themed event (usually over two days) where developers and designers get together to create usable apps or websites in a brief, intense period of work.  Hack days have been growing in popularity over the past five years or so, both in the commercial sector – where they’re a great way to generate new ideas for innovation and funding – and in the public sector, where hack days have been instrumental in turning open data into usable information for public good.

Here in the UK, Rewired State have been instrumental in championing and delivering public sector hack days, beginning with the first National Hack the Government day in 2009, and have since lent their talents (and that of their extensive and impressive network of 1,000 developers) to a host of commercial projects too, such as Honda’s Power of Minds event, in which developers worked with Honda’s own cultural engineers.

I helped to organise the first Parliament Hack last year; since moving on to financial services earlier this year, I thought I’d put that behind me. But when Mark Smitham asked if I’d join the team he was pulling together for this year’s Parly Hack, I jumped at the chance to work with such a talented, dedicated and generally rather brilliant bunch of people.

But I wondered what I, as someone with no coding skills, could bring to the project. The answer was a solid understanding of the business – the workings of Parliament and the needs of its users, gathered over two years spent there, working closely with a wide range of users and audiences.

So, what’s being on a hack team like?

They’re all different. Some people prefer to work alone. Others come to the event only with ideas and skills, and form teams on the day with others who can complement those skills.

Our team – Mark Smitham, Giuseppe Sollazzo, Lewis Westbury, Hadley Beeman, Glyn Wintle, Brett Husbands and me  – began work some weeks earlier, with a brainstorm (in a pub, naturally), where we looked at some of the available datasets and sketched out some of the potential problems which needed solving.

These broke down into a few broad areas:

  • Increasing transparency and making the workings of Parliament – the creation of new legislation and the work of MPs themselves – easier for the public to understand (early ideas included ‘Fiddler on the House’, a comparison site showing how hard your MP works and what they claim in expenses)
  • Apps or sites which would be useful to MPs (like access to real-time information)
  • Data visualisation which, while increasing transparency, also had the potential to embarrass MPs or Parliament (e.g. looking at the correlation between the marginality of a seat and the amount spent on stamps, so an MP could work out how many things they need to post in order to retain their seat)
  • Things which would just be funny (an early contender was described as “like Grindr, but for MPs”)

After this first session we divided up tasks to match our own skills, with Mark, Giuseppe and Lewis looking at existing datasets and how these could be combined, Hadley turning unusable datasets into usable ones, and me identifying other potential sources of data.

We met for a second session a week or so later, where we whittled ideas down and threw out some of those we would like to have done but didn’t have available data for, like the idea we had to improve scrutiny of bills in order to identify those which are being rushed or filibustered. Again, we assigned tasks to team members (I was to focus on creating wireframes for the shortlisted ideas), before the planning session moved on to a game of Cards Against Humanity, the best team-building tool ever made.

On the hack weekend itself, 100 or so developers began with a tour of the Houses of Parliament before moving on the The Hub Westminster to begin coding (I couldn’t make it in, so worked remotely). It was only that morning that the judging criteria was revealed, and it was this which swayed the final decision on which project to take forward – people want to find MPs who care about the issues they care about. Often their “declared interests” are not particularly meaningful or up to date, so we decided we could look at the content of their speeches, and create a tool that allows the user to enter a given topic and returns a list of MPs who have spoken about that topic, ranked by relevance.

Over the weekend, Giuseppe, Mark, Brett and Lewis mined the data, looking for keyword distribution by MP, developed functionality and the UI.  Giuseppe’s blogged a detailed write-up  of the development side. Meanwhile, I worked on design, creating a name and logo, collating assets and pulled together a convincing presentation on what the project was and what we wanted to achieve with it.

Our project: ChaMPion

ChaMPion is a website which helps people find the MP who cares most about the causes they do. It uses an analysis of Hansard, applying text analysis techniques to identify keywords by MP, in order to match users’ interests to the MP who most frequently talks about the subject in Parliament.

We produced this in response to growing political disengagement; turnout at this month’s elections was at a peacetime low. Coverage of Parliament on TV is generally focused on adversarial politics, in particular PMQs, leaving people confused about what MPs actually do all day.

We wanted people to understand that what happens in Parliament really does make a difference, and that MPs’ workload covers a vast range of subjects and interests. Whatever you’re interested in, there will be an MP who’s fighting that corner; this app aims to show just who that is, helping to connect people with the person championing their cause in our democratic system.

The winners

Coding continued through the night, with 28 projects completed before judging began on day 2 – here’s a full list. Each team had just a few minutes to present and demo their hack to a panel of judges comprised of MPs and officials.

We were delighted to win the coveted ‘Best in Show’ prize, given the high calibre of other projects. Other winners were:

  • Parliament 2015, a visualisation of historical data
  • Have your Say, a site which enables people to debate on the issues debated in Parliament
  • Toe the Line, an interactive data visualisation on Parliament’s most rebellious MPs
  • Bernard, which uses real-time data on what’s going on in Parliament right now (one of the creators, Tim, has blogged about that here)

What happens next?

Mark, Lewis and Giuseppe are continuing to refine the hack and fix bugs. We’re not sure where to take it next, but we’re keen to get your feedback and ideas on what to do with it. Have a play with it, and let us know what you think:

We each won a Raspberry Pi, so I have resolved to teach myself to code, even just a tiny bit.

What did I learn?

This was my third hackday, and only my second as a participant. Every time, I come away with a feeling that hack days are a truly remarkable tool for innovation and creativity. Every time, the quality of outputs generated in two days and with the aid of beer and pizza is frequently well above that created in months of office-based work.

Given I’m not a developer, I was nervous that I’d be a spare part. I was wrong; in fact, it really reaffirmed my feeling that teams which include someone who understands the business create better outputs, because they help to focus work on the needs of the end user and the context in which the project exists. It’s this I do in my day job, and it was great to remind myself of why it’s good to have strong working relationships with your developmer team.

This time around, I came away with a particularly nagging feeling that nearly every organisation would benefit from adopting the spirit – if not the precise method – of the hack day.

Lately I’ve been reading Dan Pink’s Drive, which looks at motivation for success. Pink argues that traditional notions of motivation – chiefly, that if you pay more you get better results – are outdated in a knowledge economy which relies on creativity and ideas. Instead, the secret to high  performance and satisfaction is the need to direct our own lives (autonomy), to learn and create new things (mastery) and to do better by ourselves and our world (purpose). If the thought of a whole book on this makes you all tl:dr, there’s a lovely animated precis from the RSA here.

Hack days tap into all three of these motivational needs – talented people choose their own ideas and projects, use the time to develop their own skills in a low-risk, low-reward environment, to make cool stuff that makes the world a slightly better place – to make things which are truly great.

A handful of organisations already build this need for autonomy, mastery and purpose into their way of working; Google famously gives its staff 20% of their time to develop their own projects, and it’s this free time which led to some of their most successful end products, including Gmail.  Insurance firm Aviva invited employees to come up with ideas for apps and  were amazed to receive hundreds, many of which made it to finished products. Wired reports that ‘time to tinker’ phenomenon is becoming increasingly widespread in technology firms.

But thinking beyond Silicon Valley (or Silicon Roundabout) is this something that more organisations could benefit from doing, even just as a one-a-year event? Having attended a handful now, I really think it is. Think what your own employees could do, given the time, space and permission to make something brilliant.


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