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  • 1. The Future of Work Future-proof ways of managing, organising and collaboratingdimanche 25 septembre 11
  • 2. Is not only …dimanche 25 septembre 11
  • 3. But surely is.. A complete new way of organising Starting with 3 core principles…dimanche 25 septembre 11
  • 4. Autonomy by minimizing hierarchical structures and rulesdimanche 25 septembre 11
  • 5. Strength Based Workdesign Organising work matching individual strenghts and organisational objectivesdimanche 25 septembre 11
  • 6. Collaboration Amplifying collaboration by stimulating dialogue, interaction and knowledge sharingdimanche 25 septembre 11
  • 7. Collaboration Strength Based Autonomy Workdesign Leadership 2.0 Crucial condition for the future of workdimanche 25 septembre 11
  • 8. How to get started?dimanche 25 septembre 11
  • 9. Who has to lead a future of work project? 0 % 17,5 % 35,0 % 52,5 % 70,0 % CEO 67 % HR 44 % IT 5% Facilities 2%dimanche 25 septembre 11
  • 10. 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 believersdimanche 25 septembre 11
  • 11. 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 believersdimanche 25 septembre 11
  • 12. Step 2: Where are we going? Future state Which parts of work organisation will change… Culture & leadership | How? Jobs & career | Wat? Structures & organisation | Whereby and with whom? Time & Place | When and where?dimanche 25 septembre 11
  • 13. 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 interactingdimanche 25 septembre 11
  • 14. Step 2: Where are we going? Wat? 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 careerdimanche 25 septembre 11
  • 15. 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-structuredimanche 25 septembre 11
  • 16. 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 mediadimanche 25 septembre 11
  • 17. 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 initiaitvesdimanche 25 septembre 11
  • 18. Embedding Step 4: Anchor the change in the culture of the organisation in the business processes in the HR processes Development Staffing Performance Rewarddimanche 25 septembre 11
  • 19. Embedding 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 experiencedimanche 25 septembre 11
  • 20. 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 talentsdimanche 25 septembre 11
  • 21. 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-performancedimanche 25 septembre 11
  • 22. 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 employabilitydimanche 25 septembre 11
  • 23. Sense of urgency Future state Project plan Embedding Culture & Implementation Anchor the change Automony Leadership in development, Strength Based Jobs & Career staffing, Workdesign Structures & Performance, Collaboration Organisation Reward - processes = Leadership 2.0 time & Placedimanche 25 septembre 11
  • 24. Mobility Increased quality of work Environment Society Stronger economy More labor participation Higher employability Longer careers …dimanche 25 septembre 11
  • 25. annemie.salu@sdworx.com @annemiesalu frederic.williquet@sdworx.com @fredericwdimanche 25 septembre 11