It’s a very exciting time to be involved in the Open Talent movement. There is so much to learn and, more importantly, many opportunities to make work better for all. We don’t have all the answers. And, we don’t even know all the questions. There is one thing we do know; the transformation of work is happening at an unprecedented rate and it shows no sign of slowing down.
We continued discussing the hypothesis and some of the findings from last week’s incredible collaboration.
As the shift from traditional hierarchies to new networked business models for organizations happens, how do we shift our mindsets and mental models to increase the adoption of open talent?
This week Open Assembly founder and CEO John Winsor dove in to the question: How do we address people’s skills, get them upskilled, get them reskilled, as well as change curricula and teaching approaches accordingly?
This week’s conversation touched on mental health during the COVID-19 crisis and what policies, procedures and habits have organization stopped doing and now realize you won’t go back to after this crisis ends?
Using terms like “gig economy,” “crowdsourcing,” and “on-demand talent” can help or hurt your cause. Here are some things to keep in mind as the language of work evolves.
Open talent communities are growing rapidly to meet demands for general and niche skills. In our recent 2020 trends report we explored this trend.
Open talent strategies and horizontal cross-functional teams are replacing traditional vertical hierarchies and siloed organizational models. But change can be hard.
Most businesses today have structured hierarchies and operate in a silo. A model in which workers start at entry level and slowly advance over many years. Open talent models offer a radical, and often impactful, departure from this old school way of doing things. Is your business experimenting with open talent?
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.