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What do we mean when we talk about the new world of work?

Whether we like it or not, we're living through a revolution – a period of rapid change and business disruption. 

The on-demand economy is impacting not just how organisations interact with their customers, but the very nature of the workplace itself.


But how?


Lines between functions and roles are becoming blurred. Collaboration, matrixed working, and fluid team structures are becoming a necessity - if they're not already. Traditional hierarchies are being challenged, and layers of line management are being removed. 

New generations are also entering the workforce, bringing with them attitudes that challenge conventional thinking. 

This new kind of employee, expected to make up 75 per cent of the workforce in just a few years' time, doesn't even see loyalty as a workplace value. For them, it's all about developing experience profiles. For them, annual performance and feedback will be pointless. 

Many of these employees will prefer to opt for a freelancing portfolio career - we'll have an even more mobile, contingent workforce. Together, the environment and the people in it, look set to redefine the future of work.


Organisations are asking some big questions.


How do you lead and manage in such a rapidly changing environment? One where risk is the norm, one that demands flexibility, and one where leaders will need a radically different approach to their people. 

Companies are increasingly selecting people with mindset rather than matching applicants by skillset. 


But why?


They recognise that attributes like openness, willingness and a preference for collaboration – which are more difficult to learn – should be the driving force behind their hiring decisions. Competencies and skills can be taught, after all. 

You're probably thinking: that's fine in theory, but how can you measure and select based on mindset? Measuring mindset has always been difficult to achieve in a business context, right? 


Not anymore. 


PULSE MINDSET™ is a diagnostic approach. It's designed by business psychologists and leading experts in digital transformation. 

It's based on the simple truth that matching certain mindsets with certain work environments and roles can lead to better performance. 

Of course skills, experience and ability are important. But for long-term business benefits, mindset will be key to finding the right talent and developing it in an agile and fluid and workplace. 

It's time we stopped talking about a skills shortage. Now it's time for a talent mindset strategy. 

Learn more about PULSE MINDSET™


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Tim Sparkes
Tim Sparkes

On 28 October 2016 by Tim Sparkes

Dr Tim Sparkes is the Practice Lead for Talent Management at Hudson

Other posts by Tim Sparkes
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