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MANIFESTO We love our freedom, our ability to do what we want when we want. In our society, we build mental structures to rationalize the denial of our passions. The more our needs are being met by augmentation and automation, the more wants will become the core of our lives. Satisfying our desires should and will become the central tenet of our lives. We know that we shouldn’t have to sacrifice our desires in order to live our lives in comfort. We feel the pull to abandon all responsibility and live out our wildest fantasies. Our passions and fantasies can fuel us far more than our needs and responsibilities. With a society living through passion the level of productivity would rise exponentially. Through the use of aggregated qualitative data we can bring people into a play space that allows them to live out their desires. Our system can be employed to give a workforce the freedom to innovate in their own way and truly unlock the potential of their passion.
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NEED
IMAGINATION LABOUR
ROUTINE
WORK
NEED
PLAY
WANT
LABOUR
ROUTINE
DESIRE
GENERATIVE QUESTIONS
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What if serendipity were planned everyday? What if you were your own mentor?
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What if we quit working to pursue passion?
What if freedom extended to everything in our lives?
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DESIRE Morning Routine Lunch Family
Team Meeting Correspondance
Project Work Client Meeting
Commute
NEED
Remote Work
Appointment
| INTRODUCTION
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| METHOD
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FOCUS ANTICIPATE Play Workplace Data Space
GENERATE ACTIVATE
Complexity
High Opportunity Mapping
Stakeholders current infrastructure projected
Play space ecosystem
Business context New workplace Millennials New Skillsets Case Studies Zappos Google Netflix Global Scanning Social Augmented Autonomous
Roadmapping Behaviour space footprint Bosch Business Model Entry - attraction - map
Future Scenarios Behaviour Innovation Cycle Map
Strategic Planning & innovation requirements Value Delivery Matrix Sociopolitical Context
Evaluation Criteria for Play Test & Validate Feasibility Acceptability knowability Prototyping Conceptual tool
|PROCESS
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BUSINESS STRATEGY
PHILOSOPHY
ETHNOGRAPHY
DESIGN
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FOCUS
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DEFINING HIGH-IMPACT AREAS
| FOCUS | DATA SPACE |
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How does the human/tech relationship evolve with the increasing autonomy of our networked objects and environments? Becoming empowered rather than overwhelmed by data as the new form of media will offer contextual insights and augmented forms of existence.
automated data processing
meaning in data
post quantified self
post-fragmented digital
internet of everything
virtual reality therapy
mixed reality
headphones as interface
ambient sensing
call to action
DATA SPACE
deep learning data agility
people API evolved matching
human/tech
enabling the best self
contextual empowerment
social status
applied crowdsourcing
biometric feedback
conversational UX
internet of me
mass customization AR/VR
sharing economy transparency
| DATA SPACE TRENDS AI
| 17 will contribute to new workplace security measures. The notion of a unified ledger or profile that maintains extensive incorruptible records of achievements empowers
Adding learning capabilities to routine tasks will contribute
individuals, while bringing transparency into the 21st
to greater workflow optimization on a personalized level.
century.
Applications, which will span across many tasks including communication and scheduling, will fall to the background of people’s daily activities. Company knowledge will be
AUTOMATION/ROBOTICS
made more accessible, as wayfinding shifts from manual to automated. The overall impact of AI in the workplace will
Automation would relieve office workers of their repetitive
be to reduce complexity of tasks and expand the range and
operational tasks, allowing them to place greater focus on
time allotted to creative undertakings.
cognitive endeavours. The reach of information and insights gleaned from multiple sources through routine background
REMOTE WORK
operations would allow for richer insights on optimizing parallel flows in the workspace on a consistent basis.
Has become the norm in many offices, taking hot desking to a whole new level. Multi-disciplinary communication platforms, such as Slack and Facebook Workplace have
WEARABLE TECHNOLOGY
made it easier for people to work remotely without compromising their workflow. Many companies have come
Business-end adoption of wearable technology would
to rely on these platforms to ensure work is accomplished,
facilitate security access, payments, wayfinding and
while giving their employees more freedom to plan out their
contextual knowledge. Wearables offer the opportunity
day.
for deeper insights in customized contexts, particularly as headphones come to be adopted as a new means of receiving knowledge input.
BLOCKCHAIN TECHNOLOGY Creating increased transparency, protecting personal and transactional data as well as the detecting credential fraud are only a few of the ways in which blockchain technology
| FOCUS | PLAY |
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Play is one of the mot powerful catalysts to limitless learning and exploration. It unlocks our innate capability to communicate, imagine and strategize. Play allows us to channel our intrinsic motivations to connect with the most authentic and whole part of the self.
fortunate failures clear purpose
Emerging from this self-
honest exploration
driven behaviour is a unique
targeted growth
and honest perspective.
freedom as objective perpetual discovery embedded feedback loops unlearned creativity
brain as interface
activated self
tactical value
seeking pleasure
PLAY
social norms problem solving
culture of influence momentum
augmented adventures
authenticity
gamification
mastery
sense of whole
delight
self projection flow
personal growth unstructured
| PLAY TRENDS FLOW
| 19 NOSTALGIA
High achieving professionals are learning to tap into a state of mind used mostly by extreme athletes to cheat death
Nostalgia is retaking a place in the world of play as game
while they push the bounds of their respective sports. This
companies fight to be the one with the latest way to bring
state of mind shift is desired as part of an effort to improve
you the games of the past. Pokemon found a new way to
personal performance in an increasingly fast moving work
engage an old player base to roam the streets enmass all in
environment but can comes from a play state of mind.
the name of nostalgia. The adults of today are relearning to play like children.
RISQUE BUSINESS
BINGING ON PLAY
Urban young adults are indulging their desire for play in more and more risque ways. What started as mere curiosity
The ubiquity of play spaces has made it possible to escape
has blossomed into a growing number of burlesque clubs
into a play mindset at any time in any place. Our screens
and restaurants serving new and unusual experiences. The
are able to trigger our imaginations through stories from all
new consumers are hunting for increasingly shocking ways
types of new media sources. This high availability of outlets
to stimulate their sense of play and exploration.
has led to a binging behavior on play environments. This binging could leveraged towards new play spaces focused on creation rather than consumption.
GAMIFICATION With the gamification of personal development via fitness trackers and the ability to compete with friends on the rise as well as the increase in gamification in education it is clear that the next step would be for gamification to enter into the workplace and for the intrinsic motivation of competition to find a more productive inroad into the work environment.
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EQ before IQ
P2P insights aligning with purpose
beyond the self
meaningful content
complexity
people analytics
multi-generational ambient sensing
molecular organizations
deep learning
WORKPLACE
data agility human/tech
experience economy contextual habit-building employee experience
contextual empowerment
real-time feedback
applied crowdsourcing
biometric feedback
conversational UX
networks of teams
mass customization AR/VR
co-creation intangible skills
| WORKPLACE TRENDS
NETWORKS OF TEAMS
| 21 LEADERSHIP GAP Rapidly evolving organizational structures revolving around
Departments are being replaced by smaller networks of
agile teams requires more employees to be comfortable
multi-skilled teams that are capable of actionable results
taking on leadership roles.
on short deadlines. This is the foundation to molecular organizations that operate on a horizontal organizational structure.
CO-CREATION
PEOPLE ANALYTICS A more deep and intuitive understanding of workplace behaviours and needs could improve assessment, hiring and retention capabilities. Workplace culture would
As multi-disciplinary teams become the norm, the ability to
be strengthened by new individuals, tested for their
effectively cross-pollinate will be the key to differentiation.
compatibility in addition to their credentials.
This requires advanced intangible skills like communication strategies and rapid uptake.
CAPABILITY GAPS
REAL-TIME FEEDBACK Applying the “yelp� behaviours to real-time feedback in order to embed feedback loops and enhance transparency
Communication becomes paramount for teams to achieve
within the company.
high performance results and brands to get their message across to consumers.
EMPLOYEE EXPERIENCE
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ANTICIPATE
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MAPPING CURRENT & FUTURE BUSINESS ENVIRONMENTS
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BUSINESS CONTEXT
| COMPLEXITY
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In the world of wicked problems and multidimensional experiences, companies require agile, multidisciplinary teams capable of creative problem solving. In the wake of technological disruptions, no business can afford to bypass the massive corporate shifts that will undoubtedly affect their organizational structures. In order to maintain a competitive foothold on their shares of the market, they must focus on a corporate culture that encourages deep focus and co-creative processes.Higher cognitive and creative capabilities require adaptive ecosystems and divergent, high-performing thinkers.
Can we design a horizon of sustainable strategies to activate corporate cultures and make them future-ready?
| CURRENT INFRASTRUCTURE
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| PROJECTED ADOPTION
PIONEERS
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EARLY ADOPTERS
EARLY MAJORITY
MASS MARKET
skunkworks innovation teams
Conversely, the early
The early majority will
With its full acceptance the
within large forward friendly
adopters are most likely
consist of small to medium
program will be able to be
organizations with generous
going to be extremely small
established organizations
applied at an institutional
human resource capabilities.
start ups looking to maximize
attempting to compete
level within even large
This would allow a risky new
their ability to innovate
with larger companies in
traditional corporations as a
system the best chance at
quickly and in ways only large
their sector. They will see
way to acquire and retain the
success, due to the amount
organizations have been able
this system as a way to
best talent in the industry.
of time and resources it will
to until now.
differentiate from their
Ideally they would be small
likely require to work out the
competition but also to
kinks in the program.
enable their smaller workforce to have the power of a larger one through innovation instead of man hours.
| DEFINING THE NEW WORKPLACE MULTIGENERATIONAL Millennials now make up 50% of the labour force, while older generations are maintaining the posts. The millennial focus on horizontal work environments has changed the way workplaces must operate to attract and retain talent.
DIVERSE Globalization has put multiculturalism at the forefront of workplace culture. The need for an inclusive culture is noted as one of the biggest priorities in Deloitte’s 2016 Human Capital Report.
ON-DEMAND Over 30% of the workforce is contingent, part-time or contract.This means more people hired into molecular structures based on their specialties and skillsets.
http://www2.deloitte.com/global/en/pages/human-capital/articles/contingent-workforce.html http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-slabor-force/
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| MILLENIAL RULES FOR LIVING
Experience Over Product
Social Status is King
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Time > Money Everything On demand
Transperancy Trumps Time > Money
| SKILLSETS FOR THE 21ST CENTURY
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Empathy & Self-Awareness
Co-creative Tools Transferable Communication
Thought Diversity
Leadership Practices
Operational Feedback Loops
| HUMAN CAPITAL REPORT
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CASE STUDIES Companies at the cutting edge of technology are also at the cutting edge of social innovation in their corporate policy. This tells us that their interest in social efforts is not only out of care for their workforce but also a data driven proof that improving the social aspects of the work has real benefits for the business.
| ZAPPOS The key implementation at Zappos has been individuals taking on many different roles and leaving behind the job description you were hired for. Through this process the individual will have a better idea of what should be done compared to a typical job description given when hired and subsequently forgotten. Use of a “role marketplace� which shows the roles needed to be filled and their urgency ensure that people are working towards the betterment of the company and the success of each role and task done is measured to ensure ongoing success. The informality of this system has lead to an enormous learning curve within the company. Zappos is sticking to their resolve and giving the new methodology a fighting chance to work itself out before calling it a failed experiment. The major problem appears to be that the employees are using their new found freedom to pull the company in too many opposing directions. With a hiring process that focused more on the alignment of core values there could be more of a unified direction that could increase the potential of the holocractic system.
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| NETFLIX TITLE Netflix used common sense to develop a talent management philosophy that could help on all fronts of employer acquisition, management and retention. Their talent management philosophy involves only hiring excellent workers and putting people analytics to best use. This created an environment in which direct feedback (also known as 360 reviews) took place of annual reviews. A keen awareness of the company’s subcultures is also an important part of netflix’s seminal work. This organization understands the way in which the new generation operates and expresses their opinions. The current structure at this company looks nothing like the companies of yesterday, they are the trailblazers of the way in which things will operate universally in the future because they understand the motivations of their constituents. Employees are given unilateral freedom to innovate, explore, and spend their time how they see fit, in essence the allow them to play. This strategy has led to a company with highly motivated employees that consistently outperform all other media companies with traditional employee hierarchy structures.
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Google’s Project Artistotle is a seminal report outlining the fundamentals for effective cocreation, with their most important discovery highlighting team cultures and the mitigation of rejection that comes with cultivated inclusivity. Researchers at Google began puzzled by diversity as being the only constant across the 180 teams studied, with no patterns defining which personality types or cultural mix provided optimal performance. It was instead the notion of “group norms” or “team culture” which gave members heightened feelings of unity and purpose, leading to increase in innovative thinking and co-creation Project Aristotle’s most relevant discoveries were that the most effective teams have only two consistent indicators for success: safe collaboration through shared norms and a failfast approach, channeled through team-wide acceptance.
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GLOBAL SCANNING
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OPPORTUNITY MAPPING
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TRENDS RECAP
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| TITLE There must but a holistic approach put in place in order to change the nature of progress from work, to play. We have isolated six key areas within which to catalyse change. The six areas focus on the human behaviour we are looking to release. These human desires are linked to the six enabling technologies. We believe the most impactful way to introduce change to the established system is by using the technologies to trigger the activation of latent behaviors/ desires already existing in the workplace. Think of this strategy as the diversion of an existing river as opposed to the creation of a new one from scratch.
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GENERATE
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BRILLIANT CONTENT HERE
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SCENARIOS
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| NOW | VENTURES University was always hailed as a time for exploration, but I’ve found it difficult to pursue real-world applications with limited credentials. The idea of a 9-5 seems unappealing to me, given the breadth of my interests and desires.
I know my value lies in the unique perspective and knowledge base I have, and seek out a place to apply these skills. I log onto Workplace by Facebook and scan the Ventures feed for a new idea I can buy into.
I find the idea that really gets my juices flowing and immediately introduce myself to the other team members while looking over the latest advancements. Once I’ve caught up, I start to add my unique input, on my own terms.
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| 63 TECHNOLOGY: Workplace by Facebook INTERACTION: passion-based multinode teams BEHAVIOUR: no need to wait passion fuelled exploration ventures on your terms Workplace is a new pilot project by Facebook that offers an interface native to one in four people worldwide. Though the company isn’t nearly first in adopting the consumer app experience to business apps, their potential market ranks as one of the largest. Many have argued that the social networking app has successfully made certain aspects of Web 2.0 mainstream, by featuring UGC (User Generated Content), rebranding RSS readers to personalized Newsfeeds and redefining wikis through group functions. Other offerings pioneered in the Workplace software include work-oriented groups, reactions, trending posts and live video. One of the most powerful and yet to be unexplored areas is interest targeting. Having cornered the market on preference-based suggestions, Workplace is in a unique position to connect people to work through desires rather than requirement. Sources: https://workplace.fb.com/stories/ https://www.wired.com/2016/10/facebook-workplace/
| NOW | FIRST DAY Fase has been my dream project base for years. Their passion pursuit program is lightyears ahead of other companies, working to personalize knowledge systems through deep learning while reinforcing their community culture through mentorships. I am ecstatic for the opportunity to find my match. As I begin logging my new permission sequence, I am connected to my Workplace profile. The offering allows preferences and habits to be directly streamlined into my new dashboard. I am greeted by Lucie, who warmly chimes in about our shared interests, including our mutual love for cold brew coffee. She invites me to try out a place around the corner, the best in town she says. She promises to catch me up real-time on the projects I’ve signed on to.
| 64 TECHNOLOGY: Workplace by Facebook INTERACTION: affinity based mentorships BEHAVIOUR: personalized knowledge base Personality and interest matching
| 65 TECHNOLOGY: Workplace by Facebook INTERACTION: passion-based multinode teams BEHAVIOUR: no need to wait passion fuelled exploration ventures on your terms Workplace is a new pilot project by Facebook that offers an interface native to one in four people worldwide. Though the company isn’t nearly first in adopting the consumer app experience to business apps, their potential market ranks as one of the largest. Many have argued that the social networking app has successfully made certain aspects of Web 2.0 mainstream, by featuring UGC (User Generated Content), rebranding RSS readers to personalized Newsfeeds and redefining wikis through group functions. Other offerings pioneered in the Workplace software include work-oriented groups, reactions, trending posts and live video. One of the most powerful and yet to be unexplored areas is interest targeting. Having cornered the market on preference-based suggestions, Workplace is in a unique position to connect people to work through desires rather than requirement. Sources: https://workplace.fb.com/stories/ https://www.wired.com/2016/10/facebook-workplace/
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At the core of our difference from
My project explores the workplace, a
the animal world is our ability for
highly controlled environment where
self-reflection.
most spend one third of their lives.
As societies, we have pushed the
Unsurprisingly, studies are beginning to
boundaries of these capabilities so
show that in knowledge work, achieving
far that we have created networked
true innovation goes hand in hand with
environments capable of reflecting our
skills such as emotional intelligence and
“self� at a macro scale. Many of these
creative problem-solving.
pursuits have remained experiences that enhance our public self, but the
This intangible skillset allows for agile
opportunity to deeply understand our
team structures, capable of tackling
profound nature, essence and purpose
disruptive shifts on the horizon.
is at the core of these technological advancements. How can we frame the nature of our new relationships with networked environments, where data is material? Our ability to harness the unique capabilities offered by emerging technologies allows us to redefine our own potential in a way that is personal,
| PLAY VALUE CRITERIA Play value and interactivity elevate an experience for greater engagement. In order to achieve this transformative space, a product or experience must be:
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Engaging Fun Absorbing Challenging Rewarding Non-frustrating Have repeat value Secondary criteria: Functional Multipurpose Spatial
| PANNELISTS TECHNOLOGY Houston Keil-Vine | Program Manager | Ecobee Greg Van Alstyne | Co-director | sLab Judith Doyle | Integrated Media | OCAD PLAY Emma Westcott | Game design | OCADU Suzanne Stein, Foresight | Super Ordinary Lab | OCADU Mary Flanagan | Critical Play Author & Designer | OCADU Ilana ben-ari | founder | 21Toys WORKPLACE Julie Fairweather | Director | Book Publishing Policy and Programs for Canadian Heritage Jennifer Moss | Cofounder | Plasticity Labs
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| TITLE NEXT STEPS: ACTIVATE Roadmapping footprint of our behaviour space Bosch Business Model Adoption (extended one of pioneer/early adoption/early majority) Entry - attraction - map Strategic Planning & innovation requirements Value Delivery Matrix sociopolitical context Test & Validate (Feasibility, acceptability, knowability) Prototyping play/game/tool to explain concepts
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