We need to build organizations that are moving with the times to be future-proof.
The way we see the world has changed. This fundamentally changed the way we work too. Every year, we have to rethink our own concepts of productivity, success, satisfaction, and purpose. This involves a shift in what we understand as ‘work’ and sparks the start of new times, both in and outside modern companies.
As a result, we need to build organizations that are moving with the times to be future-proof.
In this article created by CultureCode and published originally by FastCompany Brazil and inspired by this whitepaper, you’ll meet the 5 concepts that are being redefined by future-proof organizations:
1. Productivity redefined.
What used to be quantity is now quality. Previously, the productivity maximization paradigm was the driver that set the tone of the conversation. Nowadays, productivity is all about quality. The priority is to reframe and optimize performance from a human standpoint.
2. Reskilling and Upskilling
These are new concepts for optimized learning practice. Reskilling and upskilling both refer to skill adaptability within the company.
Reskilling involves providing resources for an employee to adjust to other positions and necessary functions. Upskilling, on the other hand, deepens their useful knowledge so that this employee can optimize their work.
This whole path starts with the idea that no professional will ever be 100% ready. Yes, that’s right. The idea that the ideal candidate is one who fully meets the company’s expectations and demands before they even start, simply isn’t real.
We now know that looking for a candidate that is best equipped to adapt to what a vacancy could become is more important than looking for the perfect match for the job.
So, what’s key for ideal candidates is adaptability, alignment with the company’s culture, and a creative spirit.
3. Making Societal Impact
People want to be part of something worthwhile and get behind something they believe in. How you treat people and the planet is an essential part of the business.
Change is needed and your employees are the ones that will make it happen. To create a positive impact, an open space is needed. A corporate culture that gives them the tools, education, and skills needed to create experiences that empower change.
Incorporating purpose and ESG objectives in your culture, and empowering employees to rethink and readjust the status quo, can contribute to change, for good.
4. Purpose and Happiness.
Today is the right moment to integrate joy, life, creativity, and work. It is time to understand that work is part of life’s fuel and that it’s essential to invest energy in balance to cultivate a prosperous journey.
This isn’t just a question of promoting a good environment, but also of understanding the power of human capital within companies. In addition to metrics, each person within the organization needs to be seen and heard.
5. Leadership reinvented.
The theory is simple, but the execution is rather complex. Talking about vulnerable leadership is one thing, living it is another. Especially when we still associate expressions of command and control with genuine and strong leadership. When well-directed, informal leaders have the potential to deepen and transform organizational culture.
Companies need to rethink concepts and enable transformations both in and outside the four walls. It’s important to understand that people are rebuilding their relationships with work and productivity. They seek ways to balance work life, passions, learning, purpose, and culture.
Thus, it is necessary to understand that the world requires change and modern companies have the opportunity to lead this change. This demands a clear environmental reformulation.
Driving cultural transformation
Companies that are able to inspire with emotional narratives, created from the inside-out, and empower the team to defy the norm, will ultimately win the hearts of new generations and talent.
We believe that it is necessary to implement concrete changes that are triggered in co-creative processes, involve professionals from different levels, and promote inside-out-driven change processes.
May each company live its values and value its mission. We need to talk the talk and walk the walk – today more than ever.