The document outlines a 4-step process for organizations to transition to a future of work model based on autonomy, strength-based work design, and collaboration. The steps include: 1) establishing a sense of urgency, 2) defining a future state with changes to culture, jobs, structures and time/place, 3) creating a project plan, and 4) embedding the changes in HR processes like development, staffing, performance and reward. The goal is for organizations to transition to a more flexible, team-oriented and self-directed way of working.

1. The Future of Work
Future-proof ways of managing, organising and collaborating
dimanche 25 septembre 11

2. Is not only …
dimanche 25 septembre 11

3. But surely is..
A complete
new way of
organising
Starting with 3 core principles…
dimanche 25 septembre 11

4. Autonomy
by minimizing
hierarchical structures
and rules
dimanche 25 septembre 11

5. Strength Based Workdesign
Organising work
matching
individual strenghts and
organisational objectives
dimanche 25 septembre 11

6. Collaboration
Amplifying
collaboration by
stimulating dialogue,
interaction and
knowledge sharing
dimanche 25 septembre 11

7. Collaboration Strength Based Autonomy
Workdesign
Leadership 2.0
Crucial condition for the future of work
dimanche 25 septembre 11

8. How to get started?
dimanche 25 septembre 11

9. Who has to lead a future of work project?
0 % 17,5 % 35,0 % 52,5 % 70,0 %
CEO
67 %
HR
44 %
IT 5%
Facilities 2%
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

12. Step 2: Where are we going? Future state
Which parts of work organisation will change…
Culture & leadership | How?
Jobs & career | Wat?
Structures & organisation | Whereby and with whom?
Time & Place | When and where?
dimanche 25 septembre 11

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
dimanche 25 septembre 11

14. Step 2: Where are we going? Wat? 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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

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
dimanche 25 septembre 11

23. Sense of urgency Future state Project plan Embedding
Culture & Implementation Anchor the change
Automony
Leadership in development,
Strength Based
Jobs & Career staffing,
Workdesign
Structures & Performance,
Collaboration
Organisation Reward - processes
= Leadership 2.0
time & Place
dimanche 25 septembre 11

24. Mobility
Increased quality of work
Environment
Society Stronger economy
More labor participation
Higher employability
Longer careers
…
dimanche 25 septembre 11

25. annemie.salu@sdworx.com @annemiesalu
frederic.williquet@sdworx.com @fredericw
dimanche 25 septembre 11