The Future of Work - Building a New Model of Work
Online
1.20 Credits
Member Price $39.00
Non-Member Price $59.00
Overview
Most of the models of work that we use today were not built for the pace of change and the dynamism of work today. In this course, you will learn how so many models we use at work are fundamentally broken and no longer useful. Models that rely on people staying a long time in a firm are no longer helpful in a reality where employees are staying for increasingly shorter periods with their employers. This course will reveal how so much of the architecture of work was not built with short tenure in mind: career paths, compensation, and retention objectives.
Objectives
- Learn how traditional models of work are no longer useful.
- Learn how compensation models and career paths based on long tenure are no longer useful in a reality where most employees are staying with employers less and less.
- Learn that the people staying a long time in a firm is no longer a requirement for organization vitality and success.
- Learn about many industries and companies that are thriving with models that do not require people to stay a long time.
- Learn how so many parts of the talent strategy need to be rebuilt to account for shorter tenure: how we recruit, how we think about retention, and how we think about learning and building new skills must change.
Highlights
- Talent Strategy
- Recruitment
- Retention
- Compensation
- Enagegement
- Alumni Strategy
- Work Architecture
Designed For
Anyone who leads people in any industry and any geography, business planning function, talent role, or a leadership role
Prerequisites
None
Preparation
None
Notice
Your webinar can be accessed via https://ctcpas.acpen.com/. If you do not have an ACPEN account, please sign up for an account using the email address you have on file with CTCPA.
Leader(s):
Leader Bios
Steve Cadigan, Cadigan Talent Ventures LLC
Steve Cadigan Founder Cadigan Talent Ventures
Steve Cadigan has spent 30 years at the forefront of global talent strategy and company culture. As LinkedIn’s first Chief Human Resources Officer, he led the talent push from 400 to 4,000 people in 3.5 years and architected the company culture that, even today, other organizations study and try to replicate.
He pioneered the Tour of Duty employment model replacing hollow promises of permanent employment with honest growth partnerships, and used it to compete for talent against Google, Apple, and Facebook. He predicted the Great Resignation in his book Workquake before it happened, recognizing a foundational truth: people leave companies that see them as costs rather than potential.
Today, Steve is the originator of the Human Advantage framework, a strategic approach for unlocking human potential as organizations deploy AI. He works directly with CEOs and CHROs at scaling organizations facing two pressures at once: boards demanding faster AI deployment, and employees terrified of being replaced. His thesis is contrarian: the architecture of work was built for a slow pace of change and is no longer fit for purpose. Employee engagement is not worth measuring the way it has been. Long tenure should not be rewarded for its own sake. Job security comes from movement and learning, not loyalty to an employer.
The throughline across every engagement: the organizations that treat their people as potential to maximize rather than costs to minimize build advantages that compound. Steve has worked across five industries and three countries, led dozens of acquisition integrations, and serves on the boards of three corporations. He has been recognized by the Wall Street Journal and Fortune as one of the top 200 global thought leaders in talent management.
Non-Member Price $59.00
Member Price $39.00