People have been talking about ‘the future of work’ for years. Most talks lean on motherhood-and-apple-pie concepts and little seems to have changed. But, the era of the traditional, ‘closed’ organizational model is almost over, and the evidence is everywhere, hiding in plain sight. Driven by demographics & proven approaches, the era of crowd 2.0 is beginning. In his talk, Christian’s goal is to move beyond the usual concepts and share real-world insights, examples, and actionable ‘how-to’. To share insights on how your organization can thrive in this new world.

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3. The average half-life of a business
competency has dropped from 30
years in 1984 to 5 years in 2014
– John Seely Brown
Desperate to
escape the
fate of

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15. What is Crowdsourcing?

16. What is Crowdsourcing?

17. What is Crowdsourcing?
Open
Structured
Self-selecting
Self-organizing
Self-managing
Self-motivating
Goal driven

18. Knowledge Work

19. Knowledge Work
New Ideas
Advice
Content
Recruiting
Prototypes
Coding
Creative thinking
Visual design
Technical design
Social interaction
Moderation
Sourcing
Translation
Intelligence
Data science
Research
Advertising
Marketing
Testing
Writing
Experiments
Chemistry
Entrepreneurship
Security/hacking
A.I.
Consulting
Legal advice
Reporting
Engineering
Social activism
Fundraising
Training/teaching
Coaching
Accounting
Problem-solving
Data entry

20. HeroX Today
Clients
$21M+
Gross Market Value
>70,000
Recruited Crowd
>90
Organizations
crowdsourcing
7.2x
Facebook likes
vs. next 6
competitors
combined
497%
Project growth
in 12m
1.3M
Social Media
followers
318K
Site
Visitors/Qtr
$150K
Monthly Sales
Contracts
86%
Crowd
Success Rate
plus many
others…
$8.9M+
Awarded To Crowd

21. What is HeroX?
A social network where organizations
build their own crowd
For Organizations
Tap the collective
genius of 3 billion
humans with: no
managing and
pay-for-success
For Individuals
A global market of
projects to express your
talents, passions &
goals with no
gatekeepers, bias or
discrimination
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23. Crowd 2.0
The exponential workforce
Crowd
Freelancers
In-House Staff
• Exponential & Flash workforce
• Self-managing, self-organizing, gamifyable
• Self-funding – Pay for Success
• Targeted Specialized Skills
• On Demand
• Captive Contracts / Easily Integrated
• Brain Trust (brand, culture, core competency)
• Leadership & Customer management
• Long Term (governance & risk management)

24. Old Way: Core only
Trust boundary
– closed
– work in secret
Secrecy & trust
closed system
Core
Team Core
Team
New Way – Core + Crowd
Social
Connections
Opt-ins
New
prospects
Job
Seekers
‘The Crowd’
Your Crowd
Engaged Crowd
Engaged
Personal &
Trusted Crowd
Increasing Crowd
Engagement LevelVS
Consumers
Secure, private,
trust, expertise
‘New idea = bad idea’
immune system
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26. The Abundance Workforce
Model Core Team Freelancers Crowd Software/AI/Robotics
Engagement Existential Contractual Incentivized API
Compensation
Model
Traditional
Quantitative: by time or
production
Pay for success,
Qualitative
Supply/demand market
Demonetized
Common
Use-cases
Leadership
Crisis Mgmt./Bus. Continuity
Relationship Management
Core Competencies
Specialized Skills
Variable supply/demand
Self-selecting
Self-organizing
Flash/exponential scale
Data intensive
Predictive analytics
Repetitive processing
Risk Tolerance Very Low Low High N/A*
Innovation
capability
Improvement / Incremental Optimize / Additive
Breakthrough /
Transformational
Algorithmic
Future Trends
Change management
Integration
High-quality, tightly
integrated
High Variability
Experimental
Autonomous
Procedural
Gamified
Repetitive processes,
Quantitative analysis

30. “Work is changing. So much so,
there aren’t even good words to
describe where it’s headed yet.”
Mariana Rego – Cofounder, LeadWise

31. “Problems trickle up to the CEO’s office
when the answer is not in the building.”
The Organizational
Innovation Paradox

33. Hungry to
Learn and
Grow
Discover over Create
You grow by learning and
applying
Abundance mindset
Your future is bigger than
your past
Continual Improvement
You improve by capturing
discoveries into systems
Manage Systems
not people – If it’s not a
system or not measured, it
didn’t happen
ShuHaRi
the path to being a great
master is being a great
student
Courage
Precedes
Growth
Say Yes
You get out of your
comfort zone and support
others to do so
Bring it on!
You act unreasonably
understanding all progress
comes from being
unreasonable
Honesty
You say what you think
even if it’s uncomfortable
and request that others do
the same
Ownership
You question actions
inconsistent with our
values and request others
do the same
Do it anyways
Amateurs wait for
inspiration; pros do it with
a headache
Be Happy
and have
Fun
Positive Fun
You live life as a game
that’s played best when
you are having FUN
Happiness First
You know that happiness
precedes success
Enjoy the Journey
The journey is the
destination
Make it Fun
You strive to make things
fun for those you work with
Be->Do->Have
You know the path to
success is to live Be->Do-
>Have
Do it the
Easy Way
Unique Ability
You strive to live within
your UA
KISS
ROWE
Keep activities and
collaboration focused on
the target outcomes
Law of Least Effort
You work in a relaxed and
easy way and leave space
for others to be the same
Progress not Perfection
you can always make
progress… perfection is
HARD
Be Humble
We Serve
We create value for others.
We make it about them,
not about us
Be Wrong
You celebrate being
wrong: “You can be right
or get results”
Team First
We succeed and fail
together as one team
Listen First
We listen and understand
before we talk
Be a Multiplier
We are committed to the
best in each of us
HeroX Core Values

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