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The future of everything webcast 031710

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  • 1. Leadership in the 21st Century A prediction of the future organization Russ Ouellette, DM Managing Partner [email_address]
  • 2. Welcome
    • Why we care about the future
    • The FOE project
    • Pending research
  • 3. About predictions
      • We can never predict with certainty, but we can glimpse at what is possible
        • What we know - Where we have been & where we are right now
        • What we don’t know - Trajectory & timing
    History Current Trends Future Shifts Now Actions
  • 4. History - where we’ve come from Protestant Ethic Taylorism Rational Systems Natural Systems Open Systems Portfolio System Past Rational Portfolio Present Future Organization Still Rational While we have shifted our leadership & professional outlook, we’re still organized in a traditional way
  • 5. Current trends
      • Productivity peek (how many emails can we handle)
      • Global, distributed economy (world is flatter)
      • Communities shifting to social media (from our towns, to workplace, to the world)
      • Technology & social tools (relationship is important again)
      • Worker demand (populations changes & conceptual thinkers)
      • Educated professional & continuous learning
      • Employee/Employer contract is gone
  • 6. Future shifts
      • Generational shifts
      • Information freedom and access - Content is digital
      • Desire for fulfilling professional lives (balance)
      • Self branding & small biz revolution
      • Social tools will grow from the current prototypes
  • 7. Change in how we think
    • How will these trends & shifts change the:
      • Worker
      • Organization
      • Leader
  • 8. Generational Shifts
    • Youth and Boomers working together
    • More invested worker
    • Vast culture divides: wants, needs & expectations for their career
    Worker
    • Re-engaged Boomers as mentors
    • Adopt modern workplace cultures
    • Attention to needs & expectations of younger people
    Organization
    • Allow younger workers to lead – now!
    • Encourage multiple roles & assignments for professionals
    • Encourage multiple careers
    Leader
  • 9. Information & knowledge shifts
    • More value in conceptual thinking
    • Share & mine cloud content
    • Create networks of info & resources to contribute
    Worker
    • Become leaner & focused on the core
    • Focus on finding, sorting & sharing - stop hording
    • Collaborate beyond the walls of the firm
    Organization
    • Focus & lead transformation
    • Lead by orchestrating information
    • Lead beyond the walls of the firm
    Leader
  • 10. Balance & fulfillment shifts
    • Work for passion, not title
    • Continuous learning, for life
    • Multiple careers, lifecycles – no retirement
    • CEO’s of themselves
    Worker
    • Provide choice, access & roles
    • Employee only the core, contract everything else
    • Link to greater environment, communities & resources
    Organization
    • Be true mentors & coaches
    • Ensure fulfillment through work
    • Prepare people to succession
    • Motivate through care, not gimmicks
    Leader
  • 11. Self branding revolution
    • People are CEO’s of themselves
    • Professional branding through social skills & tools
    • Relationship, EI & citizenship behaviors are rewarded
    Worker
    • Hire for character & reputation
    • Participate in portfolio systems, not drive it
    • Share & grow talent, not try and horde it
    Organization
    • Treat everyone as a CEO
    • Develop a portfolio of trusted partners to engage
    • Develop deep & quality resource to support your core
    Leader
  • 12. Social tools shift
    • Internal workers will start engaging in social media
    • Continue to drive use of cloud social tools
    • Personal use will morph into practical business use beyond marketing
    Worker
    • Leverage social use for productivity gains
    • Create internal systems around social tools
    • Ultimately, social tools must be share for best use – like email
    Organization
    • Champion & make social strategies productive
    • Engage everyone in the firm’s social purpose
    • Practice social strategies themselves
    Leader
  • 13. Why not?
      • “ Our business is too competitive & specialized to act in the greater social community”
      • “ The last thing I need is to be bothered by other people through-out my day”
      • “ I have a lot of work to do, paperwork, reports, when am I going to have time to listen to people”
      • “ I don’t have Facebook, and never will, I have no need to collect friends”
  • 14. Why?
    • Mature professional
      • “ It’s impossible to have any job security today”
      • “ The younger generation just doesn’t work like mine did”
      • “ I don’t think I want to retire” – or can’t!
    • Young professional
      • “ What is job security”?
      • “ I’m looking for a job I can contribute to”
      • “ What is retirement”?
  • 15. Steps for leaders to take now
    • Attract, leverage, lead multi-generational portfolio professionals
      • Promote potential & character, not just experience
      • Encourage multiple roles, leadership, and collaborative practices
    • Begin sharing & leveraging content beyond the walls of your firm
      • Create networks of people & information
      • Share, share, share, leverage, leverage, leverage
  • 16. Steps for leaders to take now
    • Create a balanced culture of transformation & opportunity
      • Coach, mentor, inspire & prepare people for their next assignment
      • Help people seek professional fulfillment
      • Treat everyone as a CEO
      • Hire for professional brand & character
      • Reward high EI & corporate citizenship
  • 17. Steps for leaders to take now
    • Build a portfolio of resources & professionals
      • Focus on your core business, and contract the best none-core
      • Protect, nurture, and perfect that core
      • Get networked, build relationships, be a great partner within your environment
    • Learn social strategies now, leverage them later
      • Use the tools that already exist
      • Focus social energies in learning new behaviors
      • Learn these skills yourself
  • 18. In the future
    • You will
      • never need to find a job
      • be an expert at your niche
      • have many careers
      • have your own brand
    • Your firm will
      • have the best resources
      • increase productivity
      • stop wasting money
      • meet the future
    When? ...soon
  • 19. Book of influence
    • Malcolm Gladwell - Outlier (2008), Blink (2005), Tipping Point (2002)
    • Thomas Freeman - The World is Flat (2007)
    • Daniel Pink - A Whole New Mind: Why Right-Brainers Will Rule the Future (2006)
    • Victor Frankle – Man’s Search for Meaning (2006)
    • Fergus Fleming – Earnest Shackleton, South: The Endurance Expedition (2002)
    • Denial Pink - Free Agent Nation: the Future of Working for Yourself (2001)
    • Robert Putman – Bowling Alone (2000)
    • Charles Handy – Beyond Certainty (1998)
    • Michael Gazzaniga – The Mind’s Past (1998)
    • Thomas Kuhn – The Structure of Scientific Revolutions ( 1996)
    • Denial Goldman – Emotional Intelligence (1994)

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