Slides fra foredrag hos Lederne om fremtidens ledelse og leadership. Om empiri, modeller og adfærd. Og om FORMÅL.

1. Ledelse med fremtid
First Friday og Nytårskur, Lederne
8-Jan-2016
Erik Korsvik Østergaard, Partner, Bloch&Østergaard
Because going to work should be nice, great, and awesome

2. Erik Korsvik Østergaard
Leadershiprådgiver
Civilingeniør
Gæsteforelæser på CBS og ITU
erik@blochoestergaard.dk

3. Future
of Work
Direction
Leadership
Culture
Innovation
3

4. The leader …
4
Ensures purpose and
meaning (WHY), and
that we’re making a
difference
Challenges status quo
(both HOW and WHAT)
and encourages the
team to do the same
Ensures direction and
traction via dialogue
and delegation
Values collaboration,
innovation, and
brainstorming
Avoids titles and
hierarchy. Focuses on
roles and network.
Relations beat skills
Measures the right
things
Thrives with
uncertainty and
complexity, and avoids
oversimplifications

7. Future Of Work

8. 8
Volatile Uncertain Complex Ambiguous
The world is VUCA

9. Megatrends
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Meaningfulness
Relations + Connectedness
Silver Backs + Millennia
Female Shift in Leadership
Radical Sustainability + Circular Economics
Urbanisation + Globalisation
Technology + Going digital

10. Design principles of
adaptable
organisations
Gary Hamel et al.
• PDF:
“Hackathon Report - Management
Innovation eXchange”
• YouTube:
”Gary Hamel on The Future Of
Management”
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11. Future
of Work
Direction
Leadership
Culture
Innovation
11

12. Jacob Morgan
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13. Freedom At Work
The Happy Manifesto
The major
movements
• Freedom At Work
• The Happy Manifesto
• Happiness At Work
• New Nordic Leadership
• UNBOSS
• Purpose-driven leadership
• Meaningfulness
• Agile/SCRUM
• …
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Purpose + Vision
Transparency
Dialogue + listening
Fairness + Dignity
Accountability
Individual + Collective
Choice
Integrity
Decentralization
Reflection + evaluation
Trust Your People
Make your people feel good
Give freedom with clear guidelines
Be open and transparent
Recruit for attitude, train for skills
Celebrate mistakes
Community: create mutual benefit
Love work, get a life
Select managers, who are good at managing
Play at your strengths
Freedom
Trust
Support,
Challenge
Communication
Reward, Workplace Safety,
Comfort
Cases: Spotify (IT), Zappos (shoes), Menlo (IT),
WD-40 (lubricants), DaVita (healthcare)

14. Is it cool? Where’s the business case?
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1
2
3
4
5
6
7
20052006200720082010201120122013
Employee satisfaction
(1-7)
0
1
2
3
4
5
2009 2010 2011 2012 2013
Leave (%)
Robustness and resilience (Gary Hamel, Steen Hildebrandt et al.).
Happier employees. Engagement. Trust. Better EOS scores (or similar).

15. Organizations are changing
Purpose and
meaningfulness
Relations
beat skills
Larger
line teams
Smaller
project teams
Everyone is a
leader
Followership
supports
leadership
Step down
from the
Ivory Tower
Listen,
then decide
Intense
sprints
Not more,
but better

16. Cracking silos – building social networks
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17. The many skills and behaviours
of a leader

18. The leader …
18
Ensures purpose and
meaning (WHY), and
that we’re making a
difference
Challenges status quo
(both HOW and WHAT)
and encourages the
team to do the same
Ensures direction and
traction via dialogue
and delegation
Values collaboration,
innovation, and
brainstorming
Avoids titles and
hierarchy. Focuses on
roles and network.
Relations beat skills
Measures the right
things
Thrives with
uncertainty and
complexity, and avoids
oversimplifications

19. Google Inc. – Eight qualities of a great manager
1. Be a good coach
2. Empower the team and do not micro-manage
3. Express interest/concern for team members’ success and well-being
4. Be very productive/result oriented
5. Be a good communicator – listen and share information
6. Help team with career development
7. Have a clear vision/strategy for the team
8. Have important technical skills that help advice the team
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20. Boston Consulting Group:
Top 10 factors for employee happiness on the job
1. Appreciation for your work
2. Good relationships with
colleagues
3. Good work-life balance
4. Good relationships with
superiors
5. Company’s financial stability
6. Learning and career
development
7. Job security
8. Attractive fixed salary
9. Interesting job content
10. Company values
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21. Leadership is a choice – but hard work
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You do not need
a big title to
• Teach and
mentor
• Inspire others
• Delight
customers
• Drive results
Easy work
• Blaming
• Judging
• Imitating
• Pretending
• Waiting
Hard work
• Learning
• Teaching
• Inspiring
• Improving
• Giving
Leadership
• Is a choice

22. 22
will
change
Leadership is a choice

24. 5 models and tools
to create a shared language,
to facilitate the change,
to build the new culture

25. Plan
Do
CheckAct
Designing and executing a leadership programme
25
?!
$
Inspiration
Business problem
– and business case
Strategy and plan
why – how – what
Translation
to context
Working with elements like:
Leadership mind-set
Personal profile and leadership
Collaboration approach
Empowerment and mandate
Culture and values
Happiness at work
Social business
Motivation
Agile project approach
…
Implementation, usage,
adjustment, reinforcement
Organisational involvement
Ambassadors, reference group
Are we there yet?
Hand-over
Reinforce
Daily life
Regular follow-up
Adjustments

26. Set direction with purpose-driven leadership
• Any action must support the
purpose – the WHY
• Adjusted weekly, monthly, yearly
• It has to make sense
• To the customers and to society
• To the organisation
• For the recipient
• For the product
• For the team
• For you
• If it doesn’t make sense, then stop
• Prioritise – urgent and important
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Tool: The Strategic Architecture

27. Career platform in Future Of Work
People Project Specialist
Top management
Middle management
Frontline
The old career path: The only way is up.
This approach is going to die.
The new career platform: Not up, but around
Manager
“Get things done”
Purpose: Run the business
Leader
“Follow me”
Purpose: Grow the business Entrepreneur
“Try this”
Purpose: Transform the business
The employee in Future Of Work understands to shift between roles;
and wants to be lead that way, on all levels of the organisation:
In frontline, as middle manager, and as top manager you can be
a manager, a leader or an entrepreneur of your role

28. Four primary business profiles
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Business understanding
Value chain, R&D, production, sales, marketing, internal
organisation, external stakeholders, regulation, market
orientation etc.
Professional skills
Programming, chemistry, engineering,
photography, nursery, management etc.
Disciplines
Facilitation, project management,
presentation, meeting a deadline,
holding a budget, estimation, test,
performing analysis, writing a good
document etc.
Interpersonal skills
Leadership skills,
mentoring/coaching,
motivation,
empathy/sympathy, conflict
handling etc.
The HR profile
The Delivery Manager profile
The Specialist profile
The Business Analyst profile
Four primary business profiles
exist. You’ll most likely have a
preference for two of them.
• Find your two preferred
business profiles
• Combine it with the
understanding of the Career
Platform: Are you manager,
leader, or entrepreneur of
your role?

29. An innovation-friendly culture and process
Willingness to
change the
status quo
Engage with
customers
Creativity and
experimentation
Fail fast.
Fail forward.
Demo and
feedback
Use it, or
throw away?
No-blame
Stop. Evaluate.
Learn.
Adjust. Repeat.

30. Summary

31. Leadership in the future
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32. Bloch&Østergaard
Because going to work should be nice, great, and awesome
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