The 2nd Dec EODF Glasgow session focussed on the Future of Work. I wanted to move the conversation on from "whats" happening in the future to "so what" are the implications for us today by merging a cut down scenario planning process with Galbraiths Star model.

1. The Future of Work
Glasgow, 2nd December
@NickGMRichmond
@EuropeanODF

2. Welcome, Agenda and Notices
Time Activity
4pm Welcome & Notices
4.15pm Community Development
4.45pm The Future of Work and the Future of Organisation
5.45pm Bio-break
6.15pm Open space technology
7.35pm Community Development
7.55pm Review and Close

3. Who are we
Mission
To build and advance the community, practice, and strategic
role of Organisation Design
Purpose
Creating a connected community, exploring inspirational
perspectives to release organisational potential
UK Chapter Vision
Recognising the ‘life’ is in the open exchange and the ‘fruit’ for
us is in the practical application. With this in mind our vision is
to provoke, stimulate and educate in a safe environment.

4. EODF Goals
Our main activities will support the following Goals:
1. Grow visibility of EODF – by building partnership with Partner
Organisations, developing our presence on-line, in social
media and by being present at professional conferences. We
will build and develop an ambassador structure.
2. Grow our Membership – by further developing Country Groups
and encouraging member sign up from our supporting community.
3. Developing Quality Content with our Members -Education
Programmes – By initially developing or further developing the
skills and knowledge of our Members (resources on our website,
webinars, introductory 1, 2, 3 day programmes through to
having an accreditation system in org. design.)
4. Have an amazing, inclusive Conference in Italy – with social
interaction before, during and after the event – and transparency,
inclusiveness in the planning and execution process too.

5. Notices
EODF Membership
• Relationships
• Knowledge
• Voice
Individual
£50 / year
Corporate
£300 - £1000 /
year

6. EODF’16 Schedule
UK
• 1st March, London, Naomi Stanford & Alison McMillan,
DWP, Alexandra Bode-Tunji, TfL
• March, Edinburgh
Masterclasses
• London – April / May
• Scotland - June
Annual Conference
• 14th – 15th Oct 2015, Barcelona, Spain

7. Milan Conference Feedback
Search #EODF15

11. Milan Conference Feedback
• Warmth
• Passion
• Generosity
• Inspiring
• Inclusive
• Challenging
• Rich
• Fulfilling
• Blessed

12. Community Development
• Select 2-3 pictures from your table which
describe what is the future of work and
organisation you imagine - 2020.
• Each person to introduce yourself then
explain why you’ve selected selected these
pictures.
• Use blue tack to stick your pictures on the
wall to create a collage.

13. Community Development - images

14. Community Development - insights
• Different workplaces – virtual, welcoming, open office
• Work anytime
• Accounting for different demographic cultural needs
• More supportive of families – gender policies
• New technologies to enable working
• New skills needed to support the digital agenda
• Big data & insights to help employees thrive but beware big brother
• Reducing hierarchy
• Recycling and reusing legacy structures, building systems
• Role of leadership in increasing networked organisations
• What’s the journey and how do we change? / Transition to the future
• Tensions between old and new
• Building ecosystems for organisations and people to thrive in
• Values based organisations – fun and compassionate
• Paperless organisations / environmental sustainable organisations
• Work / life integration

15. 07/04/2014 Future of Work and Organisation
The Future of Work and
Organisation
nick@tricordant.com
1

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Session Aims
• Build on prior research and your own
insights
• Co-create a valuable set of insights which
we can apply in our own organisations
tomorrow
• To have some fun

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Process – Part 1
• Drawing from the long list of factors. One table focus on
reviewing the PEST external factors and the other on
the Tricord internal factors. Add missing factors,
amend/merge others
• Agree your top 5 factors impacting organisations in the
next 5 years
(30mins)
• Plenary discussion of top 5 highest impact factors
(10mins)

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Top 10 Factors
1. Ageless workforce with
older people working longer
and early entrants joining
the workforce.
2. Migration due to war,
disasters and wanting a
better life
3. Increased scarcity of
resources
4. Internet of things & big
data
5. Increasing use of robotics /
automation combined
with AI
1. Importance of purpose, values
and brand in creating and
maintaining relationships
2. Responding to the
environment for high
performance & to shaping the
future
3. Increasing frequency of
process redesign
4. Integrating interfaces
between automation/AI and
humans systems
5. Increasing expectation to
only do meaningful work for
commercial and societal benefit
External PEST Factors Internal Tricord Factors

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• Explore the
implications of 1
or 2 of these top
10 factors on the
elements of the
Galbraith Star
model. (30mins)
Process – Part 2

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Implication of “Integrating interfaces between
automation / AI to enable human systems” on:
• Emerging systems
• Easy to use for user including
allowing for diversity of users
• Improve efficiency
• Streamlined
• Integrated – talk to each, lean • Allows for central And local
differences
• Centre(s) expertise(s)
• Lean / streamlining
• Allow for formal / informal skills
• Flexibility/rotation
• Engage internal & external
‘doers/users’
• Link between provider and end user
• Meets need & links to common aim
• Performance measurement but
beware ‘hitting the target but
missing the point’
• Allows building relationships within
the process
• Collaborative / connected org.
• Transferable skills
• Recognise the skills / knowledge
other to what they were brought in
for
• Interlink with skills from outside
work into work
• Coaching/mentoring – sharing
expertise
• Informal/on the job learning
• Peer to peer as well downwards
and upwards learnings
• Recognised for your individual
contribution regardless of age
• Experience/knowledge not just ‘age’
or length of service based

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Implication of “Integrating interfaces between
automation / AI to enable human systems” on:

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Implication of “Internet of things and
Big data” on:• Personalisation – market of
one/customising per market
• Signals not noise
• Who is accountable?
• Sense making – what to monitor, why?
• New business models
• Helps to cope with
environmental ambiguity
• Capability could be centralised
/ decentralised / matrix / other
• Organised for insight and need
fulfillment
Use for:
• Standardisation & customisation of
processes for value
• Asset maximisation
• Iterative sense making
• Iterative processing
Consider:
• IT platform
• Security & data governance important
• Reward for collaboration,
contribution to value and integrity
• Use to:
• Increase safety, inclusivity,
transparency, cohesion &
connection.
• Able to handle complexity
• Will need new skill sets
• Difference and diversity

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Implication of “Internet of things and
Big data” on:

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Key Insights for the UK Organisations
to Consider
Think in
Polarities
Power &
Expectations
Org
Health
Cohesion
Leadership
& Talent
Coordination
& Interfaces

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Helpful Resources
• Tedx Talks
– https://www.youtube.com/watch?v=ewA2BqbWhUQ
– https://www.youtube.com/watch?v=_BqLQW06vi4
– https://www.youtube.com/watch?v=qGH7nkXNm_k
• Websites (registration required but its free to use)
– www.shapingtomorrow.com
• Articles/Reports
– http://www.huffingtonpost.com/great-work-cultures/the-future-of-work-
people_b_8457018.html
– https://www.linkedin.com/pulse/small-beautiful-designing-teams-from-
individual-up-nick-richmond
– https://medium.com/deep-code/the-future-of-organization-
b26219e5fc95#.tqs7yj17q
– http://www.brianbarela.com/wp-content/uploads/FutureOfWorkReport.pdf
– http://raconteur.net/future-of-work

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33. Bio-Break

34. Open Space
Overview
• Highly scalable format i.e. 5 to 000’s attendees
• "At the usual conference, the best moments are the coffee-
breaks.” Harrison Owen
• Key Characteristics
– Open invitation within a purpose / theme
– Co-created market place to set the agenda – everyone can lead a
session
– Dynamic chair positions
– Self management & self directed learning
– Breathing pattern between plenary and break out sessions
• Best used when high levels of:
– Complexity
– Diversity
– Conflict
– Urgency
• https://en.wikipedia.org/wiki/Open_Space_Technology

35. Open Space
• 5 Principles and
– Whoever comes is the right people
– Whenever it starts is the right time
– Wherever it is, is the right place
– Whatever happens is the only thing that could
have, be prepared to be surprised!
– When it's over, it's over
• 1 Law
– "Law of two feet“

36. Our Modifications
Opened the space early
Ideascale.com
LinkedIn Groups

39. Key Insights
• Open the space early to build awareness,
interest and momentum
• Encourage sessions within agreed theme /
purpose
• Large inspiring space, poor lighting &
noise/echo can impair
• Encourage a basic process for sessions to
follow
• Insights capture / graphic recorders
• Great food

40. Summary and Close
• Post-It poll Results
– How welcomed you felt tonight? very strong, strong, weak, did
not feel welcomed) Ave: Very Strong
– How valuable was this event to you? (out of 10, where 10 is
highest value) Ave: 7.6
– Likelihood of you attending a future event? (0%-100%) Ave:
92%
– Other comments / suggestions
• I should have thought about it myself but highlighting
bring/manage food @ break to manage energy
• Really valued process of session and thinking through impact on
orgdesign
• I will invite at least one non-member to the next Scottish event.
Thank you
• Thanks for organising and hosting, great to have sign posts to
some further reading. Nice to connect with people & meet new
people