The text discusses the need for organizations to transition from outdated beliefs about structure and employee roles to a more modern and flexible approach to organizational design. It highlights the importance of trust and the need for structures that adapt to external market conditions, emphasizing that traditional methods of operation are no longer effective. The future organization will prioritize talent, customer needs, and the ability to customize responses over rigid internal processes. Overall, it advocates for a redesign that is organic and responsive, ensuring that organizations can thrive in an ever-changing environment.
| Signal | Change | 10y horizon | Driving force |
|---|---|---|---|
| Organizations must evolve beyond old mindsets | Shift from static to dynamic organizational design | Organizations will be more flexible and adaptive | Need for agility in a changing business landscape |
| Emphasis on talent over tenure | Shift from valuing experience to valuing expertise | Constant learning and upskilling will dominate | Rapidly evolving skills and knowledge demand |
| Work increasingly done outside organizations | Shift from in-house teams to external talent access | Rise of hybrid and freelance workforce models | Global talent access via technology |
| Customized fairness in talent management | Shift from uniform rules to personalized programs | Tailored workforce engagement strategies will prevail | Emphasis on employee satisfaction and diversity |
| Transition to open and interconnected systems | Shift from closed to open organizational structures | Companies will seamlessly integrate external partners | Necessity of collaboration in complex markets |
| Trust as a cornerstone of organizational design | Shift from control to empowerment | Leaders will empower teams to self-manage | Necessity for innovation and quick decision-making |
| Emphasis on organic, evolving processes | Shift from static processes to adaptable designs | Continuous redesigns will be standard practice | Adaptation to fast-paced market changes |
| Legal frameworks guiding flexible oversight | Shift from rigid control to trust-based management | Management roles will focus on guiding rather than controlling | Balancing risk with creativity |
| Importance of customer-focused design | Shift from internal priorities to customer needs | Organizations will customize for diverse customer bases | Increasing diversity in customer expectations |
| Rise of knowledge graphs in organizational structures | Shift from hierarchical charts to dynamic relationships | Real-time adaptability and transparency in operations | Data-driven decision-making |