We all work to live. But we feel most alive at work, when we are doing something that seems valuable.
In today’s rapidly evolving digital landscape, artificial intelligence (AI) is redefining the very essence of work. Beyond just automation and efficiency, AI holds the promise of making our work more meaningful—but it also poses significant risks.
Richard Harbridge, Chief Technology Officer and Microsoft 365 MVP at Toronto-based Microsoft partner 2toLead, joined a recent members' call, where he unpacked how AI can both enhance and challenge the value of our work.
We delved into the double-edged nature of AI adoption, exploring how it can amplify our skills, foster innovation, and drive deeper connections in the workplace. But with these opportunities come real concerns: AI’s potential to devalue human expertise, disrupt roles, and reshape what we consider valuable in our professional lives.
Richard guided us through the complexities of AI change management, offering insights into how organisations can align AI investments with employee-centric goals to create a harmonious coexistence between technology and employee intent. We also heard about actionable strategies to ensure AI empowers rather than undermines our professional growth. Finally, we wrapped up with some of the big positives and big negatives AI can have for our work.
Read moreWhat does it take to build and lead organisations where people want to work?
Morten Elvang is an expert on strategy execution and has toured many of our peer groups in the past months talking about strategy execution and getting big things done.
In a recent members' call, he told us more about how work is changing and its implications for all enterprises. It was an interactive session, where we talked about the need for more openness, strategy in a steering role, flexible organisations and more.
Read moreWith AI Copilots already in the marketplace and many workplaces, we are now beginning an accelerated transformation of work.
How is work changing today? What's different this time? How are organisations measuring, managing and leading this change?
In a recent member’s call industry leader, Microsoft MVP and past Boye conference speaker, Richard Harbridge joined us from Toronto and shared key insights to help you better understand, prepare and lead improved AI enriched communication, collaboration and management experiences.
So work is changing, it’s going to happen and it’s coming fast
Read moreWe all carry within us a set of assumptions about what is “normal” in our professional disciplines. But the realities of 2023 - including the climate emergency, armed conflict in Europe, and global technological and social change reveal gaps and flaws in the assumed boundaries of our work.
What are our obligations in this new world? What do we think digital technology is and does today? And how can our work become more consequential in an epoch of disruption and rapid change?
In a recent member call, digital cultural strategist Michael Peter Edson hosted a short talk and discussion, where he drew on 20 years of work at the forefront of digital transformation in culture and society. Michael was the Director of Web and New Media Strategy for the Smithsonian Institution, the world’s largest museum and research complex, based in Washington, DC; co-founder of the Museum for the United Nations; and is part of the founding team of the Museum of Solutions, Mumbai.
Read moreWould you like flexible working hours, working from home when you want to, unlimited vacation and no more uncomfortable salary negotiations? Or perhaps it sounds too good to be true?
Our Frankfurt-based member byte5 has been living out these elements since before the pandemic with a specific no-pain focus. It has helped shape their company culture, but what is the secret and how has it really changed work?
byte5 works on business-critical web projects, in particular based on Laravel and also using other tools like Umbraco. Their radical approach to work has been featured by Handelsblatt, FAZ and other notable German news outlets.
Read more“I add full value to my organisation at my uttermost capacity”
After how many days post-first day into your current employment were you able to convey this statement with confidence? And how many days does it take a new colleague in your team/company to do the same?
These are good questions to make you think and to help us with some of the answers, we recently did our very first member call with insights from Southeast Asia. Tim Jessen, who is a Boye alumni and our previous Member Experience Manager relocated from Aarhus to Kuala Lumpur a few years ago. Now, he’s working as Senior Manager, Strategic Talent Management at SOCAR Mobility Malaysia, Malaysia’s No. 1 car-sharing company. Tim is busy hiring and has been working on how to better address employee onboarding issues
In the call he shared how he closes the time and money-sensitive gap for new employees from being a ‘new-joiner’ to becoming a fully assimilated, high-performing employee. Actually, as he said, it’s not just about closing the gap. The bigger picture is that a bad onboarding impacts both turnover and morale.
Read moreThe future of work unfolding as a distributed and hybrid digital workplace is throwing us some new challenges. Andrew Pope's work for a government client surfaced one such challenge that digital working during the pandemic has caused: a lack of focus time when compared to traditional office working.
Finding focus when we’re largely away from the office requires new behaviours and habits to reflect new working arrangements. What happened in the office isn’t happening right now.
For our very first member call of 2022, Andrew showed us how introducing game-based cards can help teams, leaders and individuals find new techniques that help us both find time and introduce structures to provide more space to focus. He also generously shared some of the more popular techniques that have been adopted in both private and public sector organisations.
Read moreGoing agile at scale has been both buzz and reality in many large and complex organisations all over the world during the past decade. Whether you’re talking big or small scale, agile comes with many glorious promises.
We both recognise and advocate the benefits of agile. But in this post, we’ll also voice deep concern about what agile has become, and raise a few flags to be aware of, if you want to gain from the hard-earned learnings.
In our peer group meetings and conferences, we’ve heard about the agile reality several times. In a recent member conference call, Christina took a less travelled road within the topic of agile transformations: What's the dark side of our new organisational models, structures and ways of working? Specifically, she talked about how the industry maintains the “perpetual fantasies of the ivory towers and consultancy houses.”
Read moreIn my recent conversation with UK-based Andrew Pope, he shared his insights on how the changes brought by the pandemic is impacting work, leading to what he terms the new modern workday.
We’ve quickly gone from a workplace, to working from home. And despite the tools generally being able to support this, it’s not as flexible as it should be. Many are working more and there’s clearly an element of digital overload.
Read moreRemote and distributed teams are getting more normal, but to make it work for everyone, you need to go back and understand the practices that foster engagement and responsibility in a team. What are the challenges? How do we overcome them, allowing more autonomy for such teams?
Looking at the employee experience through the eyes of different personas, the needs and expectations clearly vary a lot.
Read moreOrganizational change is on the tip of many tongues these days, and CEO’s are investing more in culture change programs. Still, many feel overwhelmed by the possibilities, and don’t know how or where to start.
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