Open talent doesn’t solve everything, but businesses that are taking a team-oriented, challenge focused, and flexible approach to talent are seeing big gains. Find out why in Open Assembly’s Future of Work 2020 Trends Report.
It’s Not What You Say; It’s How You Say It: 2 Key Takeaways For Those of Us Building the Future of Work
Two key takeaways from Open Assembly’s conversation with a linguist, and what it means for the future of wo
Is Your Business At Risk Of Becoming Obsolete? Here’s What You Need To Know To Prep For The Decade Ahead
At Open Assembly we are constantly on the lookout for new data and analyses that outline trends in the future of work. To start off 2020—the new decade!—we did a deep dive into the latest data, reviewing and analyzing dozens of in-depth reports aggregating work data from across the globe to identify key trends.
Paul Estes is the author of the book Gig Mindset. He led the charge a while back within Microsoft, bringing programs to support and facilitate working with an on-demand workforce for Microsoft itself and Microsoft clients. John Winsor recently checked it with Paul about how he shifted his mindset and created the momentum to not only change his own life, but to change how an entire company does business. Here are some of the insights he shared.
Those of you in the Future of Work space have not only identified a new industry or category that you and your company can sell into, but you’ve also identified a product or a service that serves a key market need, and solves the most prickly pain points of important players.
Many companies have forgotten the truth of what their product is all about. Has yours? Is it time for your company to dig into the culture, find out what customers really think, and understanding they hold on to?
It used to be, you’d take one job and try to stick with it for decades. That’s not how work happens anymore.
Open talent models are challenging the structure of traditional HR. Here’s how open sourcing can change HR and business-as-usual for the better.
It can be tempting in any new industry to create buzzworthy terms to identify and establish thought leadership. Words like “gig economy,” “ remote work,” and “open talent” sound new and exciting. But do creative new terms risk alienating key customers, talented employees and the general public? Do they do more harm than good?