Dimensions of individual future fitness
Future orientation
Exploration
Exploitation
Definition of future orientation of an individual
An individual's thoughts, plans, motivations,
hopes, and feelings about her future
Dimensions of individual future orientation
Attitudinal: extent to which a person prefers long term goals
Cognitive: extent to which an individual thinks about the future
Motivational: extent to which individuals formulate plans to achieve long term goals for the future
Antecedents and outcomes of future orientation
Antecedents:
Age (older people are more future oriented)
Education
Procrastination (negative effect)
Likelihood of future success (people who are curious about the future)
Outcomes:
Belief in a just world (future orientation avoids people from living without thinking in a future ahead)
Intolerance for uncertainty (future orientation increases this) (people who have a good idea about future developments become more intolerant for uncertainty)
Definition of exploitation of an individual
Refers to behaviors that decrease the variability of an individual’s actions
Which are the dimensions of exploitation of an individual ?
Efficient management of own daily business
Well structured working methods
Definition of exploration of an individual
behaviors related to experimentation, searching for alternative ways to accomplish a task, and learning from errors
Dimensions of exploration of an individual
Deviation from routines
trying out new things
Questioning established knowledge
Interplay between exploitation and exploration
Study on the interplay between exploitation and exploration and its effect on the individual innovation performance. Results show that
People who score generally high on exploration as compared with exploitation tend to be higher on innovation performance
ambidexterity is the best way for individuals to become higher in innovative performance behavior
How to assess individual future fitness?
Filling up a questionnaire, to measure the 3 dimensions ( future orientation, exploration and exploitation) transfer results into the evaluation triangle, cover your individual strengths and development potential
How works the evaluation scheme on the individual future fitness?
Less than 70% (LOW) action needed to improve this dimension urgently
Between 70% and 80% (MEDIUM) action to improve this dimension in some areas
More than 80% (HIGH) no measures needed, but you should invest in maintaining the high level.
Where does the organizational future fitness start?
It start with its employees and leaders and their future fitness
Individual Future orientation depends on…
Individual demographics and traits
Which are the 6 types of future fitness?
Future-oriented
Future nomads
Operatives
Players
Jugglers
Visionaries
Describe de future oriented type of future fitness
follow the latest trends, are fascinated by technology.
have a deep understanding of technology and networked thinking.
combine old and new methods and trends from different areas.
manage to be both curious about new things and efficient in daily business.
Typical roles: middle management, project manager
they score high in all dimensions
Describe de future nomads type of future fitness
see little benefit in new working methods
pay little attention to future issues
stick to old methods, reluctant to explore with new technologies
act passively and take little initiative in operational business
can handle minor inconsistencies with difficulty
Typical roles: all areas and functions
opposite of future oriented
Describe the operatives type of future fitness
focus on the daily business and the "working
off" of tasks
cannot pay attention to new concepts because they are busy with their daily business
have few capabilities for implementing new
concepts and working methods.
Clear focus on important details and reliability is their strength
Cons is that they are reluctant to change
Typical roles: accountant, administrative, audit
high score exploitation, low exploration and future orientation
Describe the players type of future fitness
are curious and need permanent input (high tendency to boredom)
are among the first trying out new working concepts or technologies.
are very enthusiastic and also infect others with it
question existing working methods and processes
are well networked to be up to date on new
Typical roles: inspirer, change manager, start ups
highly eager to innovate, risk takers
Describe the jugglers type of future fitness
are "doers" and have well-established processes
are open to new working methods
are able to stimulate the daily business with
new ideas.
Typical roles: engineer, architect, project managers
Describe the visionaries type of future fitness
follow the latest trends.
are fascinated by technology.
think "two steps ahead" than others.
think outside the box.
consider daily processes to be secondary or annoying.
Typical roles: CEO’s, strategy consultants
high future orientation,
What is the recommendation for companies to implement future fitness types?
A company needs variety in their team composition, operatives to run daily business, jugglers or players to come with innovations, and they need visionaries.
We need different types of workers that need to be matched
Which are the 9 important antecedents or drivers of individual future fitness
Leadership: extent to which a leader can motivate employees to deal with future challenges successfully.
People management: includes activities from HR ( recruiting, development and benefits and compensation)
Workspace design: future oriented workspace design
Social Technology:
Strategy: extent to which a company is future oriented, tries out new things and is able to ^^manage the daily business efficiently
Mobile life integration:
Culture:
Organization design
Digital readiness: extent to which a person is able to deal successfully with technologies during daily work
4 important drivers for individual future fitness
Social technologies: source for social networking and information about current and future developments
Work-life balance: helps employees to get a free mind for future developments
Digital readiness: increases employees’ openness to explore new technologies
Organizational culture: is a visible symbol that \n future orientation is an important strategic objective
Why is Social technology important for the individual future fitness?
For social networking and source for information about current and future trends!
Meetings efficiency increased after covid thanks to social technology (teams, zoom, skype)
Why is mobile life balance important for individual future fitness?
Extent to which a person can handle work and private life successfully and manage boundaries between them.
Pros and cons of mobile life balance
Pros:
High flexibility regarding work time and job location
Job design in accordance with own preferences
Improvements in life balance and decreases work-life conflicts
Cons:
Missing recovery phases (people are always available)
Difficulty to detach from work
High exhaustion and negative health outcomes
What means digital readiness on individual future fitness?
extent to which employees are able to use digital technologies or social communication properly, in a way that the digital components increase their productivity
Effects of digital components on individual future fitness
Affect form of working (crowd-working and freelancer)
affect work organization (agile - scrum), working and structuring time
Support participation in companies (democratic company supported by tech
Automatization (can help on the performing of tasks digitally)
Work environment can be affected by digital technologies ( no permarnent offices or HO)
Social environment (iCEO who directs everything from HO and virtual teams)
Why is organizational culture important for an individual future fitness?
Consider
1.- Artefacts (visible symbols like a building or work spaces) (high visible therefore the most successful driver)
2.-Behaviors (organizational members behaviors, focus on future developments and express openness towards innovation. )
3.-Norms (expectations towards expressed behaviors or activities by the organizational members )
4.-Values (shared things members of a company consider important for ex: appreciation for future orientation) (least visible component)
Which are the organizational motivators needed for the implementation of future-oriented organizational culture ?
anticipation of future developments
excitement of employees for future topics
exploration of new forms of working (curiosity at merck)
initiation of future dialogues
implementation of cultural change (in direction of openness to innovation)
employee development
This motivators lead to an increase future fitness that leads to innovativeness and performance