New Work
In our constantly changing world, we need a new form of collaboration.
Globalisation, digitalisation, and new technologies pose major structural and cultural challenges for organizations. The fast-paced environment of today often renders hierarchical organisational models inadequate.
Remarkable things begin to happen when we have the courage to bring our whole selves to work.
Triad – Wholeness, Purpose, Self-Management
New Work is – according to Frédéric Laloux – a holistic approach in which wholeness, purpose and self-management are equally integrated and taken into account.
Wholeness
New Work is based on the foundation of wholeness. This means that employees can act with their entire personality in different roles at eye level in the organization or team – with all their individual abilities, strengths and also weaknesses. In this way, potential can be better developed, creative solution processes can be initiated, and tasks can be completed more effectively and joyfully. Different ways of seeing and thinking are an essential factor for success and challenges can be solved collaboratively and effectively.
Trust is the basis for collaboration – both in teams and between managers and employees. Because the change in collaboration also requires a change in the understanding of leadership.
Purpose
All actions within the organization are aligned with the common purpose. The overarching purpose is understood to be larger than the mission or vision of the organisation. It answers the question, “Why are we doing this?” Working together on a shared big picture creates a sense of solidarity within the team leading to greater effectiveness and a more significant impact.
Self-management
New Work is based on self-management and the active participation of all those involved. This is because a sense of “ownership” is fostered through the consistent contribution, assumption of responsibility and self-organised action across different roles. Moreover, co-creative development, collaborative design and agile work can create something much greater than the sum of the individual contributions.
When considering the advantages of clearly defined roles and structured processes, such as meeting formats, it is important to view them in the context of self-organisation.
By filling the roles with individuals who have the necessary expertise and skills, decisions can be made quickly and flexibly. Instead of lengthy decision-making processes and compromises, the ‘safe enough to try approach’ is employed. It follows the credo: ‘Implement improvements quickly by taking the next small step’. This incremental approach aligns with the values of moving quickly towards a clearly defined goal.
Our Comprehension
New Work is gaining traction among knowledge-intensive teams, organisations, and environments. Successfully implementing New Work requires a strong dedication to this new approach and to providing individuals with opportunities to unleash their full potential.
To establish New Work within an organisation in a sustainable way, a holistic understanding of the existing context and processes is crucial. Moreover, it is essential to take the corporate culture into account and to integrate New Work practices in the daily work routine.
