I&S Lab 2018 trends (c) copyright 2018, all rights reserved

1. 2018 TRENDS
10INSIGHTS by I&S Lab
Management 2.0 / HR 2.0 / Workplace 2.0 / Agile Transformation
D e s i g n i n g & i m p l e m e n t i n g t h e E n t e r p r i s e 2 . 0

2. 1.AGILE TRANSFORMATION
“The world is entering a new age: the age of Agilethe age of Agilethe age of Agilethe age of Agile.
An unstoppable revolutionunstoppable revolutionunstoppable revolutionunstoppable revolution is now under way in our society,
affecting almost everyone.
Agile organizations are connecting everyone and everything,connecting everyone and everything,connecting everyone and everything,connecting everyone and everything,
everywhere, all the timeeverywhere, all the timeeverywhere, all the timeeverywhere, all the time.
To survive, let alone thrive, firms today must learn to embrace
this new business realitynew business realitynew business realitynew business reality.”
Steve DenningSteve DenningSteve DenningSteve Denning
Why Agile Is Eating The World – Forbes, January 2018
Management 2.0Management 2.0Management 2.0Management 2.0

3. 2.AGILE TRANSFORMATION
“Firms have to be nimble, adaptable, adjust on the fly to meet
the shifting whims of a marketplace driven by the customer.
Focus on delivering value for customerscustomerscustomerscustomers, working in smallsmallsmallsmall teamsteamsteamsteams
in shortin shortin shortin short cyclescyclescyclescycles, and networked organizational arrangementsnetworked organizational arrangementsnetworked organizational arrangementsnetworked organizational arrangements.
As a result, a new kind of managementnew kind of managementnew kind of managementnew kind of management [is] needed […] It can
create workplacesworkplacesworkplacesworkplaces that enable human beings to contribute
their full talentstalentstalentstalents on something worthwhile and meaningful.“
Steve DenningSteve DenningSteve DenningSteve Denning
Why Agile Is Eating The World – Forbes, January 2018
Management 2.0Management 2.0Management 2.0Management 2.0

4. 3.ENTERPRISE2.0
“The more interconnectedinterconnectedinterconnectedinterconnected your organization and the
more that decision making can be diffused, the easier it
will be to sustain high performancehigh performancehigh performancehigh performance in a world of
uncertainty, speed, and disruption.
Employees reach higher when their energies are
channeled toward a higher purposehigher purposehigher purposehigher purpose. Cultivating purpose
requires to sharpen the organization’s sense of mission
and strengthen employees’ social connectionsocial connectionsocial connectionsocial connection.”
AaronAaronAaronAaron De SmetDe SmetDe SmetDe Smet / Chris GagnonChris GagnonChris GagnonChris Gagnon (McKinsey)
Organizing for the age of urgency – McKinsey Quarterly, January 2018
The Connected EnterpriseThe Connected EnterpriseThe Connected EnterpriseThe Connected Enterprise

5. 4.ENTERPRISE2.0
“Hiring the right talent is not enough to build a high-
performing team. TeamTeamTeamTeam dynamicsdynamicsdynamicsdynamics affect overall performance —
they are like undercurrents that can carry a boat in a different
direction than the one expected. They are affected by the
nature of the work but, most importantly human factors such
as personalities, interpersonal relationshipsinterpersonal relationshipsinterpersonal relationshipsinterpersonal relationships, and the cultureculturecultureculture.
How people play together is a consequence of three critical
elements: chemistry, a shared ambition, and connectednessconnectednessconnectednessconnectedness.”
GustavoGustavoGustavoGustavo RazzettiRazzettiRazzettiRazzetti (author of “Stretch For Change”)
Self-Selected Teams, How to Make Your People More Productive & Happy – April 2018
The Connected EnterpriseThe Connected EnterpriseThe Connected EnterpriseThe Connected Enterprise

6. 5.WORKPLACE2.0
“While technologytechnologytechnologytechnology is becoming ever-more present in the
workplaceworkplaceworkplaceworkplace, productivity is decreasing because it's not
being used effectively, leading to cognitivecognitivecognitivecognitive overloadoverloadoverloadoverload.
Employee engagement continues to be an obstacle for
HR, which is the result of mounting stress among workersstress among workersstress among workersstress among workers
(with emails taking up a significant amount of time).”
JoshJoshJoshJosh BersinBersinBersinBersin (Deloitte)(Deloitte)(Deloitte)(Deloitte)
Bersin's vision for HR in a changing world of work – HR Magazine, Feb 2018
EmployeeEmployeeEmployeeEmployee [HR][HR][HR][HR] ExperienceExperienceExperienceExperience

7. 6.WORKPLACE2.0
“We are entering a new world where technologytechnologytechnologytechnology will
make work better, and digital tools can create a huge
opportunity for us to manage our teamsteamsteamsteams.
Not all technology is beneficial to productivity, but if HRHRHRHR
learned how to use new software in the workplaceworkplaceworkplaceworkplace they
could create a more efficient workforceworkforceworkforceworkforce.
With new digital communication toolsdigital communication toolsdigital communication toolsdigital communication tools being particularly
useful to streamline the way organizations work.”
JoshJoshJoshJosh BersinBersinBersinBersin (Deloitte)(Deloitte)(Deloitte)(Deloitte)
Bersin's vision for HR in a changing world of work – HR Magazine, Feb 2018
DigitalDigitalDigitalDigital [HR][HR][HR][HR] TransformationTransformationTransformationTransformation

8. 7.HR 2.0
“HR should take a more collaborativecollaborativecollaborativecollaborative approach at work:
Hierarchies are outdated, they were invented in an
industrial society, and hold little place in the digital age.
[Management/HR] should look at themselves as coaches
rather than bosses if they want to build a better
workforce. They need to be able to be agile, collaborate,
and empowerempowerempowerempower peoplepeoplepeoplepeople.”
JoshJoshJoshJosh BersinBersinBersinBersin (Deloitte)(Deloitte)(Deloitte)(Deloitte)
Bersin's vision for HR in a changing world of work – HR Magazine, February 2018
EmployeeEmployeeEmployeeEmployee [HR][HR][HR][HR] ExperienceExperienceExperienceExperience

9. “The problem is not with technologyproblem is not with technologyproblem is not with technologyproblem is not with technology. The ones that are
involved are mature (enough) to support transformation.
Challenge for executives is understanding how to leverage
them not only to change but also to transformtransformtransformtransform theirtheirtheirtheir businessesbusinessesbusinessesbusinesses.
Digital Transformation must be approached differently from
any other change [project]. It’s [actually] a complete sea
change. (…) Requires a cultural changecultural changecultural changecultural change [not project
management].”
JoeJoeJoeJoe LoganLoganLoganLogan (Forbes Tech Council)
Rethinking Digital Transformation – Forbes, March 2018
8.ENTERPRISE2.0
DigitalDigitalDigitalDigital TransformationTransformationTransformationTransformation

10. 9.ENTERPRISE2.0
“Digital transformation is multidimensionalmultidimensionalmultidimensionalmultidimensional, involving people,
work cultures, and technologies. That’s why leaders should :
1/ communicatecommunicatecommunicatecommunicate effectively throughout
the process to build engagement.
2/ encourage participatory decision-making and engageengageengageengage
operational teamsoperational teamsoperational teamsoperational teams on the front lines.
3/ break out of bureaucracy to encourage experimentationencourage experimentationencourage experimentationencourage experimentation.”
Jane McConnellJane McConnellJane McConnellJane McConnell
How Digital Leaders Inspire Engagement
– MIT Sloan Management Review, April 2018
DigitalDigitalDigitalDigital TransformationTransformationTransformationTransformation

11. “Encouraging workers to share their point of view, brainstorm
and take responsibility not only speeds up the process but
actually builds deeper connectionconnectionconnectionconnection and trusttrusttrusttrust.
Unlike commanding and dictating a team, creating a dialoguedialoguedialoguedialogue
between executives and workers is extremely important.
When people not only feel listened to but are also asked to
speak up and take responsibility for solving a problem, they
start cocococo----creatingcreatingcreatingcreating, getting involved [engaged] and become
inspired to find a solution [innovate].”
Nadine SchindlerNadine SchindlerNadine SchindlerNadine Schindler quoting Judith E. GlaserJudith E. GlaserJudith E. GlaserJudith E. Glaser
Why Organizations Need “Neuro Activity”, Not Just Intelligence – Forbes, May 2018
10.ENTERPRISE2.0
Enterprise TransformationEnterprise TransformationEnterprise TransformationEnterprise Transformation

12. Christophe MASCARIN
Enterprise Transformation Partner
Digital Innovation & Strategy
TwitterTwitterTwitterTwitter @@@@ChMascarinChMascarinChMascarinChMascarin
cmascarin@icmascarin@icmascarin@icmascarin@i----ssss----lab.comlab.comlab.comlab.com
We help companies design and implement the Enterprise 2.0.
Working closely with both local change-makers on the ground and
global innovators around the world, to help people embrace change,
work smarter, and shape the future.
www.iwww.iwww.iwww.i----ssss----lab.comlab.comlab.comlab.com
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