Future of work
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Future of work

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Future of work Future of work Presentation Transcript

  • The Future of WorkFuture-proof ways of managing, organising and collaborating
  • Is not only …
  • But surely is..A completenew way of organising Starting with 3 core principles…
  • Autonomyby minimizinghierarchical structuresand rules
  • Strength Based WorkdesignOrganising workmatchingindividual strenghts andorganisational objectives
  • CollaborationAmplifyingcollaboration bystimulating dialogue,interaction andknowledge sharing
  • Collaboration Strength Based Autonomy Workdesign Leadership 2.0 Crucial condition for the future of work
  • How to get started?
  • Who has to lead a future of work project? CEO 67 % HR 44 % IT 5% Facilities 2%
  • Step 1: Why doing it now? Sense of urgency Why is Future of work essential for your organisation 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? Connect with vision-mission and strategy of your organisation! Look for sponsors and believers
  • Step 1: Why doing it now? Sense of urgency Why is Future of work essential for your organisation 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? Connect with vision-mission and strategy of your organisation! Look for sponsors and believers
  • Step 2: Where are we going? Future state Which parts of work organisation will change… Culture & leadership | How? Jobs & career | What? Structures & organisation | Whereby and with whom? Time & Place | When and where?
  • Step 2: Where are we going? How? Future state Culture & leadership New 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
  • Step 2: Where are we going? What? Future state Jobs & career From job-descriptions to roles Personal branding Market place with individual talent and tasks and projects Temporary roles in projects Transitional career
  • Step 2: Where are we going? Future state Whereby & With Whom? Structures & organisation More autonomy in the teams Minimal structure and rules Agility embedded in organisational structure Communities Project-structure
  • Step 2: Where are we going? Future state When & Where? Time & Place Teleworking Co-working-places Knowledge-sharing-platforms Open access to information New labor-contracts Project-deals based on results Social media
  • Step 3: Implementation Project plan Create buy-in at C-level From our survey: Make a business case Most important obstacles: 1.Legal constraints Create a interdisciplinary project-team 2.Continuity in service to clients 3.Leadership-culture Communication-plan Integrated approach instead of ad hoc initiaitves
  • EmbeddingStep 4: Anchor the change in the culture of the organisation in the business processes in the HR processes Development Staffing Performance Reward
  • EmbeddingStep 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
  • EmbeddingStep 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
  • EmbeddingStep 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
  • EmbeddingStep 4: Anchor the change By embedding it in the HR processes Reward - Reward individual performance in teams and projects - Reward team-performance - Reward employability
  • Sense of urgency Future state Project plan Embedding* Automony * Culture & Leadership * Change approach Anchor the change in* Strength Based * Jobs & Career * Business Case HR processesWorkdesign * Structures & * Communication * Development,* Collaboration Organisation * Staffing,= Leadership 2.0 * Time & Place * Performance, * Reward
  • Mobility Increased quality of work EnvironmentSociety Stronger economy Enhanced labor participation Higher employability Longer careers …
  • annemie.salu@sdworx.com @annemiesalufrederic.williquet@sdworx.com @fredericw