The document discusses the evolving landscape of work, highlighting the importance of differentiated knowledge and a decentralized workforce comprising more freelancers and independent teams. It raises key questions about the roles of corporations and leadership in this changing environment, emphasizing the need for organizations to adapt by focusing on value creation and attracting talent. Furthermore, it suggests the emergence of self-managing communities that enable collaboration, while also addressing the implications for education, rewards, and work-life balance.

1. The
Future
of
Work
–
28:02:12

5. Ac.ve
Elderly
Future
of
Work
A
healthier
older
genera.on
increasingly
engage
in
more
ac.ve
lives
and
have
extended
careers
-­‐
but
in
order
to
manage
the
dependency
ra.os,
how
can
we
all
be
twice
as
produc.ve?

6. Differen.ated
Knowledge
Future
of
Work
As
informa.on
is
shared
globally
and
insight
is
commodi.zed,
the
best
returns
go
to
those
who
can
produce
non-­‐standard,
differen.ated
knowledge

7. Corporate
LEGO
Future
of
Work
With
more
free
agents
and
outsourcing,
non-­‐core
func.ons
within
organisa.ons
are
interchangeable
and
easily
rebuilt
around
value-­‐crea.ng
units

8. Migra.on
Magnets
Future
of
Work
Immigra.on
is
part
of
economic
development
strategies
and,
especially
in
low
fer.lity
economies,
na.ons
posi.on
themselves
to
aJract
migrants

9. Access
to
Talent
Future
of
Work
Matching
available
talent
to
the
right
projects
will
rise
as
a
global
issue
across
an
increasing
range
of
regions
and
sectors
both
at
the
top
and
boJom
of
the
social
pyramid

10. Centralized
Produc.on
Future
of
Work
Many
organisa.ons
will
remain
in
a
centralized
world
of
mass
produc.on
of
physical
product
where
managing
complex
systems
is
the
dominant
competence

11. PWWO
meets
PWE
Future
of
Work
Within
the
knowledge
world,
the
challenge
of
linking
the
‘projects
worth
working
on’
to
the
‘people
worth
employing’
will
finally
become
the
differen.a.ng
capability

12. Some
Ques.ons
Future
of
Work
•
If
big
companies
are
ge=ng
smaller,
what
remains
inside?
•
What
is
the
role
of
the
future
CXO
team?
•
How
will
the
future
‘employee’
become
part
of
a
project?
•
What
will
be
the
incenKve
for
people
to
be
part
of
it?
Perhaps
the
answers
may
already
exist
in
the
media
sector?
This
raises
a
number
of
key
ques.ons
for
organiza.ons
and
individuals
looking
to
operate
in
the
future
world
of
knowledge
based
work
that
may
involve
up
to
1bn
of
us

13. Companies
as
Studios
Future
of
Work
Companies
may
shed
all
non-­‐core
capability
with
the
vast
majority
of
ac.vi.es
being
done
by
independent
teams
and
free
agents
realizing
a
project
that
the
company
releases

14. The
CXO
as
Producer
Future
of
Work
Leadership
teams
will
increasingly
become
producers
who
choreograph
the
external
talent,
direc.on,
cast,
funding,
distribu.on
and
value
sharing
from
the
final
product

15. Individual
Control
Future
of
Work
Rising
to
the
top
of
the
available
talent
pool
for
selec.on
drives
the
individual
to
self-­‐manage
their
exper.se,
reputa.on
and
iden.ty
so
they
are
offered
the
project

16. Mo.va.on
and
S.mulus
Future
of
Work
For
those
with
the
talent,
the
connec.ons,
the
reputa.on
and
the
drive,
mo.va.ons
will
be
mul.ple
while,
for
others,
a
single
purpose
may
rise
above
all
others

17. Implica.ons
Future
of
Work
Increasingly
decentralized,
(virtual)
self-­‐managing
and
semi-­‐
autonomous
communi.es
created
on
the
basis
of
trust
and
shared
value
crea.on
will
work
together
to
deliver
projects

18. Implica.ons
Future
of
Work
•
Different
educaKonal
focus
that
readies
us
for
porOolio
careers
•
Different
reward
systems
that
accommodate
flexible
contribuKon
•
Wider
acceptance
of
an
increasingly
blurred
work-­‐life
balance
•
Changing
role
of
the
organisaKon
not
as
an
employer
but
as:
§
A
brand
worth
working
with
§
Access
to
a
talent
pool
§
A
social
hub
and
contract
§
A
catalyst
for
ac7on
Preparing
people
and
organisa.ons
for
this
world
needs
both
evolu.on
and
revolu.on
of
some
of
the
core
elements
of
the
overall
system

19. Sharing
Insight
–
Challenging
Assump7ons
–
Inspiring
Change
7m.jones@futureagenda.org
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780
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