Ledelse med fremtid

First Friday og Nytårskur, Lederne8-Jan-2016

Erik Korsvik Østergaard, Partner, Bloch&Østergaard

Because going to work should be nice, great, and awesome

Erik Korsvik Østergaard

LeadershiprådgiverCivilingeniørGæsteforelæser på CBS og ITU

erik@blochoestergaard.dk

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Future of Work

Direction

Leadership

Culture

Innovation

1st point

The leader …

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Ensures purpose and meaning (WHY), and that we’re making a

difference

Challenges status quo (both HOW and WHAT)

and encourages the team to do the same

Ensures direction and traction via dialogue

and delegation

Values collaboration, innovation, and brainstorming

2nd point

Future Of Work

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Volatile Uncertain

Complex Ambiguous

The world is VUCA

Megatrends

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Meaningfulness

Relations + Connectedness

Silver Backs + Millennia

Female Shift in Leadership

Radical Sustainability + Circular Economics

Urbanisation + Globalisation

Technology + Going digital

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Design principles of adaptable organisations

Gary Hamel et al. • PDF:

“Hackathon Report - Management Innovation eXchange”• YouTube:

”Gary Hamel on The Future Of Management”

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Future of Work

Direction

Leadership

Culture

Innovation

1st point

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Jacob Morgan

Freedom At Work

The Happy Manifesto

The major movements

• Freedom At Work• The Happy Manifesto• Happiness At Work• New Nordic Leadership• UNBOSS• Purpose-driven leadership• Meaningfulness• Agile/SCRUM• …

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Purpose + Vision

Transparency

Dialogue + listening

Fairness + Dignity

Accountability

Individual + Collective

Choice

Integrity

Decentralization

Reflection + evaluation

Trust Your People

Make your people feel good

Give freedom with clear guidelines

Be open and transparent

Recruit for attitude, train for skills

Celebrate mistakes

Community: create mutual benefit

Love work, get a life

Select managers, who are good at managing

Play at your strengths

Freedom

Trust

Support,

Challenge

Communication

Reward, W

orkplace Safety

, Comfort

Cases: Spotify (IT), Zappos (shoes), Menlo (IT),WD-40 (lubricants), DaVita (healthcare)

Is it cool? Where’s the business case?

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2005 2006 2007 2008 2010 2011 2012 20131

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3

4

5

6

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Employee satisfaction(1-7)

2009 2010 2011 2012 20130

0.51

1.52

2.53

3.54

4.55

Leave (%)

Robustness and resilience (Gary Hamel, Steen Hildebrandt et al.). Happier employees. Engagement. Trust. Better EOS scores (or similar).

Organizations are changing

Purpose and meaningfulness

Relationsbeat skills

Largerline teams

Smallerproject teams

Cracking silos – building social networks

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The many skills and behavioursof a leader

The leader …

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Ensures purpose and meaning (WHY), and that we’re making a

difference

Challenges status quo (both HOW and WHAT)

and encourages the team to do the same

Ensures direction and traction via dialogue

and delegation

Values collaboration, innovation, and brainstorming

2nd point

Google Inc. – Eight qualities of a great manager1. Be a good coach2. Empower the team and do not micro-manage3. Express interest/concern for team members’ success and well-being4. Be very productive/result oriented5. Be a good communicator – listen and share information6. Help team with career development7. Have a clear vision/strategy for the team8. Have important technical skills that help advice the team

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Boston Consulting Group:Top 10 factors for employee happiness on the job

1. Appreciation for your work2. Good relationships with

colleagues3. Good work-life balance4. Good relationships with

superiors

5. Company’s financial stability6. Learning and career

development7. Job security8. Attractive fixed salary9. Interesting job content10. Company values

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Leadership is a choice – but hard work

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You do not need a big title to

•Teach and mentor•Inspire others•Delight customers•Drive results

Easy work•Blaming •Judging •Imitating •Pretending •Waiting

Hard work

•Learning•Teaching•Inspiring•Improving•Giving

Leadership

•Is a choice

I22

willchange

Leadership is a choice

5 models and tools

to create a shared language,to facilitate the change,to build the new culture

Plan

Do

CheckAct

Designing and executing a leadership programme

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?!$

Inspiration

Business problem– and business case

Strategy and planwhy – how – what

Translationto context

Working with elements like:Leadership mind-setPersonal profile and leadershipCollaboration approachEmpowerment and mandateCulture and valuesHappiness at workSocial businessMotivationAgile project approach…

Implementation, usage,adjustment, reinforcement

Organisational involvementAmbassadors, reference group

Are we there yet?

1

2

3

4 5

6

7

Hand-overReinforceDaily lifeRegular follow-upAdjustments

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Model

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Set direction with purpose-driven leadership• Any action must support the purpose

– the WHY• Adjusted weekly, monthly, yearly

• It has to make sense• To the customers and to society• To the organisation• For the recipient• For the product• For the team• For you

• If it doesn’t make sense, then stop• Prioritise – urgent and important

Tool: The Strategic Architecture

Model

Career platform in Future Of WorkPeople Project Specialist

Top management

Middle management

Frontline

The old career path: The only way is up.This approach is going to die. The new career platform: Not up, but around

Manager“Get things done”Purpose: Run the business

Leader“Follow me”Purpose: Grow the business Entrepreneur

“Try this”Purpose: Transform the business

The employee in Future Of Work understands to shift between roles;and wants to be lead that way, on all levels of the organisation:

In frontline, as middle manager, and as top manager you can bea manager, a leader or an entrepreneur of your role

On every level:

Model

Four primary business profiles

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Business understandingValue chain, R&D, production, sales, marketing, internal organisation, external stakeholders, regulation, market

orientation etc.

Professional skillsProgramming, chemistry, engineering,

photography, nursery, management etc.

DisciplinesFacilitation, project management, presentation, meeting a deadline, holding a budget, estimation, test, performing analysis, writing a good

document etc.

Interpersonal skillsLeadership skills,

mentoring/coaching, motivation,

empathy/sympathy, conflict handling etc.

The HR profile

The Delivery Manager profile

The Specialist profile

The Business Analyst profile

Four primary business profiles exist. You’ll most likely have a preference for two of them.

• Find your two preferred business profiles

• Combine it with the understanding of the Career Platform: Are you manager, leader, or entrepreneur of your role?

Model

An innovation-friendly culture and process

Willingness to change the status

quo

Engage with customers

Creativity and experimentation

Fail fast.Fail forward.

Demo and feedback

!

Model

Summary

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Leadership in the future

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Bloch&Østergaard

Because going to work should be nice, great, and awesome