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Meaningful Metrics in the Workplace: Using Nature Inspired and Analytic Typologies to Design Organizations

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Employers are struggling to attract, engage, and retain a workforce on account of antiquated hierarchical organizational models and workplace designs that stifle diversity, creativity and innovation. Further, employers are failing to leverage the intrinsic and accessible motivators that exist within their own personnel. There’s a need for adaptive organizational structures and workplaces, particularly in organizations with NextGen workforces geared towards outcomes that require a high-level of cognitive thinking, collaboration, and purpose alignment.

stok, Plastarc, and Biomimicry 3.8 have partnered to enable mission-driven organizations to authentically manage human capital and tap into what uniquely motivates their workforce. By taking a holistic and biomimetic look at governance structures, company culture, and the physical workplace, they are redesigning organizations for success in the modern economy using nature-inspired models from living systems theory, community ecology, evolutionary biology, and more. This session will examine how Organizational Biomimicry uses a personalized, multi-stakeholder engagement process to redesign organizations for success in the modern economy as nature would.

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Meaningful Metrics in the Workplace: Using Nature Inspired and Analytic Typologies to Design Organizations

  1. 1. Meaningful Metrics in the Workplace: Using Nature Inspired and Analytic Typologies to Design Organizations Burk Pemberton, Stok Jolene Goldsmith, Stok Nicole Hagerman Miller , Biomimicry 3.8 @biomimicry38 Melissa Marsh, PLASTARC @plastarc Be sure to engage in the app: sb16app.com 1) Check into the session by selecting session from the program and selecting 'check in' 2) Pose and 'up-vote' questions to be posed during Q&A: In session description, select 'submit a question'
  2. 2. 1 MEANINGFUL METRICS IN THE WORKPLACE: USING NATURE INSPIRED AND ANALYTIC TYPOLOGIES TO DESIGN ORGANIZATIONS Employers are struggling to attract, engage, and retain a workforce on account of antiquated hierarchical organizational models and workplace designs that stifle diversity, creativity, innovation, and intrinsic motivation. There’s a need for adaptive organizational structures and workplaces, particularly in organizations with NextGen workforces geared towards outcomes that require a high-level of cognitive thinking, collaboration, and purpose alignment. STATUS QUO: Organizational Biomimicry enables organizations to authentically value human capital and tap into what uniquely motivates their workforce by taking a holistic and biomimetic look at governance structures, company culture, and the physical workplace. Through a personalized, multi- stakeholder engagement process, Organizational Biomimicry redesigns organizations for success in the modern economy using nature-inspired models from living systems theory, community ecology, evolutionary biology, and more. OUR SOLUTION:
  3. 3. In everything we do, we take a broad-thinking, partner-focused approach in order to solve complex challenges and build lasting relationships. SERVICES: • Strategy • Tenant Representation • Project Management • Performance Design • Certifications & Branding • Quality Assurance stok pushes the boundaries of what’s possible when it comes to finding, designing, building, and supporting our partners’ spaces. ABOUT STOK 945 Front Street ZNE headquarter office of DPR Construction & stok
  4. 4. THE US MACRO-ECONOMIC SHIFT – S&P 500 VALUE
  5. 5. 5 ORGANIZATIONAL DESIGN INFORMATION TECHNOLOGY PHYSICAL SPACE
  6. 6. In everything we do, we take a broad-thinking, partner-focused approach in order to solve complex challenges and build lasting relationships. SERVICES: • Strategy • Tenant Representation • Project Management • Performance Design • Certifications & Branding • Quality Assurance • Organizational Biomimicry stok pushes the boundaries of what’s possible when it comes to finding, designing, building, and supporting our partners’ spaces. ABOUT STOK 945 Front Street ZNE headquarter office of DPR Construction & stok
  7. 7. Nature-Inspired Design • Living systems theory • Community ecology • Evolutionary biology Workplace Strategy • Cultural anthropology • Social psychology • Change management • Data science & visualization Workplace Design • High performance building • Organizational design • Human capital valuation • Financial Analysis DIVERSE EXPERTISE Organizational Biomimicry combines data science and biology with high-performance building and organizational design expertise. This unique partnership enables engagement far beyond a traditional change management approach by looking at the workplace and its occupants as a holistic and dynamic system. Organizational Biomimicry Partnership:
  8. 8. Ask them: “what is the most interesting workplace metric you’ve learned about at this conference?” Commit to one thing you will each do on Monday morning to implement this metric in your organization Put it on your calendar!! 1 2 3 NOW TURN TO THE PERSON NEXT TO YOU…
  9. 9. PURPOSE INTRINSIC MOTIVATION AUTONOMY PURPOSEMASTERY
  10. 10. PURPOSE INTRINSIC MOTIVATION AUTONOMY PURPOSEMASTERY
  11. 11. In a TRADITIONAL HIERARCHY, layers of management establish how products are approved and monitored. HIERARCHY VS. SELF-MANAGEMENT SELF-MANAGEMENT takes powers traditionally reserved for executives and managers and spreads them across all employees.
  12. 12. PURPOSE INTRINSIC MOTIVATION AUTONOMY PURPOSEMASTERY
  13. 13. PERFORMANCE REVIEWS Source;findmyshift.com of performance reviews are painful and ineffective 90% Feeling underappreciated is reason for quitting. #1 HIGHER TURNOVER
  14. 14. 1/4 OF EMPLOYED ADULTS DON'T TRUST THEIR EMPLOYERS
  15. 15. PURPOSE INTRINSIC MOTIVATION AUTONOMY PURPOSEMASTERY
  16. 16. 92% of millennials believe BUSINESSES SHOULD BE MEASURED BY MORE THAN THEIR PROFITS. NON-PURPOSE ORIENTED WORKERS PURPOSE ORIENTED WORKERS
  17. 17. MEASURING HUMAN CAPITAL Engagement Turnover Ratio Happiness Index Workforce Diversity Professional Development Inclusive Governance Productivity Hours worked Indoor Air Quality Daylighting Job Flexibility Fair Wages Minimum Wage Living Wage Gender Pay Equity Pay Scale Equity OLD METRICS (Outputs-Based) NEW METRICS (Inputs-Based)
  18. 18. INCLUSIVE ECONOMY METRIC SET WORKPLACE COMMUNITY GOVERNANCE What % of your Significant Suppliers are located in low-income communities, or create employment opportunities for other chronically underemployed populations? What % above living wage did your lowest-paid worker (excluding interns) receive during the last fiscal year? What % of the members of your Board of Directors (or equivalent) are women or individuals from other underrepresented populations?
  19. 19. 21 ORGANIZATIONAL DESIGN INFORMATION TECHNOLOGY PHYSICAL SPACE
  20. 20. 22 MEANINGFUL METRICS IN THE WORKPLACE N E W M E T R I C S ‘ 1 6
  21. 21. 23 Melissa Marsh Senior Managing Director, Occupant Experience Savills Studley & Founder and Executive Director, PLASTARC pro multi-tasker and problem solver
  22. 22. 24 Social research and people analytics for the built environment D A T A & U X V I S U A L - I Z A T I O N S O C I O - S P A T I A L A N A L Y S T W O R K P L A C E A N T H R O - P O L O G I S T C U L T U R E O F T E C H N O L O G Y
  23. 23. 25 one workplace at a time Making the world a better place,
  24. 24. 26 “room for improvement” evidence is everywhere Not all workspaces are great… yet Workplace Consumerization: the expectation for high performance, customized, on demand, and technology integrated, moves from lifestyle to workplace.
  25. 25. 27 Integrating HR, IT & RE/FM for optimal employ experience designA successful workplace experience demands cross-departmental partnership. We are at the intersection of these disciplines and enable the people, parts and pieces to talk to each other. H R I T R E / F M
  26. 26. 28 “It is a method of building teams that communicate and innovate. It is a way of telling customers who you are and what you stand for. Architecture is perhaps one of the least understood and most powerful business tools available. Yet architects, by and large, remain unaware of architecture’s bottom-line prowess…” - Bruce Nussbaum, BusinessWeek, November 1999
  27. 27. 29 From Building to People Metrics PEOPLE Your people are your most valuable asset. The workplace critically impacts recruitment, retention and productivity. ACCESSIBILITY ERGONOMICS CONNECTION INDOOR AIR QUALITY HEALTH + WELLNESS SNACK/FOOD QUALITY COLLABORATION SPACE SERENDIPITOUS INTERACTION TRANSPARENCY + COMMUNICATION BRAND EXPRESSION MOTIVATION + ENGAGEMENT ATTRACTION + RETENTION BUILDINGS Having a baseline of costs, efficiency metrics, and ideas for improvement will reassure your CFO you’re on top of it. CASH, P&L IMPACT COST AS % OF REVENUE COST / SEAT COST / PERSON COST / SQ FT SQ FT / SEAT SQ FT / PERSON CAPEX REQUIRED VACANCY / UTILIZATION
  28. 28. 30 Biomimicry: looking closely to discover models for improving other systems Organizational and spatial
  29. 29. 31 So what might we look at and compare… S P A T I A L S T R U C T U R E T H E W A Y Y O U ’ R E W O R K I N G O R G A N I Z A T I O N A L S T R U C T U R E The way you work is made up of the spatial and non-spatial elements combined – and you have to understand both.
  30. 30. 32 R I S K / P E R I L Patterns of biophilic design V I S U A L t o N A T U R E C O N N E C T I O N w i t h N A T U R E T H E R M A L & S E N S O R Y S T I M U L I W A T E R D Y N A M I C & D I F F U S E L I G H T N A T U R A L S Y S T E M S B I O M O R P H I C F O R M S & P A T T E R N S M A T E R I A L C O N N E C T I O N w i t h N A T U R E C O M P L E X I T Y & O R D E R P R O S P E C T R E F U G E M Y S T E R Y
  31. 31. 33 C A S E S T U D I E S
  32. 32. 34 T A K I N G A L O O K A T
  33. 33. 35 Self organizers in physical space
  34. 34. 36 Zappos: Collisions per hour becomes the metricPerformance-based targets for investments in workplace environment that is part of larger conversation about how to measure the impact of space on people. • Self-management approach • Workplace environment to support increased autonomy for occupants & teams to navigate work day • Each team member instilled w/sense of control over workspace FLEX ORGANIZATIONAL STRUCTURE AT ZAPPOS (Tony Hsieh, CEO)
  35. 35. 37 F O R
  36. 36. 38 10 years ago Today Exceptional company growth Your typical boom.
  37. 37. 39 Entrepreneurial leadership requires participatory design.
  38. 38. 40 How to design workplace without an org chart?
  39. 39. 41 Make one…
  40. 40. 42 Learning from the hackable office. “room for improvement” evidence is everywhere
  41. 41. 43 Put a handle on it! User-driven design leads bio-centric workplace decisions
  42. 42. 44 S P A T I A L S T R U C T U R E … G E T T I N G T O O P T I M I Z E D W O R K I N G O R G A N I Z A T I O N A L S T R U C T U R E
  43. 43. 45 F O R F O R
  44. 44. 46 Mozilla: 10,000 self- organizers connected by the cloud
  45. 45. 47 How to apply Mozilla’s fail-fast, open-source ethos to its workplace strategy to create an organization that is truly open-source? How can the workplace enable a self-organizing system?
  46. 46. 48 Spatial design that that reinforces self-organization Open Mozilla’s physical space for civic and industrial events. Develop a public-facing platform to share the company’s struggles and triumphs in workplace design. Enable and encourage others, both inside and outside Mozilla, to participate in design process.
  47. 47. 49 Open source workplace
  48. 48. 50 Design solution: a front porch for the community
  49. 49. 51 S P A T I A L S T R U C T U R E … G E T T I N G T O O P T I M I Z E D W O R K I N G O R G A N I Z A T I O N A L S T R U C T U R E
  50. 50. 52 People, place and nature… coming together to enable successful organizational change.
  51. 51. 53 Or three in a row needed to win! success
  52. 52. 54 Thank you! Melissa Marsh Melisa@plastarc.com 917 397 3935 This document contains confidential and proprietary information of PLASTARC, Inc. and is to be used by the recipient only for purposes of evaluating and engaging PLASTARC, Inc. If you do not agree to keep the contents of this proposal confidential, please return the material and do not use its contents. Certain contents of this proposal are considered trade secrets and/or are protected by copyright. © 2016 PLASTARC, Inc. All rights reserved.
  53. 53. @Biomimicry38
  54. 54. Conscious emulation of nature’s genius @Biomimicry38
  55. 55. When comparing the human patent database with nature’s solutions, there is only a 12% overlap in common solutions. Biomimetics: its practice and theory, Julian F. V. Vincent*, Olga A. Bogatyreva, Nikolaj R. Bogatyrev, Adrian Bowyer and Anja-Karina Pahl @Biomimicry38
  56. 56. Biomimicry 3.8 | Biomimicry.net ROI Includes: • Ripple of Impact • Risk of Ignoring @Biomimicry38
  57. 57. Biomimicry 3.8 | Biomimicry.net Short Term/Immediate • Employee engagement • Dissolving Silos • Systems perspective • New lens problem solving • Sustainability grounded in science @Biomimicry38
  58. 58. @Biomimicry38 Medium-Long Term • Patents • Design Strategies • Innovation • New Revenue • Thought Leadership
  59. 59. Carbon Sequestered Water Stored and Purified Sediment Retained Pollution Detoxified Pollinators Supported Biodiversity Enhanced Soil Fertility Enhanced Nutrients Cycled ECOSYSTEM SERVICES produced per factory
  60. 60. Food, fiber, and fuel Genetic resources Biochemicals, natural medicines, and… Ornamental resources Fresh water Spiritual and religous values Knowledge system Education and Inspiration Recreation and aesthetic values Sense of place Cultural diversity Social relations Primary production Provision of habitat Nutrient cycling Soil formation and retention Photosynthesis Water cycling Invasion resistance Herbivory Pollination Seed dispersal Climate regulation Pest regulation Disease regulation Natural hazard protection Erosion regulation Water purification and waste treatment Water regulation Air quality regulation ECOSYSTEM SERVICE PRIORITIES Ecological Priorities Community Priorities Business Priorities Cumulative
  61. 61. How does biomimicry apply to organization design?
  62. 62. Organizational Biomimicry • USGBC: Mycelial fungus networks -> organizational structure • Alameda County: Natures best practices -> education • America Learns: Hibernation strategy -> reconfigure operations, increased sales 20%
  63. 63. Workplace Strategy | Nature Inspired Design | Workplace Design
  64. 64. Ask them: “what is the most interesting workplace metric you’ve learned about at this conference?” Commit to one thing you will each do on Monday morning to implement this metric in your organization Put it on your calendar!! 1 2 3 NOW TURN TO THE PERSON NEXT TO YOU…

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