The Future of Work is The Future of Leadership

An insight about the future of work dropped this morning as I discussed leadership in the network era with Harold Jarche and Jon Husband, my colleagues in Change Agents Worldwide.

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The Future of Work is the Future of Leadership

The future belongs not to the leadership of technology. The future belongs to the technology of leadership.

Our opportunity is not incremental improvement in the leadership of change to implement network technologies. Our opportunity is a much more important transformation of the critical human technology of leadership for the network era. Only new leadership capabilities & concepts will enable us to realise the potential of the future of work

Realising Human Potential is What Matters

If you are one of the thought leaders, consultants or vendors working to bring about the adoption of social collaboration technology, you know there is a raging debate about what changes in social and network technology means for organisations. However, there is much that is unclear in the debate about the future of work.  Social Business is deadnot dead or even not enough. The biggest challenge is adoption, lack of executive buy-in, return on investment or even organisation’s success. You need a collaboration layer, you need purposeful collaboration or you need cooperation instead.

If you are a manager in an organisation trying to achieve outcomes in a rapidly changing business climate, you most likely missed this entire conversation. The debate about the impact of social collaboration technology is not even on your radar (unless a consultant or vendor has caused you to reflect on it for a moment before you returned to the daily challenge of running your business).

What matters most to managers is more effective human collaboration – collaboration that improves the performance of your business for your customers and delivering better work experience for your people. Managers everywhere wish there were better ways to tap the talents, innovation and engagement of their people to help deliver better outcomes. That is at the heart of the discussion of employee engagement in our organisations.

The technology that engages people and realises potential is called leadership. That’s why so many investments are made by organisations in leadership development and in a push for leadership in every role. Leadership is the most effective technology to solve for the management wish.

Network Era Leadership Realises Human Potential

Work is a human task. Leadership is the work of mobilising others to action. Leadership is how we help people to realise their human potential. Much of our network and collaboration technology is just an infrastructure for the work and leadership required. The network can magnify the culture of the organisation, but we need the right leadership models for managers to realise the potential of a network era of work.

Traditional management & leadership approaches inherit many of their concepts from process models borrowed from the industrial era. In this mindset human potential is measured in productivity terms.  The command and control culture focuses on using the right processes to drive human productivity and align that productivity with the right tasks. The engines of human potential (engagement, knowledge creation, experimentation, innovation & enablement) are driven out as sources of volatility & waste. What many call leadership is better described as a process of command of people with an efficiency mindset. That is not leadership at all.

These traditional management concepts also get baked into organisational systems. We have built much technology to explicitly or implicitly reflect these industrial models of management and work. Look inside any organisation and you will find plenty of systems designed from the top-down that reinforce hierarchical command and control. Pull out your system process maps and look for your employee’s ability to do exception handling. In many cases there is no exception process. Exceptions are handled in hacks.

Transparency, responsiveness, the ability to work across silos and effectiveness are often surrendered to tight control of process, narrow measurement of process outcomes, compliance and efficiency. Critical systems in customer management and human resources systems offer some of the most striking examples of these constraints and are widely copied from organisation to organisation. To the frustration of everyone, managers and people must work around these systems to collaborate and cooperate effectively while managing waves of top down change management to bring them back to compliance with process.

The disruption of the networked era is evidence of the scale of change that networks are bringing to our lives. ‘Kodak Moment’ has an entirely new meaning today. This pace of change focuses our attention on a need for change in the concepts of leadership & organisation to support a changing world of work.

We need not focus much on the threats of this era. The opportunities of new models of work and leadership are greater. New network technologies give a glimpse of the potential for leaders to better leverage the people of organisations for work and innovation.  However, realising the potential of human collaborative and cooperative knowledge work in networks demands new leadership models.

We Know How to Start Leading in the Network Era

Each new era brings social changes and requires new more effective concepts. We updated the concepts of leadership and management at the birth of the industrial era, leveraging existing concepts from the military and other spheres of human life. Now people need to work to develop new models to leverage the infrastructure delivered by networks and collaboration technology.

The good news is that many of these concepts are already clear and have been developed by practitioners to the point where they are capable of application in everyday work. These practices now work highly effectively and can be taught. Managers now need to pick these up and build the capability in their people to lead in new ways, using:

  • Deeper self-awareness and understanding of human behaviour and drivers of high performance
  • A greater focus on systems and a wider view of outcomes and stakeholders
  • Purpose & Trust to enable leadership & followership in every role
  • Experimentation & Adaptation
  • Collaboration & Cooperation
  • Network models of work organisation like Wirearchy, Pods and Swarms
  • Social work and learning, such as personal knowledge managementworking out loud.

However, we cannot expect managers do to all the work alone. We will need to support them with learning, coaching and the opportunity to practice the new skills and mindsets.  We need to change the organisational systems and processes that hold back this opportunity to better leverage human potential.

Making these changes is the great challenge of leadership is in the new network era. It is the work I will be focused on with my colleagues in Change Agents Worldwide as we help others to navigate these changes.

The future of work is the future of leadership for everyone in organisations. Building a better more effective model of leadership will help realise the human potential of this future. Join the effort in your organisation to build a new technology of leadership to make this possible.

Press Clip: The New Visionaries Q&A

TEDxMidAtlantic 2011 - Stowe Boyd

Interview with GigaOm’s Stowe Boyd featuring Change Agents Worldwide‘s origins and mission. http://bit.ly/1hm0tW9

“The group’s vision is squarely centered on helping large companies transition from old world models established in the industrial era to modern network-based, agile models that improve not only the work experience for the workforce, but lead to top-line gains in innovation and growth. We are a small cadre of professionals from various disciplines (HR/learning, IT, Marketing, R&D, OD, KM, Innovation) who share the same vision and values, and we run our company in the way we’re advocating by putting these principles in practice.”

 

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What is Change Agents Worldwide?

We started working on the business almost a year ago to the day.  Over the course of the year, various members of our network have blogged about what we think, how we work,  and what we believe.  But, we never formally “launched” the business. We are still fine-tuning some of our progressive network-era based business processes, so we are still not ready to announce the business formally to the market. That day will come, but we want to be ready when we open the floodgates.

That said, we’ve attracted a nice following of friends and fans who are getting swept up in the excitement around what we’re building.  We felt it was time to provide a little more detail around who we are.  This presentation gives a good overview of the basics.

So What’s Next?

Our virtual doors are now open and we are ready to work with you. We invite you to experience, firsthand, our collaborative work environment.  We can help you create solutions to some of your most pressing business issues. Some examples include:

  • How to build next generation networks and communities that thrive.
  • How to implement transformational change from organization design to new technologies like Enterprise Social Networks.
  • How to prepare for the future of work and increase productivity, employee engagement, customer experience , innovation and growth.
  • How to make your organization more responsive, resilient, agile and open to ongoing change.

Change Agents Worldwide is ready to help you develop faster and more flexible solutions with some of the best minds in the industry. We’d love to start a conversation and give you a glimpse of how we can all operate successfully in the networked age.

 

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New: Thought Leaders Digest from Change Agents Worldwide

caww_ebook_coverChange Agents Worldwide is in production on its first e-book.  Our individual approaches to the market is unique and varied, yet we all share the same core beliefs about how the workplace is changing and what leaders need to do to prepare for that change.

Sign up to get a free copy of the e-book once it’s published.  We are targeting February 2014. The e-book will also be available on a variety of electronic reader platforms for a small fee.

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Four Things Change Agents Need

Driving change in any organisation is hard.  There are lots of approaches to driving change. Two of my favourites are Kotter’s and the McKinsey influence model.  There are many more.

In my experience, getting traction and making change stick requires four key elements to be established.

This change is real:  You need leadership, a strong case for change and evidence of enduring intent. The change must be needed. It must not be temporary or a fad. There must be evidence that the change is not going away. You are doomed if people suspect management attention will drift elsewhere

This change can be done: Are we clear on the symbols of success in this change? Has anyone else done something similar? Is there a role model that I can copy? A clear statement of the world after the change is needed to help people make the changes tangible.

We can make it happen:  The team needs the capabilities (skills, time, systems and resources) to make the change happen. It needs to feel within reach and possible. Never easy. Just possible. Within our collective capabilities.

We are doing it together: Build a sense of community, discussion and engagement with the change. We are not changing others. We are all changing together.

Simon Terry @simongterry

 

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