The New World of Work – Part II
From the “New World of Work”, three features stand out:
- It is being accelerated by technology
- It is more connected
- It is even less predictable
In my previous post, I explored the radical change brought by “accelerated by technology”. Today, I’m discussing “more connected” and “even less predictable”.
Digital technology – i.e. the internet – has not only dissolved the barrier of time & space, but it has also promoted hyper-connection between people. In other words, it has created a global small-world network.
Collaborations are now easier than ever, more dynamic and fluid and your everyday actions require you to communicate and share ideas with a sense of urgency.
Your inbox has now become a convenient organising system for other people’s agendas, and the need for speed in responsiveness is the new normal – 24/7, 7 days a week.
As a result, one of your many challenges is to stay focused on the task at hand, avoid digital distractions and manage increasingly complex and diverse relationships.
Building swift trust and relationships on the fly pose new interpersonal challenges and managing cultural differences, diversity and inclusion represent a major hurdle for corporations, executives and employees.
Hyper-connection has not only given birth to cognitive overload, but it has also created collaborative overload – the point at which someone is so overwhelmed with collaborative responsibilities that she effectively becomes a bottleneck, unintentionally slowing down or inhibiting the flow of work within an organisation.
Performance suffers as people are buried under an avalanche of requests for input or advice, access to resources, or attendance at a meeting.
So, what can you do to thrive in the more connected, less predictable New World of Work?
Hyper-connection requires the development of new sets of skills, such as emotional intelligence and resilience. It’s about developing a wider range of communications skills, the flexibility of behaviour and learning how to slow things down.
- It’s finding ways to improve team efficiency by developing curiosity and caring about other members of your team.
- Having confidence in your “know-how”
- Sharing your goals to build clarity and unity.
Paradoxically, effective collaboration is highly structured…
The capacity to rapidly adopt new perspectives, consider different points of view and understand cultural diversity while promoting inclusion at the same time is crucial for success. Assuming your responsibility to maintain cohesion within the group and finding new ways to manage your time, energy and focus are underlying your competitive advantage.
To thrive in a more connected world requires focusing on people rather than purely on systems, investing in people’s development and ultimately changing the way you interact.
Your network can provide you with new resources, knowledge, learning and instant feedback mechanisms to guide you in solving complex problems. Past solutions are less and less relevant…
Personal innovation – i.e. personal development – is now a necessity to build your personal brand in order to maintain your competitive advantage. It’s about becoming antifragile – a property of systems that increase in capability, resilience, or robustness as a result of stressors, shocks, volatility, noise, mistakes, faults, attacks, or failures – as Nassim Nicholas Taleb would put it.
The New World of Work is highly responsive and unpredictable, however, the good news is that you can learn and develop the necessary skills to adapt and thrive. All it takes is for you to pause for a moment, take a deep breath and make the first step to reaching out…
In Nutshell:
The New World of Work is more connected and even less predictable. It requires the adoption of a new mindset to develop agility, resilience and execution as learning. By taking responsibility for your personal innovation and developing emotional intelligence and resilience skills, you will maintain your competitive advantage and be well armed for the future…
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