What does the future of work look like? It doesn’t take a crystal ball to predict based on trends that have developed over the last couple decades: Businesses staffed almost entirely by freelancers. Fortune 500 companies using open-source crowd platforms to innovate. AI solving some of the world’s trickiest challenges.
Open models are an exciting part of the future of work and innovation. Every year, more and more companies are choosing open models for innovation, blending freelance with in-house talent. But that transition can be tricky for traditional employees.
Developing and implementing an open talent strategy—one that engages contract freelancers in a structured way within your company—is an exciting step that puts organizations out front of innovation. But it can feel like shaky territory for some parts of businesses, notably IP, legal, and other key stakeholders whose job it is to uphold the business’s integrity while pursuing innovation and growth.
Open talent models are evolving so rapidly, it’s sometimes hard to keep up. Where is open sourcing going and how will that impact the future of work?
As we are propelled into an even-more digital age, companies and employees are both asking: To what degree will AI replace human intelligence and make jobs obsolete? In the inevitable future of AI, what is the outlook for human employees? Neil Jensen, Vice President, Product Strategy, Workday, identifies trends in areas like the future of work. I asked Jensen to share with us the trends he’s seeing in the future-of-work space.
My focus on the future of work means that I’m often privy to the inner workings of some of today’s most innovative companies. Moving toward open sourcing and the gig economy comes with its fair share of internal questioning and resistance
Conversation about the future of work is everywhere, but who really knows what that means, and who can help guide us into that future? This is the work I’ve been doing at Open Assembly and also in my role as Executive in Residence at the Laboratory for Innovation Science at Harvard (LISH).
Seven years ago I wrote an article, The Dinosaurs of Cannes, thinking that the industry was headed for the dustbin of history if it didn’t change. While I wasn’t at Cannes this year, I was still surprised that many of the images on the social feeds coming out of Cannes hadn’t changed.
In my experience working with companies that want to embed open talent models into their work streams, I’ve rarely seen a success rate as effective as the program at the energy company Anadarko.