Hot Spots Newsletter: why do we need collaboration?
Thank you to everybody who has submitted ideas and comments – it adds a different dimension to the Newsletter! Please keep them coming to Tina.
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News from the launch
Lynda's new book, The Shift, entered the Amazon charts at number 5 in its first few days of release and is selling really well.
Thank you for all of your support! If the book has sold out in your local bookstore, you can buy it through Amazon. The book has already been reviewed in the Financial Times and remember, if you haven't downloaded the free iPhone/iPad app, you can do so from iTunes.
You can see photos from the launch party below – the party was even mentioned in the Mrs Moneypenny column! Click here to read.
The vote is unanimous: collaboration has emerged as a major challenge for the Future of Work
Having just completed the second Research Consortium around the Future of Work, we have the latest statistics, drawn from our work with more than 40 leading companies around the world across many different industry sectors. Collaboration in complex environments has emerged as one major challenge of the future. It's a skill that is seen as incredibly important but so many companies are lacking the needed competency. This puts them at risk of not being future-proofed.
Andreas Voigt, Research Director at the Hot Spots Movement, explains here.
Adapting for Asia
We have been working closely with Singaporean clients – both individual clients and through the support of the Ministry of Manpower – to assist complex teams in improving their performance and innovation. As a result, we have adapted our delivery platform considerably to take into account different learning methodologies.
Mandeep Maitra, who heads up Strategy & Development in Asia, explains how we have modified the programme and tools. "Over the last two years, we have worked with more than 45 teams in Singapore alone, which has given us a clear overview of preferred learning methods in Asia. There, we have found the best delivery methods to be more structured and support-based, with more face-to-face time; my colleagues in Europe find the reverse is true.
"We have worked hard to restructure our programme content as well as our tools, to have the best possible chance of integrating the lessons from the Hot Spots Movement into corporations. Understanding the challenges in Singapore and the rest of in Asia is such an important part of our process at the Hot Spots Movement: it gives us the context in which we are working, and is based on learnings from the companies we work with as well as data from hundreds of teams around the world."
Mandeep is also working on developing modules to support smaller companies, in line with Minister of Manpower's drive to develop small and medium enterprises in the country. "While we have worked closely with many multinationals, we can adapt the programme to suit entrepreneurial, smaller companies, to ensure they can shape their growth in the best possible way," she said.
Mandeep's other main focus is on India, where we are boosting our regional hub for FOW3, to match the growing numbers of Indian companies who have shown an interest. To that end, we welcome Stephen Remedios to the team in India: Stephen will be working with Mandeep on furthering our offering in India.
In case you missed it…
Lynda was on Woman's Hour on BBC Radio 4 recently with Mandy Bromley from Unilever to discuss the Future of Work. You can hear the interviews here.
Join the third FOW Research Consortium
In October, we will be launching the third Future of Work Research Consortium – we can't quite believe it either! – and it will run until April 2012. Last autumn, we launched FOW2 with 44 companies around the world, and we will build on that for FOW3, where our goal is to build a multilateral web of companies linking developed and developing markets.
We are building a fourth research hub for FOW3 in USA, which will join the existing hubs in London, Singapore and Bangalore. By the time we launch in October, we anticipate that much of the world will be out of recession, and some regions will be experiencing high growth. We also anticipate that the spread of technology - both mobile and the Cloud - will begin to impact the emergence of new talent pools, and the rise of ever more virtual ways of working.
The five Future Critical Topics we will examine are:
- technological advance
- generational cohesion
- complex collaboration and teamwork
- the future of employee productivity
- the leader of the future
The FOW provides a blueprint for organisational development, and many blue chip companies have joined us in the Consortium.
James Chapman, from the Organisational Effectiveness division of RBS, explained: "Without doubt the FOW consortium has been an innovative and extremely thought-provoking initiative. From the immersive point of view demonstrated by the participant companies, to the interactive way in which the programme was structured - blending online discussion with live webinars and face-to-face events - this consortium has stimulated debate across a massive range of important issues. It really has created a vision of the future of work.'
You can read more testimonials here. If you would like more information on FOW3, click here or email Tina for more details.
The Gulf effect
We have had a lot of interest in the Future of Work Research Consortium from the Gulf in the last two months, most notably from semi-government institutions. This is very encouraging: the Middle East has come under criticism in the last few months following the protests against government and the status quo. Is this a sign that the establishment in some countries is looking to the future?
Lynda said: "I have been out to the Gulf several times in the last couple of years and, while I thought there was signs of progression in the workplace, it clearly hasn't been enough to appease the vocal population, hence the Arab Spring.
"I wonder if the interest we are seeing now is a sign of a changing attitude among corporate leaders and a realisation that some of the issues we work to develop really matter. Specifically, redefining the relationship between employer-employee to move away from the more paternalistic model to one of inclusion and shared responsibility, as well as innovation and experimentation. The region has gone through the global economic crisis – the first time many corporate leaders have experienced such a significant downturn – and it is time for them to futureproof their organisations."
You can read a column Lynda wrote for Alrroya.com here.
Non-profits grasp the benefit of the same approach
Save the Children has participated in both FOWs and we asked them to outline how they felt the organisation had benefited – we wanted to get a clear picture of whether a non-profit could benefit from future-proofing their organisation as much as a more conventional organisation could. The results were encouraging – and cements our thoughts that effective business tools are equally relevant for charities and NGOs as for multinationals.
Joan Coyle, Director of UK HR & Facilities Management, explained: "The benefits are numerous, and we would particularly highlight the way that FoW has given us:
- Access to world-class research and future thinking;
- Great insights into why we need to future-proof our HR practice and ways to do this;
- Opportunities to learn from best practice amongst the global corporations that form the FOW consortium;
- Virtual and face-to-face networking with consortium members and the opportunity for ongoing contact with some of them;
- A framework with which to tackle our "21st century NGO" project, which is one of our key corporate objectives for 2011;
- A first-rate resource that will inform our thinking as we create our new people vision and future HR strategy.
"We very much appreciate the way that Lynda forges links within her network to the benefit of Save the Children. Beyond our direct involvement with the FOW initiative, our partnership with Lynda and colleagues at London Business School has been of wider mutual benefit. For example:
- Stimulating our professional thinking and debate by engaging with the Save the Children HR Forum (a workshop with 15 of our most senior HR Directors from across the Save the Children Member organisations around the world);
- Providing opportunities for Save the Children to profile some of our leading-edge thinking and ways of working by enabling us to engage with the LBS MBA cohort;
- And, through this, enlisting wider interest and offers of support and ongoing engagement.
Final call for FOW public workshop in London
We still have a couple of places left on the public workshop on the Future of Work and will be held on June 15. This workshop will bring together the very latest research data from our FoW consortiums, and participants will be immersed in a packed programme to understand the 33 trends that will shape the way we will be working in the next 20 years.
You can read more here and register online or email Tina for more details.
Who's in our network?
This month, the Friend of the Hot Spots Movement is actually both an organisation and an event. The Drucker Society will be hosting the 3rd Global Peter Drucker Forum in Vienna on November 3 and 4 – an event familiar to us as Lynda very much enjoyed her time speaking there last year. The Forum's theme this year is A Quest for Legitimacy: How Managers Can Shape the Future and will continue the great debate and wise crowds that it attracts year on year. One of the most interesting questions on the programme is: "can management combine the creation of economic value with social value?"
There are some really exciting speakers confirmed for this year already, including:
- Charles Handy, social philosopher and author of The Hungry Spirit
- Rakesh Khurana, professor of organizational behavior at Harvard Business School and the author of From Higher Aims to Hired Hands
- Deepa Prahalad, book author and consultant who is continuing the work of her late father, C.K. Prahalad, as reflected in his book The Fortune at the Bottom of the Pyramid
- Rick Wartzman, executive director of the Drucker Institute at Claremont Graduate University and an online columnist for Bloomberg Businessweek
- Adrian Wooldridge, management editor of The Economist
As well as the conference programme, there will be a second edition of the Peter Drucker Challenge – an essay contest for managers, entrepreneurs und students until the age of 35. The authors of the top three essays will actively participate in panels and breakouts at the Forum, and up to 40 authors of high quality essays will get free access to the conference. This is a really excellent initiative: Lynda met a couple of the writers last year and was really taken with their fresh outlook on management.
What do you think?
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