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Meeting Details

The following documents were referenced during the meeting (available via download):

University of Pittsburgh Return to Office Mandates Study:  Using a sample of Standard and Poor’s 500 firms, we examine determinants and consequences of U.S. firms’ return-to-office (RTO) mandates. Results of our determinant analyses are consistent with managers using RTO mandates to reassert control over employees and blame employees as a scapegoat for bad firm performance. Also, our findings do not support the argument that managers impose mandates because they believe RTO increases firm values. Further, our difference in differences tests report significant declines in employees’ job satisfactions mandates but no significant changes in financial performance or firm values after RTO mandates. In summary, our research contributes to the ongoing debate over RTO versus working from home and has important implications for practitioners.

Is the Juice Worth the Squeeze:  The Talent Strategy Group report "Is the Juice Worth the Squeeze? Questions About Becoming a SkillsBased Organization” provides insights to the most critical questions about this rapidly emerging element of human resources. 

Our focus, what's next...where can value be created beyond the hype. 

Our new i4cp Future of Work Board members came together for a tremendous start.  We began exploring and tackled how to think about a world where VUCA no longer captures the full reality. Rather BANI, as Bob Johansen explained in his presentation, better reflects the future based on our present state. BANI...Brittle, Anxious, Non-linier and Incomprehensible. As leaders, we must translate and activate a future that translates BANI into Brave, Adaptive, Nurturing, and Inclusive. Our i4cp FoW Board will continue to advance and shape a future with BANI in-mind. 

Karen Kocher and Michael Fenlon, Future of Work Board Chairs

To get us started, we engaged with Bob Johansen (Institute for the Future), Mike Fenlon & Kim Jones (PwC), Rob Cross (i4cp), and Karen Kocher & Prerna Ajmera (Microsoft).

Key takeaways:

  • Clarity, without certainty, generates trust. Leaders can be clear about where we need to go, however, simply cannot be confident on how we get there as it will require iteration and flexibility. 
  • Gaming will be the way of the future for organizations to grow agility and performance as disruptions becomemore frequent...permits immersive learning and fear engagement in highly effective and efficient ways.
  • How we elevate our gaze from the pathways we are on to see the tomorrow's vista requires intentional behaviors and brave experimentation.  
  • There is a lot of noise around AI and HR, we need to discover and prioritize what
  • has the greatest potential to create value for all our stakeholders. 
  • Future back planning is the right method to better grow our HR capabilities to lead future fit organizations. HR Leaders must focus on reinventing teams and team networks, learning in the flow of work and immersivity, and shaping how HR stakeholders want to and should be
  • augmented in their work and lives. 

Guest Speakers, Bob Johansen (virtual) and Rob Cross

Our stellar group of leaders come together ready and able to tackle these big challenges. We are committed to learn together and surface the most important trends and signals that are shaping tomorrow's highly agile organizations and HR functions. Specifically, the FoW Board decided to focus on evolving three few future back plans: 1) make sense of the most important trends and signals shaping a future-fit agile HR, 2) operationalize FoW priorities' that have high-value potential and move beyond the hype, and 3) determine and experiment with methods to activate and energize the future of learning and teaming.