It seems that in the last few months, everyone is joining in on the predictions and speculations regarding the Future of Work and the anxiety levels regarding this topic are increasing. It is not hard to see why many are confused:
- The first signs of mega changes in big corporates, where a significant number of jobs are dramatically changing or altogether disappearing.
- The war for the scarce skills required with the emerging new technologies and new ways of working is heating up.
- The lack of clarity on an individual level about the future of work.
In essence, we are looking at three megatrends:
- Technology – e.g. Big Data, Automation, Artificial Intelligence and Machine learning, Nanotechnology, cloud and Internet of things.
- Globalisation and socio-economic and demographic changes –e.g. mobility of people and goods, aging population, millennials.
- Social expectations – i.e. transparency, distribution of knowledge, no hierarchies, equality and diversity, convergence.
Personally, I don’t share Elon Musk’s warning about “Artificial Intelligence as an existential threat to mankind” being optimistic and hopeful, I believe we as humans will do better. However, I do think a crisis is looming and if we do nothing the future might not favor most humans. I call it the talent crisis. How we as Humans adapt to this changing world is the key to what is possible and what is probable.
The future of work – The invincible syndrome of the professionals
I like to use the analogy of a product when describing talents. Consider your collection of abilities, skills, knowledge education and experiences as your unique and valuable talents products. In a digital era, it will be wise to continually adapt your products, through being agile and tentative to the market expectations, focus on what is valuable, being ahead of the competition by pivoting all the time, keeping relevant. Think about Netflix and the blockbuster chain and now original content creation, Uber and the taxi companies and now food delivery. How many of us actively continuously working to be ready when disruption to our own jobs will come?
The future of work – The (non) relevancy of career paths
We start to assemble talent at kindergarten, and then batched by age we go through the education system and then work, mostly dictated by the subjects we picked up at school and usually one job at a time. At doing that we became addicted to job titles and career promotions. The problem life is not linear; the notion that you can take your subjects learned at schools like Math and English and apply these to real-life problems is redundant. Talents evolve organically and now also rapidly. We create our lives as we explore our talents and vice versa and we have to adapt our learning in that way.
The future of work – Best practice does not favor humans
The other big issue is the lack of diversity inherent in the system (known as best practice). Human talent is tremendously diverse. People have very different abilities and preferences. But most systems (education and work) are not designed for accepting diversity; they are more like production lines designed for efficiency. So the reason so many people are opting out of education, or left behind at work is that it doesn’t feed their passion. We have to start enabling a way in which people understand and recognise their own talents as early as possible and are encouraged and enabled to develop their own solutions of how to grow, nurture and use their talents for value creation.
In recent weeks I traveled the country talking to many people about the future of work and I am hopeful with the talents and passion I met and the shared concern for the future. However, we are still missing a sense of urgency and a call for action on every level. The future of work requires new and different mix of humans’ talents and the catch is that these talents are also the ones required in order to design it. So are you doing something about it, or waiting for what is probable?
@Hadas Wittenberg is a Future of Work enabler