Future of Work

The Future of Work is already here, and the acceleration of Industry 4.0, now Industry 5.0 has not only disrupted how we buy, eat, communicate, connect and pay, but Technology as Key Disruptor has transformed both Work and Workplaces.
How can we leverage these changes as a Community, lead the Workforce of One, get ready to include the next Generation of Talent and Customers and most of all redefine our thinking to build New-Age workplaces of Contribution?
Please participate actively on this Group by sharing your ideas, views, practices, suggestions, articles, videos, and other learning resources to enable the collective Learning of the Community.

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  • Amit Gursale joined the group Future of Work

    3 months, 1 week ago
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  • Yamini S joined the group Future of Work

    4 months ago
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  • Sunith Kunder posted an update in the group Future of Work

    4 months ago

    @aniruddha-khekale do you believe HR is ready or equipped to be driving Culture Change? or do these changes only become successful when driven by the Business?

    3 Comments
    • Any thoughts on how should we go about it? Bring more and more people up to the mark?

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      • Any particular skills we need to start off with?

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    • It will be unfair to make a generalized statement on HR’s capacity… HR in many companies is extremely capable and matured to handle this strategic initiative however as a community and fraternity, there is an opportunity to raise the awareness on this issue… I personally believe that this agenda has to be driven by HR…

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  • Aniruddha Khekale posted an update in the group Future of Work

    4 months ago

    Evolved companies look at what we need to retain moving forward and what we want to adopt when we integrate or when there is a change in the business environment… there is a careful and sensible discussion within the top executives of the organization, and they take efforts to define the culture attributes for the organization

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    3 Comments
    • How does a well-crafted culture contribute to the resilience and adaptability of companies in dynamic industries, and what key elements do you believe are fundamental for success?

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      • Creating trust, communicating transparently, respecting the legacy, acknowledging the past success and walking the talk are the critical components…. a well crafted culture will always stand test of the time…

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        • For example deep implementation and adoption of quality management principles have helped company like ‘Toyota’ to constantly stay ahead of times…

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  • Aniruddha Khekale posted an update in the group Future of Work

    4 months ago

    @sneha… this is happening more often across the industry… primarily because we have seen much faster expansions / integrations / acquisitions across the world… and therefore it becomes critical to define what kind of culture we want to promote within the company….

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  • Ramanpreet Kaur posted an update in the group Future of Work

    4 months ago

    Hi,

    I would like to understand that from your experience, what challenges do you commonly see arising when trying to build or reshape organizational culture, and how can they be addressed?

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    9 Comments
    • Can we end up becoming prescriptive with Change by Design? or does the Design enable us to create a Vision for Culture Change?

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    • Changing Culture by Design will require what kind of inputs for validating the levers for Change?

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      • First and foremost – we should be in a position to define ‘why’ there is a need to change! Then the ‘who’ part comes and then ‘how’ and ‘when’… customer’s voice, stakeholder’s expectations. changing market dynamics and talent dynamics will provide us with clear inputs for us to be able to define levers for change…

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    • Aniruddha, what is your view??Is it easy to get a guiding coalition for managing Culture Change unless it’s a Board agenda or Top leadership driven. Even then there are always. at waters who maybe reluctant..

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      • It is always difficult to get the coalition but not impossible… it is more sustainable when people are committed, and the actions are driven by them..
        .

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    • Right, Can you share examples of successful culture-building initiatives?

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      • Several examples… can’t name the organizations here… one multi naitional company failed to integrate an Indian acquisition because they couldn’t provide a rationale for ‘change’… something like diversity and inclusion – legacy workforce looked at it as an intentional discrimination against the ole timers… it was then the initiative was…[Read more]

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    • There is one single challenge that comes in the way – mindset towards maintaining the status quo and resistance to change… that’s probably because people take pride in retaining what they have been believing and practicing for long…

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      • This can be addressed by creating a mutual ground and by way of carefully selecting what we want to retain, what we want to bring in as a new dimension…. sensitivity and sensibility are the keys to get people aligned

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  • Sneha posted an update in the group Future of Work

    4 months ago

    Hi sir …I would like to know ..In industries with constant evolution, such as the energy sector, building a robust organizational culture is crucial. Could you share insights into effective strategies you’ve observed or implemented for intentionally shaping and nurturing a positive and innovative culture within organizations?

  • Aniruddha Khekale posted an update in the group Future of Work

    4 months ago

    Hello all… I am on the forum for the discussion on ‘Building culture by design’… we can discuss and deliberate on whether organization culture is already inherited or can be built intentionally… I am open for your comments or questions to kick start the chat…

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  • Admin posted an update in the group Future of Work

    4 months ago

    LNOD Communities presents –

    Micro Chat – Take a 30-minutes Learning Break with @aniruddha-khekale – SV President & Head HR Adani Electricity on “BUILDING CULTURE BY DESIGN”, Today from 4 pm to 4:30 pm.

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  • Aniruddha Khekale joined the group Future of Work

    4 months ago
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  • Sujata posted an update in the group Future of Work

    4 months ago

    From a leadership perspective, what key considerations should be taken into account when managing the integration of micro-cultures to ensure a positive impact on the organization as a whole?

    6 Comments
    • So align, develop, review, recognise and measure impact on a continual basis and you surely should be able to drive the change. Refer to the book tribal leaders for measuring effectiveness as well as define plan of actions.

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    • Once this is done keep a regular plan of review to measure progress and keep making the necessary changes

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    • Recognise those who do a great job and highlight those names who are taking time to align and coach them. Along with that understand and remove bottle necks and simplify. Help them understand how is is going to impact their Businesses as they carry that pressure

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    • Step it to ensure they start executing on the expectations and remove bottle necks as required for them to flow

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    • Once we have received the buy in of these leaders and then enable the micro culture leaders with proper toolkit etc we have got the alignment plan moving

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    • The key considerations are engaging first with the line leadership team of the community of leaders who are micro culture leaders

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  • Sneha posted an update in the group Future of Work

    4 months ago

    Hi @carmisthamitra

    In your experience, what strategies have proven successful in maintaining a cohesive organizational culture while accommodating diverse micro-cultures?

    1 Comment
    • One acknowledged that micro cultures exist. Pay lot of attention no make the leaders if microculture s feel seen and heard. Co- create with some of the brightest ones for your future big movements.

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  • Ramanpreet Kaur posted an update in the group Future of Work

    4 months ago

    Hi @carmisthamitra,

    What communication strategies are effective in bridging the understanding between different microcultures and the broader organizational culture?

    3 Comments
    • Any thoughts on how do you handle a key yet difficult leader who’s not in sync/differs in view,
      with the wider organization culture?

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    • Could you give some examples of what can be included in the toolkit?

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    • We ought to identify the micro culture leaders who typically manage a team of 50 to 150 members . Communicate your plans with them and get them to cascade with their Teams. Give them a Toolkit

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  • Carmistha Mitra posted an update in the group Future of Work

    4 months ago

    Hi let us start the conversation in micro cultures

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  • Admin posted an update in the group Future of Work

    4 months ago

    LNOD Communities presents –

    Micro Chat – Take a 30-minutes Learning Break with Carmistha Mitra – Expert in HR Leadership, High-Performance Culture, Business Management on “INTEGRATING MICRO-CULTURE WITH LARGER ORGANISATION CULTURE”,

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  • Carmistha Mitra joined the group Future of Work

    4 months ago
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  • Ramanpreet Kaur posted an update in the group Future of Work

    5 months ago

    Amazing how he used his experiences. Do watch –

  • Sneha posted an update in the group Future of Work

    5 months ago
  • Shriya Masurkar posted an update in the group Future of Work

    5 months, 2 weeks ago

    What Practices/ Solutions/ New Thinking has your organization initiated in this space that are worth sharing?

  • Sneha posted an update in the group Future of Work

    5 months, 2 weeks ago

    What is your organization doing to address challenges in this space? Do share some practices !

    3 Comments
    • Absolutely, investing in internal technology is a strategic move that can propel businesses forward. It not only enhances efficiency but also empowers teams to drive innovation. Digital transformation is all about optimizing resources to maximize impact. In this era of digital transformation, what specific areas or technologies do you believe…[Read more]

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    • Investing in inernal Technology :Cutting-edge technology is crucial for businesses to drive efficiency and innovation, and those who do not invest in it risk falling behind. It is evident that the future belongs to those who embrace digital transformation internally first. Therefore, it is imperative for companies to invest in technology to stay…[Read more]

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    • Agile Strategies : Adopting agile methodologies is no longer a choice but a necessity for businesses to stay ahead. Agility is essential for businesses to quickly adapt to changing market conditions and customer needs. By embracing agility in their planning horizons long range, rolling 6 month plans, OKR for execution efficacy companies can…[Read more]

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