Growth. Innovation. Scale. These are all things that executives strive to achieve, whether they’re bootstrapping a startup or leading a 30-year-old enterprise.
And forward-looking leaders are approaching them with a new lens. They’re thinking about the skills required to innovate and strategize. They’re ideating on how to scale projects up and down as needed with the right mix of talent. And they’re diving deep on how to attract and retain customers in such a competitive landscape.
Here are three noteworthy articles that address how leaders are carving a path for innovation:
Artificial intelligence will change jobs, says Ginni Rometty, CEO of IBM, but it’s up to us as a society to prepare people with the skills necessary for the 21st century. “If we introduce new technology into the world but don’t equip our workforce with the necessary skills, we’re not living up to our obligation as responsible innovators.” Rometty spells out three ways to prepare for a changing workforce, and ultimately says we must invest in people to build a stronger economy and fuel for innovation.
Why we like it: It’s not a question of if we need skills training; it’s a question of when and how. Upwork CEO Stephane Kasriel says the future doesn’t depend on degrees. It relies on our ability to perform skills and use our experience to innovate and reskill. The 21st century demands more of us, and that requires deviating from the traditional path.
Some call it “gig economy,” others call it “contractors,” and then there’s the term “alternative workforce.” Regardless of the terminology, organizations aren’t fully prepared for the multi-faceted ways to access talent. Josh Bersin, HR industry thought leader, said many companies view contract workers as temporary talent for tactical needs, rather than strategic partners.
Why we like it: There’s a very real disconnect between how companies are engaging the alternative workforce and the potential to harness the creativity and insights to move businesses forward. Whether it’s a monthly brainstorming meeting or giving an hour or two of ideation time to contract workers, this fresh perspective could help uncover new opportunities.
How CEOs Can Navigate The Unique Challenge Of The Gig Economy | Chief Executive
The rise of on-demand companies such as Uber, Lyft, and DoorDash brings a new host of company types. The CEOs of these companies have their eyes set on scalable growth while also thinking about addressing the needs of a distributed workforce. Alani Kuye, CEO of on-demand consumer logistics company Phlatbed, suggests they focus on seven areas. Here are our three favorites:
Measurable activities tied to hard metrics, so everyone moves in the same direction
Welcome ideas but remember they need to apply across your wide user base
Don’t be shy of flaunting what makes your company different
Why we like it: As consumers become accustomed to the on-demand economy, companies are pushing themselves to meet people where they are. Higher customer expectations often means increased pressure for the company. But when you take a look at Kuye’s recommendations, they apply to any modern, forward-looking organization.
What recent articles about the future of work have inspired you? Share them and how they influenced you in the comments section below.
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