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What caught my attention on week 26 of 2020.

Work Left For Humans

On the present of work:

“I am not fully convinced that while discussing about #FutureOfWork we are discussing solutions for the main problems organisations are facing today.” — @cecildjx

What is it all about?

“The work left for humans to do is nuanced, creative, and collaborative. It requires each of us to maximize our unique strengths rather than conform to a standardized set of skills.” — @rhappe

Would add: Bring Your Own Everything.

Before committing to any team and project it starts with that, right?

“project selection; does this work align with our culture? does this partner align with our culture? will this project further our culture?” — @gapingvoid

The present or now of work is community-based.

“Communities are the structure of belonging.

Community governance creates organizational structures where diversity is a feature, not a bug. Diversity is encouraged, rewarded, and celebrated – in all its variations.

It is the future of work” — @rhappe

Transferable Skills

There are only three seemingly simple, yet lasting attributes that allow us to exercise executive control in highly fluid and complex situations.

Values

Education

Transferable skills” — @DavidAmerland

It is a continuous work in progress, mapping and reviewing.

In transferable skills, David includes writing.

“18 years is today. I thought about it for a while and this is what I have to say: for me blogging is not about an outcome, it is a journey. So I am happy to have my blog as a good friend to share the road. Curious to see what the next turn brings” — @mathemagenic

Another transferable skill is teamwork. How is that in the context of distributed work?

“Then, on top of all of that, there is work. How do we carry on in this brave new world where the conditions are now completely different than before? Where we no longer have to commute to an office, we no longer hang out with our colleagues at the water cooler for that morning coffee and chatter, where we stop having all of those back to back face to face meetings, where colocated work seems to finally have become a thing of the past. How do we adapt and thrive in such a new environment as working from our very own homes in our terms?

(…) “Now, what do I mean exactly with redefine work? Well, we now have an opportunity to redesign how we work through the impact of digital tools that can help us become more effective and productive, while still enjoying a much more adequate, and never so much needed and treasured, work / life integration.”

(…) Working distributedly, which is not the same as working remotely, is all about how we redefine the way we work as we transition into networks and online communities as new operating models. We have all become nodes of a wider, hyperconnected, more complex than ever, giant cluster of networks: The Internet. Yet we keep insisting that’s how we used to work while at the office. No, we weren’t.

Working distributedly means we have new operating models in place where online communities and networks dictate how work gets done. It means we no longer have to exclusively depend on the traditional command and control, top-down hierarchy of (senior) management making decisions for us. Instead, we thrive in informal networks where we have democratised the way information and knowledge are shared across. Where our only means of surviving online is by how much we coordinate, cooperate and collaborate with one another, regardless of the tools we may use in whatever the context we may have been given.

Now, that is how we change the nature of work. That’s how we discover, embrace and adapt to new ways of working by making extensive use of a number of (social) digital tools that allow us to earn the merit of being an integral part of those networks and communities: through building trustworthy personal business relationships while working and learning together. Trying to copycat exactly what happens in an office environment is not how we rethink the role we play when we come to think about work.”@elsua

Work design for the win!

Distributed Teams & Leadership

Distributed teams means remote leadership and personal leadership become quite important to everyone.” — Chris Brogan

Towards hybrid teams and organizations? What are the benefits, advantages, and ways to enable that?

“As business starts reopening, there’ll be a blend of onsite & continued remote working. #Digital‘s now firmly embedded in the ‘how’ of work. We’ll need to learn how to optimally use the tools available & remember that the tools themselves are continuously evolving. #futureofwork”@workingfuture1

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Interesting past thread. It implies to figure out, and to be able to keep learning to know how to use evolving work tools at the best within teams, networks and communities.

Onwards.

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