Reimagining the Future of Work: What to Take Forward and What to Leave Behind

What is the Future of Work? How can we reimagine it? And what do we want to take forward, and what do we want to leave behind?

In early 2022, I was invited by Authority Magazine to contribute to an interview series called The Great Resignation & The Future Of Work.

This in-depth interview got me thinking about thinking more deeply about what the world of work has been through in recent years…and most importantly, the people doing the work – us – have all been through.

• How can we address our new working reality?
• What will be the same and what will be different 10-15 years from now?
• How do company cultures need to evolve?
• How can we create something that is better, as we are not going “back” to how things were before 2020.

This post is part of a series on the Future of Work inspired by my interview in Authority Magazine. I welcome hearing your thoughts in the comments.

Together we can reimagine an even better future for work.

What will work and the workforce look like over the next decade?

No matter what our workforce will look like 10–15 years from now — or what people will be working on, for that matter — there is one underlying constant that will remain: We will still be working together, collectively towards a common cause, as human beings.

We will still be working together, collectively toward a common cause, as human beings.

I’ve had the opportunity to work closely with leaders of various industries who hold different leadership positions, and I’ve realized that leaders who inspire people to follow them are ones who hold precious that which is most human: they deeply respect the humanity in each of us. 

Connection is core

Connection is critical — and connecting individuals to purpose is where impact is made. At the heart of every person is the desire for real connections with others and to know that our work is part of something meaningful.

While we know this, it’s challenging to always implement, which is why another constant that will remain is that every leader — established or emerging — will have opportunities to improve their leadership skills. 

An attitude towards learning is an essential part of every great leader, and every opportunity in life — personally and professionally — is a gift of learning.

Leadership is both an art and a science. 

Understanding the needs of an organization and your customers is essential as a business leader, but understanding the needs of your people and your teams is paramount. Your people, and their collective creativity and contribution, are important now, and they will be in the future as well.

If we want to achieve our organization’s goals while developing a culture where team members are engaged and contributing towards innovation and problem-solving, as well as create a meaningful legacy along the way, a leader must be intentional. 

Leading to Learn

I believe that a leader’s role is threefold:

1) Set the direction: create alignment and give clarity of what must be achieved.

2) Provide support: create conditions for people to learn by cultivating their creativity, capability, and confidence, and removing barriers; and.

3) Develop themselves: constantly look within and continuously develop their leadership capabilities.

I call this “leading to learn” — it’s about leading with curiosity, caring, and courage to foster learning in ourselves, for others, and within our organizations.

Leading to Learn is about leading with curiosity, caring, and courage to foster learning in ourselves, for others, and within our organizations.

Learning and a focus on people is the secret to greater impact

Unfortunately, many leaders primarily focus on outcomes, without looking at processes and people as the strategy that will enable them to get to the outcomes…and I suspect that will remain the same in decades to come. 

Yet, hopefully, with a focus of learning and growth at the heart of what we’re doing, leaders will move towards a more people-centered learning approach — because that is the secret to success.

Learn from the past

As to what will be different? That’s a challenge to answer because the future is difficult to predict. Who would have predicted we’d experience a global pandemic that has shaped what we do and how we do it? 

None of us knew that was possible —  and yet, we found our way around it. 

We innovated. We adjusted. We created. We moved from “we can’t” to “we must and we can.” Many of our limiting beliefs were proven unfounded. 

We innovated. We adjusted. We created. We moved from “we can’t” to “we must and we can.”

For example, for decades, healthcare systems told us that telehealth was impossible or too challenging to make widely available. Yet within a few months into the pandemic, telehealth systems were set up and are now the norm.

Don’t go back….go forward

People -- and intentional leaders with a focus on learning and experimentation -- are resilient.

We will never “go back” to our pre-2020 construct of how we accomplish our work. In fact, as Karyn Ross and I wrote at the beginning of the pandemic, we shouldn’t have “going back” be the goal. We should create a new and better way forward.

Employees and leaders alike have learned that remote work is possible, that we can stay connected without physically being in the same room, and progress towards important goals can be made. 

Innovation and creativity can thrive when there is alignment between the values of employees and the value of the companies they support. 

Innovation and creativity can thrive when there is alignment between the values of employees and the value of the companies they support. 

And speaking of values, people have realized what is most important to them, and are aligning their personal and professional lives accordingly.

Life is a journey of learning

While many constants will always remain — including the importance of prioritizing people and connection — we will continuously be given opportunities to learn from any and all situations we are faced with.

How do company cultures need to evolve?

When it comes to your organization and your leadership team, my message for you is quite simple: Put people first. 

When you do, you and your organization will always win. Your products or services are a result of the work of your people, and you are only as good as the work that your people do. 

Your products or services are a result of the work of your people, and you are only as good as the work that your people do.

This was important before, but it’s even more important now because people see their work differently, and they seek to align their limited hours intentionally. 

They want to be a part of more heart-centered, people-centered organizations, and they want to feel heard, be seen, and know that they are making a contribution.

Today, even more than ever, people want a connection to purpose, and they want to feel like they are contributing to the purpose of their organization.

Today, even more than ever, people want a connection to purpose, and they want to feel like they are contributing to the purpose of their organization.

They want to be developed and they want to grow, and they want space to learn without fear of failure or judgment. 

Company culture is set by leaders’ words and actions

Ask yourself:

• How are you supporting your people? 
• How are you meeting their needs? 
• How are you assessing where they’re at and what they want?
• How are your leaders showing that they care about their people? 
• How are you showing you care? 
• How are you providing your people opportunities for growth, development, and responsibility? 
• And, how are you and your team, yourselves, committing to continuously learning as well?

Company cultures – and their leaders – must evolve to see that their purpose is more than just providing a service or product — it’s also about developing their people. 

Purpose is more than just providing a service or product — it’s also about developing people.

Outcomes are important … but it’s achieved by focusing on people first. 

And this means asking questions about what employees value, what they want to contribute, and what their challenges are. And listening — not just with open ears, but also an open mind and an open heart.

How are you thinking about the future of work?

Please share your comments below.

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For more thoughts on how we can redesign the future of work together, check out the rest of my interview in Authority Magazine –  The Great Resignation & The Future Of Work: Katie Anderson On How Employers and Employees Are Reworking Work Together  and my video and article on The Top 5 Trends to Track in the Future of Work.

Additional Resources

One of the ways we can provide our people with opportunities for growth and development is to Break the Telling Habit.

This is about knowing how to ask better questions, when to listen, and how to coach others to develop the capability and confidence to solve problems.

Download my free “3 Tips to Break the Telling Habit” Guide – learn how to ask questions more effectively to help others solve more problems by downloading this free guide.

About Katie Anderson

Katie Anderson is an internationally recognized leadership consultant, bestselling author and professional speaker. She has supported thousands of leaders across a range of industries to create organizational learning cultures that foster innovation, engagement, and continuous improvement.

Katie’s bestselling book Learning to Lead, Leading to Learn: Lessons from Toyota Leader Isao Yoshino on a Lifetime of Continuous Learning is available in five languages and has received multiple awards, including being honored as an Eric Hoffer Montaigne Award Finalist.

She holds a BA with honors from Stanford University and was a Fulbright Scholar in Australia, where she received her Master's degree. 

Katie has lived in seven countries, and leads executive study trips to Japan for leaders looking to deepen their knowledge of the Toyota Way and Japanese culture.

Katie’s mission is to empower leaders at all levels to lead with intention to achieve higher levels of performance, increase their personal and professional impact, and create a meaningful legacy.

Visit KBJAnderson.com to learn how Katie can support you, your teams, and your organization revitalize for greater impact.