New Work
Designing a future-oriented cooperation:
New Work – a new course has been set
Are you heading towards New Work or have you already got the concept? Would you like to find out more, deepen the topic or implement certain aspects? Perhaps in the form of an open desk policy, co-working spaces, the establishment of a new culture of trust or agile working methods?
We offer you, management, executives and teams with targeted, individual training, workshops or temporary, intensive support.
What is New Work about?
Above all, New Work refers to flexible organizational structures and adaptable, also decentralized forms of cooperation that offer more freedom of choice, flexibility and development opportunities.
- It’s about: Personal responsibility
New Work relies on increased personal responsibility, the development of potential and the involvement of employees in decisions that are relevant to them. Classic, hierarchical leadership is replaced by a lateral, supportive leadership. Self-organization, self-management and a corresponding culture of trust are important prerequisites for this.
- It’s about: Flexibility
New Work focuses on the flexibility of employees’ lifestyles. This goes far beyond free time management, overtime accounts or sabbatical options. Remote work, co-working spaces or desk sharing are common implementation formats.
What requirements support New Work?
- Common understanding and mutual trust
New Work takes the approach that work and personal freedom complement each other and are not in competition. This requires a common understanding of the question: “How do we work together?” and, above all, trust in all employees, in their motivation and willingness to perform. Professional development should be harmonized with personal development. - Joint realignment of leadership and collaboration
New Work thrives on freedom of design, flexibility, flat hierarchies and self-organization. This requires a development “away from” hierarchical leadership “towards” lateral, supportive leadership. For this, a new understanding of leadership must be formed and this usually represents a development and learning process for everyone involved. - Sophisticated office concepts
New Work would like to offer the opportunity to work independently of a location. Office spaces are then only used selectively for activities or joint meetings that require personal attendance. Many companies are already using the desk-sharing concept or co-working spaces. - Powerful IT and extensive training
New Work requires powerful and secure IT equipment to enable the workforce to have smooth access and exchange with the company. This also includes technical accessories, online tools and suitable training courses for their professional use. - Governing Law and Health
New Work measures must of course be designed in accordance with labor law in order to avoid resentment and to protect health. agilicon is not permitted to provide any legal advice, but we are happy to recommend specialized law firms. - Common rules and continuous improvement
New Work means rethinking cooperation and involving employees in decisions. This includes the exchange and clarification of uniform rules of conduct for the home office, possible attendance or absence times, meeting frequency, substitution regulations, etc. Asking for ideas, wishes, etc. promotes constant improvement and prevents resentment.
This list is intended to give a first impression of possible starting points for the implementation of a New Work project. It does not claim to be complete, because the final implementation depends on many factors, which can vary depending on the company and individual objectives.
Our services:
1. Digital Leadership and Agility: Navigating complex environments
Digital Leadership, flexible forms of organization, changed cooperation, self-organized teams and modern forms of collaboration: Digitization brings rapid technical, social and organizational change. Proven ways of thinking and working, traditional management models, previous forms of work organization and cooperation are put to the test for future viability. A lot is changing. That’s why we give you a well-founded insight into the topics of digital leadership and agility. We will familiarize you with the most important aspects. Perhaps you would like to further develop your managers and your teams, their learning and error culture in this direction? We bring clarity to a complex topic: Find out what distinguishes digital leadership and agile methods, for whom they are suitable and how to successfully integrate useful tools into everyday work.
2. Leading remote teams: Tools for leading from a distance
Digital Leadership, flexible forms of organization, changed cooperation, self-organized teams and modern forms of collaboration: Digitization brings rapid technical, social and organizational change. Proven ways of thinking and working, traditional management models, previous forms of work organization and cooperation are put to the test for future viability. A lot is changing. That’s why we give you a well-founded insight into the topics of digital leadership and agility. We will familiarize you with the most important aspects. Perhaps you would like to further develop your managers and your teams, their learning and error culture in this direction? We bring clarity to a complex topic: Find out what distinguishes digital leadership and agile methods, for whom they are suitable and how to successfully integrate useful tools into everyday work.
