Have you declared your learning for 2016?
When the year is done – what will you have learned?
How will the world be different around you?
Who out there is asking the same question?
Or is interested in your discoveries?
When you declare your questions, it will create connections to others that want to learn with you.
Here are my 2016 questions which will lead to projects.
What are yours?
How will we intersect?
2016 PROJECTS and DECLARED LEARNING:
THE FIFTH GENERATION. We are now fully entrenched in a 3-tier generational population in the workplace. Millennials are 40% of the working population and are pushing at the norms of culture in most organization. Let’s assume that we want to create a culture centered on the now and relevant rather than the needs or desires of any one group. What does that look like? What does this “combined generational culture” look like?
MODERN WORKPLACE: We are now 4 years away from January 1, 2020. That is no longer the future – but nearly the now. Microsoft has been researching their version of the “modern workplace.” What have they discovered? And how can that be shared with organizations?
2020 NETWORKING: Social tools are a means to an end. But what is the end? How does new modern ideas of networking change HOW we do business?
LEAD LIKE TED. As of February 2015, over 1,900 talks are freely available on TED. Millions of learners have watched over a billion views of TED talks. What if you curated the best and most relevant topics on TED to create a curriculum for modern leaders? What would that look like? And how would you bring that to leader learners?
MODERN CAREER DEVELOPMENT. Colleague Karie Willyerd will come out with a new book on February 1, 2016 called “Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace.” She and her co-author Barbara Mistick describe the need for individuals to take responsibility for their own ongoing updating of skills and perspectives. With that in mind, what can leaders and organizations do to create the right culture to enable this self-direction and passion? What is the roll of organizations today in career development? And if they leave it to the individual, will the company be ready for the skills necessary for the 2020 Workplace? (More on the book here).
MODERN MOTIVATION. We are well past the days of leading by carrot and stick. Dan Pink described modern motivation in his book “Drive” by saying we are motivated when we have purpose, autonomy and mastery. How do you introduce this into an organization and modify a culture to reinforce those new ideas? What are the risks and benefits of such cultures? How do you do it?
ESCALATED FUTURE LEADERS. I continue to be amazed that many leadership programs set a target of 3-5 years to develop new leaders. But at the same time, most organizations report a leadership shortage. Change is happening faster than “3-5” years. Therefore – can you – or how can you create leadership programs that are even faster than 3-5 years? What has to change about leadership development in the modern 2020 Workplace?
INDIVIDUAL BOARD OF DIRECTORS: Today, we need the help of others to guide our careers and learning paths. Companies and organizations have advisory boards or boards of directors. Why don’t we as individuals? Imagine each person selects 3-5 people to serve as an advisory board for their career, development and future. How would you do that? How would you select people? How would that make a difference?
AGILE LEADERSHIP. Agile is a form of escalated and focused project management. It started in software organizations as a way to focus and insure completed development. But the concept of faster cycle projects is relevant now across all areas of organizations. What is agile and how does it translate to organizations and leadership? What are key principles? How do you use scrum, epics, coaches and other tools used in agile development in modern leadership?
ONE MORE TOPIC / Research areas to be added.
Let’s talk and compare!