The emergence of new business models has created opportunities for many sectors to change the way they operate — automating jobs and creating new work opportunities for the workforce.
Rapid advances in digital technology — such as artificial intelligence (AI) and robotics — are also disrupting our traditional interactions and ways of working. Nearly half of CEOs plan to increase their rate of digital investment by 10% or more. As work roles are reconfigured, we must also rethink the critical skills we look for in workers.
To break out of the rigidity of existing organizational structures, leaders must reassess and craft a new operating system to support work transformation — one that better enables modern agility, fluidity and sustainability.
Start with the work (current and future tasks), not the existing jobs.
Combine humans and automation.
Consider the full array of human work engagements (such as employment, gig, freelance, alliances, projects or other alternative work arrangements).
Allow talent to “flow to work” versus being dedicated to fixed, permanent jobs.