Future of work

The Future of Work

Future-proof ways of managing, organising and collaborating

Is not only …

Starting with 3 core principles…

A complete new way

of organisin

g

But surely is..

Autonomy

by minimizing hierarchical structures and rules

Organising work matching individual strenghts and organisational objectives

Strength Based Workdesign

Amplifying collaboration by stimulating dialogue, interaction and knowledge sharing

Collaboration

Crucial condition for the future of work

Collaboration Strength Based

Workdesign

Autonomy

Leadership 2.0

How to get started?

Who has to lead a future of work project?

Why is Future of work essential for your organisation

Step 1: Why doing it now?

What does it mean for the organisation?

What does it mean for your employees?

What does it mean for the clients?

What does it mean for society?

Look for sponsors and believers

Connect with vision-mission and strategy of your organisation!

Sense of urgency

Which parts of work organisation will change…

Step 2: Where are we going?

Culture & leadership | How?

Jobs & career | What?

Structures & organisation | Whereby and with whom?

Time & Place | When and where?

Future state

Step 2: Where are we going?

Culture & leadershipNew attitudes and competences for employees and leaders

Open leadership: authenticity

Leader is talentmanager, social architect, facilitator, coach

Create a culture of trust

Define clear goals and objectives

Continuous dialogue

Stop controlling start interacting

Future state

How?

Step 2: Where are we going? Future state

From job-descriptions to roles

Personal branding

Market place with individual talent and tasks and projects

Temporary roles in projects

Transitional career

Jobs & career

What?

Step 2: Where are we going? Future state

Structures & organisation

More autonomy in the teams

Minimal structure and rules

Agility embedded in organisational structure

Communities

Project-structure

Whereby & With Whom?

Step 2: Where are we going? Future state

Time & Place

Teleworking

Co-working-places

Knowledge-sharing-platforms

Open access to information

New labor-contracts

Project-deals based on results

Social media

When & Where?

Project planStep 3: Implementation

Make a business case

Communication-plan

Create a interdisciplinary project-team

Create buy-in at C-level

Integrated approach instead of ad hoc initiaitves

From our survey:Most important obstacles:

1.Legal constraints2.Continuity in service to

clients3.Leadership-culture

EmbeddingStep 4: Anchor the change

in the business processes

Development

in the HR processes

Staffing

in the culture of the organisation

Performance

Reward

Step 4: Anchor the change

By embedding it in the HR processes

Development

- Organise sharing of knowledge (virtual & face-to-face)

- Encourage jobcrafting, jobrotation and project-working

- Stimulate initiatives for self-development

- Make people work outside the organisation and value the experience

Embedding

Step 4: Anchor the change

By embedding it in the HR processes

Staffing

- The new way of working is part of your employer brand

- Make individual deals on working conditions and careers

- Recruit future competences

- Encourage people to expose their talents

Embedding

Step 4: Anchor the change

By embedding it in the HR processes

Performance

- Set clear goals and objectives

- Short feedback-loops, feedback in real-time, online dashboards

- Strength based performance appraisal

- Feedback by more then one person

- Combine individual and team-performance

Embedding

Step 4: Anchor the change

By embedding it in the HR processes

Reward

- Reward individual performance in teams and projects

- Reward team-performance

- Reward employability

Embedding

Sense of urgency Future state Project plan Embedding

«AutonomyStrength BasedCollaboration

= Leadership 2.0»

«AutonomyStrength BasedCollaboration

= Leadership 2.0»

«Culture&LeadershipJobs&Careers

Structure&OrganisationTime&Place»

«Culture&LeadershipJobs&Careers

Structure&OrganisationTime&Place»

«Business CaseCommunication planChangeManagement»

«Business CaseCommunication planChangeManagement»

«Anchor the change in: Culture

Business ProcessesHR Processes»

«Anchor the change in: Culture

Business ProcessesHR Processes»

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Society

[email protected]

[email protected] @fredericw

@annemiesalu