Take a look at this kid.
He’s your next employee. How are you going to recruit, retain, manage, interest and amuse this fellow? What’s your workforce going to look like in 2012, 2020, or beyond?
There’s quite a bit of focus on trends relating to the future of the organization — and organizations are seeing innovative strategies to cope with the world of high velocity change that we find ourselves in.
Last week I was the opening keynote speaker, and a panelist later in the day, for an offsite of one of the world’s largest professional services firms. Tomorrow, I keynote a get-together of key clients of a multi-billion insurance/financial services company. A few months ago, I ran a Board of Directors/CEO level meeting on the issue for a major industrial company.
If you don’t have this issue figured out yet, you’d better start thinking about it in a hurry.
There are certain things we know for a fact that relate to the future of the organization.
- there is a huge amount of expertise walking out of the economy. In 2010, 3 people will leave the economy for every person that enters it; by 2012, 4. By 2016, 6 people will leave for every new worker that joins. Those are staggering realities.
- the current generation entering the workforce is completely rejecting the concept of a traditional career. More than 50% of young people in a US survey indicated they believe self-employment to be more secure than a full time job. They don’t want to work for big organizations. They’ll be nomadic, contingent workers, entrepreneurial and global.
- skills are fragmenting and specializing at a furious pace. Knowledge half-lives in most industries are compressing to a matter of just a few years. Knowledge extinction is real, and massive skills fragmentation is occurring at an extreme velocity. The result is that most organizations will find future failure will come from an inability to get specialized skills. A strategy that is focused on global access to extremely specialized skills will be a transformative factor for winning.
The whole issue is massive, and is one of the areas in which innovative thinking is needed now. It’s a CEO / Board level issue. It’s transformative. It’s urgent.