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[Music]
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you know oftentimes when people talk
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about the future of work they think
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about a lot of the software that will
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change the physical environment that
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will change and and we can sort of
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imagine in our mind what some of that
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would be but some of the more daunting
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challenges are actually just how do we
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organize people you know when we have a
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problem in our personal lives we can ask
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our friends on on Facebook or you know
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other social media channels sometimes
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we'll say well can you come over and
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help me and they'll come help me in the
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fluidity with which that we share
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information help each other and don't
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assume that we have to know everything
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we work like a network with the people
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we know with our families and friends
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but in companies we have all this weird
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baggage around even asking for help
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admitting we don't know something
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sharing what we're doing the places
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people work today there are networks
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that are very top-down that are
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determined by the institution the
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company and the employer and it doesn't
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mesh with what we feel and see and our
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personal lives of these loose networks
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that are dynamic and so clearly there's
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going to be a change everything is
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changing so that our work lives feel
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more like the rest of our lives and
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networks ignore look like that as well
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when we talk about working like a
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network we're not just talking about
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your employees inside your company we're
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also talking about how you work like a
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network with your customers with your
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partners so that all of those
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constituencies can share information and
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help each other create the best products
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and services
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most of our current productivity
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paradigms are really based on
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individuals doing individual work at
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individual workstations and yet we know
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that in this fast-paced real-time world
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of you know information abundance it's
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actually very very hard today for any
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individual to wrap their head around all
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of the information and data and
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communications that are out there the
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complexity the stuff that we do has
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really demanded this really intense high
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volume collaboration between people we
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all have to recognize that we don't have
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enough skills on our own to make
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something that's going to be
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extraordinary as we become more and more
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specialized as innovation increases the
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need to rely on other people's
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competencies becomes even more important
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than it ever was the idea of each person
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being his or her own Island and handling
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everything has been gone for a while but
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it's it's slipping away even quicker now
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collaborating and working together a
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better strategies than struggling alone
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this shifts value creation from the
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individual to the collective as we think
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about teams in the future and we can't
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think about the nine-to-five
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hierarchical enterprise structure that
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we have today we really have to think
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about much more dynamic teams that are
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formed around projects that make use of
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you know contingent labor that make use
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of independent experts and these teams
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will be formed and banded and disbanded
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again in a very very fluid way a little
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bit more like the Hollywood model if you
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like in the film industry when Hollywood
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makes a movie the first thing they do is
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they form a company for the purposes of
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making that movie and then they
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subscribe talent to that movie for as
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long as the production lasts and then
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when that's over the company is
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dissolved that people go back into the
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great flow of human talent and they wait
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for the next project to come along it's
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sort of atomizes a lot of careers
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especially for folks that have
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white-collar jobs information worker
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jobs where you start to assemble your
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work from a bunch of different projects
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maybe different employers it's a very
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very different view of what our work is
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you know that in the US by 2020 40
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perhaps 50% of the workforce will be
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contingent it used to be the case that
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you could envision working for 30 or 40
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years for the same
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company now people manage their careers
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in two and three and four year
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increments it's not really about having
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an office full of 10,000 people anymore
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you can have a network of 10,000 people
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that are technically not employed by the
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same person but are working together to
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create something and build something
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work has become more global the
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connections that we make and the
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collaborations that we undertake can
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just as easily be with someone on the
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other side of the planet as they can be
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with someone who's around the corner
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teams of the future will be a collection
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of brilliance and experience that comes
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together just for a particular challenge
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or project or mini project it will be a
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continuous lifelong learning process
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down at the individual level you're
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gonna have to have some skills that we
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probably didn't see before one is going
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to be a confidence in a curiosity to
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know things that are not in your lane
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we're gonna have to say you have to have
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functional expertise but you're going to
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have to have wide area consciousness of
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what's happening because what you do
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functionally must fit into the whole or
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it's of irrelevance the second is risk
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taking but we are going to have to tell
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people you have to take risks we will
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underwrite those risks that are not
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arrests of a moral legal nature will
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underwrite even judgment errors because
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everybody's going to make them that's
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how you're going to learn
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the things that we used to think of as
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the things that sort of really didn't
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matter it might make work marginally
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better have become absolutely central to
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the task empathy compassion trust
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cooperation matter more because
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innovation is a team sport because the
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demands of the creative economy have
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accelerated these kinds of skills have
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always been thought of as really soft
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squishy kinds of skills but the reality
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is that they are really the motor that
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makes joint and creativity and makes
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innovation really possible the one thing
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we know about mindfulness is that we've
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we've shown that practicing it for as
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little as eight weeks increases people's
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compassionate behavior automatically and
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if you're building a team that's hugely
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important because if people on the team
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are compassionate what that means is
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you're building a resilient team when
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one person fails the others will come
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and support that link from the bottom up
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our ability to recruit others to our
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cause our ability to see the nascent
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potential and an idea requires them to
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be empathic with us and will and vice
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versa when I talk about empathy and
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compassion and Trust the question of
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whether it's a must-have or whether it's
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the nice-to-have often comes up people
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think oh that sounds nice but is it
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really going to affect the bottom line
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and the answer is yeah what it does is
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it increases a team's collaboration it
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also makes them much more resilient and
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much more capable of adapting to any
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changes that come all the models we know
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of in terms of evolutionary models give
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and take suggest that groups that are
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more compassionate and more trusting
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over time have best outcomes we're in
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the middle of not just a technological
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change I think but really a cultural
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change that's impacting leadership down
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to try to understand how to act in this
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new world how to act in
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in a world where we need each other's
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information to make better decisions
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this is a huge change for most big
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companies today the good news is that
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because we're just at the beginning of
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this generational change even small
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investments even small changes in this
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direction to become more responsive I
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believe will yield disproportionate
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results people are gonna figure out how
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to leverage the information better
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through having working like a network
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with their employees customers and
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partners through leveraging the talents
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of their employees that they can be
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empowered to make the right decisions
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that's what's gonna make organizations
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successful in the future
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[Music]
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you
