The future of recruiting and retaining top talent is changing.   With new developments in employee engagement, the gig economy, and the rise of Millennials and Generation Z in the workforce, organizations are adapting their methods to find and maintain the best employees. Today, I speak with Mike Preston the Chief Talent Officer at Deloitte.  Deloitte underwent a mass career customization framework, focused on strength based development.  While Deloitte has never had a Chief Human Resources Officer by that name, the Talent Officer title reflects how their employees are viewed.  The people who work for their company, the talent, are the most important component. While this title may have always been the standard at Deloitte, this just shows how they are ahead of the curve in regards to the future of work. Many other organizations are changing the title of their Human Resources departments to reflect the focus on employees themselves. 

Deloitte is the world’s largest professional services organization.  Involved in traditional services such as accounting and tax services, an advisory and consultant component, they are also growing into areas such as digital and products.  Globally, Deloitte has 225,000 employees.  Mike is the Chief Talent Officer for the entire firm.  Mike is responsible for driving the talent strategy for all of Deloitte’s employees and partners.  This encompasses developing culture, compensation, recruiting, and all aspects of the life cycle of the employee.  Mike describes in detail the trends in talent, how fast change happens with new developments in technology.  Looking at talent as an ecosystem, it is fascinating to see how new ways engaging employees, such as incorporating an internal freelance economy, contribute to the future of talent. 

What you will learn in this episode

What having a Chief Talent Officer means

The Talent Landscape

The Open Talent Economy

What will the Future of Talent look like?

Millennials and Management

Flexible and Distributed Work

Rating and Reviews

Inclusion and Cognitive Diversity

Advice for employees and managers in the future of talent

Links from the episode

Mike Preston on Twitter 

Deloitte.com

(Music by Ronald Jenkees)

If the last 20 years was all about digitization and the rise of the internet, what is next?  This is the subject Alec Ross covers in his new book, The Industries of the Future.  If you regularly listen to The Future of Work podcast, then you know what a huge topic the future is.  Alec spent the last few years writing his book, drawing on his experience, and bringing in stories and background from all over the globe.  Alec wanted to cover many topics, pulling them all together in the centralized theme.  This leads to a thorough examination of the future of work that goes beyond the standard topics such as robots and automation.

Alec is one of today’s leading experts on innovation and technology.  He is currently a Distinguished Visiting Fellow at John Hopkins University. Previously, he was the Senior Advisor for Innovation to Secretary of State Hillary Clinton for the duration of her term as Secretary of State.  Alec also advises startups, and is inspired by people who can imagine and invent the future.  He is a big believer in what the entrepreneurs of today are doing. In the Podcast, Alec discusses what he is most optimistic for.  He describes people being enslaved to an employer, while it works for some, sucks the independence out of people.  Many people want more choice and independence, and he feels the recent work marketplaces and predisposition of millennials will change the future of work for the better.

Topics covered in this podcast range from cybersecurity to big data, to the commercialization of genomics. Changes in the workplace will come rapidly, and adaptation is key.  Lifelong learning and professional development, not only for leaders, but employees is necessary for thriving in the industries of the future.  Alec shares his advice on the best way to push these types of programs in the workplace. Alec also has great advice for employees on becoming a global worker to advance in their professional careers. 

What you will learn in this episode

• What the Industries of the Future are going to be
• Alec’s work with Secretary of State Hillary Clinton as Senior Advisor for Innovation
• Trends that Alec sees are shaping the future of work
• What Alec is least optimistic about in the future of work
• Cyber Security, Cyber Warfare and its effect on everyone
• Robots and Automation, how it will really effect jobs
• How to be proactive when filling skills gaps
• The Importance of Genomics
• Bitcoin and Blockchain technology
• Big Data vs Privacy in the workplace
• Trends for the future of work by environment, job type, and geography and culture

Links from the episode

Industries of the Future on Amazon

Alec Ross On Twitter

AlecRoss.com

(Music by Ronald Jenkees)

Imagine waking up in the morning, and as your coffee is brewing, reflecting on the work that needs to be completed for the day. For many of us, this can include a long commute to an office, sitting down at a desk, and working within restrictions that is set by management or an organization.  For some people, this mental image causes feelings such as dread, resentment and even depression.  Those people need to find a solution, where they cannot just have a job, but a career that makes their daily lives much more enjoyable!  For some, the result is working on a career where they are not tied down by limitations of working for someone else, but cultivating an entrepreneurial spirit inside themselves.

With today’s technology advances, there are many options available for different types of freelance work.  Sites like Upwork, and Fiverr, allow people to post and bid for tasks and jobs, Airbnb allows a homeowner to turn their spare bedroom into income, and an Uber driver can make a living while traveling all across their city.  What if you want to tap into the freelancer economy, but not sure where to start? How does one use these new tools to their advantage to actually become successful?  We look at cultivating entrepreneurship in the age of the freelancer economy, with my guest today, Doug DeVos, the President of Amway. 

Amway was founded on an entrepreneurial spirit principle.  Starting in 1959, the founders, including Doug’s own father, believed in a business model that people could have an accessible business of their very own.  With over 21,000 employees in over 100 countries and territories, Amway also has Independent Business Owners that can work full and part time inside their own enterprises.   Amway is able to provide many things inside of their company, such as manufacturing, research and development, and forecasting.   Doug describes his family’s background with Amway, and how the foundation of Amway applies to the future of work, now, more than ever.   

A very interesting part of this podcast describes Amway’s 2015 Global Entrepreneurship Report.  In the report, it is evident that the entrepreneurial spirit is alive and well!  Many times, starting a business, especially a small business, can be halted before it is even started.  Fears and insecurities of failure, lack of support, and knowledge, can all be hurdles faced as a person starts working inside a freelancer economy.  Sometimes, it can take some creativity to build the confidence needed to move forward.  Amway is a great example of independent business owners, being able to use a large company as a backbone for their business.  Sometimes having a safe place, to grown and learn, enables individuals to cultivate that spirit Amway was founded on, a necessity to survive and thrive. .

What you will learn in this episode

• Amway’s 2015 Global Entrepreneurship Report
• Hurdles and risks in entrepreneurship
• Life stages and Entrepreneurship
• Difference between being a freelancer and an entrepreneur
• What are entrepreneurial characteristics?
• How people without an innate entrepreneurial spirit can grow in their organizations
• Innovation Ecosystems
• Technology in entrepreneurship
• The freelancer economy and the future
• Advice for new employees

Links from the episode

Amway

Amway Global 

Amway Global Entrepreneurship Report

(Music by Ronald Jenkees)

Today’s Future of Work podcast is with Anne Raimondi the SVP of Strategy at Zendesk.   The topic today is a little different than most of the topics covered on the podcast.  Anne speaks on rethinking our personal and professional relationships.  Our relationships drive what we do in our personal lives, and how we interact inside our companies.  They are changing right along with the future of work.  With advances in technology, we are finding that work is spreading into every aspect of our lives.  Anne describes how instead of focusing on work-life balance, the focus should be on work-life integration and how it effects the relationships we build and maintain.  

Working with Zendesk for over two years, Anne’s position could be described as, to make sure people are happy, work well together, and get things done.   Zendesk provides a customer service platform and tools for companies to utilize in varies forms.  Growing from around 400 employees, to around 1300 since Anne has been on board, Zendesk has maintained a focus on making sure they remain a great place to work.  Anne shares her tips for creating technology boundaries at home and at the workplace.  The thoughts shared in this podcast regarding Zendesk’s focus on building authentic relationships in the workplace can be utilized in any organization!

What you will learn in this episode

How the concept of relationships are changing

Work-life Balance vs Work-life Integration

Creating technology boundaries

What it means to be a working Mom

Millennials effect on employee engagement

What Zendesk does internally to help drive positive relationships

Women in leadership roles

Accessible Leadership

Links from the episode 

@anneraimondi

@Zendesk

(Music by Ronald Jenkees)

Today’s Future of Work Podcast is a very exciting topic!  My guest is Mark Levy, the Global Head of Employee Experience at Airbnb.  Airbnb has been making headlines lately, as they shifted their focus from a Human Resources Department to Employee Experience.  Airbnb has core values that really put their employees first, and want them to feel like they belong with the company.   During today’s podcast, I sit down at their main campus, and you can feel the energy of their open floor and hear new programs being implemented as the podcast is recording. 

Airbnb is an alternative accommodation site that connects hosts and guests all over the world.   Mark has spent over 20 years in Human Resources roles spanning his career.  When Mark joined Airbnb, the Human Resources functions were split into multiple groups, which included talent, recruiting, and a group called “ground control” which was responsible for the workplace culture. Talk of bringing the departments together occurred, and Mark questioned, if Airbnb had a Customer Experience Group, why not create an Employee Experience Group?  The Employee Experience was then created with new specializations, such as comp and benefits, facilities, and a food program.   Mark discusses Airbnb’s strategy for 2016, and how they plan on growing the company and their employee experience programs.

What you will learn in this episode

Is Employee Experience The Same As HR?

Should All Organizations Have A Person In Charge Of Employee Experiences?

What Does Airbnb Do To Create Employee Experiences?

Why Is Employee Experience So Important?

What Is It Like To Work At Airbnb?

How Employee Experience Can Be Utilized In All Companies

The Freedom In A Framework Structure

Scaling Experiences

Advice For Creating New Experiences In Any Workplace

Links from the episode 

Airbnb.com

Mark Levy on LinkedIn

(Music by Ronald Jenkees)