What Is the Future of Work and 3 Ways to Be Ready NOW

What is the future of work?

It is a workplace that consists of hubs of teams no more than eight team members per team focused on projects with very focused outcomes. Results in the workplace will be measured on project scope metrics, team synergy, speed of creative solutions and maximized value creation for customers and employees.

How is the future workplace going to be different than the workplace now?

The workplace today for many organizations still consists of bureaucratic and out dated processes meant to ‘protect’ the company and many individuals are still consciously or unconsciously practicing CYA. Sales teams are measured on gross sales increases and volumes not on customer retention or customer happiness. Leaders are so focused on tasks and mandates that they are forgetting the valuable investment into coaching of their people. Operations are scrambling to keep up to the call for growth and are often at the tail end of major initiatives. There is a lack of integration and synergy between departments that creates disjointed launches and stop and start initiatives.

Teams can be as large as thirty or more people which sparks conflicts and creates ego clashes.

Many organizations know they need to change and have used change management tactics that have fizzled over time.

To get to the future of work organizational leaders need to make the decision to transform the culture, processes and the way work is done NOW.


Here are three ways for organizations and their leaders to be ready now.

1. Assess your organization from a place of complete and utter truth.

Ask yourselves the following questions to get there:

Do our current systems and processes support the actual outcomes we want for our customers and our employees? (for example if you say you want your customers to have the best experience online do you have the best technology?)

Do our leaders have the necessary skills to develop and coach our people to top notch performance?

Do we have a plan in place that is being implemented and measured as to how we are making ourselves future of work ready?

2. After asking the ‘truth’ questions the next step is to determine if you are truly ready to lead the change towards a new culture and a new way of doing business. Conduct or review an employee and customer survey to determine the ‘pulse’ of what is really going on from their perspective. Include this information when assessing the ‘truth’.

Based on the assessment and the surveys begin to build teams of eight people or less to take action on the areas to be improved.

3. Bring the senior leadership team together from every department and have a strategic retreat focused solely on the leadership development needed at the senior level in order to achieve future of work readiness. Many leaders say they are change ready and that they are willing to change AND their approach to their work and their employees does not change. IBM research study in 2012 states that the biggest opportunities for senior leaders is to a) leverage technology b) dare to be open c) add value. These are the elements that make a workplace future ready and the more people in the company that focuses on these areas of opportunity the more growth, the more engaged employees and more happy customers.

Organization Development – Changing the Culture of an Organization

Culture or the ‘way we do things around here’ symbolizes the way organizational members behave and the beliefs, values and assumptions which they share. Some of these assumptions may be so taken for granted that they become invisible and only become visible when change threatens them. The assumptions may be apparent in the formal systems, such as the reward scheme, or may be more active in the informal or ‘shadow’ system in which the grapevine, political behaviour and networks flourish.

Typically, the culture is most visible in expressions such as the way employees treat one another, how they dress, the size and layout of office space, the look of the reception area and how customers are treated. Less visible, but good pointers of culture are the rituals and routines which staff engages in, the amount and nature of political activity and representation of certain aspects of an organization’s history.

Roger Harrison has identified FOUR broad types into which organizational cultures can be classified. Any organization has a blend of these types of culture, though some types may be more characteristic of some organizations than others.

Power Culture – A power culture empowers through identification with a strong leader but can disempower through fear and through an inability to act without permission.

Role Culture – A role culture, such as in a bureaucracy, empowers through systems which serve the people and the task, reducing confusion and conflict. Such a culture disempowers through curbing autonomy and creativity and erects barriers to cooperation.

Achievement Culture – An achievement culture empowers through identification with the values and ideas of a vision; through the liberation of creativity and through freedom to act. It disempowers through burnout and stress; through treating the individual as an instrument of the task and through inhibiting dissent about goals and values.

Support Culture – A support culture empowers through the power of cooperation and trust; through providing understanding, acceptance and assistance. It disempowers through quashing conflict; through preoccupation with process and through conformity to group items.

Each of these types of culture has its strengths and limitations, as well as its ‘dark’ side where strength becomes a limitation. It has the capacity to empower or disempower people. Organizational excellence is achieved through exploiting the dynamic tension between the strengths of these different cultural types.

Chaos theory suggests that while an organization can exist in a stable or unstable state, the state most productive of change and new possibilities is the “edge of chaos”. The organization has to have the capacity to be stable, but also to change or evolve. If there is too much stability, however successful the organization is, complacency can set in and the organization can become internally focussed. Too much change can lead to chaos, lack of coordination and waste. The edge of chaos, where there is experimentation but within a framework is most conducive to emergent culture change since the people who are likely to be affected by the change are the ones who introduce it. Edge of chaos states are typified by jumbling through, searching for error, brain-storming, use of intuition and agenda building.

Change travel from the state of chaos to the state of stability. Factors which affect the direction in which the cultural change travels are as follows:

How richly the network is connected – do the feedback loops work across the organization and through the management levels?
How quickly, or otherwise, active information flows through the system?
How anxiety is contained?
How power differences are used?
The diversity of “mind-set” of the people within the networks
To reach the state to stability, you have to recognize that the formal and informal systems co-exist and follow steps listed below though not in any particular order –

Do not over-control or predetermine goals and agendas. The informal networks themselves must generate their own order and change.
The role of the senior managers is to articulate ideals, open-ended challenges capable of different interpretations, umbrella concepts and metaphors.
Avoid being either highly controlled or widely distributed and hardly ever use authority.
Actively promote a diversity of culture.
Create forums where individuals and groups can operate in a spontaneous and self-organizing way.
Develop group-learning skills and encourage the development of the informal organization.
Provoke challenges which are ambiguous and which may generate conflict; create an environment in which senior managers are open to challenge from subordinates.
No matter what you do, people will resist change. Resisting is first stage of defence. For people, change can represent a major personal transition, during which what is familiar has to be destabilized and “let-go” before people can move on to integrate new learning. For people who like the comfort of the familiar, or who are rather risk averse, change can threaten their comfort-zones. Of course, change can bring many opportunities for individuals and organizations and there is much research evidence to suggest that people who have a positive approach to change usually manage to make opportunities for themselves during periods of ambiguity.

On the whole, though, organizational change can seem threatening to employees because when the change is imposed top-down, such as in the decision of merger or acquisition or sell-off, employees feel that they have no control over what is likely to happen. This is when the consequences of change can appear profoundly negative to employees. Transformation can threaten people’s mental models of how their organization should act, what work should be like and what their own prospects look like.

Ironically, while so many change projects are introduced in order to bring customer and business benefit, the effect of change on employees can actually lead to a down-turn in profits, at least in the short-term. One of the reasons for this is a loss of focus. Organizations can become introspective and cease paying attention to the external business environment. If political behaviour and “turf wars” break out during the period of uncertainty, the internal focus becomes stronger. Similarly, the rate of change can be so great that employees simply stop working and spend their time in speculation. There may also be a leadership vacuum at the top of the organization because members of the management team are actively involved in managing the business deals rather than the organization.

Do You Need Business Loans? Bad Credit Businesses Still Qualify Too

On the off chance that you are beginning or growing a business, you will be investigating gaining business credits. Terrible credit may keep you from getting conventional advances, however, there are different sources where you can secure credit.

Numerous budgetary organizations will have the capacity to offer you these advances, regardless of the possibility that you have awful credit. Especially in this economy, there are more options approaches to secure subsidizing for the development or start-up of your business. You’ll need to check your FICO assessment, and with that data, you can figure out what financing cost you will probably pay for a business credit.

Customary banks will investigate your acknowledge report, and your installment history and your FICO scores, so as to decide the financing cost to charge for your business credits. Awful credit will knock the financing cost up higher than it may some way or another be, yet it doesn’t imply that you can’t locate a bank. You can check online to contrast the rates you are likely with be cited.

A loaning foundation may need you to secure your business advance on the off chance that you have awful credit. This implies setting up business resources as security for your credit. Along these lines, the moneylenders can cover themselves on the off chance that you can’t make the installments. They can grab your benefits and offer them to recuperate their speculation. You will, for the most part, get a lower rate for a secured advance than you would get for an unsecured credit.

Secured advances are normally accessible to most borrowers, regardless of the possibility that they have a poor FICO assessment. When you look for the best rates on the web, you may get endorsement all the more rapidly, and you can likewise discover more liberal reimbursement terms. On the off chance that your benefits are now utilized as a guarantee for a home loan or credit, you may search for unsecured business advances. Terrible credit will knock your loan costs higher, since the bank is confronting a more serious danger, loaning to you. you can check more at www.bestratedloansforpeoplewithbadcredit.com

Banks who offer unsecured business credits may construct their possibility of reimbursement in light of your future deals, and they may be adaptable, taking into account littler installments to be made when your business is moderate. Yet, the loan fee will, as a rule, be very high. You ought to be genuinely certain that your business will begin making a benefit soon, or every one of your benefits may be eaten up by the high loan fees.

Banks may think about the historical backdrop of your business also, before figuring out if you are a decent credit hazard or not.

Translating Some Important Management Principles Into Effective Leadership Traits

Progressing the professional ladder is considered the utmost important element both for an employee and the organization. While it has remained the focus for many years among a lot of aspirational individuals, it is a mystery as to what traits directly contribute to this transformation. The maze of the professional development and leadership can be unraveled by mastering certain key elements such as the ones below:

Ownership and accountability: While ownership is often an over-rated term, when understood in the right context can contribute to tremendous organizational power and position. Taking the bull by its horns is what this term subjectively refers to. An employee’s relationship with the organization is not judged by how well they do the job given to them but by how much they contribute to the collective goal of the company. When an individual is ready to accept the risk and become accountable for both the right and wrong decisions, he/she is working to realize what the company is established to achieve thereby etching a mark in the history of the advancement of the company and themselves.

Emotional Intelligence: EI is valued by most of the employers across the world than IQ. Emotional intelligence tops the hiring baseline standards. The term was formulated by researchers Peter Salovey and John D Mayer in the year 1990. This term widely refers to the art of knowing one self and others well, in terms of judging one’s own emotions, connecting with others feelings, empathizing and seeing the rationale behind their emotions. The technique involves perceiving and exercising a control over the emotions. This skill entails a wide range of sub-skills such as being an attentive listener, socially aware, work place etiquette, communication and a good sense of judgment. Putting you in others shoes and understanding that everyone has their own share of problems helps resolve a lot of complications especially in the professional setting.

Scalar Chain: One among Fayol’s management principles, the ability to comprehend one’s position in the organizational hierarchy makes it a lot easier to climb the professional ladder. It is always a good idea to know the chain of command that extends to the lowest level. When an employee knows where he stands in the structural chart of the company it is easy to decide which way he wants to head to. This is today made a lot easier by company policies that are in place to demarcate the different levels of authority. Many organizations also have a career chart that provides an opportunity for aspiring people who are looking for vertical and lateral growth.

All the above mentioned traits are often re-iterated elements in the area of leadership however are habitually overlooked. It is a good idea to pay close attention to these factors that not only help build a good leader but also shape influential personalities.

Do You Need to Borrow Some Money?

There are many reasons why you might need to borrow some money. For some, it simply comes down to buying something large, such as a house. For others, borrowing money could signify an investment where they plan to get a major return. If you need to borrow some money, consider all of your options before pulling the trigger.

Develop Some Land

Those who own some land and want to develop it themselves to turn a significant profit should contact some Colorado land development lenders. These lenders will provide the capital that is needed to build on this property and turn it into something useful.

Open a Business

If you are opening a business, you might require some working capital before opening your doors. In these situations, make sure that you look around and find the best possible rates, so that you don’t end up being crippled by the interest.

Build a Home

It can sometimes be difficult to find someone who will lend you money to build a home on your existing property. Luckily, there are lenders who specialize in this type of thing, making it much easier than ever before to get your hands on the money that you need.