cielo's 2016 talent rising summit - reimagining the future of work

Copyright © 2016 John W. Boudreau <[email protected]>. All rights reserved.

Professor John W. Boudreau, Ph.D.Center for Effective OrganizationsMarshall School of Business University of Southern [email protected]

Reimagining the Future of Work

Cielo’s 2016 Talent Rising Summit

Milwaukee, WIMay 11, 2016

mailto:[email protected]

http://www.ceo.usc.edu/


The Traditional Way that Siemens and Disney Work Together


Siemens creates a hearing aid for kids

Where is the best talent that understands how to engage children with a product … Disney

Siemens uses Disney employees to create a hearing-aid comic book

Your Work Done by Someone Else’s Employees


The Disney Kit.The Disney Kit for younger children includes a cuddly Mickey Mouse® and storybook. Reading and playing with Mickey helps younger kids gain confidence in their hearing aids. And to keep their hearing aids in peak condition, the kit also provides all the maintenance essentials parents need, like a battery tester, drying set, listening stethoset and a cleaning tool.

Your Work Done by Someone Else’s Employees


Return on Improved Performance (ROIP)and Impact At Siemens-Disney

Siemens Talent Disney Talent

Market to Kids Innovative Hearing Aid

Performance

Stra

tegi

c V

alu

e

Performance

Stra

tegi

c V

alu

e


Boeing 787: Supply-Chain Ecosystem


Boeing’s 787 … Strategic Shift

Boeing bets US$12B on building a new commercial jetliner primarily using

composite technology rather than aluminum.

Where is the pivotal Talent?


Boeing Engineers Pre-787• Aluminum

• Set Specifications

• Hold Vendors to Standards

Boeing Engineers Post-787• Composites

• Parameters not specifications

• Facilitate Vendor Collaboration

Collaboration Technical Engineering

Return on Improved Performance (ROIP)

Talent-Strategy Link for Boeing Engineers

Performance

Stra

tegi

c V

alu

e


Technology and Global Labor Markets

Technologists on

TopCoder.com

(from 6000

10 years ago

Created by the internet for every 1 lost

global mobile phone users . 73%

population penetration

of organizations list missing skills as the single biggest impediment to digital transformation

75%of the internet’s impact is felt in

traditional

industries

2.6 jobs 5.2B

700,000 77%

31%of the global workforce is contingent.

Sources: 75% and 2.6 McKinsey; 5.2B, Morgan Stanley, Topcoder; 31% Kelly free agent Research; 77% Towers Watson research.


The “And” of Automation, not Just “Either-Or”

10

How to be More Interesting at a Party


The “And” of Automation, not Just “Either-Or”

11

Rethinking Oncology Diagnosis


Will Automation Make Humans Obsolete?

Can Artificial Intelligence Be Controlled?

12


Unlocking The “Lead the Work” Code

Rewards• How Small the Time Frame to Shorten?• How Specifically to Individualize?• How Creatively to Imagine?

Assignment• How Small to Deconstruct?• How Widely to Disperse?• How Far From Employment to Detach?

Organization• How Easily To Permeate?• How Strongly to Interlink?• How Deeply To Collaborate?• How Extensively To Flex?


Assignment: Jet Blue Service Agents

• Jet Blue focused on restructuring the work of phone agents, creating an infrastructure so the work could be done part-time with stay-at-home agents.

• A “workplace” perfect for motivated stay-at-home Mom’s

http://www.cbsnews.com/news/jet-blues-stay-at-home-work-force/

http://www.cbsnews.com/news/jet-blues-stay-at-home-work-force


Appirio is the company that acquired TopCoder

Appirio has about 700 employees and was rated a “best place to work” in the UK

Apprio delivers work through over 700,000 community members globally

Should Appirio be the “best place to work” for 700 or

700,000?

What Does Worker “Engagement” Mean?


Are Contingent Workers More Engaged?https://www.cornerstoneondemand.com/rework/are-contingent-workers-more-engaged-you-think

• Volition: Those that choose freely have more positive experiences

• Emotional Support: Emotional support from coworkers and supervisors increases contingent worker commitment to BOTH the organization where they work and the organization that placed them

• “Psychological” Contract: Social and emotional ties, not just economic ones, lead to more commitment and engagement

• Continuity: Opportunities for transition to longer term employment increases work attitude and commitment.

https://www.cornerstoneondemand.com/rework/are-contingent-workers-more-engaged-you-think


If you’re writing an app, how should the work be done?

Should you EVER hire a regular full-time employee to be a coder or designer?

Assignment: Deconstructing Software Coding


Organization: Visa + Apple = ApplePay

• Visa and Apple employees working at the Visa Innovation Center

• Apple must reveal more about its apps than ever before

• Visa must reveal more about its payment system than ever before

• Call it ApplePay or VisaPay?

• A “workplace” perfect for a team of the best employees from each organization


Reward: Volunteerism


Val

ue

Return on Improved Performance (ROIP)

PerformanceDistribution of Performance in the Workforce

Qu

anti

ty

Performance

Co

st

Cost of Rewards to Motivate Performance

Performance

Value-Quantity-Cost: Rare Superstars


New Work: Horrible or Wonderful?

Horrible– Risk shifted to workers

– Employers stop training

– Death of the Career

– Commoditization

– Rush to lowest cost

– Worker exploitation

Wonderful– Transportability

– On-demand training

– Boundaryless careers

– Precise work-worker matching

– Rewards segmented to match needs

– Worker Empowerment

vs.


Lead the Work and the Future of HR

AssignmentDeconstruct, Disperse, Detach

RewardShorten, Individualize, Imagine

OrganizationPermeate, Interlink, Collaborate, Flex


Dr. John Boudreau, Professor and Research DirectorCenter for Effective Organizations, Marshall School of BusinessUniversity of Southern California<[email protected]>

Thank you!

23

cielo's 2016 talent rising summit - reimagining the future of work

Education