Change is evident, fast and driven by technology. Digitalization is no longer only an IT project but asks for new ways of working, thinking, leadership and capabilities.  It is for sure creating new challenges but we believe also even more new opportunities.   What does the future ask from us individuals and from organizations? How does the future of work look like? The only certain thing is that nobody knows for sure. In a complex world the most valuable thing is ability to change.   Future Female joined us to recode Future of Work. Here is the material from the event. For participants, you can find the workshop notes at the end of the slideshow. Thanks for joining us!

1. Future of Work Recoded
11.4.2019

2. Invitation
FUTURE OF WORK Recoded
Change is evident, fast and driven by technology. Digitalization is no longer only
an IT project but asks for new ways of working, thinking, leadership and
capabilities. It is for sure creating new challenges but we believe also even
more new opportunities.
What does the future ask from us individuals and from organizations? How
does the future of work look like? The only certain thing is that nobody knows
for sure. In a complex world the most valuable thing is ability to change.
Welcome to a workshop with us to co-create your future of work!

3. Agenda
17:00-17:30 Registrations & Brain snacks
17:30-18:15 Intro: RECODING WORK
18:15-19:30 Workshop: RECODING Employee + Customer Experience
19:30-19:50 LET'S PLAY!
19:50-20:00 Closing words
20:00-20:30 Mingle

4. WARM UP

6. https://www.talouselama.fi/uutiset/mielipide-digitalisaation-ytimessa-on-johtaminen-ei-teknologia/143e63c0-6582-397c-9bda-
cb07001b65eb Marko Luhtala, 26.8.2018

7. https://qaspire.com/2015/11/23/mindset-shifts-for-organizational-transformation/

8. Self-management
Teal organization
Network structure
Platforms
Value-Based Leadership
Lean

9. PEOPLE AT THE
HEART OF NEW
WORK AND
LEADERSHIP

10. Shaking the idea of a man - Theory X, theory Y
“Theory X is an authoritarian style
where the emphasis is on
“productivity… [it] reflects an
underlying belief that management
must counteract an inherent human
tendency to avoid work”.
“Theory Y managers assume employees
are internally motivated, enjoy their job,
and work to better themselves without a
direct reward in return. These managers
view their employees as one of the most
valuable assets to the company, driving
the internal workings of the corporation”
- Douglas McGregor, 1960
https://www.economist.com/news/2008/10/06/theories-x-and-y
https://en.wikipedia.org/wiki/Theory_X_and_Theory_Y
”You either believe people are fundamentally good or you don’t.”
–Lazlo Bock

11. Continuous development
#popupresearch @MaijuVuolle

12. Andy Kelly @askkell Unsplash.com

14. Problem solving
Critical thinking
Creativity
Leadership
Coordinating
co-operation
Emotional intelligence
(WEF 2016)

15. WHAT KIND OF NEW WORK IS BORN?
WHAT KIND OF SKILLS ARE NEEDED
FROM US?
WHAT IF WORK DOES NOT
DISSAPEAR?

16. Case Gofore:
People-centric, data-driven culture

17. 1. ”Family company”
2014
Challenge:
Silos
2015 2016
95
hlöä
200
hlöä
GPtW 3rd 2015 & 2016
130
hlöä
Business Units Pool of
professionals
Cultural Director
”Manager”-
pooli
Crew Services

18. Digitalization + people
= Eksponential growth
0
50
100
150
200
250
300
350
400
0
5000
10000
15000
20000
25000
30000
35000
40000
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
2017
Henkilöstömäärä
1000€
Liikevoitto Liikevaihto Henkilömäärä
Fokus toiminta-
kulttuuriin alkaa

19. Coachs
Challenge:
How to create enaf support but keep the
flexibility and individuality?
2. Best place to work in Finland & 2nd in Europe
2017 2018
370
hlöä
GPtW 2017: 1.sija, EU 2.sija 1. Merger
Listed in First North
marketplace
International Business
Growth from +90 – 400 people
Need to create support services for
development etc.
People persons

20. 3. First North listed company
Seppo Bot -
Ainoa middle
manager
2019
480
hlöä
2. Merger
Network
Radical transparency
Data-driven,
people centric
LV +49%
2020
550
hlöä
3. Merger

21. LET’S CO-CREATE!

22. What do we mean by Start / Stop behaviors?
Stop
Behaviors that are required to
support the target state or new way
of working
Behavior (sales leader):
”Hold teams accountable for data
accuracy. Do your homework prior
to meetings.”
Start
Purpose is to explain new ways of working by identifying behaviors to start or stop.
Desired behaviors can be related to for example job role, process, reporting,
development, decisions making model, budgeting or another logical segmentation
The ”undesired” behaviors which
are not acceptable
Behavior (sales leader):
”Do not accept sales calls as an
excuse for missing the cadence or
poor preparation.”
Stop

23. Start & Stop
•Split into 4 groups
•Question we are all working with:
To create an inspiring and meaningful worklife and
organizations that bloom in the complex and changing
environment, what kind of behaviours do we need to:
• Start?
• Stop?
StopStart

24. Learnings

25. Team thoughts on
Future of Work skills,
needs & professions

26. Effort & Impact
First focus
• Group 1: Knowledge sharing
+ Curiosity
• Something that everyone
can do!

27. Effort & Impact
First focus
• Group 2: Stop being a
perfectionist + Continue trusting

28. Thank you!
Mari Wuoti
@wuoti
+358 44 557 7717
Tomi Niskakoski
@TomiNiskakoski
+358 40 555 9656