The Future of Work

Glasgow, 2nd December

@NickGMRichmond

@EuropeanODF

Welcome, Agenda and Notices

Time Activity

4pm Welcome & Notices

4.15pm Community Development

4.45pm The Future of Work and the Future of Organisation

5.45pm Bio-break

6.15pm Open space technology

7.35pm Community Development

7.55pm Review and Close

Who are we

Mission

To build and advance the community, practice, and strategic role of Organisation Design

Purpose

Creating a connected community, exploring inspirational perspectives to release organisational potential

UK Chapter Vision

Recognising the ‘life’ is in the open exchange and the ‘fruit’ for us is in the practical application. With this in mind our vision is to provoke, stimulate and educate in a safe environment.

EODF Goals

Our main activities will support the following Goals:

1. Grow visibility of EODF – by building partnership with Partner Organisations, developing our presence on-line, in social media and by being present at professional conferences. We will build and develop an ambassador structure.

2. Grow our Membership – by further developing Country Groups and encouraging member sign up from our supporting community.

3. Developing Quality Content with our Members -Education Programmes – By initially developing or further developing the skills and knowledge of our Members (resources on our website, webinars, introductory 1, 2, 3 day programmes through to having an accreditation system in org. design.)

4. Have an amazing, inclusive Conference in Italy – with social interaction before, during and after the event – and transparency, inclusiveness in the planning and execution process too.

Notices

EODF Membership

• Relationships

• Knowledge

• Voice

Individual

£50 / year

Corporate

£300 - £1000 /

year

EODF’16 Schedule

UK

• 1st March, London, Naomi Stanford & Alison McMillan,

DWP, Alexandra Bode-Tunji, TfL

• March, Edinburgh

Masterclasses

• London – April / May

• Scotland - June

Annual Conference

• 14th – 15th Oct 2015, Barcelona, Spain

Milan Conference Feedback

Search #EODF15

Milan Conference Feedback

• Warmth

• Passion

• Generosity

• Inspiring

• Inclusive

• Challenging

• Rich

• Fulfilling

• Blessed

Community Development

• Select 2-3 pictures from your table which describe what is the future of work and organisation you imagine - 2020.

• Each person to introduce yourself then explain why you’ve selected selected these pictures.

• Use blue tack to stick your pictures on the wall to create a collage.

Community Development - images

Community Development - insights

• Different workplaces – virtual, welcoming, open office

• Work anytime

• Accounting for different demographic cultural needs

• More supportive of families – gender policies

• New technologies to enable working

• New skills needed to support the digital agenda

• Big data & insights to help employees thrive but beware big brother

• Reducing hierarchy

• Recycling and reusing legacy structures, building systems

• Role of leadership in increasing networked organisations

• What’s the journey and how do we change? / Transition to the future

• Tensions between old and new

• Building ecosystems for organisations and people to thrive in

• Values based organisations – fun and compassionate

• Paperless organisations / environmental sustainable organisations

• Work / life integration

07/04/2014 Future of Work and Organisation

The Future of Work and Organisationnick@tricordant.com

1

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Session Aims

• Build on prior research and your own insights

• Co-create a valuable set of insights which we can apply in our own organisations tomorrow

• To have some fun

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Process – Part 1

• Drawing from the long list of factors. One table focus on reviewing the PEST external factors and the other on the Tricord internal factors. Add missing factors, amend/merge others

• Agree your top 5 factors impacting organisations in the next 5 years

(30mins)

• Plenary discussion of top 5 highest impact factors

(10mins)

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Top 10 Factors

1. Ageless workforce with older people working longer and early entrants joining the workforce.

2. Migration due to war, disasters and wanting a better life

3. Increased scarcity of resources

4. Internet of things & big data

5. Increasing use of robotics / automation combined with AI

1. Importance of purpose, values and brand in creating and maintaining relationships

2. Responding to the environment for high performance & to shaping the future

3. Increasing frequency of process redesign

4. Integrating interfaces between automation/AI and humans systems

5. Increasing expectation to only do meaningful work for commercial and societal benefit

External PEST Factors Internal Tricord Factors

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• Explore the implications of 1 or 2 of these top 10 factors on the elements of the Galbraith Star model. (30mins)

Process – Part 2

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Implication of “Integrating interfaces between automation / AI to enable human systems” on:

• Emerging systems

• Easy to use for user including

allowing for diversity of users

• Improve efficiency

• Streamlined

• Integrated – talk to each, lean • Allows for central And local

differences

• Centre(s) expertise(s)

• Lean / streamlining

• Allow for formal / informal skills

• Flexibility/rotation

• Engage internal & external

‘doers/users’

• Link between provider and end user

• Meets need & links to common aim

• Performance measurement but

beware ‘hitting the target but

missing the point’

• Allows building relationships within

the process

• Collaborative / connected org.

• Transferable skills

• Recognise the skills / knowledge

other to what they were brought in

for

• Interlink with skills from outside

work into work

• Coaching/mentoring – sharing

expertise

• Informal/on the job learning

• Peer to peer as well downwards

and upwards learnings

• Recognised for your individual

contribution regardless of age

• Experience/knowledge not just ‘age’

or length of service based

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Implication of “Integrating interfaces between automation / AI to enable human systems” on:

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Implication of “Internet of things and Big data” on:

• Personalisation – market of

one/customising per market

• Signals not noise

• Who is accountable?

• Sense making – what to monitor, why?

• New business models

• Helps to cope with

environmental ambiguity

• Capability could be centralised

/ decentralised / matrix / other

• Organised for insight and need

fulfillment

Use for:

• Standardisation & customisation of

processes for value

• Asset maximisation

• Iterative sense making

• Iterative processing

Consider:

• IT platform

• Security & data governance important

• Reward for collaboration,

contribution to value and integrity

• Use to:

• Increase safety, inclusivity,

transparency, cohesion &

connection.

• Able to handle complexity

• Will need new skill sets

• Difference and diversity

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Implication of “Internet of things and Big data” on:

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Key Insights for the UK Organisations to Consider

Think in Polarities

Power & Expectations

Org

Health

Cohesion

Leadership

& Talent

Coordination & Interfaces

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Helpful Resources

• Tedx Talks– https://www.youtube.com/watch?v=ewA2BqbWhUQ

– https://www.youtube.com/watch?v=_BqLQW06vi4

– https://www.youtube.com/watch?v=qGH7nkXNm_k

• Websites (registration required but its free to use)– www.shapingtomorrow.com

• Articles/Reports– http://www.huffingtonpost.com/great-work-cultures/the-future-of-work-

people_b_8457018.html

– https://www.linkedin.com/pulse/small-beautiful-designing-teams-from-individual-up-nick-richmond

– https://medium.com/deep-code/the-future-of-organization-b26219e5fc95#.tqs7yj17q

– http://www.brianbarela.com/wp-content/uploads/FutureOfWorkReport.pdf

– http://raconteur.net/future-of-work

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Bio-Break

Open Space

Overview

• Highly scalable format i.e. 5 to 000’s attendees

• "At the usual conference, the best moments are the coffee-breaks.” Harrison Owen

• Key Characteristics

– Open invitation within a purpose / theme

– Co-created market place to set the agenda – everyone can lead a session

– Dynamic chair positions

– Self management & self directed learning

– Breathing pattern between plenary and break out sessions

• Best used when high levels of:

– Complexity

– Diversity

– Conflict

– Urgency

• https://en.wikipedia.org/wiki/Open_Space_Technology

Open Space

• 5 Principles and

– Whoever comes is the right people

– Whenever it starts is the right time

– Wherever it is, is the right place

– Whatever happens is the only thing that could have, be prepared to be surprised!

– When it's over, it's over

• 1 Law

– "Law of two feet“

Our Modifications

Opened the space earlyIdeascale.com

LinkedIn Groups

Key Insights

• Open the space early to build awareness, interest and momentum

• Encourage sessions within agreed theme / purpose

• Large inspiring space, poor lighting & noise/echo can impair

• Encourage a basic process for sessions to follow

• Insights capture / graphic recorders

• Great food

Summary and Close

• Post-It poll Results

– How welcomed you felt tonight? very strong, strong, weak, did not feel welcomed) Ave: Very Strong

– How valuable was this event to you? (out of 10, where 10 is highest value) Ave: 7.6

– Likelihood of you attending a future event? (0%-100%) Ave: 92%

– Other comments / suggestions

• I should have thought about it myself but highlighting bring/manage food @ break to manage energy

• Really valued process of session and thinking through impact on orgdesign

• I will invite at least one non-member to the next Scottish event. Thank you

• Thanks for organising and hosting, great to have sign posts to some further reading. Nice to connect with people & meet new people