Future of management

FUTURE OF MANAGEMENT
Principles of Management
Sharon M (MBG 1505032)
MBA-Gen,IMK
SHARON M, INSTITUTE OF MANAGEMENT IN KERALA

INTRODUCTION
The world is fast moving, with new technologies entering every day.
The market trends are changing rapidly. The only thing that doesn’t
change is change itself!
Gary Hamel, in his book ‘Future of Management’ points
out that despite the revolutionary changes in associated technologies,
management in most companies still follows the traditional
philosophies formulated by pioneers of management in the early 20th
century. Many technologies that we enjoy today, or the trends and
challenges of the present day environment weren’t even imagined
back people then.
In short, to thrive in the future ,companies must reinvent
management. In the following slides, we will see how a futureSHARON M, INSTITUTE OF MANAGEMENT IN KERALA

According to Jacob Morgan of Forbes, the future of
management is the combination of the features of :
Future Manager
Future Employee
Future Company

THE FUTURE MANAGER

THE FUTURE MANAGER
1. Is a leader
2. Follows from the front
3. Understands technology
4. Leads by example
5. Embraces vulnerability
6. Believes in sharing and collective intelligence
7. Is a fire starter
8. Gives real-time recognition and feedback
9. Is conscientious of personal boundaries
10. Adapts to the future employee SHARON M, INSTITUTE OF MANAGEMENT IN KERALA

1. BEING A LEADER
Traditionally, managers have been considered as dictators and
leaders as visionaries. In the future, the manager must be a leader.
Manager should earn followers and not command respect. A manager
should not be assigned that position simply because they bring in the
most money or are they best at delegating.
Instead, the managers must be chosen on the
basis of their leadership skills also.

2. FOLLOW FROM THE FRONT
Traditionally, managers ‘lead from the front’. That means, whatever
decisions the manager takes, the others are supposed to follow. But
in the future, a good manager must be ready to follow his employees
as well, i.e, he should be open to the suggestions and
recommendations of his subordinates rather than just commanding
them.
He should be in the front to remove the obstacles from the path of
employees. The purpose of the existence of the manager is to make
his people more successful and not to have his or her people serve
them. When a manager follows from the front, he paves way and
enables team members to become successful

3. UNDERSTANDS TECHNOLOGY
Technology has became a crucial part of everyday life. Even though
its not necessary for the managers to be technology experts, the
future manager should be able to grasp the technologies that have
the potential to benefit the organization as well as the technologies
that may emerge in the future.
Future manager must keep a good pulse on
technology.

4.LEADS BY EXAMPLE
Traditionally the manager used to lead by delegating and ordering.
But the future manager can leady only by demonstrating. A manager
must be the first person to demonstrate a new behavior, to support a
relevant technology, or to embrace a new concept.
The future managers will take themselves to the frontline, be the
guinea pigs and will be the ones who will help drive change.

5.EMBRACES VULNERABILITY
The stereotype is that managers are the gods of the institution. They
are the ‘know-it-alls’. It would be uncommon for a manager to
request help or admit that his lack of knowledge.
The future manager must be ready to embrace vulnerability- he
should be ready to ask for help, he should be ready to accept his lack
of knowledge, he should be ready to accept his mistakes.

6.BELIEVES IN SHARING AND
COLLECTIVE INTELLIGENCE
A future manager understands and embraces the fact that they may not have all
the answers or make the best decisions nor should they want or expected to. A
manager knows that it is far more effective to rely on the collective intelligence
of a team instead of the directions of one.
This manager also acknowledges the benefit and value in sharing information
instead of hoarding it, something which is largely being made possible with
collaborative technologies.

7.IS A FIRE STARTER
Traditionally, managers are accustomed to maintaining the status quo
i.e, they prefer continuing whatever was happening in the company
and are normally against major changes. In short, traditional
managers are credited with ‘putting out the fire’.
The future manager should be the exact opposite. He should be the
one to start the fire, that is to a spark a new idea, to challenge the
convention and to experiment new ideas.

8.GIVES REAL TIME RECOGNITION
AND FEEDBACK
All companies traditionally rely on annual reviews to discuss the
shortcomings and achievements. But this is no longer a suitable
option as the changes and its effects have become more
spontaneous.
Thus, the future manager must focus on giving the team real time
feedback and recognition through collaborative technologies and
platforms and through regular, short, periodic check-ins instead of
once in a long time, lengthy reviews.

9.IS CONSCIENTIOUS OF
PERSONAL BOUNDARIES
Traditionally, there was no respect for the personal space of the
employees. The meetings or official events fixed were seldom
flexible. Meetings or projects during the time of a personal event
(marriage, hospital etc) causes emotional burden on the employees.
The future manager must be flexible enough to reasonably
accommodate the personal space of the employees. The personal
space covers both physical space as well as digital space. A manager
must be be aware of whether its okay to ‘friend’ someone through
social channels or is it okay to schedule a 10 PM meeting.

10.ADAPTS TO THE FUTURE
EMPLOYEE
The future manager must be ready for the future employee.

THE FUTURE EMPLOYEE

THE FUTURE EMPLOYEE
1) Flexible work environment
2) Customizable work
3)Shares information
4)Shift from knowledge worker to learning worker
5)Learns and teaches at will

1. FLEXIBLE WORK ENVIRONMENT
Traditionally, employees worked on a rigid time frame. There will be
uncompromised time schedules for them to work on. However, with
the technological advances, it would be possible for employees to
have a flexible work environment.
This has been put into effect in some sectors (IT). Instead of coming
and working for a particular time interval (eg-10 to 5) in a pre-
assigned spots (cubicles), some IT companies allow their employees
to work flexibly to fill their specified weekly work hour quota in
anywhere they choose.
With the advances in technology, this will be expanded to many other
fields in the future.

2.CUSTOMIZABLE WORK
The general perspective is that, once an employee is hired, he will do
basically the same job for the entire length of his career. However,
the future employee will be able to customize his work. He may
choose different career paths each time for achieving goals.
The improved peer-to-peer cooperation coupled with revolutionary
improvements in communication will allow workers to try different
sub-areas each time, thereby improving his level of knowledge and
avoiding boredom.

3.SHARING INFORMATION
The traditional “knowledge is power” mentality encouraged
employees to hoard information so that nobody else take credit for
their ideas. In the future, this has to change. The new mentality
should be “sharing is power”.
The employees who share their ideas and information and use
collaborative techniques and internal social networks are going to be
the ones who succeed.

4.KNOWLEDGE WORKER TO
LEARNING WORKER
A traditional employee seldom learns anything new from his career-
he is fully focused on using his knowledge to do his job. A machine
operator will continue using his knowledge on machine operation till
his retirement.
But, in the future, each employee will be learning throughout his
career. The machine operator will constantly update himself on the
changing technologies, various other related areas such as machine
maintenance etc.
This will be mutually beneficial for the company as well as the
employee. The employee will not find himself obsolete whereas the
company can avoid employee lay offs.

5.LEARNS AND TEACHES AT WILL
The traditional way to learn and teach was largely guided and dictated
by organizations who set out training manuals, programs and
courses.
However, with the advances in technology, the future employee is
more connected, the learning and teaching takes place within peer
groups and can happen at anytime, anywhere.

THE FUTURE COMPANY

FUTURE COMPANIES
Future companies must do just one thing to strive in the future. That
is :

FUTURE OF COMPANIES
Instead of having a rigid hierarchy, there should be flexible lattice
No bosses, but plenty of leaders
Sponsors instead of bosses
License to experiment
Strong personal bonding

CHALLENGES
>How to involve everyone in the process of innovation?
>How to make sure that management’s beliefs doesn’t strangle
innovation?
>How to create space and time for innovation?
>How to ensure steady flow of new options?
>How to retain discipline and focus?

THE ANSWERS
Definite, ‘to-follow’ answers to these questions are yet to be found,as
the futuristic management of companies are highly unpopular.
However, a handful of companies have already applied these
techniques, and have found out their own unique answers to these
questions.

HOW TO INVOLVE EVERYONE IN THE
PROCESS OF INNOVATION?
W.L.Gore tackles this challenge by :
>Removing hierarchy
>Continually reinforcing that innovation can come
from anyone
>Collocate employees with diverse skills to
facilitate diverse products

HOW TO MAKE SURE THAT
MANAGEMENT’S BELIEFS DOESN’T
STRANGLE INNOVATION?W.L Gore:
>Management’s approval isn’t a prerequisite for
initiating new projects
>Minimal influence from hierarchy
>Peer-based process for allocating resources

HOW TO CREATE SPACE AND TIME
FOR INNOVATION?
W.L Gore:
>10% of staff time utilized for ‘off-project’
activities
>Allow plenty of percolation time for new ideas

HOW TO ENSURE STEADY FLOW OF
NEW OPTIONS?
How Google tackles this challenge:
>Give employees plenty of time to
experiment,minimize number of approvals
> “Test and Learn” instead of “Plan and Execute”
>Give great rewards for individuals who come up
with game-changing ideas

HOW TO RETAIN DISCIPLINE AND
FOCUS?
Whole Foods Markets:
>Accountability for results
>Give employees a large amount of
discretion
>Provide them with information they need
to make a wise decision
>Stringent recruitment processes

CONCLUSION
Management must constantly evolve to cater to the change in
technologies, life styles and aspirations. Companies which have
innovates in their management has always been ahead of its
competitors.
The examples of Kodak and Nokia are glaring examples of how
neglect towards innovation has caused downfall of companies.
For companies to grow in future, there should be steps to make the
future manager, future employee and the future company itself.

THANK YOU

Future of management

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