Presentation for aged care providers and leaders from Maroba Aged Care, Australia. Delivered 24 May 2016

1. Heidi Alexandra Pollard
Leading Change and Adding Meaning
for the Future
of Work
Unleash Your Higher Power
www.UQPower.com.au

2. We’ve been fortunate to work with many leaders looking for a better way of doing
business for the wellbeing of people and planet.
We’ve worked with dozens of businesses who are passionate about redefining work
for the future so that people can love their work everyday.
Better Way To Do Business
UQPower.com.au#StartWithU

3. As workplace futurists and culture hackers, we get excited about the creation of
uncorporate cultures and how business and people are adapting and creating new
ways of working in order to remain relevant and be sustainable.
We’re passionate about
Work / play / living
Generosity Economy
Global nomads
City based dwellers
Massively mobile
Energy mgt
Disconnection
Depression
Co-working
Collaboration
End of retirement
Life/Work Blend
Cloud computing
Education reengineering
Quadruple bottom line

4. ““Heidi we’ve seen moreHeidi we’ve seen more
change in the last 3 yearschange in the last 3 years
than in the lastthan in the last 3030.”.”

5. We Are Experiencing

6. Shift happens.
• Hyper-connectivity
• Increased Demand for CSR
• Accelerating Technology
• People want tailored convenience

7. Major shifts.
• BC / AC – Before Christ
• Bi / Ai – Before iPhone
• BT / AT – Before Tesla

8. AND A MAJOR SHIFT TO
consumer driven
BUSINESS

9. Facebook – world’s largest
media owner
Creates NO content

10. Alibaba – world’s most
valuable retailer
has NO inventory

11. UBER – world’s largest
transport company
Owns NO VEHICLES

12. air bnb – world’s largest
accommodation provider
Owns NO HOTELS
yet does 500,000 average #nightly stays

13. The best thing about being a workplace
futurist is that I get to make mistakes

14. Let’s take a walk in theLet’s take a walk in the
Land of PossibilityLand of Possibility
and see if you can be aand see if you can be a
futurist too!futurist too!

15. Let’s take a walk in theLet’s take a walk in the
Land of PossibilityLand of Possibility
and see if you can be aand see if you can be a
futurist too!futurist too!

16. www.UQPower.com.au
DISCUSSION
How many predictions did you guess?
Which predictions surprised you the most?
How does this apply to your work at Maroba and
the Aged Care industry?
UQPower.com.au#StartWithU

17. UQPower.com.au#StartWithU
TRADES INNOVATION & CHANGE

18. AGRICULTURE INNOVATION & CHANGE
New technologies are revolutionizing the use of remote
sensing in agriculture. The widespread availability of low cost
drones enables agricultural professionals to cost-effectively
gather crop health information without waiting for satellite
passes or paying the high costs of manned-aircraft flights.
Information can be collected at resolutions measured in just
inches per pixel.

19. MEDICAL RESEARCH CHANGE
Meet Jamie, Antony and Will
Three University of Newcastle biologists who have hand-built a state-of-the-art laser microscope at HMRI that delivers clear 3D cellular images with unparalleled speed and precision.

20. LOCAL INNOVATION
Where commercial versions cost up to
$1 million, the team of 3 have assembled their unique device for just $70,000 using plans, parts and technical advice sourced from the internet and collaborators around the world.
“Laziness and impatience
can breed innovation.”
Antony Martin

21. HUMANS NEED
NOTAPPLY

22. www.UQPower.com.au
CHANGE IS GOING TO HAPPEN
YOU CAN CHOOSE TO LET IT HAPPEN TO YOU
OR YOU CAN
Make It Happen
AND LEAD THE WAY!
UQPower.com.au#StartWithU

23. www.UQPower.com.au
WHAT DOES ALL THIS CHANGE MEAN FOR
finding meaning
IN OUR WORK?
UQPower.com.au#StartWithU

24. What does it mean to you?

25. “The fastest way to
disengage an
employee is to tell
him is work is
meaningful only
because of the pay
check.”
SHAWN ACHOR
HAPPINESS
EXPERT

26. Research shows
when you ask workers:
What is a
human
workplace?

27. The most common responses are:
Respect for
people as
individuals.
All are recognised
and appreciated.
They care
about each
employees
wellbeing.

28. YET ONLY 63%
OF WORKERS AGREE THAT THEIR
COMPANY LEADERS CARE ABOUT
THEM AS AN INDIVIDUAL AND
ACTIVELY TRY TO CREATE A MORE
human workplace
Source: WorkHuman Research Institute at Globoforce

29. AND YET WHEN LEADERS CREATE A
human workplace
EVERY CULTURE METRIC IMPROVES
Source: WorkHuman Research Institute at Globoforce

30. So what does it actually take to create a
successful, sustainable, human
Workplace Culture?

31. FOR STARTERS YOU HAVE TO
#startwithU
AND GET YOUR HOUSE IN ORDER

32. 4HACKS TO GET YOUR
House in Order

33. 1 : EQ
STOP, COLLABORATE & LISTEN

34. CREATE A COLLABORATIVE
ENVIRONMENT

35. TURNS OUT THE WORLD IS FLAT

36. “Flattening an organisation isn’t just about
rearranging an organisational chart.
It’s about empowering employees to make
and participate in decisions and
communicate with everyone across the
company.”
Author of the Future of Work, Jacob Morgan

37. STOP, COLLABORATE & LISTEN
What are the barriers to listening more?
Your own voice inside your head!
You have between 50,000-70,000 thoughts per day,
ie: 35 - 48 thoughts per minute per person, but
95%are the same as yesterday.
Noisy huh!

38. How do your employees
describe your culture?
It’s
OK Fun
Old
fashioned

39. GIVE FEEDBACK
Did you know when workers
feel appreciated
They are 47%
more likely to agree that leaders care
about creating a human workplace.

40. 2 – VISION
CREATE PURPOSE AND ALIGNMENT

41. DO YOUR EMPLOYEES KNOW AND
UNDERSTAND YOUR
ORGANISATIONS CORE
Vision & Values?

42. Only businesses with a clear
‘reason for being’, or purpose,
will be innovative and truly
sustainable in the future.
TIM BROWN, CEO, IDEO

43. As we grow as a company, it has become more and more important to
explicitly define the core values from which we develop our culture, our
brand, and our business strategies.
1.Deliver WOW Through Service
2.Embrace and Drive Change
3.Create Fun and A Little Weirdness
4.Be Adventurous, Creative, and Open-Minded
5.Pursue Growth and Learning
6.Build Open and Honest
Relationships With
Communication
7.Build a Positive Team
and Family Spirit
8.Do More With Less
9.Be Passionate and
Determined
10.Be Humble

44. 3 – BODY
IT’S SO EASY BEING GREEN
and fun and productive

45. 3 TIPS TO
RE-EINGINEER
YOUR OFFICE SPACE
- Think of your office like Norwegian telco Telenor’s CEO Jon
Baksaas does - not as real estate but a communication tool.
- Place strategic coffee machines - chance encounters and
interactions between knowledge workers improve performance.
- Place potted plants and live foliage in the office to make it more
“green” – it can increase happiness and productivity by 15%.
Sources:
http://www.reuters.com/article/us-health-psychology-office-plants-idUSKCN0HR2DW20141002
https://hbr.org/2014/10/workspaces-that-move-people

46. REIMAGINING THE OFFICE

47. REIMAGINING
THE OFFICE

48. “YOUR seniority AND status
IN THE ORGANISATION, DOES NOT
NEED TO BE REINFORCED
BY HOW MUCH
space
YOU GET.”
Philip Tidd / Gensler Architecture, The Guardian

49. Zappos uses a new metric -
“collisionable hours” –
to measure a space’s
effectiveness.

51. 3 – PROFIT
CONSCIOUS CAPITALISM

52. CSR CONSCIOUS CAPITALISM
Compatible with traditional leadership Requires conscious leadership
Reflects a mechanistic view of business Views business as complex, adoptive
system
Shareholders must sacrifice for safety Integrates interests of all stakeholders
Easy to meet as a charitable gesture;
often seen as ‘green washing’
Requires genuine transformation
through commitment to 4 principles –
higher purpose, stakeholder orientation,
conscious leadership and conscious
culture
Assumes all good deeds are desirable Requires that good deeds also advance
the company’s core purpose and create
value for the whole system
Implications for business performance
unclear
Significantly outperforms traditional
business model on financial and other
criteria

53. “Profit as a sole
measure of
success was
rejected by 92%
of Millennials and
71% of business
leaders.”
The Deloitte
Millennial Survey
and EIU Societal
Purpose Survey

54. ‘At Patagonia our reason for being’ is to
“Build the best product, cause no
unnecessary harm, use business to
inspire and implement solutions
to the environmental crisis”
In 2011, it famously urged its customers to buy less, with a
full-page advert in the New York Times that read,
“Don’t buy this jacket”.
Over the next two years, sales grew
40%

55. WHEN LEADERS FOCUS ON
THE 4 P’s OF A
human workplace
EVERY CULTURE METRIC IMPROVES
Source: WorkHuman Research Institute at Globoforce

56. SO WHERE DO YOU START?
#startwithU

57. LEVERAGE YOUR MIND
Your brain is pre-programmed to answer questions.
Who was your best friend at school?
What was your first car?
www.UQPower.com.au
UQPower.com.au#StartWithU

58. BECOME A HIGHER POWER LEADER
BY ASKING BIGGER AND BETTER
questions
www.UQPower.com.au

59. • Person A – share with Person B something you’d like
to see improved at work.
• Person B – you can only respond with questions
(no problem solving, telling or sharing your stuff)
EXTREME QUESTION CHALLENGE

60. If there is any hope of change it has to #startwithU
U must CHANGE
U must GROW
U must GET UNCOMFORTABLE
#startwithU
UQPower.com.au#StartWithU

61. FEEDBACK
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62. Download this presentation at
Stay in touch www.UQPower.com.au
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