a workmatters summary guide to the future of work...• organizational agility is a top priority or...
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2018 WorkMatters Consulting Ireland. All rights reserved.
Kevin Empey
Managing Director, WorkMatters
A WorkMatters Summary Guide to the Future of Work
2018 WorkMatters Consulting Ireland. All rights reserved.
A WorkMatters Summary Guide to the Future of Work – Outline Contents
2
Section Page Number
Introduction to WorkMatters 3
Summary of Key Points 4
The Future of Work – context and key forces 5
Organization and People Implications 10
Organizational Agility – WorkMatters Proposition 15
Closing Thoughts 32
2018 WorkMatters Consulting Ireland. All rights reserved.
“People & Leadership Solutions for the Changing World of Work”
Future of Work
consulting and
training
Organizational
Agility
Consulting
Culture ChangeLeadership
Consulting &
Coaching
People Strategy
& Solutions
3
www.workmatters.ie
Introduction to WorkMatters
2018 WorkMatters Consulting Ireland. All rights reserved.
WorkMatters Summary Guide to the Future of Work – the key points
• We need to move on the debate regarding the ‘future of work’ and how to prepare for it
• The concept of Agility provides a useful and important starting point
• Need to consider Agility holistically at Organizational, team, leadership and individual
level for it to be a successful strategy
• AgileHR – a great opportunity but also a challenge for HR
• How agile are you ?
4
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Future of Work, VUCA…. - The changing world of work - media hot topic or a genuine leadership issue ?
2018 WorkMatters Consulting Ireland. All rights reserved.
Kiva robots increasing efficiencies in order fulfilment and
warehouse managementhttps://www.forbes.com/sites/stevebanker/2017/03/07/new-robotic-solutions-for-the-
warehouse/#5f46a5fb6506
RBS announced the shedding of 220 jobs to be replaced by
robo-advisershttp://www.bbc.com/news/business-35801498
Eve, an artificially-intelligent ‘robot scientist’ is designed
to automate early-stage drug design and make drug
discovery faster and much cheaperhttp://www.cam.ac.uk/research/news/artificially-intelligent-robot-scientist-eve-could-boost-
search-for-new-drugs
Amazon Prime Air is a service that will deliver packages up to five pounds in 30 minutes or less using small droneshttps://www.amazon.com/Amazon-Prime-Air/b?ie=UTF8&node=8037720011
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Enabling technology and digitalization certainly impacting all industries…
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Ocado, a British online-grocery company, is using air-
traffic- control systems and Artificial Intelligence to co-
ordinate 700 factory robotshttps://www.bbc.com/news/technology-38892383
GE uses Virtual Technology to enable users learn and
interact with GE’s power systems products and solutions in
a simulated 3-D environmenthttps://www.ge.com/reports/yes-hes-playing-video-games-but-its-work-how-ge-has-tapped-gamers-
to-build-virtual-worlds-populated-with-its-technology/
AI software diagnoses cancer risk 30 times faster than a
human doctor with 99 per cent accuracyhttp://www.wired.co.uk/article/cancer-risk-ai-mammograms
PwC launched online market place to tap into ‘gig economy’
(2016). Talent Exchange matches freelancers with internal
projectshttp://fortune.com/2016/03/07/pwc-freelance-marketplace/
7
Enabling technology and digitalization certainly impacting all industries…
2018 WorkMatters Consulting Ireland. All rights reserved.
Not just about Technology: Other forces transforming the world of work
Globalization and
customer expectations
Resources
Society and workforce
Technology &
ConnectivityChanging
Demographics
Pace of Change
Talent Scarcity
and changing
skills 8
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Federal Government of Germany, Nov. 2016 Office of the President, USA, Dec. 2016Taylor Report, UK, July 2017
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Future of work also a growing concern globally for Government policy
makers
2018 WorkMatters Consulting Ireland. All rights reserved.
Organization and
People Implications
2018 WorkMatters Consulting Ireland. All rights reserved.
To critically assess the Organizational, leadership and individual
implications presented by the ‘future of work’, a good place to
start is to establish some consensus about what we mean by
this commonly quoted but undefined term……
“The future of work is the fusion of rapid business adaptability, Organizational agility and fundamental changes to work and the
workplace” - A working definition for the ‘future of work’…..
11
2018 WorkMatters Consulting Ireland. All rights reserved.
Issue: pace of business model change is too fast for traditional approaches…
▪ New, technology enabled
business models
▪ Rapid customer solutions
and product Innovation
▪ Partnerships & alliances
▪ Leadership &
engagement
approach
▪ Culture and ways of
working
▪ New people
practices, careers &
work arrangements
▪ Adaptable work processes &
technology
▪ Workforce strategy
▪ Alternative models for getting
work done
Strategy
&
Structure
Processes &
TechnologyPeople
Organization
of the Future
Future of
People @
work
Business
of the
Future
FROM TO
12
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This context presents a number of organizational and business challenges…
Business strategy and delivery model options
including partnerships, alliances, outsourcing, rapid mobilisation etc.
Changing workforces and expectations
(demographics, diversity, older workers, generational differences)
Increasing pace of change requiring multiple responses to how to manage
change
Increasing recognition of
culture as a competitive
advantage and imperative in an open and social media savvy world
Increasing influence of digital strategy requiring new capabilities and mindsets
The HR Challenge including declining engagement,
people strategy, HR delivery
model and capabilities
Organization and
Work Design to maximise
operational effectiveness as
well as resourcing flexibility at
the optimum cost
New Leadership
capabilities and
styles required ?
13
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Underlying Fact: Moving into more complex and fast moving times…..
14
Zimmerman & Stacey
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What is the implication of this increased complexity for Organizations,
leaders and individuals ?
Our Proposition…..
The concept and associated principles of Agility provide a useful basis for
developing practical strategies in preparing Organizations, leaders and individuals for the future of work….
15
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What does the research say about the role of agility and the future of work
? - An observable quality at the Organization, leadership, team and individual
level….
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“The concept of the
agile Organization is the
most predominant and
popular of the
proposals regarding the
problem of dealing with
unpredictable, dynamic
and constantly
changing
environments”
(A. Muduli)
“Agility, along with
resilience, at
organization, team
and individual level is
a key adaptive quality
required to deal with
increasing and
turbulent change”
(McCann and Selsky)
“Business leaders and
individuals will need to
adopt agile practices
and mindsets in order
to thrive in this new
landscape”
(Linda Holbeche)
2018 WorkMatters Consulting Ireland. All rights reserved.
Business leaders seem to agree on the importance of agility for future
business success and survival …
• Organizational Agility is a top priority or within top-three
priorities for three-quarter of the respondents
• 81% of respondents in agile units reported a significant
or moderate increase in performance since their
transformation began
• Agile units are 1.5 times more likely to outperform their
peers in financial performance
2017 McKinsey Global Survey, Organizational Agility
https://www.mckinsey.com/business-functions/organization/our-
insights/how-to-create-an-agile-organization
• 94% of the surveyed companies believe agility and
collaboration are critical to Organization s’s success
Deloitte 2017 The organization of the future reporthttps://www2.deloitte.com/insights/us/en/focus/human-capital-
trends/2017/organization-of-the-future.html
• 90% of CEOs and CIOs surveyed said agility was
critical for their business success
Economist Intelligent UnitGlenn, M. Organizational agility: How business can survive and thrive in turbulent
times. Economist Intelligent Unit (2009).
• Agile firms grow revenue 37 percent faster and
generate 30 percent higher profits than non-agile
companies
Massachusetts Institute of TechnologyWeill, P. MIT CIO Summit. MIT Sloan School of Management’s Center for
Information Systems Research (2006).
• 89% of CEOs believe agility is critical to their company’s
future success
• 96% said they will need to be more agile in the future to
be successful
IESE / Oliver WymanReport on Organization al Agility, 2018
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2018 WorkMatters Consulting Ireland. All rights reserved.
“Organizational Agility is the strategic and
operational ability to sense environmental
change and to quickly respond by flexibly
assembling resources, processes, knowledge
and capabilities” (Yang and Liu)
“flexibility with purpose”
Better clarity and agreement required for Agility to be successful- Many definitions of Organizational Agility highlighting the importance of having a
clear vision for what Agility means for you and your Organization ….
18
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What is clear from both practice and research is the need to look at Agility
holistically from a number of perspectives……
1. Strategic Agility
6. HR Agility
5. Personal/ Individual Agility
2. Organizational Agility
3. Agile Teams
4. Leadership Agility
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1. Strategic Agility- Maintaining and exploiting current business, while exploring and sensing new
growth and value in a rapidly changing environment
McKinsey’s Three Horizons of Growth
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2. Components of Organizational Agility – all levels needed for success
Organizational Agility
Team Agility
Leadership & Personal Agility
Organizational Agility• Strategy & Culture
• Structure & Processes
• Technology
• Workforces & HR Practices
• Learning & Customer Mindset
Team Agility• Shared Goals & Alignment
• Agile Processes, Problem Solving &
Decision Making
• Supportive Relationships
• Accountability
Leadership/ Personal Agility• Leadership Agility
• Personal/ Individual Agility Factors
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2018 WorkMatters Consulting Ireland. All rights reserved.
2. Testing for Organizational Agility
– The WorkMatters SCOPE ‘Heath Check’ tool
Health Check
Category
Description
Strategy ▪ Agility contextualized and evaluated for own sector and business model
▪ Strategy explicitly calls out organization appropriate agile principles & approach
Culture ▪ Culture of setting up, executing and learning from experimentation
▪ Agile values with safe environment for innovation, learning and disruption
▪ Agile leadership practices and behaviours
Organization ▪ Structures, systems and technology enabling agility
▪ Operational and decision making processes have capacity to implement changes (both
incremental and discontinuous) and to convert these changes and resources to
performance
▪ Agile team structures and processes
People ▪ Agile talent strategy and practices
▪ Agile HR capability and business support model
External Focus ▪ External partnerships, linkages and relationships
▪ Capacity for scanning environment to identify opportunities and risks
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2018 WorkMatters Consulting Ireland. All rights reserved.
3. Agile Team Working: The way work gets done is also changing -Emphasizes collaboration, focus on outcomes, team self management, customer
interaction, experimentation, continuous improvement and the flexibility to adapt to
emerging realities
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2018 WorkMatters Consulting Ireland. All rights reserved.
4. Agile Leadership levels – from ‘expert’ to ‘agile’ leader
Agile
Leadership
Level
Key features
Expert ▪ Subject matter / domain expertise, positional authority
▪ Success through incremental improvements to existing strategy
▪ Largely tactical, supervisory
Achiever ▪ Motivated to achieve outcomes of value to the organization
▪ Motivating others recognized as important, strategic
▪ Successful where episodic shifts in strategy and change exist
▪ Strategic, managerial
Catalyst ▪ Facilitative, visionary, sees beyond current strategy and sets out to
create a participative culture. Longer term, open, change oriented,
able to think beyond basic assumptions
▪ Successful in a high change, volatile environment
Leadership agility is
probably the most
important
competency for
leaders to have in
today’s rapidly
changing world”
- Marshall Goldsmith, author
of What Got You Here Won’t
Get You There
Joiner & Joseph
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5. Personal Agility
- What are the qualities most associated with personal agility ?
Purposefulness
Learning mindset
Change orientation
Autonomous / empowered
Relationship management
Collaborative
Empey, 2017
25
2018 WorkMatters Consulting Ireland. All rights reserved.
Empey, 2017
Collaborative▪ Team oriented▪ Collaborative▪ Committed to
knowledge sharing
Relationship Management▪ Builds trust▪ External and internal network▪ Demonstrates impact and
influence▪ Comfortable with handling conflict
Autonomy & Empowerment
▪ Psychologically empowered
▪ Enabled /Supported
Purposefulness▪ Purposeful, self-knowing▪ Self-starting, action oriented▪ Committed, positive▪ Personal / Organization al Alignment
Learning Mindset▪ Systems thinking, integrative▪ Openness▪ Personal Mastery / commitment
to learning ▪ Creative and resourceful▪ Quick acquisition of new skills
Change Oriented▪ Adaptiveness, responsive and
proactive towards change▪ Resilient
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5. Personal Agility
- What are the qualities most associated with personal agility ?
2018 WorkMatters Consulting Ireland. All rights reserved.
Work Architect & Strategist
Culture and Employee Experience Shaper
Talent Planner and HR Builder
Facilitator, Leader & Coach
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6. HR’s Role in shaping this new ‘future of work’ ?- Future of work environment both an opportunity and a challenge for HR
2018 WorkMatters Consulting Ireland. All rights reserved.28
6. Emerging HR- Next practices being underpinned by agile practices and principles
Traditional (from) The AgileHR Way (to)
Hierarchical structures and centralized Collaborative networks and distributed responsibility
Secrecy Transparency
Prescriptiveness and control Adaptability (e.g. menu approach v fixed) and facilitative
Jobs and roles Work and skills (machine, human, external / internal)
Policies, rules and standards Supporting flexibility, speed and collaboration, trust
Deliver programs and processes to customers Co-create with customers in design and delivery
Specialist HR roles T-shaped people professionals, value stream based HR
One size fits all No size fits all
Project management, implementation Continuous change management capability
Technical precision Experimentation and iteration
Adapted from Agile People, Thoren
2018 WorkMatters Consulting Ireland. All rights reserved.
For example: Learning and Growth – emerging practices and principles in an AgileHR environment, signalling shift
towards continuous learning and optimization of technology
LESS OF / TRADITIONAL MORE OF / FUTURE
Structured and planned training and development
programmes
Continuous, on-demand, on the go, lifelong learning approach, digital skills
registry
Company led More employee influence, self led, enabled
Few days per year A few hours per week/month
Static and individual learning (consumers) Online and peer / community learning (serial learners)
Class, instruction and materials led Online, micro-learning, VR, MOOCs/SPOCs, mentor / group follow up
Functions outsourcing learning to HR / externals
following training needs analysis
Co-created design and content, partnership, HR facilitated but not led,
optimum internal / external / technology mix
Learning professionals focused on content,
delivery and procurement
New learning roles, network managers, marketing and communications
techniques etc. Consumer mindset
Transactional / functional experience Transformational, technology enabled, self-led and community learning
experience. Consumer grade experience for retention as well as growth
and productivity
29
2018 WorkMatters Consulting Ireland. All rights reserved.
Aligning and adapting HR programmes and structures to the new work
models will be required
Design Thinking
principles
needed to
challenge,
transform and
‘future proof’
traditional HR
processes and
approaches
Planning
Sourcing
Selecting
DeployingDeveloping
Rewarding
Separating A new
‘consumer
grade’
experience
AgileHR
principles and
mindset
30
2018 WorkMatters Consulting Ireland. All rights reserved.
What is actually changing in practice and why ? - 10 Themes Impacting the Workplace
Source: The Future Workplace Experience (Meister & Mulcahy, 2016)
What workers expect from
work
Make the workplace an experience
Use Space to promote culture
Be an agile leader
How Technology will
transform the workplace
Use technology as a disruptor and
an enabler
Build a data driven recruiting
system
Embrace on-demand learning
The changing composition
of the workforce
Tap the power of multiple
generations
Build gender equality and capitalize
on diversity
Plan for more gig economy
workers
Be a Future of Work activist
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2018 WorkMatters Consulting Ireland. All rights reserved.
Closing Thoughts
• Need to move on the debate regarding the ‘future of work’ and how to prepare
for it
• Does Agility provide a practical and useful starting point ?
• Need to consider Agility holistically at Organizational, team, leadership and
individual level
• AgileHR – both a great opportunity and a challenge for HR
• How agile are you ?
32
Thank You
33