1. The Future of Work
Future-proof ways of managing, organising and collaborating

2. Is not only …

3. But surely is..
A complete
new way of
organising
Starting with 3 core principles…

4. Autonomy
by minimizing
hierarchical structures
and rules

5. Strength Based Workdesign
Organising work
matching
individual strenghts and
organisational objectives

6. Collaboration
Amplifying
collaboration by
stimulating dialogue,
interaction and
knowledge sharing

7. Collaboration Strength Based Autonomy
Workdesign
Leadership 2.0
Crucial condition for the future of work

8. How to get started?

9. Who has to lead a future of work project?
CEO
67 %
HR
44 %
IT 5%
Facilities 2%

10. Step 1: Why doing it now? Sense of urgency
Why is Future of work essential for your organisation
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?
Connect with vision-mission and strategy of your organisation!
Look for sponsors and believers

11. Step 1: Why doing it now? Sense of urgency
Why is Future of work essential for your organisation
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?
Connect with vision-mission and strategy of your organisation!
Look for sponsors and believers

12. Step 2: Where are we going? Future state
Which parts of work organisation will change…
Culture & leadership | How?
Jobs & career | What?
Structures & organisation | Whereby and with whom?
Time & Place | When and where?

13. Step 2: Where are we going? How? Future state
Culture & leadership
New 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

14. Step 2: Where are we going? What? Future state
Jobs & career
From job-descriptions to roles
Personal branding
Market place with individual talent and tasks and projects
Temporary roles in projects
Transitional career

15. Step 2: Where are we going? Future state
Whereby & With Whom?
Structures & organisation
More autonomy in the teams
Minimal structure and rules
Agility embedded in organisational structure
Communities
Project-structure

16. Step 2: Where are we going? Future state
When & Where?
Time & Place
Teleworking
Co-working-places
Knowledge-sharing-platforms
Open access to information
New labor-contracts
Project-deals based on results
Social media

17. Step 3: Implementation Project plan
Create buy-in at C-level
From our survey:
Make a business case Most important obstacles:
1.Legal constraints
Create a interdisciplinary project-team 2.Continuity in service to clients
3.Leadership-culture
Communication-plan
Integrated approach instead of ad hoc initiaitves

18. Embedding
Step 4: Anchor the change
in the culture of the organisation
in the business processes
in the HR processes
Development
Staffing
Performance
Reward

19. Embedding
Step 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

20. Embedding
Step 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

21. Embedding
Step 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

22. Embedding
Step 4: Anchor the change
By embedding it in the HR processes
Reward
- Reward individual performance in teams and projects
- Reward team-performance
- Reward employability

23. Sense of urgency Future state Project plan Embedding
* Automony * Culture & Leadership * Change approach Anchor the change in
* Strength Based * Jobs & Career * Business Case HR processes
Workdesign * Structures & * Communication * Development,
* Collaboration Organisation * Staffing,
= Leadership 2.0 * Time & Place * Performance,
* Reward

24. Mobility
Increased quality of work
Environment
Society Stronger economy
Enhanced labor participation
Higher employability
Longer careers
…

25. annemie.salu@sdworx.com @annemiesalu
frederic.williquet@sdworx.com @fredericw