Presentation Future Trends in the Workplace may 27th 2015. Kevin Wheeler, ‎Consultant in recruiting & learning, Advisor to technology startups, Futurist, Public speaker.

1. © 2015, Future of Talent Institute
Kevin Wheeler | May 2015
Future Trends in the Workplace
-Riding the Waves of Change
Retreat 2015 The Netherlands

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“Know what’s weird? Day by day,
nothing seems to change, but
pretty soon … everything’s
different.”
– Calvin from Calvin and Hobbes (by Bill Watterson)

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Community: Tribes & Teams
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Increasingly communication is across &
between online networks of like-minded
people as well as face-to-face.
Collaboration & cooperation are
how goals are achieved.
Feedback, learning are generative,
collective, peer-driven.

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Global, Virtual Workforce Emerges
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GUIDING
PRINCIPLE: Skills
not geography are
king.
Wide sharing
of data,
ideas
Opening Virtual Borders
Rise of
Collaborative
Work

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Approach a project/assignment in quickly formed teams.
Focus on people with skills and capabilities that
differentiate.
Reward learning/fast adaptation and fast “unlearning”
Scan data/market for trends and adapt quickly.
Build, test, rebuild……
SWAT Work Teams
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7Source: http://www.social-hire.com/social-recruiting-advice/3758/how-twitter-use-twitter-to-recruit

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AUTOMATION OF WORK
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Capital is
Substituting for
Labor
-McKinsey Global Institute.
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Source: http://www.mckinsey.com/insights/employment_and_growth/the_world_at_work

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The Employment “Bathtub”
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INNOVATION
IMPERATIVE
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Talent Disruption
Internet
Social
Mobile
Cloud
Big Data - Analytics
Technology Foundation
Emerging Innovations
Internet of Things
Robotics
Disruptive Scenarios
Sense & Respond Systems
Algorithms Automate Everything Talent
Robo-Talent Managers
Seamless Emplolyee/Candidate Conversation
HERE BE DRAGONS
Predictive Analytics
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9 Critical Capabilities of Knowledge
Workers
Source: Oscar Berg
http://www.oscarberg.net/2015/04/introducing-digital-collaboration-canvas.html
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Another Possible Capability Set
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Sense making
Social Intelligence
Novel & Adaptive Thinking
Cross Cultural Competence
Computational Thinking
New Media Literacy
Transdisciplinary Thinking
Design Mindset
Cognitive Load Management
Virtual Collaboration

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DESIGN WITH DATA
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NETWORK
CAPITAL
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Effective knowledge networks require
leadership from everyone – an aggressively
intelligent and engaged workforce, learning
with each other. Positional leadership, by the
authority of some hierarchy, is giving way to
reputational leadership, as determined by the
myriad feedback loops of the network

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Social Influence – Network Capital
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© 2010,
Future of
Talent
Institute
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Network Capital Enables
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CANDIDATE
ATTRACTION
CANDIDATE
ENGAGEMENT
HIGHER
QUALITY
CANDIDATE
PERSONALIZED
MARKETING
BETTER
SERVICE
LOWER
COST
TRUST &
RELATIONSHIP

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Elements of Influence
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CENTRALITY
Links,
Traffic,
Views
RELEVANCE
#Retweets,
Likes
RESONANCE
Activity
Level
REACH
How many,
How far

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Shift from amount of knowledge to how fast you can learn.
People come to geographic centers (e.g. Silicon Valley)
because it is there they learn the fastest by interchanges
with other people face-to-face.
Libraries may take on new roles as “knowledge exchange
centers.” They become the physical, intellectual knowledge
sharing place people go to be part of panels and
discussion groups, to learn from each other and from the
materials available, have conversations, and even make
things.
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NEW ORG
STRUCTURES

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Cynefin Model – Dave Snowden
cognitive-edge.com/
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Lean, Flat, Simple, Asset-Light
Ecosystems Thinking
Relationship Based
Open, Agile, Collaborative
Sense and Respond Systems
Adaptive, Experimental
Focus on creativity, design
Emerging Organizational Structures
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Tenure at the Top
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The topple rate, - a measure of how rapidly
companies lose their leadership position, - has
increased by almost 40 percent since 1965. The
tenure of companies on the S&P 500 was 61
years in 1958; it’s now 18 years. If these trends
continue, 75 percent of the S&P 500 companies
will have changed over the next 15 years.
Dealing with disruptive change is very tough, -
and getting even tougher in our fast changing
digital economy.
Source: Irving Wladawsky-Berger: http://blog.irvingwb.com/blog/2015/05/
embracing-disruptive-change-why-is-it-so-difficult.html#more

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Changes in mindset, economics, & technology
Make possible flatter, leaner structures
Increases in automation & analytics
Which augment brain power
And an agile, largely contingent workforce
Organizations

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And a rise in contingent employment
With growth of entrepreneurial mindset
Value increasingly placed on creative arts,
design, psychology & areas where computers struggle
to add value.
Changes in attitudes, Internet, lifestyle
Lead to new work arrangements & styles
Increased complexity & rise in computer power
Individuals

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Emerging Org Types
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REI
Co-op
SEMCO
Democracy
BURLINGTON
CO-HOUSING
Sociocracy
ZAPPOS
Holocracy

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COLLABORATION &
COMMUNITY
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-Social Interaction
-Value in relationship
-Informal
-Multi-Directional
communication
21st Century
Common Communication Methods
-Face-to-Face formal
-Interview
-Mail/Email
-Meetings
Common Communication Methods
-Face-to-Face informal
-Interview
-Social Media
-On-line communities
Institutions Core
Networks & Communities Core
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-Transactional
-Low relationship
-Formal
-One-way communication
20th Century

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New Approach by
Zappos
No Job Postings!
NOJobpostings
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Two-Thirds of Work is Done Outside of
Organizational Workspace
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Corporate Office
35%
Co-Working/Cafe
35%
At Home
35%
Growth is here

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Embrace Yourselves for the Worker of
2020 and Beyond
• Half of workforce will be Gen Ys who are now in their mid to
late 30s.
• Many have never had a “normal” job or have had one briefly.
Valued by network with strong social network scores
and peer endorsements.
• May work part-time, some-time, anywhere.
• Cycle between projects & longer term contracts.
• Find work via skills marketplaces, peer networks,
collaboration, social media.
• Expect to be guided by process and goals, not a manager.
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Typical Worker 2020-2024
• Self-learning dominates.
• Measure of success is peer respect, goal achievement
(performance), and flexibility.
• Recruiting them is about finding them the right projects/
people to work with.
• Learn & find work via mobile devices and wearable tools.
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40. © 2015, Future of Talent Institute
www.futureoftalent.org
Kevin Wheeler
Founder & Chairman
kwheeler@futureoftalent.org
Follow me on Twitter: @kwheeler
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