future of work by sd worx
DESCRIPTION
Keynote presented @ http://www.mrhcongress.comTRANSCRIPT
The Future of Work
Future-proof ways of managing, organising and collaborating
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Is not only …
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Starting with 3 core principles…
A complete new way of organising
But surely is..
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Autonomy
by minimizing hierarchical structures and rules
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Organising work matching individual strenghts and organisational objectives
Strength Based Workdesign
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Amplifying collaboration by stimulating dialogue, interaction and knowledge sharing
Collaboration
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Crucial condition for the future of work
Collaboration Strength BasedWorkdesign
Autonomy
Leadership 2.0
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How to get started?
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Who has to lead a future of work project?
0 % 17,5 % 35,0 % 52,5 % 70,0 %
67 %
44 %5 %
2 %
CEO
HR
IT
Facilities
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Why is Future of work essential for your organisation
Step 1: Why doing it now?
What does it mean for the organisation?
What does it mean for your employees?
What does it mean for the clients?
What does it mean for society?
Look for sponsors and believers
Connect with vision-mission and strategy of your organisation!
Sense of urgency
dimanche 25 septembre 11
Why is Future of work essential for your organisation
Step 1: Why doing it now?
What does it mean for the organisation?
What does it mean for your employees?
What does it mean for the clients?
What does it mean for society?
Look for sponsors and believers
Connect with vision-mission and strategy of your organisation!
Sense of urgency
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Which parts of work organisation will change…
Step 2: Where are we going?
Culture & leadership | How?
Jobs & career | Wat?
Structures & organisation | Whereby and with whom?
Time & Place | When and where?
Future state
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Step 2: Where are we going?
Culture & leadershipNew attitudes and competences for employees and leaders
Open leadership: authenticity
Leader is talentmanager, social architect, facilitator, coach
Create a culture of trust
Define clear goals and objectives
Continuous dialogue
Stop controlling start interacting
Future stateHow?
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Step 2: Where are we going? Future state
From job-descriptions to rolesPersonal brandingMarket place with individual talent and tasks and projectsTemporary roles in projectsTransitional career
Jobs & career
Wat?
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Step 2: Where are we going? Future state
Structures & organisation
More autonomy in the teams
Minimal structure and rules
Agility embedded in organisational structure
Communities
Project-structure
Whereby & With Whom?
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Step 2: Where are we going? Future state
Time & Place Teleworking
Co-working-places
Knowledge-sharing-platforms
Open access to information
New labor-contracts
Project-deals based on results
Social media
When & Where?
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Project planStep 3: Implementation
Make a business case
Communication-plan
Create a interdisciplinary project-team
Create buy-in at C-level
Integrated approach instead of ad hoc initiaitves
From our survey:Most important obstacles:
1.Legal constraints2.Continuity in service to clients
3.Leadership-culture
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EmbeddingStep 4: Anchor the change
in the business processes
Development
in the HR processes
Staffing
in the culture of the organisation
Performance
Reward
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EmbeddingStep 4: Anchor the change
By embedding it in the HR processes
Development
- Organise sharing of knowledge (virtual & face-to-face)
- Encourage jobcrafting, jobrotation and project-working
- Stimulate initiatives for self-development
- Make people work outside the organisation and value the experience
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EmbeddingStep 4: Anchor the change
By embedding it in the HR processes
Staffing
- The new way of working is part of your employer brand
- Make individual deals on working conditions and careers
- Recruit future competences
- Encourage people to expose their talents
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EmbeddingStep 4: Anchor the change
By embedding it in the HR processes
Performance
- Set clear goals and objectives
- Short feedback-loops, feedback in real-time, online dashboards
- Strength based performance appraisal
- Feedback by more then one person
- Combine individual and team-performance
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EmbeddingStep 4: Anchor the change
By embedding it in the HR processes
Reward
- Reward individual performance in teams and projects
- Reward team-performance
- Reward employability
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Culture & LeadershipJobs & CareerStructures & Organisationtime & Place
Implementation Anchor the change in development, staffing, Performance, Reward - processes
AutomonyStrength Based WorkdesignCollaboration= Leadership 2.0
Sense of urgency Future state Project plan Embedding
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MobilityIncreased quality of work
EnvironmentStronger economy
More labor participationHigher employability
Longer careers…
Society
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