Did you claw or collaborate to reach the top?

The Change Agenda

Clawed, cooperated, collaborated

Who does the future belong to?

Structure and leadership is changing. The complexities of established companies are being pronged and we are seeing a move away from large management teams. All must now be open to explore and prepare to change.

The future brings new forms of innovation for quick and more efficient work. However, due to the complexities of established businesses, there is a lack of understanding on how to navigate the approaching changes. Middle managers will need to work out exactly where they fit and what impact they can have.
   

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The premise for future success of the industry is that ‘we are stronger together than we are apart’ and it is through knowledge sharing and collaboration that a path can be forged. To challenge the rapid pace of change, companies must develop a platform which pushes boundaries and allows connection. Drive change and stop being driven by it.

A different generation is coming through and the strengths of the established must work together with the new. It is an important marriage where the skills of both must be combined and knowledge freely shared. 

Why combine strengths:

  • The rate of the business model, product and digital disruption will increase exponentially – HR will have to urgently react to hire newly skilled talent (digital, analytics, data science).
     
  • Baby Boomers will retire in droves and Millennial’s will shift roles – HR must be prepared for this flow of significant attrition.
     
  • Organisational structures will be revisited in a dramatic way – dismantled old hierarchical in favour of more agile and lean cross-functional teams.
     
  • New human capital management skills – need to emerge urgently around digital workforce enablement, people analytics, organisational science and psychology. 
  • Culture and employee engagement – increasing recruitment attraction, improving productivity and driving innovation.

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