We all know that timing is everything. Trouble is, we don’t know much about timing itself. Our business and professional lives present a never-ending stream of “when” decisions. But we make them based on intuition and guesswork. Timing, we believe, is an art.

 

In this provocative and entertaining presentation, multiple New York Times bestselling author Daniel Pink will show that timing is a really a science – one we can use to make smarter decisions, enhance our productivity, and boost the performance of our organizations.

 

Drawing on a rich trove of research from dozens of fields, Pink will show:

 

COVID-19 has served as a time machine to the future of work. At this peak moment of acceleration, what choices do companies want to make to thrive? Where do they want to go? Are they ready for 2022? As we reconnect, recover, reboot, it’s time to rethink the importance of work in the future of work. Work isn’t just a series of steps or outputs. Nor is it just something people do. Work is the key to connection. Work is the key to creativity. Work is the key to innovation. If done right, work is the key to productivity and bottom-line results. What can happen when we apply the principles of architecture to the work itself? Form and function. Art and science. Design and build. Great architectural design draws us in and enlarges our experience, often in ways we can’t entirely explain. Re-architecting work in the Future of Work will do the same. Re-architecting work will distinguish and elevate our clients’ business. Their people. Their potential. Their productivity. Put Work at the center of transformation efforts and we will make work better for humans, and humans better at work.

The pace of change is exponential. Across the globe we see an increasing number of economic, social, political, and technological disruptions catalyzing change around the way we live and work. These forces are challenging business strategies, organizational behavior, and ways of working. In response, many organizations are transitioning to new business models, deploying innovative operating practices, digitizing work, and being more present in the communities in which they operate. These organizations are looking to HR to be at the forefront and meet these challenges. But to do so, HR will need to move faster, innovate, anticipate challenges, adapt quicker— all while focused on business outcomes. Traditional HR operating models and ways of working are often obsolete. It’s time to reimagine HR by rethinking the function’s roles, capabilities, structures, processes, and technology.

The monumental events of 2020 cast a spotlight on racial and social injustices and started a movement to reinvent organizational diversity, equity, and inclusion. A year later, what’s changed and what needs more sustained focus? ​

 

DEI practitioners are starting to include antiracism and anti-oppression in their work. Organizations are starting to share representation and sentiment data about their workforce. The voices and perspectives of workers from underrepresented identities are helping to contribute to improvements for workers, customers, and stakeholders.  Yet the pandemic’s fallout has included women giving up their jobs, disproportionate infection rates among people of color, strongly divided political sentiment, and higher levels of unemployment and underemployment. As we look forward, what can do we do to ensure we maintain and accelerate momentum toward equity?

Use data, analytics, and storytelling to extract insights about your workforce, inform decisions, empower adaptability, and ignite change with a focus on the future and new ways of working.

 

Until now, we've been taught that to be successful, we must better ourselves and rise above others. The pursuit of fulfilling our potential has been individual and isolated.  Research now clearly shows that this self-focused approach to achievement puts a cap on our happiness and success. It is only by pursuing potential in an interconnected way that we are able to achieve the heights of our potential in business and education. Only by making others better as we grow, can we see what we are truly capable of.  Based on Shawn’s research, new findings using Big Data revealing the ripple effect of our actions, and his work in 50 countries, he outlines a five stage strategy for achieving interconnected success and how to apply them to your work and home life for greater energy, productivity, and success.

Deloitte’s global human capital trends report is the world’s largest longitudinal study focused on human capital topics. Over the report’s 11-year history, our annual global human capital trends report has offered readers an opportunity to understand each moment in history by viewing the economic, cultural, and technological landscape through the perspective of people and business. This year, the opportunity has never been greater to explore how leading organizations are reframing their organizational and workforce strategies to navigate a disrupted world. In this session, we will explore how leading organizations are adopting a mindset shift from a focus on surviving to the pursuit of thriving – using disruption as a catalyst to make meaningful changes in how they approach work, the workforce, and the workplace.

 

Upon completion, participants in this session will:

Leaders across every industry are deepening their diversity, equity, and inclusion commitments in response to the pandemic and ongoing racial justice issues that have been magnified by recent events. How are they leveraging the lessons learned from this past year to disrupt the status quo and create lasting change in our workplaces and in society? In this candid fireside chat, Valerie Rainford, Founder and CEO, Elloree Talent Strategies, and Deloitte US leaders Joe Ucuzoglu, CEO, and Kavitha Prabhakar, Chief Diversity, Equity, and Inclusion Officer, discuss their organizations’ DEI journeys and share their perspectives on how we can amplify support for the Black workforce