In a nutshell, ’round these parts, this is our mission:
The Destruction, Reimagination, and Reinvention of The Job.
Some call this is the Age of the Internet, the Age of China, the Age of Innovation. But above all, we live in the Age of Dilbert. Or, more accurately, we suffer through it.
So why can’t we have work that nourishes the mind, body, and soul? Why can’t we have work that’s meaningful and fulfilling, challenging and compelling, riveting and involving? Work that’s not just, well, work, a source of displeasure that pays the bills, but a calling, a mission, a purpose, and a passion, that pays life forward?
Here’s my hunch. Whoever does reinvent the job might have finally built a company that’s so relentlessly innovative, so fully engaged, so unshakably persevering that it reduces pretty much everyone else to a distant second place.
Rant courtesy of one of my favorite thinkers, Umair Haque.
This so accurately sums up the movement I consider myself a part of.
Only I don’t think it’s going to be one entity, like he suggests, that “gets this right.” I think it’s going to be a whole lot of us, working in concert, spreading the fire, pushing the tidal wave of progress.
Oh yes… work is about to get a whole lot more fun.
If you’re a revolutionary who wants to help create the new world of work, please stay connected by subscribing here. More info coming soon!
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Image is from the website of Parramatta in Western Sydney, Australia. This visual was so cool and representative of a “new world of work” vision I had to co-opt it. It’s even cooler animated — visit their site here.
For all of us
The future is a chapter unwritten
And much can be said
Much has been said
About the emerging workforce
And
What is to be
What is to come
Like most things
It’s all about our perspective
How we choose to see it
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Age really doesn’t have much to do with age.
A person’s true age is more about their mentality than anything else.
You’ve no doubt noticed that a twenty-five year old can be more mature than their forty-five year old boss. Or the other way around. Your grandfather can be more technologically adept than a high schooler. Or the other way around.
A person’s actual age doesn’t really matter as much as the individual’s background, personality, interests, and maturity.
This is a real problem for people who like to stereotype individuals based on generational definitions. Generational breakdowns become limiting very quickly.
This is also an issue in most organizations. We think age=experience=wisdom, but what about when it’s not?
Leaders need a better way to measure and assess the capabilities of individuals. Talent assessment is a step in the right direction, and the piece most often overlooked (particularly in recruiting). I believe there are two other pieces; more on this soon.
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UPDATE: Here are the other two pieces!
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Copyright © 2005-2012 Josh Allan Dykstra
