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2016-01-08 First Friday hos Lederne - Ledelse med fremtid

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

Published in: Business

2016-01-08 First Friday hos Lederne - Ledelse med fremtid

  1. 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. 2. Erik Korsvik Østergaard Leadershiprådgiver Civilingeniør Gæsteforelæser på CBS og ITU erik@blochoestergaard.dk
  3. 3. Future of Work Direction Leadership Culture Innovation 3
  4. 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
  5. 5. Future Of Work
  6. 6. 8 Volatile Uncertain Complex Ambiguous The world is VUCA
  7. 7. Megatrends 9 Meaningfulness Relations + Connectedness Silver Backs + Millennia Female Shift in Leadership Radical Sustainability + Circular Economics Urbanisation + Globalisation Technology + Going digital
  8. 8. Design principles of adaptable organisations Gary Hamel et al. • PDF: “Hackathon Report - Management Innovation eXchange” • YouTube: ”Gary Hamel on The Future Of Management” 10
  9. 9. Future of Work Direction Leadership Culture Innovation 11
  10. 10. Jacob Morgan 12
  11. 11. 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 • … 13 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)
  12. 12. Is it cool? Where’s the business case? 14 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).
  13. 13. 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
  14. 14. Cracking silos – building social networks 16
  15. 15. The many skills and behaviours of a leader
  16. 16. 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
  17. 17. 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 19
  18. 18. 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 20
  19. 19. Leadership is a choice – but hard work 21 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
  20. 20. 22 will change Leadership is a choice
  21. 21. 5 models and tools to create a shared language, to facilitate the change, to build the new culture
  22. 22. 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
  23. 23. 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 26 Tool: The Strategic Architecture
  24. 24. 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
  25. 25. Four primary business profiles 28 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?
  26. 26. 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.
  27. 27. Summary
  28. 28. Leadership in the future 31
  29. 29. Bloch&Østergaard Because going to work should be nice, great, and awesome 32

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