© 2015, Future of Talent Institute

Kevin Wheeler | May 2015

Future Trends in the Workplace -Riding the Waves of Change

Retreat 2015 The Netherlands

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“Know what’s weird? Day by day, nothing seems to change, but pretty soon … everything’s different.”

– Calvin from Calvin and Hobbes (by Bill Watterson)

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Community: Tribes & Teams

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Increasingly communication is across & between online networks of like-minded people as well as face-to-face.

Collaboration & cooperation are how goals are achieved.

Feedback, learning are generative, collective, peer-driven.

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Global, Virtual Workforce Emerges

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GUIDING PRINCIPLE: Skills not geography are king. Wide sharing

of data, ideas

Opening Virtual Borders

Rise of Collaborative

Work

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  Approach a project/assignment in quickly formed teams.   Focus on people with skills and capabilities that differentiate.   Reward learning/fast adaptation and fast “unlearning”   Scan data/market for trends and adapt quickly.   Build, test, rebuild……

SWAT Work Teams

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7 Source: http://www.social-hire.com/social-recruiting-advice/3758/how-twitter-use-twitter-to-recruit

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AUTOMATION OF WORK

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Capital is Substituting for

Labor

-McKinsey Global Institute.

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Source: http://www.mckinsey.com/insights/employment_and_growth/the_world_at_work

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The Employment “Bathtub”

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INNOVATION IMPERATIVE

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Talent DisruptionInternet

Social

Mobile

Cloud

Big Data - Analytics

Technology Foundation

Emerging Innovations

Internet of Things

Robotics

Disruptive Scenarios

Sense & Respond Systems

Algorithms Automate Everything Talent

Robo-Talent Managers

Seamless Emplolyee/Candidate Conversation

HERE BE DRAGONS

Predictive Analytics

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9 Critical Capabilities of Knowledge Workers

Source: Oscar Berg http://www.oscarberg.net/2015/04/introducing-digital-collaboration-canvas.html

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Another Possible Capability Set

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Sense making

Social Intelligence Novel & Adaptive Thinking

Cross Cultural Competence

Computational Thinking

New Media Literacy

Transdisciplinary Thinking

Design Mindset

Cognitive Load Management Virtual Collaboration

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DESIGN WITH DATA

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NETWORK CAPITAL

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Effective knowledge networks require leadership from everyone – an aggressively intelligent and engaged workforce, learning with each other. Positional leadership, by the authority of some hierarchy, is giving way to reputational leadership, as determined by the myriad feedback loops of the network

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Social Influence – Network Capital

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Network Capital Enables

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CANDIDATE ATTRACTION

CANDIDATE ENGAGEMENT

HIGHER QUALITY

CANDIDATE

PERSONALIZEDMARKETING

BETTERSERVICE

LOWER COST

TRUST & RELATIONSHIP

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Elements of Influence

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CENTRALITY

Links,

Traffic,

Views

RELEVANCE

#Retweets,

Likes

RESONANCE

Activity

Level

REACH

How many,

How far

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  Shift from amount of knowledge to how fast you can learn.  People come to geographic centers (e.g. Silicon Valley) because it is there they learn the fastest by interchanges with other people face-to-face.  Libraries may take on new roles as “knowledge exchange centers.” They become the physical, intellectual knowledge sharing place people go to be part of panels and discussion groups, to learn from each other and from the materials available, have conversations, and even make things.

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NEW ORG STRUCTURES

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Cynefin Model – Dave Snowden

cognitive-edge.com/

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 Lean, Flat, Simple, Asset-Light Ecosystems Thinking Relationship Based Open, Agile, Collaborative Sense and Respond Systems Adaptive, Experimental Focus on creativity, design

Emerging Organizational Structures

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Tenure at the Top

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The topple rate, - a measure of how rapidly companies lose their leadership position, - has increased by almost 40 percent since 1965. The tenure of companies on the S&P 500 was 61 years in 1958; it’s now 18 years. If these trends continue, 75 percent of the S&P 500 companies will have changed over the next 15 years. Dealing with disruptive change is very tough, - and getting even tougher in our fast changing digital economy.

Source: Irving Wladawsky-Berger: http://blog.irvingwb.com/blog/2015/05/embracing-disruptive-change-why-is-it-so-difficult.html#more

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Changes in mindset, economics, & technology

Make possible flatter, leaner structures

Increases in automation & analytics

Which augment brain power

And an agile, largely contingent workforce

Organizations

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And a rise in contingent employment

With growth of entrepreneurial mindset

Value increasingly placed on creative arts, design, psychology & areas where computers struggle to add value.

Changes in attitudes, Internet, lifestyle

Lead to new work arrangements & styles

Increased complexity & rise in computer power

Individuals

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Emerging Org Types

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REICo-op

SEMCODemocracy

BURLINGTON CO-HOUSING

Sociocracy

ZAPPOSHolocracy

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COLLABORATION & COMMUNITY

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-Social Interaction -Value in relationship -Informal -Multi-Directional communication

21st Century

Common Communication Methods -Face-to-Face formal -Interview -Mail/Email -Meetings

Common Communication Methods -Face-to-Face informal -Interview -Social Media -On-line communities

Institutions Core Networks & Communities Core

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-Transactional -Low relationship -Formal -One-way communication

20th Century

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New Approach by

Zappos

No Job Postings!

NO

Job postings

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Two-Thirds of Work is Done Outside of Organizational Workspace

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Corporate Office 35%

Co-Working/Cafe 35%

At Home 35%

Growth is here

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Embrace Yourselves for the Worker of 2020 and Beyond

•  Half of workforce will be Gen Ys who are now in their mid to late 30s.

•  Many have never had a “normal” job or have had one briefly.

Valued by network with strong social network scores and peer endorsements.

•  May work part-time, some-time, anywhere.

•  Cycle between projects & longer term contracts.

•  Find work via skills marketplaces, peer networks, collaboration, social media.

•  Expect to be guided by process and goals, not a manager.

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Typical Worker 2020-2024

•  Self-learning dominates.

•  Measure of success is peer respect, goal achievement (performance), and flexibility.

•  Recruiting them is about finding them the right projects/people to work with.

•  Learn & find work via mobile devices and wearable tools.

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www.futureoftalent.org

Kevin Wheeler Founder & Chairman

kwheeler@futureoftalent.org

Follow me on Twitter: @kwheeler

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