Worklife: the age of social work (2014)

The Changing Nature of Work | presentation outline
Worklife: the age of social work
Presented by Cia Mooney, IDSA
IDC Victoria April 4 2014

“When I can work
from anywhere,
why should I come
to the office?”
The Changing Nature of Work | presentation
Cia Mooney, IDSA | Victoria April 2014
1

What is the
changing nature
of work?
We are digitally connected in ways that
have profoundly changed the way we
work freeing us to choose when, where
and how we work.
To create a compelling workplace that
fuels both humans and organizations,
design will increasingly integrate the
attributes of simplicity, sustainability
and well-being into our spaces,
products and furniture. Technology will
become more seamless and pervasive.
Social work, while becoming the new
normal, will respect our differences and
provide for a diversity of behaviors.
Learning is becoming lifelong.
2

A Creative Era
Today, we live in an era of heightened
creativity, connectivity and transparency.
The lines between where we work and how
we work are blurring, yet there are
fundamental principles that influence and
inspire design for the activity we call “work”.
• Simplicity
• Sustainability
• Well-being
3

Simplicity
Simplicity is the condition of being easy
to understand. In design, simplicity is
achieved through a rigorous act of
refinement resulting in a clarity of intent.
Restraint does not mean soulless.
Reference: Oxford Dictionary
4

Sustainability is the conscious and
enduring act of meeting the needs of the
present without compromising future
generations.
Reference: United Nations, Brundtland Commission
5
Sustainability

Well-being Well-being is the satisfaction of an
individual’s values, goals and needs in the
context of the culture in which they live.
Reference: World Health Organization
6

7
farmfarm factoryfactory infoinfo creativecreative
time

8
What other influences are
changing the nature of work?

An integrated
worklife
The shift from “work-life balance” to an
“integrated worklife”.
Integration means that the boundaries
between home, family, friends, play and
work are more seamless. Social media and
technology connect us as never before.
People are the key dynamic factor in the
workplace bringing new attitudes,
behaviors and needs to how they organize
worklife.
9

Today, work
is dispersed.
• As of 2008, 1 in 5 Canadians works from
home.
• > 50 million Americans will work from
home at least 1 day a week in the next 5
years.
• 70 % of all US employees work from
alternate locations (not just home) on a
regular basis.
• A growth in new administrative roles will
emerge to manage virtual and physical
assets with off-site teams, like booking a
desk or setting virtual meetings.
Oh, and by 2025, 5 billion of us will be
connected to one another by digital
devices!
source: Statistics Canada, Forbes and Forrester Research
10

A Cisco Systems study "shows that
virtual teams can take up to four
times as long to build trust than
face-to-face teams.”
How can design help?
http://www.iftf.org/future-now/article-detail/face-to-face-in-
the-virtual-workplace/#sthash.ZIK25nIh.dpuf
How do we
manage from
afar?
11
• A study of 32 Fortune 500 global companies with 1.5
million workers found that more than 25% of workers do
not work in a traditional workspace, yet 73% of these
companies still assign a workspace to these employees.
• 44% of the time employees are away from their desk.

How mobile is
the workforce
today?
12
http://www.teknion.com/ebooks/PhoneBoothes-Mailboxes.pdf

“We threw out
900,000 pieces
of paper.”
CBRE’s head of workplace strategy on their new
offices where each person has one file drawer
and no assigned office.
The mobile and untethered worker means
employees are free to roam, carry their
work on their devices or in the cloud and
find a desk in any workspace neighborhood.
• The “Engagement Workplace”1
– a portal by the corporation
servicing and uniting the workforce. Leveraging social tools.
• Placing limits on the physical nature of personal archives and
paper files, yet supporting personalization of workspace through
video bios, employee wall and accessories.
• Supporting casual collaboration and collisions
• The rise of the phone booth
• Fixed hotel -- monitor and keyboards that anyone can use.
• BYOD – bring your own device to work.
1
Forrester Research
14

15
CBRE Los Angeles
Gensler

Conspicuous
culture
As branding continues to express
corporate mandates, the physical assets
of the company become beacons to
attract and retain the best.
The global movement towards
sustainability is leading to a search for
authenticity, not just in the material
goods of our world, but in the culture of
business.
Buildings. Interior Spaces. Furniture.
Vibe. Services. Experiences.
16

Google culture with hyper color and form. (Ireland)
17

Nike culture and conspicuous sustainability. (London HQ)
17
Nike
by UK Rosie Lee

The immersive office will read, sense
and respond to the needs of users, the
building and the enterprise.
Wireless and ubiquitous connectivity
will link us to interior spaces as never
before -- 360º virtual meetings,
sensorial spaces and a sense of “being
there” will increase the realistic feel of
our interactions. Yet, humans are
analogue and face-to-face is still the
preferred dialogue.
18
Smart Spaces

19
Smart Spaces

- Cia Mooney, IDSA | Victoria April 2014
Work is accessible anywhere and at
any time. Data is growing.
Wireless everywhere means we
don’t really need a home base,
just great tools and software.
Virtual and immersive
technologies will soon let us
scour vast data streams, touch
them, move them, zoom in and
out…at wall size.
Data visualization will increase
the need for better screens,
digital wallpaper, e-paper, etc.
Today's work is
fluid and in the
cloud.
1
2
3
20

21
Smart Spaces
University of Dayton

22
Smart Spaces
Virtual Receptionist
Fox Architects Concept

23
Smart Spaces
Write-able colored walls
Smith Group Concept

- Cia Mooney, IDSA | Victoria April 2014
The rise of woman leaders.
84% of US Fortune 500
corporations now have a woman
on their board. 1
Feminine values are ascendant.
Emphasizes cooperation, long-
term thinking, and flexibility. 2
Athena
at Work
1
2
24
1
Women change the dynamics of the workplace for the better.
LinkedIn, James Caan
2
The Athena Doctrine, John Gerzema
ImIage: Marissa Mayer, CEO + President, Yahoo
A survey of 64,000 people in
thirteen countries across a wide
swath of cultural, political and
economic diversity.

Global
and local
Work is no longer confined to place
and time. A global 24/7 clock is our
timekeeper posing new challenges
in human-to-human workstyles.
“Creative clusters” are increasing
as geo-locations attractive to GenY
and the start-up nation culture.
(Brooklyn, Portland, Seattle, Austin, San
Francisco, Toronto)
25

2 - Cia Mooney, IDSA | Victoria April 2014
Work is about
idea creation.
The new workplace is a media-rich
environment that is more open, casual
and social supporting idea creation.
Adaptable spaces for team
collaboration, digital immersion,
virtual interaction, reflective
thought and personal rejuvenation.
Spaces are transitioning from fixed,
opaque and hard to more flexible,
porous and soft.
1
2
26

Lose the hierarchy.
Make work approachable and
everywhere-made.
Make spaces and objects simple, friendly
and smart.
Inject color, material richness, art and
humor.
Ignite inspiration with refined details and
clean execution. Surprise us.
Be honest about ingredients and super
green.
Supporting
idea creation.
27

Supporting
idea creation.
27
F 015 Mobile Office
Mercedes

Supporting
idea creation.
27
Work on Wheels
IDEO

• Multiple zones for diverse work types
• Pervasive tech and wireless
• Virtual/immersive conferencing
• Casual meetings at diverse heights
• Whiteboard-everywhere culture
• Communal work zones at different heights
• Hybrid zones for dispersed/project work
and spaces a team can own for awhile
• In-between spaces flex for social events
• Fewer owned private offices, but smaller,
quiet boxes…some transparent.
• Coworking and mobile workspaces
• Simpler spaces with best tools.
• Smaller break areas/bars, not the big café.
• Get-away or i-spaces for focused work.
What
idea
work
needs
28

29

29
Building community is the vital focus of
organizational culture. From Liberating
Structures to an intense focus on
communication tools and messaging, the
new enterprise is built for social work.

30
One Shelley Street – Macquarie, Sydney
Clive Wilkinson

About Generations
Human behavior at work
31

social work
open plan
heads-down
dwell meet
encounters
and commons
retreat
oasis
create
The changing nature
of work is about
creation and
co-creation.
co-creators
32
co-creators

Who’s
at work
today? More generations are at work representing
greater diversity than ever before.
Organizations are flattening. Spaces are being
crimped as real estate assets are scrutinized.
Four generations are working, some longer
than expected. Boomers will start to exit in
the next 10 years, but many will have stay on
with “encore” careers.
33
Gen Y
70m+
Gen X
45m+
Boomer
76m
1945-1965
1966-1979
1980-2000
Veteran
55m
1925-1944

Where is work
today?
The third place.
“To comprehend the importance of the informal public life of our
society is to become concerned for its future. The first and most
important function of third spaces is that of uniting people.”
The Great Good Place, Ray Oldenburg
Beyond the office.
34
home
work
hotel
cafe
airport
library
auto

35

The 4th place.
Coworking + the rise
of independence.
36

37
Grind Spaces
New York City

38
Grind Spaces
New York City

39
MetaLab
Victoria, BC
(1005 Langley Street)

40
Indy Hall
Philadelphia

41
NeueHouse
New York City

42
NeueHouse
New York City

43
Coworking
Sofia, Bulgaira

Makerhaus
Seattle, WA
44

GenY: The Millenials, The Digital Natives,
Echo Boomers
45

Gen Y
70m+
Gen X
45m+
Boomer
76m
1945-1965
1966-1979
1980-2000
Veteran
55m
1925-1944
Gen Y is the most ethnically
diverse generation the US has
ever known.
1 in 3 is non-Caucasian.
They have grown up in a media-
rich and instant news world.
• You Tube
• Facebook
• Twitter
• Virginia Tech
• Oklahoma City
• Columbine
• September 11th
• Iraq War
GenY
46

Emergent influence of the generation known as
GenY or the Millenials, a tribe of 70+ million
strong. They are “extreme collaborators”.
They seek:
• Transparent organizations. Make work is visible.
See the big picture. More likely to question the
authority of leaders in the workplace.
• They seek philanthropic organizations. Those
who “do good” attract GenY. Sensitive to visuals
in motivating their senses (interiors).
• They seek continuous learning and mentoring
with rewards. They relied on professors and
parents for advice. Closer to Boomers.
for brands -- “Help us belong and help us feel significant. Where
am I in this story?” Graham Browne, Mobile Youth
GenY
47

We will be our own boss.
• This is the entrepreneurial
generation. Many will have started
businesses in college. Believe
money does not buy happiness.
The reason Johnny matters is that he
exemplifies the “virtual mediator” – one whose
recommendations and advice are followed
by others. He may be a businessman with
a t-shirt company, but he also recommends
postural changes during the work day. His
point of view is respected by his followers
and this is one way GenY adopts its belief
system. Organizations seeking ways to
interact with GenY can look to the
generation’s thought leaders for
inspiration.
48
GenY
http://www.johnnycupcakes.com

Millennial workers are less likely to see their
long-term future as being tied to their current
employer.1
Most will have multiple jobs and
stay for 2-5 years on average with employer.
Comfortable “over-sharing” information,
GenY managers and their teammates benefit
from training regarding corporate privacy and
confidentiality.GenY
49
1 Research Brief from the 2009 NBES, Ethics Resource Center

Access to food/beverage,
power and wireless top the
“wants” for GenY. The
expectation for pervasive and
best-of-class technology will
effect employment choices.
50
A common global behavior –
the frequent use of active and
passive technology. Passive is
just being “live” with another,
but not actively interfacing, ex.
leaving video chat on while
doing other work.
Reference: Forrester Research
GenY

GenX: “Boomerang” Generation, “Friends”
Generation
51

Gen X is the first generation exposed to
the break-up of institutions –
government, family and job
expectations. Squeezed by economic
downturn in ‘80s.
Work-life balance is important.
They grew up as independently-minded
and adaptable children due to --
• High parental divorce rate
• First latch-key children
• Witnessed Watergate
• MTV and rise of music video
• Better at saving
• Marrying later – late 20s/early 30s
• Accepting of social diversity
• Tech-savvy
Reference: Value Options, Wikipedia, Am. Bar Assoc.
Gen Y
70m+
Gen X
45m+
Boomer
76m
1946-1964
1965-1980
1981-2000
Veteran
55m
1925-1944
GenX
52

53
Gen X
content to add
With independent mindset, GenX can be
skeptical, cautious and pragmatic. They are
better educated than their parents with more
degrees achieved (40% have a BA or higher).
Many are employed in professions that
require continuing education.
• More GenX stay married than their Boomer
parents.
• 83% state that marriage and a happy family
life are very important. Divorce is on the
decline since 1996 (US Census Bureau).
• 29% volunteer in community
• 79% of GenX women work
Reference: University of Mich. Longitudinal Study, Social Marketing Org.
GenX

54
Gen X at work is comfortable
with boss hierarchy more than
GenY and content in a more
structured environment than
GenY.
GenX is seen as strong
managers and problem-solvers,
but weaker in “displaying
executive presence”.
GenX ranks workplace flexibility
(flex time) as an important perk.
Reference: The Intelligence Group, Business Insider

Baby Boomers: Boomers, Generation Jones
55

Gen Y
70m+
Gen X
45m+
Boomer
76m
1945-1965
1966-1979
1980-2000
Veteran
55m
1925-1944
Born after WWII, the baby boom
and suburban growth coincided.
Resistant in their youth to over-
reach by government and prone to
acts of civil disobedience.
• Rejected tradition
• Protested Vietnam War
• Woodstock
• Witnessed Watergate
• Mickey Mouse Club
• Womens’ Liberation Movement
• High divorce rate
• Less adaptable as get older
• Money-makers, wealth-makers
• An “idealized” generation
Boomers
56
Reference: http://www.history.com

57
By 2020, 25% of US employees
will be at least 55 years old.
Beginning to exit their jobs and
move on to other careers
(encore careers) over the next
10 years. Many are delaying
retirement due to lost savings or
lack of savings. This may result
in job-sharing, more flex work or
part-time work for Boomers.
Boomers are strong executives
and team-builders.
Reference: Wikipedia, Value Options

The Introvert
and The Extrovert
The open plan spaces so dominant
in the workplace today are under
attack by users who find it hard to
concentrate. We need different
places at work, not one solution.
vs.
58

How does this effect
design thinking?
59

The Quiet Zone
“Introversion is a preference for spaces
that are not over-stimulating. Nearly
30% of the workforce is made up of
introverts.” 1
Introverts require a slower pace and
more methodical approach to work,
as contemplation and concentration
are strengths to promote.
Introverts are Knowledge Workers and
enormously creative (Steve Wozniak,
for one), but they value solitude for
deep thought. Flex time for work at
home or off-site is a benefit.
• Gensler survey of 2000 Knowledge workers:
77% of survey respondents prefer quiet when they
need to focus; 69% are dissatisfied with noise levels
at their primary workspace.
60
1
Quiet by Susan Cain

61
One Shelley Street
Clive Wilkinson + WoodsBagot

62
Microsoft
by Studio O+A

63
Microsoft
by Studio O+A

Examples of Product and Spaces
Reflecting the changing nature of work
64

Simplicity
Gramercy Park
John Pawson
65

Office
John Pawson
66
Quiet material richness.

Law Office
Nelson Resende , Portugal
67

Law Office
68

Law Office
69

Scoular Law Office
John Gutierrez, Aukland
70

Scoular Law Office
John Guttierez, Aukland
71

Nykredit
Copenhagen
72

Burges Salmon Law Office
Sheppard Robson Bristol UK
73 confidentiality,
acoustic privacy
in a mono-material

Burges Salmon Law Office
Sheppard Robson Bristol UK
74 confidentiality +
acoustic privacy

75

76
+ADD
fiftythree, NYC
+ADD
fiftythree, NYC

77
+ADD
fiftythree, NYC

78
+ADD
fiftythree, NYC

79
+ADD
fiftythree, NYC

80
+ADD
fiftythree, NYC

+ADD
fiftythree, NYC
Space within a space
Room within a room
Encourage creativity and
independent thinking.
81

82
+ADD
fiftythree, NYC

83
BPGM Law Office
fgmf arquitetos

84
BPGM Law Office
fgmf arquitetos

85
BPGM Law Office
fgmf arquitetos

86
Work4Tank
VOA concept

87
Work4Tank
VOA concept
event space

88
Work4Tank
VOA concept

89
Work4Tank
VOA concept

90
Office Amsterdam
i29
mono-material

91
Office Amsterdam
i29

92
Office Amsterdam
i29

93
Social space Amsterdam
i29

94
Social space Amsterdam
i29
color blocking

95
Pinterest
All of the Above + First Office, San Francisco
Transparency and
visibility.

Pinterest
All of the Above and First Office, San Francisco
96

97
Airbnb
Gensler, San Francisco

Tonic
Watson, Seattle area
98

Tonic
Watson
99

Tonic
Watson
100

Tonic
Watson
101

Tonic
Watson
102

airbnb
San Francisco HQ with Tonic benching

103
Room11
Hobart, Tasmania

104
Room11
Hobart, Tasmania

105
Room11
Hobart, Tasmania

Sustainability
106

Cisco
O+A San Francisco
107

Cisco
O+A San Francisco
108

sustainability examples continued.
109
Adobe
LEED CI Platinum, San Jose

86
Adobe
LEED CI Platinum, San JoseMicrosoft Vienna
Innocad
110

111
Microsoft Vienna
Innocad

112
Microsoft Vienna
Innocad

sustainability examples continued.
113
Adroll
Boor Bridges, San Francisco

114
Adroll
Boor Bridges, San Francisco

115
Bullitt Center
Living Building Challenge, Seattle
A Living Building.
The Greenest Building in the World.
The Bullitt Center — instead of pursuing
just net zero energy, net zero water, net
zero carbon, composting toilets, toxic-
free materials, 80+ percent day lighting
using high-performance windows
— chose all-of-the-above for a six-story
urban infill project in a dense
neighborhood in Seattle.

116
Bullitt Center

117
Bullitt Center

Well-being The drive towards well-being is altering
the way workplace products are being
designed.
There is a new appreciation for the
health of the human body and mind,
especially in a sedentary and screen-
centric world.
Agile, living, adaptable, harmonious,
organic, bio-anything, wearable…all are
words used to describe consumer goods
and workplace products.
118

Design Office
Spain
119

Selgas Cano Design Office
Madrid, Spain
120

121
Cia Mooney, IDSA | Victoria April 2014 Stand and meet.

122
Brooklyn Boulders
Sommerville, MA

123
Brooklyn Boulders
Sommerville, MA

HDR
Unilever NJ
124

Height and monitor adjustable
Sedus, Germany
125

Height and monitor adjustable
CBRE offices, LA
126

Height adjustable
Watson
97
127

Connecting brand, space and
people.
Coca Cola is about “delivering
happiness”.
Coca-Cola Toronto HQ
by figure3
image by Steve Tsai
124

125

126

127
airbnb
San Francisco, CA
“Giving employees the freedom
to roam the workplace as if it
were home.”

128
airbnb
San Francisco, CA
Gensler, Interior Design Fair
Living green wall.

129
airbnb
San Francisco, CA
Hubs connected with views out.

130
airbnb
San Francisco, CA
Hubs connected with views out.

135
airbnb
San Francisco, CA

136
airbnb
San Francisco, CA

137
tbw/chiat/day
San Francisco, CA
Clive Wilkinson Architects

Transparency
and Privacy
The rise of the “idea” as the work
product and an accelerated drive for
innovation means a conflicting role for
transparency and privacy.
138

well-being examples continued.
139
VCU brandcenter
Richmond, Virginia
Clive Wilkinson Architects

Workbay
Vitra
140

Workbay
Vitra
141

Workbay
Vitra
142

picture to come
143
Google
Jump Studios. Madrid, Spain

144
Work Box
Vitra

145
Public
Herman Miller

146
Public
Herman Miller

147
Public
Herman Miller

Workbay
Vitra
148
Idea-led Innovation Spaces

Stanford University
d-School
149

MIT
Media Lab
150

155
Final
Thoughts
Build a whiteboard culture
where ideas and people can thrive.
(by TYN Architects, Norway)

• institute of the future - online
• LinkedIn e-office
• LinkedIn Work Republic (eng/french)
• The Shift, The Future or Work is Already Here, Lynda Grafton
• Hot Spots, Lynda Grafton
• http://www.coworkingcanada.ca
• google groups on workplace
• Quiet, The Power of Introverts, Susan Cain
• The Athena Doctrine, John Gerzema & Michael D’Antonio
Reference
156

157
Please feel free to contact me at --
hello@ciamooney.com
www.ciamooney.com
•twitter @ciamooney
•pinterest.com/ciamooney
•linkedin.com/in/ciamooney
Please note that all images contained herein are
the property of the architectural firms, designers
and manufacturers noted. No reproduction of the
imagery is granted without the direct permission
of the respective owners.
The End
Thank you.

Worklife: the age of social work (2014)

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