Planning For Change

A revolution is underway.

When the winds of change blow, some people build walls and others build windmills.
– Ancient Chinese proverb

The global economy is in a state of flux; the digital age has begun and new business models are challenging the establishment.  The successful organisations of the future are likely to be unrecognisable from the organisations we know today.

The human capabilities, physical and digital resources organisations will need to be successful are changing and will continue to change as the digital revolution gathers pace and as employees and employers reconcile significant shifts in priorities and expectations of work.

Our appetite for ‘instagrammable offices’ risks us losing sight of the opportunity to create workplaces that perform over time, adapting to changing organisation and workforce needs.

What will this mean for the future of work and workplace?

The riskiest thing we can do is just maintain the status quo.  No decision is still a decision.  A decision to stand still while competitors courageously push forward.

There’s always an element of chance and we must be willing to live with that element. If you insist on certainty, you will paralyse yourself [and your organisation].
– J.P. Getty


Photo of camel train shadow in Sahara, Morocco

Following current ‘best practice leaders’ in rapidly changing times may not be the best road to where you want to go

We must assume current ways of organising and working may be made redundant in much less time than it takes to build a campus or wait out a typical office lease.  We must consider imminent obsolescence when we make strategic decisions about real estate location, configuration and design.  

In fact there is no better opportunity than the present to build on the learning of the 2020-21 pandemic and evolve capabilities and workstyles for the digital age.  This goes beyond decisions of how many days people should come to “the office” and means equipping your leaders and teams with the capability to make responsible choices about how, when and where work is carried out.

Our Clients understand that people-centred practices form the foundation of business strategies, cultivate culture and unleash the potential of their employees.   They attract and connect people to the purpose and values of the organisation and develop behaviours that enhance employee engagement, productivity, and team effectiveness.

The result is the best of both worlds; hybrid-enabled teams connect people and maximise team performance wherever they are.

We see opportunity to create strategic advantage through unconventional thinking.  At Workplace Revolution we constantly challenge ourselves and our Clients to recognise our assumptions, to seek another perspective and to look over the horizon.

We use evidence, understanding, and imagination to engage deeply with our Clients and create scenarios that help to identify and assess the risks and opportunities associated with different people, work and place strategies.

Plan for change.

Meet the future with confidence.

If you would like to know more about the future of corporate real estate, workplace and future of work, contact us about our White Papers and articles.