Deborah Perry Piscione Challenges Traditional Work Hours
Deborah Perry Piscione, founder and CEO of Work3 Institute, questions the conventional work hours stating, “I never understood why I should sit until 6 if I finished my work by 2.” Perry Piscione, also the author of “Employment is Dead!”, emphasizes that the future of work requires a shift in how we manage talent, moving from adhering to schedules to delivering measurable results.
The Impact of Technological Development
During her speech at Collective Academy’s Perspective forum, Perry Piscione highlighted that technological advancements and their integration into the workplace will facilitate a transition to result-oriented management models. She asserted, “With technologies like blockchain, work will be based on production and productivity. Blockchain can verify if the job is done.”
Adapting to Individual Work Rhythms
The technological transformation in the workplace also presents a challenge of allowing individuals to adapt at their own pace. Perry Piscione explained, “Project-based work in the collaborative economy and decentralized work enable one to work anywhere in the world and connect with any project that passionately interests them.”
The Evolution of Careers by 2030
By 2030, Perry Piscione predicts that a significant portion of the workforce will engage in project-based careers, transitioning to portfolio careers—a combination of diverse work activities that allow income diversification.
The Talent Needed in the Digital Age
In another segment of Collective Academy’s Perspective forum, HR leaders discussed the challenges in developing talent and organizational culture required in an increasingly digital work environment.
Cultivating a Culture of Experimentation
Isabel Martínez, Director of People at Vemo, stressed the need for companies to adopt a culture of experimentation, continuous learning, and innovation to effectively leverage AI. She said, “To harness AI better, we need an open playing field with ethical rules that allow us to create this. Otherwise, each person will find their own way, and we’ll keep building molds that only let us do what’s told.”
Three Types of Profiles for the Future Workforce
Diana Sánchez, Head of AI People Strategy at HSBC, outlined three types of profiles needed for the future workforce: highly specialized talent creating models, collaborators working alongside technical profiles, and a broad layer with the ability to use tools, basic knowledge, and ethical principles.
Transforming Mindsets for a Digital Work Environment
Enrique Fernández, CHRO of BBVA Mexico, acknowledged that adopting new technologies in companies involves cultural transformation. However, unlike other cultural changes, the digital environment offers little time for adaptation.
Motivating Employees in a Digital Workplace
Cory Guajardo, CHRO of Alsea, emphasized that employee motivation in a digital workplace is only possible by allowing them to experiment and be curious. He stated, “There’s a lot to build; we need to slow down so teams are willing to experiment and take advantage of this. Understanding that it can simplify tasks, free up time, and add value is the key to motivation for everyone.”
Key Questions and Answers
- What does Deborah Perry Piscione challenge about traditional work hours? She questions why one should adhere to a 9-to-5 schedule if work is completed earlier.
- How will technological advancements impact the future of work? Technologies like blockchain will shift focus from time-based work to result-oriented management models.
- What types of profiles will be crucial in the future workforce? Highly specialized talent, collaborators, and a broad layer capable of using tools and understanding ethical principles.
- What is essential for motivating employees in a digital workplace? Allowing them to experiment and be curious, understanding that it simplifies tasks and adds value.
- What cultural changes are necessary for adapting to a digital work environment? Companies must adopt a culture of experimentation, continuous learning, and innovation while transforming employee mindsets from being directed to becoming facilitators of their development.
