Index
Page numbers followed by f refer to figures.
A
- AARP (American Association for Real Possibilities), 23
- AARP (American Association for Retired Persons), 23
- ABC (American Broadcasting Company), 179
- ABC of Gender Inequality in Education (OECD), 174
- Abilities: Their Structure, Growth and Action (Cattell), 109
- Academic achievement, confidence and, 174–75
- Academic fields, occupational identity in, 179
- Accenture, 159
- Accidental culture, 178, 183
- Achievement gap, 176, 177
- Achievement status, 171
- Action (bridging) networks, 210–212, 210f
- Adaptability:
- Adaptability gap, xxv–xxvi
- Adaptability quotient (AQ), xxiv
- Adaptation, xiii–xiv. See also Iceberg Model
- AdaptationAdvantage.com, 223, 225
- Adaptive identity, 103, 103f
- Adaptive organizations, 98. See also Learning organizations
- Adaptive teams, 195–220
- building, 209–212
- cognitive diversity on, 212–214
- continuous learning by, 215–216
- failure for, 214–215
- future for, 217, 218
- and hiring for cultural fit, 205–208
- and hiring for open-mindedness, 208
- job descriptions and, 197–205
- leadership of, 218–219
- with multigenerational workforce, 216–217
- organizational charts and, 195–197
- Adaptive thinking, 124
- AEM cube, 213
- Affordable Care Act, 157
- Age:
- Agency:
- AGI (artificial general intelligence), 121
- Agile learning mindset, 104–108, 105f
- Agile methodologies, 104
- Agility, 105–106, 105f
- Agricultural era, 14, 15f
- AI, see Artificial intelligence
- Airbnb, xv, 10, 183–184
- Alexa (Amazon), 45, 149f, 191
- Algorithms:
- Allen, Paul, 121
- Allen Institute for Artificial Intelligence, 121
- The Alliance (Hoffman), 43
- Alphabet (company), 151f, 152
- AMA (Ask Me Anything) sessions, 155
- Amazon, 4, 184, 201
- American Association for Real Possibilities (AARP), 23
- American Association for Retired Persons (AARP), 23
- American Broadcasting Company (ABC), 179
- Animals, learning for humans vs., 119–120
- Annual reviews, 151
- Anxiety, 165, 166
- Aon, 165
- Apollo 11 spacecraft, 6
- Apple. See also specific products
- Apple News, 191
- AQ (adaptability quotient), xxiv
- Argodesign, 208
- Aristotle project, 162–163
- Arizona State University, xxvii, 192
- Armour Meat Production, 151f, 152
- Artificial cognition, see Silicon cognition
- Artificial general intelligence (AGI), 121
- Artificial intelligence (AI), 4, 6
- Arts programs, in education, 129, 130
- Ask Me Anything (AMA) sessions, 155
- The Atlantic, 175–76
- Atomization of work:
- AT&T:
- Augmentation of work, 35–46
- Augmented era, 14, 15f
- Autodesk, 118, 123, 126, 185, 221
- Automation, xiii. See also Automation of work
- Automation of work:
- Autonomous learning loop, 99, 100
- Awareness:
- Axonify, 154, 155
B
- Babson College, 192–93
- Baby Boomers, see Boomers
- Ball State, 138
- Banking sector, 44
- Barber, Gregory, 121
- Barclays, xxiv, 179
- Barnes & Noble, 185–86, 187
- Battilana, Julie, 211
- BBC (British Broadcasting Corporation), 130, 133
- BCG, see Boston Consulting Group
- Beginner's mindset, 190, 102, 197
- Behavior:
- Behavioral skills gap, 111, 112f
- Beliefs, about truth and trust, 26–27
- Belonging, sense of, 26, 31–32
- Benniss, Warren, 221
- Berkeley Social Interaction Lab, 147
- “The Best Leaders Are Constant Learners” (Mikkelsen and Jarche), 160–161
- Bethlehem Steel, 151f, 152
- Betterment (application), 37
- Bezos, Jeff, 184
- Bias(es):
- Biden, Joe, 175
- Big Data, xv
- Bitcoin, xv
- BlackBerry, 150
- Blasé, William, 159, 216
- Blockbuster, 187, 217
- Blomstrom, Duena, 163–164
- BLS, see US Bureau of Labor Statistics
- Blue laws, 22
- Boncheck, Mark, 113
- Boomers, 25, 218f
- “Born digital” generation, 7, 109
- Boston Consulting Group (BCG), 98–100, 212
- Bounded rationality, 186
- Bradberry, Travis, 148
- Brain development, 110–111
- Bridging networks, 210–212, 210f
- British Broadcasting Corporation (BBC), 130, 133
- British Council, 134
- Brown, Brené, 104, 153, 155–156, 163, 165, 225, 226
- Buena casa, building, 157–158
- Burning ambition, 171, 171f, 172f
- Burning Glass Technologies, 128, 130, 131, 134
- Burning platform metaphor, 170–171, 170f–172f
- Burnside, Robert, 111
- Burwell v. Hobby Lobby, 157
- Business:
- Business intelligence, 192, 193f
- Business Model Generation (Osterwalder and Pigneur), 225
- Business Model You (Clark), 225
- Business risk, environmental climate change as, 9–10
- Business Roundtable, 135
C
- Cable News Network (CNN), 216
- California, gender equality in, 29
- Calkins, Maria, 120
- Cameras, 150, 150f, 187
- Candidates (employment), finding, 200–205
- Candor, radical, 165
- Capability(-ies):
- Capacity:
- as basis for products/services, 190
- connecting culture and, 184–186
- as focus of organization, 187–190
- increasing, with learning tours, 172, 173f
- as input of effective business, 177, 177f
- and interaction of capability and context, 186–187
- at learning organization, 190–193
- and metrics in Fourth Industrial Revolution, 175–176
- shifting culture to expand, 189
- and value creation, 191, 192f
- Carbon dioxide, atmospheric levels of, 8
- Career, 13
- Career identity, 166–67
- Career Intelligence, 158–59, 159f
- Carers job cluster, 160
- Casciaro, Tiziana, 211
- Case, Anne, 29
- Casnocha, Ben, 200
- Catalyst Foundation, 175
- Cattell, Raymond, 109
- Caucasian, as majority race, 20–21
- CBS Corporation, 179
- Celebrating behavior, 182–184
- Center for the Edge, 148, 97
- Centre for The New Workforce, 108
- CEOs (chief executive officers), skills most important to, 132
- CGS (Council of Graduate Schools), 174
- Challenge the process (leadership practice), 153
- Change. See also Velocity of change
- Change agents, networks of, 211
- Change agility, 106
- Change management models, 168–170
- Chesky, Brian, 183
- Chief executive officers (CEOs), skills most important to, 132
- Children:
- CHILL (Cisco Hyperinnovation Learning Labs), 154, 186
- China:
- Christianity, 22
- Church membership, 26–27, 27f
- Cigna, 26, 30
- Cisco Hyperinnovation Learning Labs (CHILL), 154, 186
- Cisco Systems, 154, 125
- Clan-like networks, 210, 210f, 211
- Clark, Tim, 225
- Climate changes, 3–15
- Climate migrants, 9
- Clinton, Hillary, 175
- Closed-mindedness, 102
- Cloud computing, xv, 41
- CNN (Cable News Network), 216
- Coach thinking style, 113
- Coding, as fundamental literacy, 123–124
- Cognitive diversity, 208, 212–214
- Cognitive functioning, peak of, 110
- Cognitive limitations, 186
- Cognitive load management, 124–125
- Cognitively intensive work, 44–45
- Collaboration:
- computational thinking in, 126–127
- and enabling others to act, 154
- future work skills for, 122, 125–126
- knowledge flows in, 154
- learning from, 165
- by multigenerational teams, 216–217
- self-awareness and, 107, 108
- with star performers, 151
- uniquely human capabilities for, 127–128, 131
- virtual, 127
- as work activity, 199
- “Collaboration Overload” (Cross, Rebele, and Grant), 107
- Collins, Lisa Rioles, 120
- Columbia University, 174, 151
- Commerce, pace of, 10
- Common sense, 121
- Communication, 131, 217
- Community, 12f, 13, 31
- Community identity, 104
- Compassion, 149
- Compensation:
- in STEM jobs, 128–129, 130f
- Competence, 174, 176, 177f
- Competencies, Khan Lab School, 170
- “Competing on the Rate of Learning” (BCG), 98–99
- Competition, 151–152
- Complex organization, 161–162, 161f
- Complicated organization, 161–162, 161f
- Computational thinking, 126–127
- Computers, xiv–xv, 37
- The Confidence Code (Kay and Shipman), 175
- Confidence gap, 174–77, 177f
- Congressional midterm elections (2018), 28–29
- Connectivity, xiv
- Connector thinking style, 113
- Consultants, 200
- Context, capability and, 186–187
- Contingent talent, 43, 43f, 199, 200, 200f
- Continuous adaptation, 8, 168
- Continuous change, 148
- Continuous learning:
- Cookie monster experiment, 147–149
- Corbin, Annalies, 170
- Core identity, 103–104
- Cornell University, 176
- Corporations, workers' value to, 135–137
- Council of Graduate Schools (CGS), 174
- Courage, vulnerability and, 156
- Course corrections, 97–98, 102
- Creative economy, 215, 222–223
- Creativity:
- Cronkite, Walter, 26
- Cross, Rob, 107, 152
- Cross-cultural competency, 126
- Crystallized intelligence, 109–110
- CSI: Crime Scene Investigation (television series), 168
- Csibra, Gergely, 120
- Cuba, Airbnb in, 10
- Cuddy, Amy, 153
- Cultural add, 207, 208
- Cultural diversity, of teams, 212
- Cultural fit, 196, 205–208, 213
- Cultural norms, 19–32
- and age of population, 23–25
- and beliefs about truth and trust, 26–27
- and family makeup, 25
- and gender-based power dynamics, 28–29
- and gender identity, 25–26
- identity and shifts in, 1
- and identity formation, 178
- as identity threat, 103
- linear vs. exponential change and, 19–20
- and online platforms' effect on human relationships, 29–30
- and racial identity, 20–22
- and religious identity, 22
- Culture (organizational):
- accidental, 178, 183
- at adaptable companies, 143
- as basis for products/services, 190
- celebrating and sanctioning behavior to build, 182–184
- connecting capacity and, 184–186
- as focus of organization, 187–190
- and human value era, 136, 137f
- as input of effective business, 177, 177f
- intentional, 177, 178, 183
- and interaction of capability and context, 186–187
- at learning organization, 190–193
- purpose as foundation of, 178–182
- shifting, to expand capacity, 189
- at Uber vs. Airbnb, 183–184
- Culture (national), fluency of, 126
- Curiosity:
- Currencies, digital, 30
- “The Curse of Expertise” (Fisher and Keil), 102
D
- Dalberg-Acton, John, 147
- Daly, Joanna, 148, 199
- DARE (Drug and Alcohol Resistance Education) program, 166
- Dare to Lead (Brown), 156, 225
- Daring Greatly (Brown), 104, 225
- DARPA (Defense Advanced Research Projects Agency), 121
- Darwin, Charles, 107
- Data:
- Daugherty, Paul, 159
- da Vinci robot, 40
- Day 1 mindset, 184–89
- de Gues, Arie, 114
- Deaton, Angus, 29
- Decision making, 13, 186–187
- Deep technologies, xv–xvii
- Defense Advanced Research Projects Agency (DARPA), 121
- Defensive teams, 213, 214f
- Dell, Michael, xv
- Dell Inc., xv
- Deloitte Human Capital Trends, xxvif
- Deloitte Insights, 152
- Deloitte LLP, xxvi, xxvif, xxviii, 148, 97
- Deming, David, 128–129, 129f, 130f
- DEMO Conference, 35
- Democratic presidential candidates, 175
- Depression, 165
- Design mindset, 124
- Design Thinking, 101
- Devil's advocates, 208
- Dezeen, 45
- Didi (app), xiv
- Dieulafoy's Lesion, 40
- Diffusion status, 171
- Digital cameras, 187
- Digital communities:
- Digital Directive, 190
- Digital economy, commerce in, 10–11
- Digital learning platforms, 148
- Digital media, life span of, 150–52
- Digital skills, 123–124
- Digital transformation:
- Digitization, xiii
- Disciplinary mindset, 156f, 125–126
- Disruption, anticipating, 158–60, 215–216
- Dissent, 164–165
- Diversity:
- “Do Schools Kill Creativity?” (TED Talk), 153
- Drucker, Peter, 183–84
- Drug and Alcohol Resistance Education (DARE) program, 166
- Dunning, David, 176
- Dweck, Carol, 226
- Dystopian perspective, on silicon cognition, 117, 119
E
- Economic Policy Institute, 135
- Edmondson, Amy, 163–165, 226
- Education:
- Educational attainment, 27–28, 28f, 174
- Education-to-work pipeline, 111–114
- Egypt, population age in, 24
- Ehrlinger, Joyce, 176
- Eiby, Donna Patricia, 127–128, 134
- Electricity, 36
- Electronics (journal), 5
- Email, 4
- Emerson Collective, 169–70
- Emotional intelligence, 125, 147–149
- Emotional Intelligence 2.0 (Bradberry), 148
- Emotional intelligence quotient (EQ), xxiv
- Emotional well-being, job loss and, 166, 178
- Empathy, 134–135, 149
- Employability skills gap, xxiv–xxv
- Employee approval rating, 154
- Employment, industrial robot use and, 37
- Enable others to act (leadership practice), 161–167
- Enablers (Iceberg Model), 103, 103f, 108–111, 109f
- Encourage the heart (leadership practice), 154
- Energizer thinking style, 113
- Engagement, in learning, 130, 131f
- Environment, optimizing, 176
- Environmental climate change, 8–10, 12–13, 12f
- Epstein, Daniel, 179, 181–183, 206–208, 215
- Epstein, David, 127, 226
- EQ (emotional intelligence quotient), xxiv
- Erikson, Erik, 171
- ESPN, 179
- Estonia, digital residency in, 10, 11
- Ethics, climate changes and, 12f, 13
- Etzioni, Oren, 121
- Excellence Wins (Schulze), 218–219
- Execute stage, 99, 100, 100f
- Executive producers, 43, 43f, 199, 200f
- Expand stage, 99, 100, 100f
- Expectations, identity and realization of others', 173
- Experience, as hiring requirement, 203, 204
- Experimentation, in PAST Innovation Lab, 170
- Experiment stage, 99, 100, 100f
- Expertise, 102, 111
- Expert thinking style, 113
- Explicit skills:
- Explorer thinking style, 113
- Explore stage, 99–101, 100f
- Exponential change, 7–8, 8f, 19–20
- Extended families, 25
F
- Facebook, xv
- Facial recognition software, 118–119
- Faethm.ai, 157–58, 160
- Failure:
- Fairness Doctrine, 26
- Fakespace Systems, 154
- Family:
- Fast technologies, xiv–xv
- FCC (Federal Communications Commission), 26
- Fear, 170–171
- The Fearless Organization (Edmondson), 163, 165, 226
- Fear of missing out (FOMO), 128
- Federal Communications Commission (FCC), 26
- Federal Reserve Bank of New York, 169
- Feedback, 165, 215
- Fertility rates, 21, 24
- Fiber-optic cable, xiv
- The Fifth Discipline (Senge), xxvii, 114
- Fill and spill model, 188
- Film industry, 200
- Firing, values-based, 182–183
- First-generation learning organizations, 98
- First Industrial Revolution, xxv, xxvf, 4, 5f, 139f
- Fisher, Matthew, 102
- Fit, cultural, 196, 205–208, 213
- Five Practices of Exemplary Leadership®, 153–167
- Fiverr, 39
- Flexibility:
- Flipboard, 191
- Flows of knowledge:
- Fluid intelligence, 7, 109–110
- FOMO (fear of missing out), 128
- Foreclosure status, 171, 172
- “Forget the Pecking Order at Work” (TED Talk), 151, 226
- Forrester, 125
- Fortune 500 companies, 174
- Foundational knowledge, 170
- Foundational talent, 43, 43f, 199, 200f
- Foundation for Young Australians, 18, 160, 166, 186
- Fourth Industrial Revolution, xxiv, xxv, xxvf
- Fracking, xv
- Franklin, Ben, 189
- Free agency, 218
- Freelancers, 200
- Frey-Osborne model, xxiii
- Friction, managing, 127–128
- Friedman, Milton, 135, 146
- Friedman, Thomas L., xx, 5, 9, 12, 12f, 98, 192, 225
- Functional departments, teams based on, 209
- Fundamental literacies, 170
- The Future Computed (Smith and Shum), 134
- Future Ready program, 158
- Future work skills, 122–127, 123f
- Future Work Skills Academy, 127
G
- Gallup, 26, 130, 131f, 164
- Genband, 167
- Gender:
- Gender-based power dynamics, 28–29
- Gender identity, 25–26, 171
- Gender-neutral pronouns, 25
- Generalists, 127
- General Motors (GM), 151f, 152
- Generation X, 25, 218f
- Generation Z, 25, 30, 217, 218f
- Generative teams, 213, 214, 214f
- Geopolitics, 12f, 13
- Gergely, György, 120
- Germine, Laura, 110
- Gig work, 183
- Gilbert, Dan, xix, 31, 173, 222
- Github, xv
- Glengarry Glen Ross (film), 114
- “Global 2020 Medical Trends Rate” (Aon), 165
- Global economy, 5. See also Market climate change
- Global workforce, outsourcing to, 41
- GM (General Motors), 151f, 152
- Gmail, 39–40, 45
- Godin, Seth, 219
- Goffman, Erving, 164
- Golden Circle, 185
- Goldman Sachs, 174
- Goleman, Daniel, 125
- Google, 4, 118
- Google Calendar, 39
- Google Glass, 150
- Google Maps, 39
- Government:
- Grant, Adam, 107, 152
- Groupthink, 196, 210, 213
- Gunning, Dave, 121
- Gutenberg, Johannes, xvii
H
- Habitation, 9
- Hadoop software, xv
- Hagel, John, xxviii, 148, 152, 153, 97–98
- Handspring (company), 35
- Hard skills, 127
- Hartshorne, Joshua, 110
- Harvard Business Review, 151, 154, 107, 113, 127, 152, 160, 199, 200, 212, 213
- Harvard Business School, 163, 164
- Harvard University, 22, 128
- Hawkins, Jeff, 35
- HBO, 216
- Healthcare industry, 40
- Heffernan, Margaret, 151, 152, 226
- Hewlett-Packard, 175
- Hierarchy Ladder of Business Intelligence, 192, 193f
- Higher education:
- Hilbert, Martin, 124
- Hiring:
- Hobby Lobby, 157
- Hoffman, Reid, 43, 154, 200, 209
- Horsepower, 37
- Household size, 21
- “How Employable is the UK?” (Barclays), xxiv
- “How Great Leaders Inspire Action” (TED Talk), 185, 153, 178, 226
- How question:
- “How to Turn a Group of Strangers into a Team” (TED Talk), 226
- Human beings:
- Human genome, sequencing, xv
- Humanities, importance of, 134
- Human + Machine (Daugherty and Wilson), 159
- Human potential, inspiring, 147, 147f
- Human value era, 135–136, 137f
- Hunter–gatherer era, 14, 15f
- Hybrid jobs, 131
- Hyperspecialization, 15f, 111
I
- I2O (Information Innovation Office), 121
- IBM, xxiv, 4, 18, 167, 199
- Iceberg Model, 102–114, 103f
- IDC (International Data Corporation), 125
- Ideas, migration of, 20
- Identity, xix–xx, 165–81. See also Occupational identity trap
- and adaptation, xix–xx
- adaptive, 103, 103f
- career, 166–67
- community, 104
- and confidence gap, 174–77
- connection of personal and professional, 18
- core, 103–104
- effect of shifting norms on, xxviii
- formation of, 171–72
- gender, 25–26, 171
- in Iceberg Model, 103–104
- intentional exploration of, 177–78
- job change–driven identity crisis, 166, 178–79
- life story model of, 172
- and narratives, 173–77
- occupational, 63, 166, 104
- in old economy vs. new reality, xxii, xxiiif
- organizational, culture and, 208
- personal, xix–xx, 18, 171–72, 177–78, 104
- professional, xix–xx, xxii, xxiiif, 18
- purpose-driven, 31, 184
- questions that limit, 18, 19, 19f, 165–70
- racial, 20–22, 171
- religious, 22
- resilient, 103, 103f
- shift in, xiv, 1
- Identity status model, 171–72
- Identity traps, defined, 173
- Immigrants and immigration, xiv, 9, 21–22
- Impression management, 164, 189
- Independents (political party), 32
- India, digital community of, 10, 11f
- Individual future work skills, 124–125
- Industrial era, 14, 15f, 154
- Industrial robots, 4, 37, 39
- Information era, 14, 15f
- Information Innovation Office (I2O), 121
- Informers job cluster, 160
- Innateness, 121
- Innosight, 151
- Innovation, institutional, 152
- In real life (IRL), 29–30, 36
- INSEAD, 151
- Insight, 192, 193f
- Inspiration, 171
- Inspire a shared vision (leadership practice), 153
- Instagram, 4, 150f
- Institute for Business Ventures, 111
- Institute for the Future (ITF), 108, 122, 124–127
- Institutional innovation, 152
- Intelligence:
- Intelligence quotient (IQ), xxiv
- Intentional culture, 177, 178, 183
- Intentional learning, 156
- International Data Corporation (IDC), 125
- Internet:
- Internet of Things, 160, 210
- Invisible technology, xx
- iPad, 42
- iPhone:
- iPod:
- IQ (intelligence quotient), xxiv
- IRL (in real life), 29–30, 36
- I-shaped thinkers, 155, 156f
- Islam, 22
- ITF, see Institute for the Future
- iTunes, 190, 187
J
- Japan, 24, 27
- Jarche, Harold, 160–161
- Job(s):
- Job candidates, see Candidates (employment)
- Job capabilities, identifying, 156–60
- Job change, likelihood of, 189
- Job change–driven identity crisis, 166, 178–79
- Job clusters, 160
- Job Corridor, 157, 158f
- Job descriptions, 196–205
- Job postings, 202–203
- Jobs, Steve, xv, 36, 189–90, 190f
- Job skills, identifying, 156–60
- Job title, 148–149, 149f
- John S. and James L. Knight Foundation, 26
- Johnson, James, 165–166
- Josephine and Paul Designs, 39
- Judeo-Christian norms, 22
- Jump Associates, 134
- “Just Do It” campaign, 157
K
- Kaepernick, Colin, 157
- Kalanick, Travis, 183–184
- Kaleido Insights, 190, 191
- Kandy.io, 167
- Karrikins Group, 171
- Kartell, 45
- Kay, Katty, 175–76
- Keil, Frank, 102
- Kelter, Dacher, 147–149
- Ketchum (firm), 111
- Khan, Sadiq, 25
- Khan Academy, 170
- Khan Lab School, 170
- Killian, Annalie, 31, 184
- King, Martin Luther, Jr., 179
- Klebold, Dylan, 94
- Klebold, Sue, 94
- Klimstra, Theo, 172, 173, 177
- Knowledge:
- Knowledge processing, 213
- Knowledge work, 163
- Kodak, 151f, 152, 187, 217
- Kohl's, 187
- Korn Ferry, 106
- Kouzes, James M., 146, 153, 154, 157–159, 167, 219, 225
- Kurzweil, Ray, 118, 119
L
- Labor market, automation and, xxii–xxv
- Latinx individuals, 25, 176, 177
- LawGeex, 44–45
- Leaders:
- Leadership, 145–174
- of adaptive teams, 218–219
- capacity and, 185
- change management models, 168–170
- diversity in, 212
- Five Practices of Exemplary Leadership, 153–167
- focusing on star performers, 150–152
- in Fourth Industrial Revolution, xxix, 145–147
- moral, 156–157
- motivating behavior change, 170–173
- old style of, 146–153
- and organizational culture, 178
- transformational, 167–170, 178–179
- and values, 184
- women in leadership positions, 28–29, 28f, 174
- The Leadership Challenge (Kouzes and Posner), 146, 153, 157–158, 225
- Leaman, Carol, 154–155
- Lean In (Sandberg), 175
- Learn, ability to, 18, 114, 201
- Learning, 147–61. See also Continuous learning; Scalable learning
- in adaptation, 147–48
- in creative economy, 223
- engagement of children in, 130, 131f
- from hard lessons, 191–94
- for humans vs. animals, 119–120
- and identifying job skills and capabilities, 156–60
- intentional, 156
- in new reality, xxi, xxiif
- pedagogical stance, 119–120
- playful, 119
- rapid, xiii
- S-curve of, 99–101
- 70-20-10 rule of, 165, 214
- and stocks vs. flows of knowledge, 153–54
- with technology, 186
- through data, 191–192
- transformational, 164
- Learning agility, 105–106
- Learning fast, 97–98
- Learning organizations, 97–115
- Learning post-mortems, 215
- Learning tours, increasing capacity with, 172, 173f
- Leaving Boys Behind, Gender Disparagement in Academic Achievement (NBER), 174
- LePine, Jeffery, xxvii, 107, 192
- Leverage, xxi–xxii, xxiif
- Lewin, Kurt, 168
- Lewinsky, Monica, 94
- Lewis, David, 212–214
- LGBTQ-identifying parents, 25
- Life expectancy, 22, 24, 29
- Life story model of identity, 172
- Linear change, 7–8, 8f, 19–20
- LinkedIn, 43, 154, 166, 176, 200, 209
- “Listening to Shame” (TED Talk), 226
- Living, Earning, and Learning Longer initiative, 23
- London School of Economics and Political Science, 139
- London Underground, 25
- Loneliness, 26, 27, 30
- Longevity, xxi–xxii, xxiif
- LRN Corporation, 156–157
- Lyft, xv
M
- McAdams, Dan P., 171, 172
- McCue, Mike, 211
- McDonald's, 201
- The Machine Common Sense Program, 121
- Machine intelligence, 42
- Machlup, Fritz, 160
- McIntosh, Susan, 104
- McKinsey Global Institute, 137–138
- McManus, Mickey, 118, 118f, 119, 185, 186, 221
- Major, Brenda, 176
- Managers, leaders vs., 202, 219
- Man and Superman (Shaw), 179
- Manufacturing sector, xxiii, 222–223
- Marcia, James, 171
- Market awareness, 107, 108
- Market capitalization, 151–52, 151f
- Market climate change, 10–13, 12f
- Massachusetts General Hospital, 110
- Massachusetts Institute of Technology (MIT), 110
- Meaning making, 186–87
- Media, influence on major of, 168–69
- Memory, 35–37
- Men:
- Mental agility, 106
- Mental health, 166–167
- Me Too movement, 29
- Miami, Florida, 10
- Microsoft, 151f, 152, 121, 211
- Middle East, population age in, 24
- Middle-skill jobs, xxiii
- Mikkelsen, Kenneth, 160–161
- Millennials, 25, 32, 217, 218f
- Mindset. See also Agile learning mindset
- Ming, Vivienne, 176–77, 100, 215, 222–223
- Mistakes, 163, 170
- MIT (Massachusetts Institute of Technology), 110
- Mochan, Andy, 170
- Model the way (leadership practice), 153–161
- Moore, Gordon, 5
- Moore's Law, xv, 5–6
- Moral leadership, 156–157
- Moratorium status, 171
- Motivation, 152, 170–173
- Muir, William, 150, 151, 175, 176
- Multidisciplinary mindset, 56f
- Multigenerational workforce, 109, 111, 216–217, 218f
- Music programs, in education, 129, 130
- Musk, Elon, 121
- Myspace, 50
- “The Myth and Reality of Manufacturing in America” (Ball State), 138
N
- Narratives:
- Narrative identity theory, 72
- NASA, 8
- National Bureau of Economic Research (NBER), 37, 74
- National Center for Education Statistics, 69
- National Health Service, 211
- “Natural Pedagogy as Evolutionary Adaptation” (Gergely and Csibra), 120
- NBER (National Bureau of Economic Research), 37, 74
- Negative reinforcers, 184
- Neogeneralism, 14, 15f
- Netflix, xv, 51, 187, 201
- Networks, 210–212, 210f
- “The Network Secrets of Great Change Agents” (Battilana and Casciaro), 211
- New media literacy, 127
- New reality, xxi–xxii, xxif–xxiiif, 172f
- News media, trust in, 26, 27f
- “A New Work Mindset” (Foundation for Young Australians), 86
- New York Times, 9, 12, 98, 135, 136, 192
- NeXT, 90
- Nike, 157, 179
- NOAA (US National Oceanic and Atmospheric Association), 9
- Nobel Peace Prize, 156
- No Child Left Behind, 129
- Noncognitive skills, see Uniquely human capabilities
- Nonroutine work, xxiii, xxivf, 197, 198
- Nontechnical skills, see Uniquely human capabilities
- Noray, Kadeem, 128
- Norms, xxviii. See also Cultural norms; Social norms
- North Africa, population age in, 24
- Northrop Grumman Corporation, 154
- Not knowing everything, 161–162
- Novel and adaptive thinking, 124
O
- Occupational identity, 63, 66, 104
- Occupational identity trap, 83–95
- OECD, see Organisation for Economic Co-operation and Development
- O'Keeffe, Kate, 54, 86
- Old economy:
- Online platforms, 29–30, 36
- OpenAI, 121
- Open-mindedness, 208
- Opinions, valuing others', 164–165
- Oppositional teams, 213, 214f
- Optimizer thinking style, 113
- O'Reilly Auto Parts, 211
- Organisation for Economic Co-operation and Development (OECD), xxii, xxiii, 23, 74
- Organization(s):
- Organizational charts, 195–198
- Organizational structure, 143
- Osterwalder, Alexander, 225
- Ottati, V., 102
- Outsourcing, 41
- Owen, Jan, 60
- Owyang, Jeremiah, 167, 190–191
P
- Palm Pilot, 35
- Partnerships, in teams, 209
- Passion, 31
- Passion and Curiosity Inventory, 88–89
- PAST Foundation, 70
- PAST Innovation Lab, 70
- Patnaik, Dev, 134
- PayPal, 54, 211
- PDA (personal digital assistant), 35
- “Peak Human Potential” (Centre for the New Workforce in Australia), 108
- Pedagogical learning stance, 119–120
- People agility, 106
- Peoplenottech, 163
- Pepsi-Cola, 89
- Personal computers, 36
- Personal digital assistant (PDA), 35
- Personal identity, 104
- Perspective, diversity in, 213
- Pew Research, 22, 25, 31
- Pigneur, Yves, 225
- PISA (Programme for International Student Assessment) score, 74
- Pivots, 48, 168
- Pivot Score, 57, 58f
- Pixar, 90
- Planner thinking style, 113
- Playful learning, 119
- Politics, 12, 12f, 31–32
- Polli, Frida, 201, 204, 219
- Polman, Paul, 136
- Positive reinforcers, 184
- Posner, Barry, 146, 153, 154, 157, 225
- PostRank Inc., 154
- Poundstone, Paula, 67
- Power, of leaders, 147–149
- “The Power of Believing You Can” (TED Talk), 226
- “The Power of Vulnerability” (TED Talk), 153, 226
- Power skills, see Uniquely human capabilities
- Practice of Management (Drucker), 83
- Presence, in leadership, 158, 159
- PricewaterhouseCoopers, 9, 111, 132, 132f
- Priddis, Michael, 57
- Problem solving, S-curve for, 99–101
- Producer thinking style, 113
- Product development, culture/capacity as basis for, 190
- Productivity:
- Product life cycle, 49–51, 49f
- Professional discipline, groups based on, 210
- Professional identity:
- Programme for International Student Assessment (PISA) score, 74
- Project Alexandria, 121
- Project work teams, 210
- Promotions, 75
- Prototype, thinking of yourself as, 86, 87
- Psychological safety:
- “Psychological Safety and Learning Behavior in Work Teams” (Edmondson), 163
- Psychological security, identity and, 31
- Purdue University, 150
- Purpose:
- Purpose-built teams, 209–210
- Purpose-driven identity, 31, 84
- Pymetrics, 201, 204, 219
R
- Race:
- Racial identity, 20–22, 71
- Radical candor, 165
- Range: Why Generalists Triumph in a Specialized World (Epstein), 127, 226
- Rapid learning, xiii
- Rapid unlearning, xiii–xiv
- “Ray-Pray-Play” model, 117–119, 118f
- Rebele, Reb, 107, 152
- Reflection, 47–48, 72
- Relationships:
- Religious identity, 22
- Research-based leadership strategies, 166
- Research groups, 210
- Research skills, 131
- Resilience, 166, 201
- Resilient identity, 103, 103f
- Reskilling, 40, 41f
- Respectful discourse, 164–165
- Results agility, 106
- Retirement, xxi–xxii, xxif, 22–24
- Retraining, xxii
- Retrenchment, 31
- Reynolds, Alison, 212–214
- Rhode Island School of Design, 92
- Ribbon Communications, 167
- RIM, 50
- Rio Tinto, 201
- Rituals, at organization, 188
- Ritz-Carlton Hotel Company, 218
- Roach, Mary, 153
- Robertson, Peter, 213
- Robinson, Ken, 153
- Robots, xiii, 4, 37, 39, 221
- Roi, Richard, 167
- Romantic partners, meeting, 30, 30f
- Rometty, Ginni, xxiv, 4, 18, 67
- Roomba, 191
- Ross (legal research service), 37
- Rotational talent, 43, 43f, 199, 200f
- Routine tasks:
- RSS Solutions, 154
S
- Safety, see Psychological safety
- Sanctioning behavior, 182–184
- Sandberg, Sheryl, 75
- San Francisco 49ers, 157
- Satir, Virginia, 169
- Satir Change Model, 169
- Scalable efficiency:
- Scalable learning, 48–52
- Schulze, Horst, 218–219
- Scissors metaphor for decision making, 186–187
- Sculley, John, 89
- S-curve of learning, 99–101
- Sea level rise, 9
- Second-generation learning organizations, 98–99
- Second Industrial Revolution, xxv, xxvf
- Security, psychological, 31
- Seek, in Three Ss formula, 160–161
- Seely Brown, John, 52, 53
- Seidman, Dov, 47, 156–157
- Self-awareness, 106–108, 149
- Self-esteem, xx
- Senge, Peter, xxvii, 114
- Sense, in Three Ss formula, 161
- Sensemaking, 125
- Sensors, xv, 4, 45
- Sepah, Cameron, 184
- Service, culture/capacity as basis for developing, 190
- Service economy, xxiii, 134, 222–223
- 70-20-10 rule, 165, 214
- Shafik, Minouche, 139
- Shanghai, China, 10
- Share, in Three Ss formula, 161
- Shareholder-value era:
- Sharing economy, 183
- Shaw, George Bernard, 179
- Sheahan, Peter, 171
- Shift Thinking, 113
- Shipman, Claire, 75–76
- Shum, Harry, 134
- Sigelman, Matt, 130, 131
- Silent Generation, 25, 218f
- Silicon cognition, 6, 117–119
- Silos, occupational, 55
- Simmons, Rachel, 104
- Simon, Herbert, 186
- Sinek, Simon, 85, 153, 178, 179, 184, 226
- Single-parent families, 25
- Singularity, 118
- Singularity University, 118
- Siri, 6
- Situational awareness, 108, 159
- Smartphones. See also iPhone
- Smart technologies, xv
- Smith, Brad, 134
- Smith College, 104
- Social acceptance, major selection for, 68–69
- Social competencies, 108. See also Uniquely human capabilities
- Social intelligence, 125
- Social media, cultures forming on, 29. See also specific platforms
- Social norms, 17–30
- and age of population, 23–25
- and beliefs about truth and trust, 26–27
- changes in, xiv
- and family makeup, 25
- and gender-based power dynamics, 28–29
- and gender identity, 25–26
- identity and shifts in, 1
- and identity formation, 78
- as identity threat, 103
- linear vs. exponential change and, 19–20
- and occupational identity trap, 17–19
- and online platforms' effect on human relationships, 29–30
- and racial identity, 20–22
- and religious identity, 22
- “The Social Responsibility of a Company Is to Increase Profits” (Friedman), 135
- Social sciences, 134
- Social skills, 128–129, 129f
- Social status, job change and, 78–79
- Socioeconomic status, 69
- Socos Lab, 215
- Soft skills, xxix, 103, 126–127. See also Uniquely human capabilities
- Solar energy, xv
- Sonus Networks, 167
- Sony Walkman, 49, 49f
- S&P 500, 74
- sparks & honey, 31, 84
- Specialization, 14, 15f, 84, 110–111
- Spill and fill approach, 57–58
- Standard Oil, 51f, 52
- Stanford University commencement speech (2005), 89–90
- Starck, Phillipe, 45
- Star performers, 150–152, 163, 176
- Starting wages, in STEM jobs, 128
- Start with Why (Sinek), 85
- “Statement on the Purpose of a Corporation” (Business Roundtable), 135–136
- State of the American Workplace report (Gallup), 130, 164
- Status quo, challenging, 153
- “Stay in your lane” mindset, 196
- Steam engines, 36
- Steele, Elisa, 113
- STEM skills, 128–132, 134
- Stereotypes, with skill categories, 127
- Stocks of knowledge, 53–54, 53f, 160
- Stonecutter parable, 83–84
- Strength, vulnerability and, 155–156
- Stress, 165–166
- Sugar, Ron, 154
- Superpowers, 87, 87f, 106f
- Swaab, Roderick I., 151–152
- Swearer, Randy, 123, 126, 185–186, 188
- Swinburne University, 108
T
- Tacit knowledge, 188, 198, 199
- Talent:
- “The Talent Challenge” (PricewaterhouseCoopers), 132
- TalentSmart, 148
- Target, 187
- Teaching, 119–120
- Teams. See also Adaptive teams
- building, by enabling others to act, 154
- cultural diversity of, 212
- Defensive, 213, 214f
- effective, 162–163
- functional departments as basis for, 209
- Generative, 213, 214, 214f
- high-performing, 108
- Oppositional, 213, 214f
- partnerships in, 209
- project work, 210
- purpose-built, 209–210
- star performers on, 151–152
- Uniform, 213, 214f
- “Teams Solve Problems Faster When They're More Cognitively Diverse” (Reynolds and Lewis), 212–213
- Technical skills:
- Technological climate change, 5–8
- Technology:
- Technology companies, change at, 168
- Technology skills, 130–132, 134
- TED Talks, most popular, 153
- Telecommunications, 36
- Telephones, 44
- Television industry, 44, 200
- TellMe Networks, 211
- “Ten Things You Didn't Know About an Orgasm” (TED Talk), 153
- Tesla Motors, 191
- textio.com, 197
- Thank You for Being Late (Friedman), 5, 225
- “They,” singular use of, 25
- Thiel, Peter, 183
- Third-generation learning organizations, 99
- Third Industrial Revolution, xxv, xxvf
- Three-phase model of change management, 168
- Three Ss formula, 160–161
- Three stonecutters, parable of, 83–84
- Thumbtack, 91
- Thunberg, Greta, 156
- Tilburg University, 72
- Time Magazine's 2019 Person of the Year, 156
- Time's Up movement, 29
- Time Warner, 216
- Timing, of change, 168
- “The Too-Much-Talent Effect” (Swaab, et al.), 151–152
- “Tours of Duty” (Hoffman), 54
- Tours of duty approach:
- Toy Story (film), 90
- Trading partners, 10
- Transdisciplinarity, 125–126, 133, 133f
- Transdisciplinary mindset, 55–56, 56f
- Transferable skills, 56–57
- Transformational leadership, 167–170, 178–179
- Transformational learning, 164
- Transformational talent, 43, 43f, 199, 200f
- Transparency, 206, 207
- Tribes (clan-like networks), 210, 210f, 211
- Trust:
- Trust, Media and Democracy initiative (Knight Foundation), 26
- Truth, 26–27, 189
- T-shaped thinkers, 55, 56f
- Twitter, xv, 4, 7, 50f
- “The Two Traits of the Best Problem-Solving Teams” (Reynolds and Lewis), 213–214
U
- Uber, xiv, 10, 91, 183–184, 191
- UK (United Kingdom), 27, 130
- Undergraduate degrees. See also Higher education
- Uniform teams, 213, 214f
- Unilever, 136
- Union of Concerned Scientists, 9
- Uniquely human capabilities, 117–141
- and atomization of work, 41–45
- and augmentation of work, 41–45
- and automation of work, 41–45
- collaboration and managing friction, 127–128
- continuous learning and creativity, 119–122
- creativity, 221–222
- current demand for, 132
- defined, xxix
- developing, 63
- empathy, 134–135
- financial return on developing, 133–134
- as future skills, 122–127
- in Iceberg Model, 103, 103f
- and “Ray-Pray-Play” model, 117–119
- and STEM skills, 128–132
- upskilling and reskilling to develop, 137–139
- and workers' value to corporations, 135–137
- United Kingdom (UK), 27, 130
- United Nations, 9, 156
- United States:
- US Air Force, 166
- US Bureau of Labor Statistics (BLS), 66, 89, 216–217
- US Census Bureau, 24
- US Department of Labor, 23
- US National Oceanic and Atmospheric Association (NOAA), 9
- University of California, Berkeley, 147
- University of California, San Francisco, 184
- University of California, Santa Barbara, 76
- University of Houston, 155
- University of Southern California, 124
- University of Washington, 121
- Unlearning, xiii–xiv, 102, 105
- Unreasonable Group, 108f–181f, 179–183, 206–207, 215
- Upskilling:
- UpWork, 91
- US Steel, 51f, 52
- Utopian perspective, on silicon cognition, 117–119
V
- Values:
- Value creation:
- Value extraction, as focus of leadership, 146–147
- Value Proposition Design (Osterwalder, et al.), 225
- Velocity of change:
- Vice News, 44–45
- Virtual collaboration, 127
- Visa, 3–4
- Visible technology, xx
- Vision, 83–84, 153, 179
- VMware, xv
- VUCA (volatile, uncertain, complex, or ambiguous) work:
- Vulnerability, xiv
- VU University Amsterdam, 151
W
- Walmart, 187
- Walsh, David, 102, 167–168, 171
- Washington State University, 76
- Watson (computer), xv, 44
- Waze, 39, 159, 160
- Well-being, emotional, 66, 78
- Wellness, 135, 165–167
- “What do you do?” question, 18, 19f, 31, 65–67
- “What do you want to be when you grow up?” question, 18, 19f, 65, 67–68
- “What is your major?” question, 18, 19f, 65, 68–70
- “What Kind of Thinker Are You?” (Boncheck and Steele), 113
- What question:
- Whatsapp, 10, 11f
- What Works Wellbeing Centre, 78
- “When Does Cognitive Functioning Peak?” (Hartshorne and Germine), 110
- “When Self-Perceptions of Expertise Increase Closed-Minded Cognition” (Ottati, V.), 102
- White individuals:
- “Why Good Leaders Make You Feel Safe” (TED Talk), 226
- Why question:
- Williams, Tunji, 44–45
- Willis Towers Watson, 58, 215
- Wilson, Jim, 159
- Wired (magazine), 121
- Wired to Care (Patnaik), 134
- Women:
- Work:
- atomization of, 38–45, 38f
- augmentation of, 35–46, 38f
- automation of, 38–39, 38f, 41–45
- climate changes and, 12f, 13–14
- education-to-work pipeline, 111–114
- gig, 183
- higher education as preparation for, 112, 114
- how work is done, 43
- impact of digital economy on, 11
- impact of environmental climate change on, 9–10
- impact of technological change on, 6–8
- knowledge, 163
- learning in order to, 54–56
- nonroutine, xxiii, xxivf, 197, 198
- as part of identity, 18. See also Occupational identity trap
- reimagining of, xx–xxi
- technology and, xiii, xx–xxi, 221–222
- VUCA, 149, 213, 214, 217
- Workforce analytics, 48
- Workforce representation, gender equality in, 28, 28f, 74
- Workplace benefits, culture vs., 178
- Workplace thinking style, 113
- World Bank, 9
- World Economic Forum, xxiv, xxv, 9, 23, 108, 122, 123f, 124
- World Health Organization, 165
- World War II, 112
- World Wide Web, 37. See also Internet
- W.P. Carey School of Business, xxvii
- Wright, Orville and Wilbur, 179
- Written language, 36
- Wurtele Center for Work and Life, 104
X
Y
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