Shapers Buchzusammenfassung - das Wichtigste aus Shapers

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Zusammenfassung von Shapers

Name: Shapers
Rating: 4.6 (42 reviews)
Author: Jonas Altman

Jonas Altman

Reinvent the Way You Work and Change the Future

4.6 (42 Bewertungen)

17 Min.

Kurz zusammengefasst

Shapers by Jonas Altman explores the lives of individuals who challenge the status quo and reshape our world. It inspires readers to become shapers themselves and drive change in their lives and communities.

Themen

Achtsames Arbeiten Inspiration Arbeitskultur Kompetenzen Erfolg

Inhaltsübersicht

Shapers
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What’s in it for me? Learn how to navigate the rapidly changing world of work.

Many people have been taught that the key to having a successful career is just putting their heads down and working hard. But an epidemic of disengaged workers shows that hard work doesn’t necessarily lead to either happiness or financial prosperity.

In the modern workplace, workers are like apps on the company’s operating system – usually employed on flex contracts, they can be deleted as soon as they’re not useful anymore. To navigate this precarious world of employment, workers need to become highly adaptable, optimize their work habits, and increase their mental resilience. Most importantly, they need to take ownership of their careers and make sure their work is personally meaningful and satisfying.

In these blinks, you’ll discover

why your capacity for learning is more important than what you know;
why Google celebrates mistakes; and
why bosses will become redundant in the workplaces of the future.

Disengagement at work is endemic, and it has serious consequences.

Do you ever dream of being able to slack off at work? One employee not only dreamed of this, he made it happen, by creating software that made it look like he was working on his computer while, in reality, he was doing other things. Imagine if he’d taken that same ingenuity, and actually applied it to his job!

Not all unmotivated employees are so creative in finding ways to avoid work. But many share the feeling that they’d rather be anywhere than at their desks. A recent global Gallup study found that 85 percent of the world’s one billion full-time employees are disengaged from their work. That means that eight in ten people are going to work on Monday and dragging themselves through the week until the weekend comes around.

The key message here is: Disengagement at work is endemic, and it has serious consequences.

Employees who are disengaged are also more likely to get burned out, get sick, have an accident, or become depressed. Unsurprisingly, this has a big economic impact. In the US, the economy loses 350 billion dollars every year because of dwindling productivity and sick leave.

So what’s causing these epidemic levels of disengagement? Well, the sad fact is that most workplaces are stuck in the past and most employees are still chained to a desk. But in today’s networked world we have extraordinary possibilities for creating new ways of working. In fact, many of us could work from anywhere on the planet and at any time of day. But the majority of companies still insist on a standard 40-hour work week in a traditional office environment.

What’s worse, many companies patronize employees by treating them as inherently lazy or incapable, as if they have to be bullied or even bribed into working. Well, guess what? If you underestimate what people can do, they’ll often prove you right. There’s nothing more demotivating than working for a company or boss who doesn’t believe in you.

People crave autonomy. They want to be shapers: workers who have the space to craft their jobs to fit their unique skills and capabilities. Most of all, they want to feel like what they’re doing is meaningful, that they’re contributing to something bigger than themselves. But these days, most employees see themselves as small cogs in big machines they don’t fully understand.

So how can we begin to fix the world of work? That’s what you’ll discover in the upcoming blinks.

Companies that live their values will attract engaged employees.

Patagonia is one of the world’s most successful outdoor brands. Their success is fuelled by their devoutly loyal customer base, who are drawn to the company because Patagonia doesn’t only pay lip service to caring about the environment – it also encourages customers to repair their clothes rather than simply purchase new ones. And even better, it does so by offering free repairs for all its products. In fact, in 2018, Patagonia repaired over 100,000 items of clothing. It has also raised over 200 million dollars for environmental organizations.

But it isn’t just Patagonia’s reputation as a brand that invokes sustainability and corporate ethics. The company’s workplace culture is also famously inviting. And a company’s culture is perhaps its most important element. But fostering an authentic and inviting company culture doesn’t only create a devoted customer base – it also attracts the best talent.

Hierarchical management structures are ineffective and limit growth.

Everyone is familiar with the stereotypical “bad boss” from the movies: he’s authoritarian, moody, and always shouting at his employees. Sadly, these kinds of leaders are all too common in real life as well. The traditional structure of the workplace is very hierarchical, with workers expected to defer to their all-powerful managers when it comes to decision-making.

These kinds of setups aren’t only bad for employee morale, but also inefficient, and they prevent companies from getting the most out of their employees. Think about it: If most of the people on your payroll are just waiting for others to tell them what to do, then you’re missing out on their innate creativity and point of view.

Adaptability is the most important skill modern workers can cultivate.

Legendary Jazz musician Miles Davis had a special trick: if one of his band members played a note off-key, Davis would just go with it and improvise a riff based off of the note. He treated the “mistake” as an opportunity to create something completely new and unexpected.

Like Davis, today’s workplace shapers need to be constantly improvising, fluidly adapting to changing circumstances. In 1984, a typical job lasted thirty years. Today, it’s closer to five. People typically pursue several different careers in their lifetime, and with the rise of the internet, freelance contracting is rampant. That brings lots of opportunities but also lots of competition.

Modern workers need to optimize their working habits and how they use technology.

Do you reach for your smartphone as soon as you wake up in the morning and then spend the rest of the day sifting through a seemingly endless pile of emails? If so, you’re not alone. Studies have shown that most people spend an enormous 60 percent of their work week replying to email or browsing the net. And in addition to making everyone feel very busy and stressed, this also undermines productivity.

Almost a century ago, John Maynard Keynes predicted that advances in technology and automation would allow people to work a 15-hour work week. But that hasn’t happened. In fact, most Americans work more than 47 hours a week. The truth is, advances in technology haven’t translated into more leisure time. People are busier than ever. So why isn’t this translating into an increase in productivity?

Job crafting allows you to create your own meaningful work.

In one hospital, a cleaner took it upon herself to expand the scope of her job. Instead of just routinely cleaning the halls and toilets, she started doing extra tasks like cleaning the ceilings so that patients wouldn’t have to stare at cobwebs. She even started bringing patients water when no nurses were around. And sometimes she went so far as to beautify the rooms of coma patients – all in the hope that doing so might stimulate their recovery.

Nobody expected any of those things from her – she just did them. And, yes, they did take time. But they also gave her an immense amount of satisfaction. She’d expanded her role from cleaner to caretaker. And in the process, she completely transformed her work relationships and the satisfaction she derived from her job.

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Worum geht es in Shapers?

Shapers (2020) chronicles how technological and organizational shifts have transformed our workplaces. Most importantly, it outlines the key competencies that modern organizations and workers should develop to thrive in a world of uncertainty and disruption.

Wer Shapers lesen sollte

Entrepreneurs looking for advice on creating sustainable, innovative companies
Employees who are fed up with their dead-end jobs
Managers who want to learn how to lead

Über den Autor

Jonas Altman is a speaker, writer, and entrepreneur. His design practice, Social Fabric, aims to make the world of work more human. His writing has been published in the Guardian, Quartz, and the Sunday Times.

Kategorien mit Shapers

Motivation & Inspiration

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