The echoes of this great marble hall always bring me back to college. I’m sitting in the Philadelphia 30th Street Station, awaiting my Amtrak train to take me home, circled by ornate pillars and homeward-bound revelries on a Friday afternoon.
What an energizing whirlwind two weeks: keynoted for the Federal Reserve (the future of banking), spoke to CFOs in San Diego (the future of finance), facilitated our Outthinker Chief Strategy Officer roundtable in New York (the future of strategy), met with ABC TV in LA (the future of television), ran a workshop for a Fortune 500 real estate firm (the future of real estate), ran an Outthinker workshop for an apparel retail leader (the future of retail), then addressed a room of board members of public tech companies in Silicon Valley (the future of everything!).
At a barbeque this weekend, a friend fretted, “How does a large company retain its entrepreneurial spirit?” Part of the leadership team of a fast-growing, $5 billion, public company – historically one of the most innovative in its sector – he painfully understands this dilemma. The agility and speed helped you grow. But your growth requires installing rigid policies and processes which kills your agility and speed. What keeps you big kills what got you there.
The term “employee engagement” was introduced into the management lexicon around 1990 when HR (or personnel, as they were called then) departments shifted focus from employee satisfaction toward employee commitment. Employee engagement is now a multi-billion-dollar business with consulting firms, training companies, and technology firms seeking new ways to get employees to find meaning in their work.
For centuries, leadership skill has been measured by your ability to make things happen inside “built to last” organizations. Success depended on your ability to build trust, cultivate long-term relationships, and manage stakeholders. But we are now entering a world defined by temporary, cross-functional teams, frequently formed to work on specific issues or goals, rather than more traditional fixed structures. Excelling will require a fundamentally different skill set.
By Dr. Mario Moussa, Dr. Derek Newberry and Madeline Boyer
Twisting your features into a mask of pain, you dig your heels into the soft grass. A rope tears into your palms. A clear, tiny voice speaks to you amid the many confused thoughts swirling in your head: “So-o-o-o … what am I learning from this experience?”
Rightfully so, the global community reacts in outrage when terrorists take the lives of innocent citizens. Millions walk in solidarity to stomp out breast cancer, while entire communities take to the streets in protest over deadly violence. But we seem to just accept the 1.3 million deaths – and 50 million injuries – related to auto accidents. In fact, car crashes claim more lives each year than war, malaria, terrorism, murder, breast cancer, suicide, or illegal drugs.
In our last blog post, we argued that a “digital transformation” being experienced across nearly every sector is thrusting us into a new era of complexity. Large companies are failing to adapt. They are dying earlier and faster than ever before. And their failure to adapt could come at a profound detriment to society.
What is next to fall?
The talent barrier is already coming down. In the past, companies offered workers a straightforward bargain: give up what you want to do to do what we want you to do, and in exchange we will give you full-time employment, a title, and a hierarchy. Trade freedom for predictability.
Last June, John Chambers, former Cisco CEO, proposed that “soon you’ll see huge companies with just two employees – the CEO and CIO.” The concept seems crazy now, but tangible evidence suggests we are moving toward such a future, faster than you might think. As with every major transition, this one will create losers and winners, thinkers (who hold on to outdated concepts) and outthinkers (who embrace the new).