In 2024, we need to come to terms with the fact that the future of work is not just a distant concept – it’s here. Our Masterclass, led by Lynda Gratton, a pioneer in organisational theory and the future of work, offered an in-depth look at key trends and actionable strategies for preparing for what’s next. We explored how leaders can stay agile, anticipate disruptions, and build workplaces where everyone can thrive.

Key Forces Shaping the Future of Work

Lynda outlined several core forces driving change: longevity, technological advancement, evolving workforce dynamics, and the aftershocks of the COVID-19 pandemic. Interestingly, almost 40% of attendees in the room noted that they were most interested in the role of leaders and managers in the future of work. Before we got there, Lynda discussed a few of the other topics.

• Longevity: As life expectancy increases, so too does the concept of a multi-stage life, where education, career exploration, full-time employment, and even “gap years” or sabbaticals can occur at different stages. People are living (and therefore working) longer. This shift affects not only retirement planning but also career development and workplace expectations.
• Technological Advancements: Generative AI is already transforming tasks, particularly in consumer-facing roles like marketing, by elevating average performers and enabling teams to function at higher levels of efficiency. But there’s more to consider than productivity: Lynda emphasised the need to foster human-centric skills, such as creativity, empathy, and active listening, which are unique to humans and difficult for AI to replicate.
• Blended Workforce: The concept of the blended workforce – which includes full-time employees, freelancers, and gig workers – is expanding. By 2025, as much as 40% of the workforce will likely be made up of independent workers. Lynda pointed out that leaders must embrace this trend, using freelance talent to bring in specialised skills and fostering an agile, flexible workforce model.
• Pandemic’s Impact: COVID-19’s impact on the work environment is profound and lasting. It popularised remote and flexible work models, showing that productivity can thrive outside traditional office hours and locations. Remote work has also been a game-changer in employee retention: employees are more likely to stay if they have the flexibility to work from home, which reduces onboarding and training costs for companies.

Breaking the Three-Stage Career Model

Traditional career paths which consisted of education, work, and retirement in that order, are breaking down. Instead, many are opting for multi-stage careers, where periods of employment, self-employment, and learning intertwine. There are many reasons why the multi-stage life might appeal to workers, with our attendees in the room calling out flexibility, variety, and freedom as reasons why they would be interested in trying it.

Lynda highlighted the importance of flexible career progression and continuous skill-building, urging leaders to create opportunities for employees to reskill and upskill, whether through “escalator jobs” (roles that build transferable skills) or dedicated professional development programs.

Addressing Workplace Happiness and Fulfilment

Lynda shared a surprising statistic: 43 is the unhappiest age for many people. At this age, people often find themselves juggling work, family, and caring for aging parents, leading to increased stress and a need for better work-life integration. To address this, Lynda identified six elements that everyone seeks in their career:

1. Caring Leadership
2. Clear Career Development Pathways
3. Fair Compensation
4. High Workplace Flexibility
5. Meaningful Work
6. Opportunities for Personal Growth

These needs are universal, transcending age and experience. Rather than relying on generational labels, Lynda advised understanding employees as individuals, each bringing a unique blend of fluid and crystalline intelligence, adaptability, resilience, and perspective.

Leadership for the Future: Empowerment and Agility

A major takeaway from Lynda’s Masterclass was the evolving role of leaders and managers. During the pandemic, managers became pivotal in supporting teams through unprecedented challenges, emphasising empathy and stability. But as we emerge from the pandemic, leadership requirements are shifting again. Now, leaders must focus on empowerment, creating a culture of feedback, and guiding their teams’ growth in a changing work environment.

To support this shift, Lynda introduced the concept of “managers as the golden thread”: the bridge between employee needs and organisational goals. Managers now need hybrid skills to navigate both remote and in-person teams effectively, while maintaining a human-centred approach.

Embracing the Challenges and Opportunities of Generative AI

Generative AI is not just reshaping job roles but also redefining the boundaries of human potential within organisations. While AI excels at performing repetitive or highly structured tasks, it lacks the creativity, empathy, and emotional intelligence inherent to human workers. Lynda’s advice? Embrace a “lifetime of learning” and develop human skills that machines can’t replicate. For both leaders and employees, this means focusing on creative problem-solving, social intelligence, and continuous learning.

Redesigning Work: How to Transform Your Organisation was an IMI Membership event. Find out more about Corporate Membership here.