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What will the Future of Work be over the next 50 years? "Contrary to popular fears that the future will offer fewer work opportunities for people, most experts anticipate that rewarding work options will be plentiful." The key finding of a recent BCG study is that workforce experts anticipate that jobs will flourish over the next fifty years, with four boundaries framing the future growth of the economy (see Figure). 1️⃣ Planetary Boundary - defining the environmental health that sustains humanity and enables it to thrive. 2️⃣ Technological Boundary - with AI evolving at a frenetic pace, the ever-shifting line between safe and hazardous use of technology can be difficult to define. 3️⃣ Social Foundation - the world of the future must deliver sufficient vital resources and conditions—water, food, shelter, and peace—to satisfy humanity’s basic needs. 4️⃣ Sociocognitive Boundary - when truth, trust, creative expression, and other essential elements sustain our collective mental health, we can make well-informed decisions about our collective future. The study, authored by Leila Hoteit, Anton Stepanenko, Pavel Luksha, Sagar Goel and Leonid Gorenburg also highlights bionic skills (e.g. tech literacy, data-driven decision making, AI-enhanced creativity, and ease with human-machine collaboration) and creativity as the skills that will be in highest demand. But to complement these skills, workers should also cultivate adaptability and the ability to take initiative. The article is included in my Data Driven HR Monthly collection of the best HR, future of work and people analytics resources for April. Peruse the full collection here: https://lnkd.in/gTx2ukmr #futureofwork #humanresources #workforceplanning #culture #learning #employeeexperience #peopleanalytics #recruiting #talentmanagement

Behavioural science has revolutionised public policy over the past 15 years, helping governments and nonprofits tackle challenges like improving health outcomes, encouraging sustainable practices, and increasing savings rates. Yet, its adoption in the private sector has been surprisingly limited. Despite the vast potential to enhance employee productivity, customer engagement, and organisational efficiency, many businesses struggle to integrate behavioural science effectively into their strategies. This presentation draws from insights outlined by Scott Young in his 2024 article, "Bridging the Divide Between the Potential and Practice of Behavioral Science in the Private Sector" (Behavioral Science & Policy, 2024). The article highlights critical barriers to adoption and provides practical strategies for organisations to overcome these challenges. In the following slides, we will explore: Why businesses face hurdles in adopting behavioural science. The tangible benefits of incorporating behavioural insights. Actionable strategies to make behavioural science a core component of your business processes. Let’s dive in to discover how leveraging behavioural science can transform your organisation! #BehaviouralScience #BusinessStrategy #Innovation #BehaviouralInsights #Atomli

Don't trade worker well-being for AI-enabled productivity, this Wharton professor says   As #GenerativeAI becomes more prevalent in the workplace, we should ask how this technology could impact worker well-being. Don’t trade worker well-being for AI-enabled productivity, this Wharton professor advises. Watch the Deloitte Insights video to see why organizations should be thoughtful and intentional when it comes to balancing AI’s promising efficiency and the well-being of workers. https://lnkd.in/eauiqWeD

Unlocking Creativity and Problem-Solving Through Mental Models In the realm of problem-solving and innovation, what often distinguishes successful individuals isn’t just their intelligence, but the unique perspectives they bring to challenges. These perspectives are shaped by mental models—thinking tools that guide perception, influence behavior, and help us navigate complex situations. Mental models are the frameworks through which we understand life, make decisions, and solve problems. The Power of Diverse Mental Models When faced with a challenge, individuals who excel don’t rely solely on a single, rigid approach. Instead, they draw from a diverse set of mental models, allowing them to view problems from multiple angles. This broader toolkit of strategies and ways of thinking enables them to find solutions where others have struggled. The key to creativity and effective problem-solving lies in the ability to step outside of conventional "boxes" and rethink existing frameworks. To Foster Creativity: Identify Existing Boxes: Start by understanding the current mental models and strategies you use. These are your existing "boxes" that shape your thinking. Create New Boxes: Introduce new mental models by exploring different perspectives, questioning assumptions, and learning from diverse fields. This expands your cognitive toolkit. Rethink and Refine: Reevaluate your existing mental models. Which ones need to be changed or removed? This ongoing process of refinement is crucial for staying adaptable and innovative. Innovation Through Mental Models During a recent seminar, I learned that innovations typically fall into three categories: Completely Novel Ideas: These are breakthroughs that emerge unexpectedly, often as a result of thinking outside conventional frameworks. Market Repositioning: Introducing a product identical to a competitor's but in a different market where there’s a gap or unmet need. This requires a keen understanding of different mental models related to market analysis and consumer behavior. Product Combinations: Merging two existing products to create a solution that overcomes each one’s shortcomings. This requires the ability to see connections and synergies that others might miss. A critical aspect of effective problem-solving is the willingness to doubt everything—except the value of doubt itself. Boston Consulting Group (BCG) has listed a great example here - https://lnkd.in/eUJu9Qub #problemsolving #dataanalysis #data #marketresearch #dataanalyst #researcher #researchanalyst #creativethinking #mentalmodel

Exciting news from the School of Business !!  Rahul Bodhi's research, published in the prestigious Acta Psychologica (ABDC: A, Q1, SSCI, IF = 2.1), explores a critical question: How can social media enhance employee well-being and advocacy?  The study delves into how Enterprise Social Media (ESM) can create more connected, engaged, and empowered workplaces. By addressing the intersection of technology, psychology, and organizational culture, this research offers actionable insights for modern businesses.  This achievement showcases our institution’s dedication to research that solves real-world problems.  We’d love to hear your thoughts:   💡 How do you think social media impacts employee well-being in your organization?   💡 What challenges do you see in using social media as a workplace tool?  Read the full study here: 👇 https://lnkd.in/er3_2uU5 Let’s start a conversation—comment below and share your perspective! Rahul Nainwal Dr. Niraj Mankad Dr. Anita Sengar Atul Rawat, PhD Prof (Dr.) Sumeet Gupta Dr. Inderr Siingh Dr. P.C. Bahuguna Rakesh K. Meet, Ph.D., Fellow CIM🇮🇳 Dr. Sanjay Malla Amit Narayan sriram Iyengar

If you wonder why most data initiatives struggle to succeed, the answer lies in understanding organizational psychology before diving into becoming data-driven. This strategic approach highlights the significance of comprehending human behavior and organizational dynamics as fundamental pillars. Seasoned consultants alone cannot address how Human Capital behaves, resolve conflicts, or progress beyond well-crafted documents. #DataInitiatives #OrganizationalPsychology #DataDriven #HumanBehavior #OrganizationalDynamics

Is unconscious bias affecting your decision-making? Bianka Grange’s article for Actuaries Digital tackles a crucial but often unacknowledged issue affecting workplaces: unconscious bias. While rooted in actuarial concerns, this piece offers valuable lessons for all professionals. Here's what you'll discover: • How unconscious bias impacts decision-making in various fields • Real-world examples of bias in AI and data science • Common workplace biases affecting hiring, promotion and daily interactions • Practical strategies to recognise and mitigate your own unconscious biases Regardless of your industry, this article provides important insights on enhancing the integrity of your work and creating more equitable environments. Read the full article here: https://lnkd.in/gkT2pZsu #actuaries #unconsciousbias #DEI #workplaceculture #dataforgood

This cannot happen to us while designing the new model for work: The old joke says that even if you laid all the economists in the world end-to-end, they still wouldn’t reach a conclusion. The follow-up is that if you did lay them all end-to-end, it might be a good thing (my concentration was in economics). Economists don’t make things work. They analyze data. They attempt to understand and then to predict economic behavior. They create models. They come up with theories they then try out on others IRL. They become “experts” in the field of economics. But economists don’t build economies. People doing the work build economies; work changes the world. Those of us interested in the entire conversation around the workplace, work modes, work tools, etc can get caught up in what the “experts” in workplace ideas think, what the data tells them, in sharing who is doing what, trying to predict the future. That is important, but… In the end, someone has to do the work to make post-pandemic work work. To those fellow travelers doing the work, thank you. One day the work we are doing will be measured, analyzed, discussed and shared by experts. In the meantime, let’s keep encouraging each other and holding each other up. Are you with me? Post inspired by Chris Herd.

“Apna time aayega” (Our time will come) 🌟 As Generation X, we’ve witnessed the workplace transform from valuing knowledge workers to digital workers, and now we’re navigating the impact of AI. It’s natural to feel anxious about the future, but remember: “Apna time abhi bhi hai aur abhi bhi aayega” (It is our time and will continue to be our time). 💪 In the age of AI, knowledge is no longer a commodity reserved for a few. Platforms like ChatGPT have democratized access to information. However, AI cannot replace the wisdom we’ve accumulated over the years. The focus will shift from being a knowledge worker to a wisdom worker. 🧠 ✨ Here are some key takeaways for us to thrive: 1. Share is Caring: Actively share your experiences and insights with colleagues, fostering intergenerational learning and collaboration. 🤝 2. Keep an Open Mind to Learn from GenZ: Mentor younger employees while also learning from them, ensuring a two-way exchange of knowledge and skills. 🌱👩🏫 3. Distill and Share Lessons Learned Regularly: Document and discuss key lessons learned with the team to enhance collective understanding and improve future practices. 📚🔄 4. Act as Internal Coaches: Be accessible to offer guidance and advice. Consider being trained as internal coaches to support colleagues with your wisdom and experience. 🧑🏫🏢 5. Knowledge Transfer: Help younger employees understand organizational processes and navigate potential challenges by sharing insights into how things get done and anticipating future obstacles. 🔍🔑 Let’s embrace the future with confidence and collaboration. Together, we can create a workplace where AI complements human wisdom, driving innovation and success! 🚀 What do you think? https://lnkd.in/dvax5FcR