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Six areas leadership teams should pursue to remain ahead of disruption.


Pwc, a week or so ago, released their report entitled Workforce of the Future - the competing forces shaping 2030

These are the messages for leaders:

1) Act now. This isn’t about some ‘far future’ of work – change is already happening, and accelerating.

2) No regrets and bets. The future isn’t a fixed destination. Plan for a dynamic rather than a static future. You’ll need to recognise multiple and evolving scenarios. Make ‘no regrets’ moves that work with most scenarios – but you’ll need to make some ‘bets’ too.

3) Make a bigger leap. Don’t be constrained by your starting point. You might need a more radical change than just a small step away from where you are today.

4) Own the automation debate. Automation and Artificial Intelligence (AI) will affect every level of the business and its people. It’s too important an issue to leave to IT (or HR) alone. A depth of understanding and keen insight into the changing technology landscape is a must.

5) People not jobs. Organisations can’t protect jobs which are made redundant by technology – but they do have a responsibility to their people. Protect people not jobs. Nurture agility, adaptability and re-skilling.

6) Build a clear narrative. A third of workers are anxious about the future and their job due to automation – an anxiety that kills confidence and the willingness to innovate. How your employees feel affects the business today – so start a mature conversation about the future.

How are you doing in these six areas? My view is that leadership teams who aggressively pursue these six areas will ensure that their organizations remain relevant beyond 2020



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