unlocking the future of work: don’t let the future happen to you

ayeletbaron.com [email protected]

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© 2013 Simplifying Work. All rights reserved. |

UNLOCKING THE FUTURE OF WORK Don’t Let the Future Happen to You Ayelet Baron| Futurist Simplifying Work: Ideas that Matter Former Chief Strategy and Innovation Officer, Cisco Canada September 25, 2013

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SURVEY SAYS People loath …

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WORK What we do to earn money © 2013 Simplifying Work. Ayelet Baron

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JOB How we make a living

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1800s People are connected in their communiFes

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MASS MEDIA ConnecFng people to informaFon and people

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SOCIAL BUSINESS

Everything is connected. Too much focus on technology and tools and not enough on the business we are in.

h"p://blogs.cisco.com/

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HUMAN CENTRIC

Work — at the level of the economy, business, and individual — is changing faster than ever before. People become more important than ever to create and execute strategies.

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Key Trends

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PEOPLE Have become the weakest link in business

The average employee is not jumping out of bed to go to work

More than 95% of US workers are in the wrong roles −Ignite

80% of employees between the ages of 23 are interested in changing jobs −Ignite

DeloiZe’s Shi\ Index indicates that 80% of workers don’t like their jobs


OLD WORLD We may have cubicles but we are sFll operaFng like it’s 1954. You drive to the office to sit in a cube.


13 WELLNESS Workplace wellness is a $300 billion

productivity crisis © 2013 Simplifying Work. Ayelet Baron

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NOT THE PEOPLE POTATO STRATEGY, AGAIN

The workplace has become profoundly destrucFve to the human spirit.


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TECHNOLOGIES DON’T CHANGE. PEOPLE DO.

Introducing new technology into the workplace with old world thinking is inhibiFng progress Vast majority of social collaboraFon iniFaFves fail due to lack of purpose. "Provide and pray" approach has just a 10 percent success rate.


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Employees increasingly looking for personal growth, purpose recogniFon, access, influence, work-‐life balance, impact


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Source: Future of Work: MBO State of Independence 2013 Study, Emergent Research

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INDEPENDENT WORKFORCE

By 2020, over 40% of the workforce will be conFngent


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Source: Future of Work: MBO State of Independence 2013 Study, Emergent Research

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INDEPENDENT WORKFORCE

Independents spent $96 billion hiring the equivalent of 2.3 million FT workers via contract hiring. 1 in 4 hired others on a contract basis.


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http://www.slideshare.net/matthewpanzarino/moritz-tc-disrupt-talk?ref=http%3A%2F%2Fwpcomwidgets.com%2F

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PEOPLE CENTRIC WORLD

By 2025, over 75% of the workforce will be comprised of Millennials. That’s just over 11 years away.


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GLOBALIZATION From 2012 to 2030 there will be a decline of 40M workers in developed countries. By 2020, developed countries will need +40M workers. In developing counFes, there will be an increase in 1B workers −Hot Spots Movement


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h"p://www.slideshare.net/bengrossman/10-‐social-‐best-‐pracJces-‐from-‐the-‐best-‐social-‐brands-‐of-‐2013

ABUNDANCE Easy for consumers to get what they want when they want it


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SHIFT ConsumerizaFon of the workplace © 2013 Simplifying Work. Ayelet Baron

h"p://www.ecns.cn/2012/10-‐01/29165.shtml h"p://www.slideshare.net/LuminaryLabs/the-‐innovaJon-‐myth

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GAPS People are adopFng (expensive) technology faster than an annual plan can accommodate


UNLOCKING WORK DON’T LET THE FUTURE HAPPEN TO YOU


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DISRUPTION Knowing how to reinvent your business may keep you in business


Neither a wise man nor a brave man lies down on the tracks of history to wait for the train of the future to run over him. −Former U.S. General and President Dwight D. Eisenhower

Who and What will Disrupt Your Business?


People have a lot more choice than they did a decade ago about where and how they might work


Say Hello to 21st Century Work: Say Goodbye to 20th Century Practices:

Nimble organizaJon and open, transparent communicaJon Top-‐down hierarchies




CreaJng new markets CompeJng for market share





Project-‐based work Job based work






People-‐ centric OrganizaJon-‐centric







Trust-‐based Command and control








Networks/RelaJonship based OrganizaJon hierarchy









Life-‐work Work-‐life balance


1.   Workers should be treated like adults: There are no schedules, few meeFngs, and fewer rules

2.   Your locaFon maZers less than your output: Employees work remotely, from wherever in the world they wish

3.   You can escape email hell: No one uses email, preferring customized blogs and online chats

4.   Hire by trial 5.   There is no innovaFon without

experimentaFon: Workers launch new ideas and features dozens of Fmes a day


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IT’S ABOUT PEOPLE

CompeFFve pressures will increase. We will finally understand that having a great workplace is not opFonal. The urgency for leaders to take acFon is essenFal.


PEOPLE Creating a human-centric and meaningful workplace


So what can we do?

Stop focusing on employee engagement programs. Involve your people in a meaningful way. PracJce collaboraJon. Listen. Have less meeJngs and more conversaJons. Understand how the meaning of trust is changing. Build relaJonships.

Enable your strategy with tools. Remember technology doesn’t change; people do Experiment but don’t let technology lead CollaboraJon is not a technology issue; it’s a people issue

Create new markets for your organizaJon. Experiment. Discover what works and what doesn’t. Fail fast. Stop managing adults. Start managing work/projects.

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Imagine that you had the ability to make sure everyone knew how to play their posiJon and deliver on YOUR future vision


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THE FUTURE “When it comes to the future, there are three kinds of people: those who let it happen, those who make it happen, and those who wonder what happened.” −John M. Richardson, Jr.
