Your business may well be investing in training but has it taken
“The Shift “into account? In her book The Shift: The Future of Work is
Already Here, acclaimed author and global authority on the people
implications of strategies Lynda
Gratton says, there have been three shifts that businesses need to embrace
in order to be a success.
Attend a complimentary webinar
Lynda Gratton will address topics from her book in a
complimentary 45 minute webinar. Lynda’s discussion kicks off at 12 p.m. GMT on
Friday 30 November and is followed by an interactive Q&A. Register
completely free of charge.
The first shift manifests itself in a change from a generalized to
specialized approach. As the world becomes increasingly connected in the 21st
Century, having a small amount of knowledge about a lot of subjects gives next
to no competitive edge to a business. In contrast, a workforce with a depth of
knowledge on a specific area will be able to offer insights and points of view
which will keep them ahead of the rest of the field.
People who can become serial masters are well-equipped to be both
happy and successful in their careers. Serial masters’ working lives can
revolve around a core of highly valuable skills that they love. These can be
used as a gateway to rediscovering lost passions, reforming initial ideas into
new mastery or spinning off into new paths.
Last year one of the most interesting ideas that came out of the
Future of Work Consortium was that by 2020, five billion people will be
connected with each other through their handheld devices.
The second shift, which sees a move from an individual outlook to
connected networks means people who share information are far more likely to
succeed than those who soldier on alone.
In the future, “swarms” of people will work together on things
they are passionate about. A well-connected company will be prepared to work as
a team to sting competitors and dominate the market.
The final shift comes as a result of
businesses placing more importance on developing their employees’ quality of
life, rather than just focusing on their standards of living. Since the 1970’s,
South Asian country Bhutan has used GNH (Global National Happiness) as an
indicator to guide the country’s development. When the plan was being
implemented, the King of Bhutan resigned in order to allow democratic elections
to take place and make the country a happier place. While senior management
staff stepping down may be a step too far, they certainly have to take the lead
in setting a co-operative culture.