Accelerating the Future of Work
Peter Drucker had once said "The best way to predict the future is to create it". How far are you from creating the future?
Everybody from the board to the sales delivery executive working on the street is now interested to know what is the Future of Work? Well I must say that as organizations we have been successful in coining this term. Well, how successful are you in actually implementing this? When we come to this question we all start looking at each other. There is no ONE right answer to this question. And yet there are/could be multiple right solutions to this question. Org across the world are grappling with some of these questions, and let me know if you have any different questions in your mind at this point of time, it will help us all to collectively focus on the right solution for each of us.
a. How is my organization going to be structured going forward? What is retained, redundant and what is new?
b. Will my job be redesigned? IF yes, which ones and how?
c. What basic hygiene elements for an employee/talent changes because of the above and how do we ensure seamless delivery of services to our employee?
d. Do we have to redesign our system and process? Which ones and WHY? How with this redesign can we provide a 'better experience' to our employees/talent which should lead to a better customer experience?
e. What is our sustainability of what we design? Feedback and corrective improvements?
There can be an endless list of questions, I have however tried to encompass most of the current challenges broadly in the above 5 questions. I am sure we are all at various stages of solutioning on the above questions and I thought it would be helpful if I could share some PoV that could help you in your thought process and design.
We need to understand as #leaders and HR professionals that the design of the future of work is inevitable, we need to get this done and get this done fast in an agile manner, just look around in the last 16 months things have drastically changed around you both personally and professionally, isn't it? If you don't keep pace with the change you will lose sight of your goal and get entangled in useless issues or futile time converters (FTC) as I like to call them. The other aspect is to reflect on the questions above individually, share solutions collectively and learn together however apply what best suits your organization. Do not copy paste, for what may work at X will not work at Y. You could take inspiration for sure but let it not be imitation.
One the most important area of future of work is the technology landscape and this is where the larger problem lies, there are so many options and we are lucky to be spoilt for choice but at the same time we are not sure on how to choose, what to choose and most imp WHY to choose? Let me try through this article to simply this for you. I have put together a model which you could refer to during your decision making brainstorming's. I call it the MATCH.
M stands for Maturity - of the organization you are a part of. That the starting step. Where is your organization (employees/talent/systems/infra/customers/process....) placed in each of the impacted areas compared to your peers, smaller firms or larger firms and globally. We all have global aspirations but making that leap in one go is sure sign for failure.
A stands for Audience - Who are the beneficiaries of this technology ? Your employees/talent other stakeholders, vendors, customers ? and Why do they need this, how will it help ?
T stands for the technology itself. Based on the above which and what form of technology do I need? A simple answer to this would be an answer to this question - Does the technology enable me(org) to provide a good/better/best "Experience" to the concerned stakeholders? Is it cloud based, SAAS, PAAS, features et all.... This will help you streamline who and what to go for :)
CH stands for the most important element which will decide if you will pass or fail. Its Change management. This final mega step is as crucial as the others. This phase you test, pilot and implement. Just remember that behaviors are hard to change, its very easy for people to go back to what they were doing than start picking up something new. To ensure this is a success you should get your "leaders" to be your champions and ensure they push the case for change.
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Last but not the least, the final aim and goal for you should be to ensure that you are able to provide an exceptional experience to all your stakeholders most importantly your employees who are your assets. I leave you with another Peter Drucker's quote
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Ajay Venkatesh
Team Coach(EMCC) & PCC-ICF | Psychometrics: Harrison(advanced), Hogan(advanced), Lumina, Belbin, DISC, Mapstell, MBTI, FIROB, Strong, etc. I SHRM Master Facilitator I Author
3 å¹´No matter how uncertain future is becoming, inspiring vision has always mobilised people in history and I believe that will continue to be, going forward. Experience of stakeholders IS very important, but more important is to craft a desired future, howsoever tenuous, with the involvement of stakeholders, one that reflects their dreams and values, and 'buy' their commitment. We may believe that pleasant experience is what binds stakeholders. A counter thought is 'blood and tears' bind people. For shared, imagined future.
Empathetic Design Leader | Information Design Coach
3 å¹´Amazing article ??
TOP Linkedin Voice/CEO MindFit & Chairman Your Passport2Grow | Performance Coach| BECOME A CAN DO PERSON | CHANGING THE ATTITUDE OF A GENERATION | PERFORMANCE COACH | CONSULTANT | STARTUP | GROWTH | SDG CHAMPION
3 年Engaging article Ajay Venkatesh Now the problem… very few pre-graduation know this and paradoxically pre-graduation is when they’ve more time to understand it and use it. So if we’re going to accelerate the Future of Work how do we get the message over earlier?
Business & Startup Strategic Advisor,Management Consultant, Leadership Coach Ex-COO, SVP, Global Delivery & HR Head
3 å¹´Very insightful and nice articulation of key perspectives and connecting with Change Management was brilliant MATCH. ?? Ajay.
HR Leader I HR Transformation through Technology and People I OD & Change consultant I People management and operations specialist I Data and analytics enthusiast
3 年Nicely put Ajay Venkatesh. My approach is understanding current processes and basis how new approach towards managing such processes will be one dimension in building employee experience from a tech perspective. Relevant processes and those which are aimed at improving communication, collaboration and or information dissemination alongside decision support are those which requires transition in the technology platform. While technology supports, how to use technology to keep the human connect is something we need to keep an eye on while planning the use of technology in employee management space. AI would certainly help in this arena - it’s just that we need to put design thinking from employees perspective and requirements to ensure effectiveness and value add.