In the world of startups we have been obsessed with failure. And learning. Or what Mick Liubinskas from muru-D calls “flearning”. You will, no doubt, have heard of the concept of “fail-fast” – a term borrowed from system design and applied to software engineering – where the focus is on fast, iterative design that irons out errors through the process of repetition and improvement. But failure comes with risk and with stigma. And no matter how bravely we celebrate our failures, as 99dresses founder, Nikki Durkin points out, “luck and timing are often huge factors in success and failure.”
So I was interested to see the way that this infographic by MaryEllen Tribby focuses not on the outcomes of success or failure – but on the attributes and behaviours of the individual. And I am wondering – if we are honest – could we find a way to disrupt failure on our way to being successful. Is there a way to observe and recognise some of our own behaviours and then work to move them from the right hand side (yellow/unsuccessful) to the left (green/successful)?
And beyond that, what if we moved beyond platitudes (and infographics), and ACTED ON some of these things. Or all of them? I am going to give it a try. I’m going to spend 30 minutes a day carrying out actions from the green side. And I will let you know how I go. Perhaps disrupting failure is the secret to success. Time will tell.
It’s not hard to see the future of work. In fact, it’s right there in front of our faces. It is happening under our noses. At the desks, in the hallways and foyers of our organisations. It is even happening in the homes of our staff, executives and customers. And it is changing even what we consider “work” to be.
A quick search on LinkedIn revealed almost 40,00 Australians with “freelance” in their title, and almost 100,000 Australians working in a self-employed or contractor capacity. For these people, the idea of a “9-to-5” job is anathema – either through choice (they prefer to work beyond the walls of a single employer) or through circumstances (full time working conditions cannot be accommodated for a variety of reasons, from health to age, experience to opportunity).
Furthermore, statistics on telework and the business use of information technology from the ABS (from 2012), revealed that more that a third of micro businesses use the internet to allow staff to work from home, while this more than doubled for larger businesses, with 75% providing facilities for staff to work from home via technology.
And when we add to this the number of individuals who take on side projects in their spare time for cash via sites like oDesk or Freelancer or even those willing to work for a fiverr, it becomes clear that “work” is quite a different beast than it was in the Twentieth Century.
The challenge of course, is that the future of work involves a disruption of work itself. And this pushes staff, executives and HR departments into new territory. Or does it?
Katie Chatfield and Jon Paul Potts from Jack Morton have provided a quick refresher on why CEOs should care about employee engagement. Take a read and then take a look around you. How’s the future from your point of view?