Career Innovation - Manifesto Podcast

There are still many deeply embedded perceptions and practices that inhibit the agility that companies demand, and the flexibility for which workers yearn. There seems to be a missing link; the link between organisational agility and individual flexibility.

The Ci Group’s 2005 Agile Resourcing programme set out to identify the ideal employment deals for tomorrow’s diverse workforce, together with evidence of how companies can increase scalability, versatility and flexibility. It included a new global survey of knowledge workers. The resulting "Manifesto for the New Agile Workplace" distils the outputs from the programme and seeks to challenge some of the assumptions about work that are preventing companies and individuals from achieving the kind of workplace each desires.

The “Manifesto for the New Agile Workplace” reveals ways companies can create an enterprising results-based culture.

Possibly related…

  1. Career Opportunities: The first day of the reset of your career


    It has been coming for a long time, but I think it is finally here. Every job and every career in America is now a high-tech career. It is impossible to ignore technology no matter what your position. Whether you are a corporate CEO or a security guard, technology is now an intimate part of your work. More importantly, now that technology has found its way into every job, everyone needs to recognize and accept this fact. Avoiding technology and refusing to learn about it is no longer an option. Considering yourself incapable is no longer an option. If you want to move forward in your career, regardless of the work you do, you have to embrace technology and make it your own. If you continue to avoid it, ignore it or distain it, you will see you career whither.

    —Huffduffed by douglaswelch 4 years ago

  2. RSA - RSA Jobs Summit - Session 2. Employment patterns for the next generation

    Employment patterns for the next generation.

    n the last 30-40 years, there have been major shifts in the nature of work, covering both the sorts of jobs we do (decline of manufacturing, rise of the service sector; decline of industrial jobs, rise of ‘high touch’ jobs in the care sector) and in employment patterns (more women in the workplace, expansion of higher education) but what will be the major shifts of employment patterns in the next generation? And what should we want them to be? Do we want to work until we are 70? Do we want the Government to encourage a fairer distribution of work? Should we reverse the trend of young people entering jobs later? Should we have a fundamental shift from large employers to smaller entrepreneurial businesses? And what about sustainability?

    Speakers to include:
    Jonathan Portes, director, National Institute of Economic and Social Research; TUC.
    Brett Wigdortz, CEO, Teach First.
    Richard Lambert; and David Smith, chief executive, Global Futures and Foresight.
    Dave Coplin, director of search and envisioning, Microsoft.

    —Huffduffed by theJBJshow 5 months ago

  3. Agile Team Performance Management

    While many organizations have adopted Agile approaches at a project level, few have effectively aligned their human performance management processes with Agile values. This presentation and discussion will explore the subject of creating a truly holistic performance system that not only adheres to Agile principles, but actively promotes maturity in applying them to the delivery of measurable business and user value.

    —Huffduffed by olafursverrir 2 years ago