Future Workplace assists organizations in re-thinking, re-defining and re-imagining their corporate learning & talent management strategies to prepare for the 2020 workplace.

Future Workplace leverages its global research among 2,200 working professionals to understand the changing needs, expectations and requirements of multiple generations of employees.

At Future Workplace, we typically work on a retainer basis with clients, often starting with an onsite workshop (see list of workshop and speech topics) for an intact team of learning & human resource professionals and then mutually scoping out a minimum of a four-month engagement.

Our consulting engagements address the pivotal question: “Is your organization ready for the 2020 workplace?” Specifically:

  1. What are the external forces that will shape the way companies and their employees work in the next decade?
  2. How can your company and global employees best prepare for the changes foreseen in the 2020 workplace?
  3. What are the next and best practice strategies, processes, systems and tools that can help to create a 2020 workplace, defined in The 2020 Workplace book as one which provides an intensely personalized, social experience to attract, develop & engage employees across all generations and geographies.

The cornerstone of our thinking is examining how five forces impacting the 2020 workplace will impact an organization. These five forces, detailed in greater depth in The 2020 Workplace: How Innovative Companies Attract, Develop & Keep Tomorrow’s Employees Today (Meister & Willyerd) include:

  • Globalization: global access to markets and talent will reshape business. Growth today is in the BRIC countries (Brazil, Russia, India and China) Tomorrow ‘s locations for growth could be Egypt, Turkey and Romania. How are companies preparing employees to develop a global mindset and way of operating in a global marketplace?
  • Demographics: five generations will be working side-by-side in tomorrow’s workplace. Employees cannot only be working with employees of their grandparents age but also great their grandparents. How will companies adjust how they source, orient and develop an age diverse workforce with a specific emphasis on Millennials who will be 50% of the workplace by 2020?
  • Mobile Technologies: By 2020, we estimate that 5 billion people will be connected to each other by mobile devices we will increasingly become “web commuters,” seamlessly combining our work and personal lives. Why and how will companies adopt to this growth in social mobile technologies?
  • Innovation: At the heart of innovation is the belief that firms are increasingly leveraging external ideas and expertise to grow their business. Examples in marketing abound and include Cisco’s X Prize and Procter & Gamble’s Connect & Develop program. Now companies are expanding this thinking “internally,” by creating Innovation Jams and other internal corporate social networks to accelerate innovation and grow businesses. How and what are the results companies are finding with innovation programs?
  • Knowledge Economy: Every job is being re-defined for the 2020 workplace, requiring a new set of skills, competencies and behaviors. In the decade 10 years, a growing number of jobs will require a significantly more complex set of interdisciplinary skills. The Employment Policy Foundation estimates that 80% of the impending labor shortage will involve a skills shortage. What are the new skills and knowledge required for the Human Resource and Corporate Learning professionals as they lead their organizations in thinking about how to best prepare for the 2020 workplace?

Do you want to learn more about how we can assist your organization? Email us at

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