November 5th 2019

Using the self – Interview with Mee-Yan Chueng Judge

What is ‘the use of self’? Watch this interview with Dr. Mee-Yan Cheung-Judge, Quality-Equality, to hear her explain the idea of use of the self being a core tenet of OD and how HR can learn from OD.

Transcript
[00:00:06] So be on one of the key messages of your talk is this idea of the use of self. So who am I as being a core tenet of of O.D.? Can you explain why that is?

[00:00:17] Well, because in applying behavioural science, we are dealing with real people behaviour. And and so and because people come in all sorts of form and diversity, culture, gender, race and class, you can not actually turn the people you work with into a formula. So you never know what you get. You know, when you run a big focus group or when you run a summit about Coke construction or when you're building team, whatever level work you do, you can only plan so far in terms of what's the structure of the day, whatever. But all you need is someone come up and say this is completely theirs and work with me for me. And therefore, how do you actually bring things back on track in order to support the group to deliver what they need to deliver? And at that moment, all your methodologies may help a bid, but actually it does. And what you need is to begin to say what is in my good respect and what's my commitment to this group and to that person, and then being very conscious of those dynamics and then make a deliberate choice with very clear intention. So I'm gonna go in and do this in order to restore the group dynamics back to a functional place so that they can continue to work. And that's where the concept of use of self is not about using methodology, but about me. So like I was born as the number eight in the family. There's no voice in a hierarchical Asian family. But when I start working with people that who really abuse other people, they're very senior. And therefore, in that moment, you have to say it was my value system. And what is the greater good for these people and what's my choice? What can I deliberate to do to actually disrupt this process? And therefore, that is why use of self is so important.

[00:02:26] In your talk, you gave us five key messages around what H.R. can learn from O.D.. Can you share what those are?

[00:02:34] So H.R. is primarily a content driven kind of profession and people need the extra. People know the law, the employment law and the technical area.

[00:02:46] But in delivering, they're executing their role. They still need to deal with the stakeholder, the board and the staff at the trade union. So what what will be very helpful is they begin to actually understand the human processes. How do your work and therefore, knowing a little bit more theory, because there's a lot of amazing theory that give us a guideline and say, wow, this group really don't understand what's going on. I need to create a die logical space for them, OK? They are logical theory. Tell me these other steps because theory would help them instantaneously do real design. The second thing is they need to be system think because you can introduce all sorts of H.R. policy and practice when it doesn't fit into what these strategic ambition of the organization, nor will benefit the constituency. So my sly about the red dot. When you're asked to do one thing, you need to think about, OK, this is a part. What is a whole? What is the greater whole? So the second thing is how can we actually help them? And also when they support change within the big system framework. If they change this, do they need to adjust that? Do they need to adjust the body? Kind of analogy helps.

[00:04:07] And the third thing is H.R., get a load of bad treatment. And if I were them, I'd be grumpy. But how do we actually help extra people to understand human behaviour is not really personal. It's about them making statement about who they are. So how do you turn judgment into a curiosity, you know, blindness into seeing? So I think the third area that would help a lot is to become more savvy. The fourth is very important. We pick out people just like anybody who spend more time in meeting and within meeting. There's a good dynamics flowing all the time on the table, under the table, conscious, not conscious. And it's really important for H.R. people can know and observe what is happening and therefore they can intervene. And finally. I just wish or excite people when they start get in the room, the people say, thank goodness he or she is here. The meeting going to be save and how why would they say that? Because that extra person has the type of persona and presence that would tell people he or she will be reasonable. They are benevolent. They always quite logical. But yet they are feeling, too, and they care about what's happening.

[00:05:32] And so in those five areas, if a jar do a bit more learning in dead and time to develop that, I thing that just will make them magical when the time comes. Now, more than anything, that actually need to be magical.