Cielo's 2016 Talent Rising Summit - Reimagining the Future of Work

Copyright © 2016 John W. Boudreau <john.boudreau@sbcglobal.net>. All rights reserved.
Professor John W. Boudreau, Ph.D.
Center for Effective Organizations
Marshall School of Business
University of Southern California
john.boudreau@usc.edu
213-740-9814
www.ceo.usc.edu
Reimagining the Future of Work
Cielo’s 2016 Talent Rising Summit
Milwaukee, WI
May 11, 2016

The Traditional Way that Siemens and Disney Work Together

Siemens creates a hearing aid for kids
Where is the best talent that understands how to
engage children with a product … Disney
Siemens uses Disney employees to create a
hearing-aid comic book
Your Work Done by Someone Else’s Employees

The Disney Kit.
The Disney Kit for younger
children includes a cuddly
Mickey Mouse® and storybook.
Reading and playing with Mickey
helps younger kids gain
confidence in their hearing aids.
And to keep their hearing aids in
peak condition, the kit also
provides all the maintenance
essentials parents need, like a
battery tester, drying set,
listening stethoset and a
cleaning tool.
Your Work Done by Someone Else’s Employees

Return on Improved Performance (ROIP)
and Impact At Siemens-Disney
Siemens Talent Disney Talent
Market to Kids Innovative Hearing Aid
Performance
StrategicValue
Performance
StrategicValue

Boeing 787: Supply-Chain Ecosystem

Boeing’s 787 … Strategic Shift
Boeing bets US$12B on building a new commercial jetliner primarily using
composite technology rather than aluminum.
Where is the pivotal Talent?

Boeing Engineers Pre-787
• Aluminum
• Set Specifications
• Hold Vendors to Standards
Boeing Engineers Post-787
• Composites
• Parameters not specifications
• Facilitate Vendor Collaboration
Collaboration Technical Engineering
Talent-Strategy Link for Boeing Engineers
Performance
StrategicValue

Technology and Global Labor Markets
Technologists on
TopCoder.com
(from 6000
10 years ago
Created by the internet for every 1 lost
global mobile phone users . 73%
population penetration
of organizations list missing skills as the single
biggest impediment to digital transformation
75%
of the internet’s impact is felt in
traditional
industries
2.6 jobs
5.2B
700,000 77%
31%
of the global workforce is contingent.
Sources: 75% and 2.6 McKinsey; 5.2B, Morgan Stanley, Topcoder; 31% Kelly free agent Research; 77% Towers Watson research.

The “And” of Automation, not Just “Either-Or”
10
How to be More Interesting at a Party

The “And” of Automation, not Just “Either-Or”
11
Rethinking Oncology Diagnosis

Will Automation Make Humans Obsolete?
Can Artificial Intelligence Be Controlled?
12

Unlocking The “Lead the Work” Code
Rewards
• How Small the Time Frame to Shorten?
• How Specifically to Individualize?
• How Creatively to Imagine?
Assignment
• How Small to Deconstruct?
• How Widely to Disperse?
• How Far From Employment to Detach?
Organization
• How Easily To Permeate?
• How Strongly to Interlink?
• How Deeply To Collaborate?
• How Extensively To Flex?

Assignment: Jet Blue Service Agents
• Jet Blue focused on restructuring the work of
phone agents, creating an infrastructure so the
work could be done part-time with stay-at-home
agents.
• A “workplace” perfect for motivated stay-at-
home Mom’s
http://www.cbsnews.com/news/jet-blues-stay-at-home-work-force/

Appirio is the company that acquired TopCoder
Appirio has about 700 employees and was rated
a “best place to work” in the UK
Apprio delivers work through over 700,000
community members globally
Should Appirio be the “best
place to work” for 700 or
700,000?
What Does Worker “Engagement” Mean?

Are Contingent Workers More Engaged?
https://www.cornerstoneondemand.com/rework/are-contingent-workers-more-engaged-you-think
• Volition: Those that choose freely have more positive
experiences
• Emotional Support: Emotional support from coworkers and
supervisors increases contingent worker commitment to BOTH
the organization where they work and the organization that
placed them
• “Psychological” Contract: Social and emotional ties, not just
economic ones, lead to more commitment and engagement
• Continuity: Opportunities for transition to longer term
employment increases work attitude and commitment.

If you’re writing an app, how should the work be done?
Should you EVER hire a regular full-time employee to be a coder
or designer?
Assignment: Deconstructing Software Coding

Organization: Visa + Apple = ApplePay
• Visa and Apple employees working at the Visa Innovation
Center
• Apple must reveal more about its apps than ever before
• Visa must reveal more about its payment system than ever
before
• Call it ApplePay or VisaPay?
• A “workplace” perfect for a team of the best employees
from each organization

Reward: Volunteerism

Value
Performance
Distribution of Performance in the Workforce
Quantity
Performance
Cost
Cost of Rewards to Motivate Performance
Performance
Value-Quantity-Cost: Rare Superstars

New Work: Horrible or Wonderful?
Horrible
– Risk shifted to workers
– Employers stop training
– Death of the Career
– Commoditization
– Rush to lowest cost
– Worker exploitation
Wonderful
– Transportability
– On-demand training
– Boundaryless careers
– Precise work-worker matching
– Rewards segmented to match
needs
– Worker Empowerment
vs.

Lead the Work and the Future of HR
Assignment
Deconstruct, Disperse, Detach
Reward
Shorten, Individualize, Imagine
Organization
Permeate, Interlink, Collaborate, Flex

Dr. John Boudreau, Professor and Research Director
Center for Effective Organizations,
Marshall School of Business
University of Southern California
<john.boudreau@usc.edu>
Thank you!
23

Cielo's 2016 Talent Rising Summit - Reimagining the Future of Work

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

En vedette

En vedette (14)

Similaire à Cielo's 2016 Talent Rising Summit - Reimagining the Future of Work

Similaire à Cielo's 2016 Talent Rising Summit - Reimagining the Future of Work (20)

Plus de Cielo

Plus de Cielo (20)

Dernier

Dernier (20)

Cielo's 2016 Talent Rising Summit - Reimagining the Future of Work