tapping your inner futurist the evolving workplace: how ... · the evolving workplace: how culture,...
TRANSCRIPT
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Tapping Your Inner FuturistThe Evolving Workplace: How Culture, Demographics and Technology Are Changing the How, Where and When of Work
Garry GoldenForward Elements Inc
November 8, 2016
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Trend Card ActivityForesight as Culture Drivers of Change
More or Less?Foresight 101
Break8:45 a.m. 9:45 a.m. 11:00 a.m.9:30 a.m.
Break10:50 a.m.
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More or Less Change Ahead?
Next ten years
Last ten years
2005 – 2015 2016-2026
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Tapping My Inner “Futurist”?
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Foresight 101: Cone of PlausibilityMultiple Outcomes, Multiple Time Horizons
Expected future
Past Present
Plan A
Scenario B
Scenario C
Scenario E
Scenario D
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Every day I make an effort to move toward what I do not understand.
- Cellist, Yo-Yo Ma
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Four Futures Thinking
* Jim Dator, University of Hawaii
Continued Growth
Decline - Collapse
Disciplined - Constrained
Transformed
?
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Four Futures Thinking for HR, Organization + Sector?
* Jim Dator, University of Hawaii
Continued Growth
Decline - Collapse
Disciplined - Constrained
Transformed
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Trends(Continuities)
Choices(Discontinuities)
Events(Discontinuities)
Plausible Future
Possible Futures
Preferred Future
Forecasts
Scenarios
Visions
Three Mechanisms of Change
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In the News
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IBM invested $8m in Austin-based startup Compli.ai which is developing a chatbot to enable regulatory compliance in the healthcare sector.
True False
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Creepy Line or Compelling Outcomes of Data-driven Experiences
Is this dynamic inevitable for…
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Social Data
Health Data
Learning & Work Performance Data
Device Data
“I did this…”
HR Implications of Creepy vs Compelling Lines
Assumption to ExploreHR will be central to culture shift of data-driven workplaces using advanced analytics and AI assistants that test the creepy vs compelling line of organization outcomes.
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Assumption to Explore: By 2020, 20% of your organization’s talent will use connected data to support Intelligent Assistants that drive their collaboration and performance.
Implications for HR? Culture (esp. Managers) Regulatory (Risks + Opps) Data Security Data (AI) Ownership
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Demographics + Workforce AI-Driven
WorkplaceTraining + Performance
Data-driven Workforce:
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Trend Card IdeationForesight Culture Drivers of Change
More or Less?Foresight 101
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10 Minutes
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Foresight Culture Drivers of Change More or Less?Foresight 101
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Demographics + Workforce AI-Driven
WorkplaceTraining + Performance
Data-driven Workforce:
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Globalization Reshaped by Demographic Transitions
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Global Economy + Waning Demographic Dividend
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Europe’s Demographic Liability
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China: Workforce Constraints + Delayed Consumerization
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Watching and Waiting for Global Demographic Dividends
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Watching and Waiting for Global Demographic Dividends
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Do We Understand Regional Population Pyramids?
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Aging Workforce Implications
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2029: The Last Baby Boomer 65th Birthday
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#1 Uncertainties of Employers + Workforce Composition
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#2: Uncertainties of Retirement Waves (Pull vs Push)
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Source: Gartner (October 2014)
#3: Uncertainties of Full-time, Part-time vs Gig
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#4: Uncertainties of LoyaltyWill Trans-national Companies Seek Out Demographic Dividends?
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#5: Uncertainties of Aging + Mfg Automation?
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US Electorate + Safety Net?
EU Dissolves?
China Revolution?
New Alliances?South Asia + Sub-Saharan Africa
#6: Uncertainties of Global Events + Aging Electorate
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Opportunities Gig Economy’s biggest market? (Part-irement) Leveraging Loyalty and Experience Capturing upside of Universal Workspace Design
with focus on Wellness-driven Productivity
Risks Losses: Relationships, Experience, + Institutional Memory Delayed Retirement Slows Innovation Aligning Compensation + Benefits to New Reality Discrimination Issues Realistic benefits + compensation packages
(Limits of Phased Retirement)
Aging + HR Implications: Opportunities & Risks
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MillennialsDividend
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Manufacturing Scenarios
Reshoring in Major MetrosAdditive Mfg + Industrial Localization
Lure of MicropolitansLower cost + Spectrum of Talent
Rural RevivalSimple life + Access to Global Markets
#1 Where will they want to live?
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Manufacturing Scenarios
Old School, No ProblemLocally Focused Company
Industrial Internet Welcomes STEM-generationWho Cares about Silicon Valley!
Constant Scramble (Shrinking + shifting talent pools)
#2 Who will they want to work for...?
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Manufacturing Scenarios
Old School, No ProblemLess Tech is the Best Tech
Modern ManufacturingDigital Disruption is My Friend
Craft Culture = Industry Low volume + Designer Culture
#3 How will they want to work...?
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Millennials + HR: Exploring Nuances of Change
Opportunities Actively Building Local Pipelines & Career Readiness Capturing Generation of Maker Culture Letting Millennials Define Future of Manufacturing Career Pathways (Apprenticeships to Leadership) Company Culture and Brand & Social Impact
Risks Overcoming Perception of Industrial Careers Overcoming Geographic Challenges New Benefits (e.g. Childcare; Performance Support; Loans) Nature of Work
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Start Stop Continue
Workforce Implications of Aging Boomers + Millennials Rising:
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Demographics + Workforce AI-Driven
WorkplaceTraining + Performance
Data-driven Workforce:
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Data-driven Workplace
Learning + Performance Analytics
Working with A.I. Intelligent Assistants
The Creepy vs Compelling Line of…
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70% Workers Disengaged at work…
….disengagement costing the U.S. an estimated $450 to $550 billion annually.
How might the emphasis on a culture of learning + performance support improve engagement?
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Training Culture Learning Culture
• Put inside person• Instructor-focused• Event-based (Class) • Centralized (Formal)• Linear (Sequential)• Delivery (Output)
• Grows out of personal effort • Learner-focused• Continual / On-demand (Chunks)• Decentralized (Hybrid)• Non-linear (Contextual • Results (Outcomes/Impact)
Performance Review Performance Support
• Purpose: Assess• Weakness-focused• Periodic (Annual)
• Purpose: Support (Perform)• Growth-focused• Continual / On-demand (Chunks)
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7 minute modulesvs
Two hour Training Sessions
Emerging L&D (Performance Support) Strategies
Micro Content Gamification (Behavioral)
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Emerging L&D (Performance Support) Strategies
Flip the Training Classroom MOOCs based Content
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Real World
Early Days of Performance AnalyticsWhere do workers apply what we learn in training?
3 hours 300 hours
Our job is not to build training. It is to improve performance
Classroom
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Course Real World
3 hours 300 hours
Early Days of Performance Analytics What if we could make connections between training to performance?
Seamless Integrated into Software products Connected ToolsManager & Team Tools
“I did this…”Statements
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xAPI Performance Analytics driving Engagement
“I did this…”Statements
Simone watched a Youtube video on Aging populations Simone completed a MOOC class on designing homes for aging populations Simone funded a Kickstarter project on home robotic assistant for seniors Simone followed MIT Aging Labs director Tom Couglin on LinkedIn and Twitter Simone attended an MIT workshop on Aging in Place Simone wore an ‘aging suit’ while visiting the MIT Aging Lab Simone was mentored by Russell Jones, Aging Service Design Expert Simone wrote a blog post on aging in place & energy sector for APPA Simone wrote a proposal on new aging-in-place energy product-service concepts Simone presented a business plan to Board on business model Simone promoted to Head of Aging of Place solutions
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Factory Experiences I did this…
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Experience Streams <Actor, Verb, Object>
“I did this”
Learning Record Store (LRS) Individual Control over
Access to Learning Data
Situational Awareness View of Managers
Interventions: Self-directed Learning, Performance Support, Training
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What we might do with xAPI Performance Analytics…
Managers + Employees Create a culture of continual learning
Anticipate team capacity for addressing situational opportunities or challenges
Reveal just-in-time opportunities to provide Performance Support
Make connections between training + performance support to business outcomes
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Slow Pace of Big Changes in Experience Analytics Prescriptive Analytics Setting Stage for Experience Capture
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Graph Database = Understanding Relationships + Connections
Adam Edwards
Actors Meetup
Chantel Johnson
Philadelphia
Theatre Book Review
Liked
Node
Relationship
Liked
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Imagine an Employee Journey Captured in Graph Databases: Understanding Aggregate Context from On-boarding to L&D
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Demographics + Workforce AI-Driven
WorkplaceTraining + Performance
Data-driven Workforce:
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Why Software is Eating the World…
Design for Behavior Change AI
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1993
Social Norms for theAnonymous-Access Web
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2008
Social Norms & the Social Web
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Everyone knows I’m working on some personal growth
issues
Assumption: The web is becoming a platform for managing outcomes & personal behavior change.
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PredictiveWhat might happen..
PrescriptiveWhat should happen..!
DescriptiveWhat happened..
Software Eating World =Advanced Analytics + AI Help to Guide Outcomes
Complexity of Data and Relationship Management
Com
petit
ive
Adva
ntag
e
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Cognitive Jobs, Meet Cognitive Software
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The Shiny New Toy Problem of HR Analytics (and AI)
versus
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HR Lens on Advanced Analytics + AI Future
Advanced Analytics
Cognitive Systems Chatbots
Source: Gartner (October 2014)
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Cognitive Systems Race to Build Intelligent Assistants
“…it is clear that the most powerful technology companies areinvesting immense resources to make virtual intelligentassistants ubiquitous before the end of the decade”
- Daniel Nadler, CEO of Kensho
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Phase of Rolling Eyes at Chatbots
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Hype vs Hope of Chatbots
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Engaging Managers on pilot experiences
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Implications of Bots for: How we structure data… How we understand gaps in understanding HR offerings and
organizational issues How we maintain human-ness of HR & workplace experiences
as we navigate the creepy vs compelling line
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Hype vs Hope: Cognitive Intelligent Assistants
2011-2014: Decision Support (Proof of Concept)
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2015: Watson in the Cloud (Cognitive-Apps-as-Service)
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Slow Pace of Fast Change: 2016 – 2026
How might HR anticipate and lead culture change in a world where humans + learning machines drive collaboration, innovation and productivity?
Hiring Strategy Workforce Planning L&D for Age of Augmented Work Rethinking the Role of Managers Ensuring Data + Privacy Controls Preserving Pride in Work Best Arena for Proof of Concept and Pilot
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I don’t like the future…
#Never_Garry_the_Futurist
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Every day I make an effort to go toward what I don't understand.
Yo-Yo Ma
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Start Stop Continue
Workforce Implications of Data-driven Innovations:People & Performance Analytics + AI Amplifying Intelligence
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10 Minutes
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Drivers of Change More or Less?Foresight 101
Trend Card IdeationForesight Culture
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Foresight as Front-End of Innovation and Growth Strategies
Scenario-based Thinking:• Unsure of dominant assumptions• Markets shaped by uncertainty • Focus on ‘Anticipation’ (‘could happen’)• Manage uncertainty of plausible outcomes • Focus on continual monitoring of change
Forecast-based Thinking:• Confidence in assumptions• Stable marketplace/culture• Focus on ‘Prediction’
(What should happen)
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Alternative Constraint LayersFictional Event Cards: New Laws + Regulations New Competitors New Internal Rules New Leadership Disruptive Wildcards
Activity: Trend Cards Output: Generate Ideas that Solve Problems + Grow Business
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ARUP: Drivers of Change OCAD: The Thing from the Future
Arc = Grow, 30 years from nowTerrain = EducationObject = PostcardMood = Excitement
Long Game: Best Design Constraints for Dover focused Trend Deck
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Trend Cards
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Trend Cards
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2) Focus + Depth on Leveraging Single Trend
1) Breadth via Events + Intersections of Change
Trend Cards
Activity: Trend Cards Output: Generate Ideas that Solve Problems + Grow Business
Two Activity Strategies
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Alt Version: Focus + Depth on Single Driver of Change
Team 1 Team 2 Team 3
Horizon 1
Horizon 2
Facilitation Notes: 1) Distribute set of 5-6 trend card to small teams2) Ask to discuss implications and vote on most important trend over two time horizons (Now-18
months; Beyond 3 years). They vote using trend image placards; placed on matrix table (above) 3) Whole room discussion on voting results (e.g. shared assumptions; outliers; horizon learning
curves)4) Teams return to table with task to pick one trend (from their choices or new trend).
Follow ideation process for generating growth strategies
Two Trends, Two Horizons
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Opportunities & Constraints Shaped by Intersections of Change
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Business Idea Shark Tank
Generate Lots of Ideas then Select One Path
Discuss Implications
Activity: Trend Card Poker Output: Generate Growth Strategies @ Intersection of Change
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20 minutes
1. Discuss Broad Implications Set of Trends
Take Mental Leap: Dover 2020 2. Innovations at Intersection of Change
List Ideas that Solve Problems + Helps to Grow Your Business (No debating…Write…)
Generate Lots of Ideas
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List Ideas that will Get You….
5 minutes
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10 minutes
1. Select one (1) Breakthrough Idea for a Dover Manufacturing Environment in 2020
2. Create ‘Shark Tank’ Pitch on Business IdeaName Idea Draw It… Prepare Your 90 Second Pitch
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90 Second Pitch
??
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Direction AScenario Name
Worksheet: Force Field Analysis
+10 +5 + 1 Today +1 +5 +10
Restraining Forces Driving Forces
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Foresight Culture Drivers of Change More or Less?Foresight 101
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•Incumbent mindset
•Incremental Improvement
•Fear, Uncertainty, Doubt & Denial
On the Plateau ‘Managing the Decline’
•Entrepreneurial mindset
•Prototyping Transformative Change
•Failing Forward
Big Bets,Small Steps
Step # 1 Create a Healthy Sense of Urgency & Culture Aligned Around Anticipation
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Read
ines
s
Urgency
Not Urgent Urgent –Critical
Not Ready
Ready
SomewhatReady
Important
Step #2: Take a Pulse Check on Emerging Trends vs Organizational Appetite
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Step #3 Start a Signals Team: Follow Those Who Imagine Radical Change
Learning & DevelopmentxAPI “I did this…”
Neuro Science+ Behavior Change
Graph AnalyticsConnected Data
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Following the success of HP’s Chief Innovation Officer Phil McKinney, generate a weekly ‘Killer Question’ email message or ‘Twitter’ conversation that spurs conversation about the future of HR, L&D and the Manufacturing Workplace.
Step #4 Find the Right ‘Killer Questions’ to Brainstorm Ideas
What is an HR policy or program that does not exist today but in five years will be our most impactful effort within the organization?
What skills set will be most in demand in five years that we do not currently address in formal training programs?
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What do we need to unlearn? Biggest Risk…?Biggest Opportunity…?Bridges to future…?
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Manufacturing Sector CareersSkill Sets + Mindsets for the Future
“I” ShapedSuccess via Specialization
“T” ShapedSuccess via Many Paths
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Dept
h of
Sub
ject
Exp
ertis
e
I-shaped Approach to Career in Advanced Manufacturing
Encouraging Depth of Skills that… Are in demand Looks great on a resume Industry or domain-specific Shows discipline + commitment
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Dept
h of
Sub
ject
Ex
pert
ise
Broad set of Skill Sets & Mindsets
Encouraging Breadth of Skills that… Appeal to organizations hiring learners Embraces curiosity amidst uncertainty Shows desire to integrate solutions
T-shaped Approach to Career in Advanced Manufacturing
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Dept
h of
Sub
ject
Exp
ertis
e
Broad set of Skill Sets & Mindsets
What might our list of T-Shaped Skill Sets + Mindsets look like for a new hire in 2020?
• Service/Experience Design • Data Science • Design Thinking • Visual Communication• Ethnography • New Digital Literacies
(e.g. Working with A.I.)
• Leadership • Values / Ethics • Communication (Storytelling)• Entrepreneurship • Behavioral Economics• Sociology / Demographics• Design-Manufacturing