There is an awful lot of messaging around what the future of work could or should look like, but are we doing enough NOW to help bring any future vision to life? What personal accountability are we all taking today, to try and help move the dial on future ways of work?
I ask this question sincerely as from what I can see there is still far too much silo working, nepotism, fear to challenge the status quo (too much ‘yes’ culture), bullying in the workplace, poor listening, poor self-awareness of leaders and a general lack of care for those in their charge.
I am not being negative here, just pragmatic and honest about where I see things.
No this is not 1817 or even 1917 that I am referring too – it is today, in August 2017
I offer some examples as to “how” I am taking personal accountability below to push towards a more humane, positive looking future of work.
@simonsinek Golden Circle model from as long ago as 2006 as it is so important and is easy to use.Why? Because it is just and right thing to do. We enter this earth as equals (unless due to some unfortunate circumstance), with the same access to resources, the same air being breathed and the same world of opportunity before us. Leaders need to remember and recognise that, keeping egos in check (which in itself is fear-driven)
For anyone that has an interest, society is actually moving towards abundance in so many areas with business and society at large being nowhere near ready for that. I am currently reading @salimismail book “Exponential Organisations” which is an incredible read. If someone talks about the fact that by harnessing technology more effectively that every household could get by on solar energy alone within 23 years you would think this was crazy right? It isn’t, it is the future and in the same way, our organisations and their leadership need to wake up to transforming their practices around technology and people otherwise they are going to get left behind.
M&A can only take you so far…………….. In fact there is a very interesting book by Perry Timms coming out in October called “Transformational HR,” @Trnsfrmtnl_HR I have seen some paragraphs and it looks suitably challenging and the right dialogue for this discussion around the future of work
How? Below are 3 examples of ways that leaders and organisations can get ready for the WOF with some areas of personal interest as follows:
- WorldBlu Freedom at Work
@WorldBlu vision is to help 1 billion people live free from fear. In other words, helping 1 billion people live braver, more fulfilling lives.
I attended their Power Question workshop back in April 2017 which was literally life-changing for me, clarifying my personal vision and purpose: http://info.worldblu.com/the-power-question-process?utm_campaign=The%20Power%20Question&utm_content=57836810&utm_medium=social&utm_source=twitter
I am currently working through their freedom-centred leadership programme which is genuinely one of the most thorough, challenging development programmes I have done. It is peer reviewed which makes it more challenging but also offers a lot of regular learning and feedback.
They have in fact released the Purpose & Vision principal badge for anyone that may be interested:
- Profinda Workforce of the Future (WOF)
I have had the pleasure of being recently introduced to the Workforce of the Future (WOF) platform by @PerryTimms , who was one of the platforms founding members
I have been involved for the past 3 weeks and must say I am very impressed with the quality of discussions, debate and open thought collaboration. Any leader that an interest in the future of work should contact vicky.holdsworth [at] profinda.com to learn more about it. You can find out more at the following link or find Vicky @vicksholdsworth
- Corporate Rebels – Open Slack team
@haighclaire shared the following link on Twitter recently to Corporate Rebels Slack team which is one of the most up to date, valuable resources evidencing case studies around open book management, self-organised teams and positive, future looking working practices
What? The output of leaders taking a more active interest in their people, their welfare and their development is that we will see improved levels of collaboration, ideation and performance. Cause and effect.
All 3 of the above, by chance but reiterating the point, are heavily tech-based solutions to improving the collaboration around the future of work.
These interventions supported by face to face events such as hackathons, conferences and networking events will help develop a much richer, challenging and interesting dialogue around the future of work.
Why would we be afraid to put people before profits?
I am interested in any challenges or other ideas/knowledge sharing around the future of work/workforce of the future and look forward to learning more as we go.