This is part four of a five part post that explores various types of organizational structures that either already exist in today’s business landscape or are starting to emerge as viable options for the future of work. Somewhere in between hierarchies and flat organizations lie flatarchies. These types of companies are a little bit of both structures. […]
This is part three of a five part post that explores various types of organizational structures that either already exist in today’s business landscape or are starting to emerge as viable options for the future of work. Each post will explore one of these structures and then I’ll provide a final summary post on all five.
The person who designs my creative work I’ve never met, my assistant who helps me run my day to day operations I’ve never met, the guy who handles all my audio and video work I’ve also never met. I work with freelancers every single day to help me with everything from email to presentation design to podcast development. These people are all great at what they do and they all live thousands of miles away from me. […]
This is part two of a five part post that explores various types of organizational structures that either already exist in today’s business landscape or are starting to emerge as viable options for the future of work. Each post will explore one of these structures and then I’ll provide a final summary post on all five. These concepts and ideas are taken from my book, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization. […]
This is going to be a five part post that explores various types of organizational structures that either already exist in today’s business landscape or are starting to emerge as viable options for the future of work. Each post will explore one of these structures and then I’ll provide a final summary post on all five. These concepts and ideas are taken from my book, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization. The five types of organizational structures that I will explore are: […]
The freelance economy continues to grow but there would be no growth if companies around the world didn’t tap into this on-demand workforce. This isn’t a movement that can simply be started by people who want to become independent, it requires two sides to come together; organizations that need on-demand labor and on-demand professionals who need the organizations to get gigs. This is one of the trends that I’m most excited about over the next 5-10 years, and it will dramatically disrupt how we work and how companies innovate and compete in the future of work! […]
Just like in our personal lives there are a few things that make our company relationships successful. However, keep in mind that this relationship is a two-way street. If you want to be able to get things then you must also be willing to give things. In the context of a business setting this means doing a good job. Here are five things to keep in mind when trying to create a successful relationship with the company you work for. […]
I’m a big fan of Glassdoor, the company that provides an amazing level of transparency into what it’s like to work at various organizations. You can get salary information, honest employee reviews, information on the corporate culture, and much more. Glassdoor also has an amazing amount of data and information on what makes a great place to work and what employees care about. Think of it a bit like Yelp for people searching for jobs. They also release their annual “best place to work award” which looks at employee review data to see which companies have the most highest rated employee reviews. Recently Glassdoor released their highest rated CEOs list for 2015 which I wanted to share with you here. […]
The folks over at Johnson Controls have put together an interesting report called Smart Workplace 2040: The Rise of the Workspace Consumer. It’s a lengthy 84-page report that explores various scenarios for what the workplace might look like in 2040. Predicting anything 5-10 years in the future is tricky enough, but 25 years might as well just be a thought experiment. Still, it’s an interesting thing to explore. In the report, Johnson Controls clearly state that they are basing their predictions on a few assumptions. While the report is quite expansive, I wanted to highlight what they have identified as a series of complex model locations for where work will get done. […]
The idea of thinking of employees as capital assets is antiquated but for many, it’s not enough to simply talk about how HR is changing and what the new role of HR is. Companies are dropping the term “human resources” altogether and are shifting towards more “people centric” terms. […]
