New Ways of Working: Being a Manager in 2025 - Nextinit

NEXTINIT

New ways of working: Being a manager in 2025

March, 27

We always tell you the same: Change is the only constant. Even more in the recent years, where technologies are evolving at a so fast rhythm. And the only and one solution we have to handle changes is getting adapted to them: the sooner, the better.

Therefore, we bring you the foresights for the upcoming years regarding new ways of working and new ways of management.

  • Gamification, a constant in the work-life.

Gamification will be a very present tool in the work-life. In fact, many companies have already some kind of gamification system that helps them recruiting, find hidden talent, or innovate. Discovering the talent and potential of your workforce, innovate and communicate are actually the key points of Nextinit.

The manager of 2025 will embrace new ways of working

  • Bots, the new colleagues

Working with an artificial intelligence may improve and make easier everyday tasks. We are already seeing some tools based on AI helping us: in Japan, un algorithm (developed by the startup Amareos) tells the brokers the stock markets trends on real time. In France, the insurance company Crédit Mutuel has bots to classify mails and answer the most frequent questions.

  • Welcome back, meetings!

Meetings have been longtime considered as a waste of time; however, they have demonstrated to have benefits, as enhancing collaboration among teams, developing creative thinking, and, in conclusion, allowing the exchange of different points of view.

We bring you the foresights for the upcoming years regarding new ways of working and new ways of management.

  • Bye bye, hierarchies

In a few years, there won’t be “bosses” anymore, but leaders, managers helping his/hers collaborators to progress.

  • Manager, we love you!

Following this line, managers will take care as well of a holistic “feeling good” at the team. They will complete their skills and knowledge with cognitive sciences or dietetics, for instance. The well being and a good shape will be, very soon, part of the manager’s tasks.

  • Manager, democratically elected

Teams will chose their managers. This selection will be based not only on titles and expertise, but also on the savoir-être and charisma.

There won’t be “bosses” anymore, but leaders, managers helping his/hers collaborators to progress.

  • … And democratically elected

Teams will chose their managers. This selection will be based not only on titles and expertise, but also on the savoir-être and charisma.

  • Continuous (and mutual!) evaluation

There won’t be annual evaluation meetings, but feedback will be almost continuous. But also mutual, and it will flow in both directions; managers will also receive constant feedback from the rest of the company.

How do you find the manager’s new role? Which of these new ways of working are you implementing already in your company? Don’t wait until is too late. Start today. Set up in Nextinit challenges to solve thanks to the talent of your people, and have fun innovating, and communicating. Try Nextinit for free.

When implementing a culture of innovation in the workplace to reap the benefits of collective intelligence, your business can achieve a lot. But it’s not as easy as simply doing it – it takes a lot of work from the whole organizational body. 

Did you know that 94% of executives believe that the right corporate culture and people are the most important drivers of innovation? Nurturing your workforce and encouraging collective intelligence will help ensure that innovation thrives. But to do so, you need to know the right ways to do it. 

Making mistakes is a part of life but knowing which mistakes to avoid ahead of time will help set you up for greater success. Let’s dive right in and see which mistakes you need to avoid to keep your business on the path to innovation.

Did you know that 94% of executives believe that the right corporate culture and people are the most important drivers of innovation?

Filtering by Committee

For businesses to maintain a trajectory of innovation brilliance, they must fully maximize the cognitive diversity within their organization. Having a range of people with diverse skills, knowledge, and experience will create opportunities to engage a wider range of people and get the most potential out of every individual. 

The outdated model of senior management making decisions and having everyone follow orders without question isn’t a successful or sustainable one. For a company to succeed, it needs to adopt an inclusive innovation program that gives every person the chance to contribute according to their strengths. Harnessing collective intelligence can help you engage all different personality profiles and characters which can help you find new answers and solutions to drive your business forward.

Being Over-Selective

To create a culture where innovation thrives, companies must ensure that varied opinions are welcomed and create an environment where all ideas are discussed and respected. Fostering innovative ideas means leaving preconceived ideas and assumptions at the door.

When it comes to innovation and creativity, breadth beats depth when trying to achieve better results. The more views and ideas you consider, the stronger the chances of success will be. 

Forming teams with diverse functional backgrounds, varying skills and education will help your organization achieve maximum innovation. It’s important to give ideas a chance, even if they are unconventional or untraditional. 

Lack of Resources

Most businesses would claim that innovation is very important to them, but when it comes to proving it, they lack the necessary financial support or staff to get their innovation projects off the ground, and they inevitably fail. 

Lack of investment in innovation is a challenge many businesses need to overcome to see positive results from their innovation projects. It’s important to invest wholeheartedly into innovation projects and resist the temptation to backpedal to fast, short-term solutions. These ultimately divert and diminish the most valuable long-term results that your business could be achieving.

Lack of Commitment

One major issue that often leads to failure is having unrealistic expectations of the scope of an innovation project and the immediate results it yields. It’s important to look to the long-term and avoid aiming for positive short-term results but instead focus on successfully implementing it within the strategy and culture of the company. This will have a much greater impact and become better distinguished in the long term.

It is the job of leaders within an organization to facilitate changes that are feasible and carried out smoothly, safely, and quickly while eliminating barriers to innovation. If they are not committed to doing this, innovation will only happen sporadically in isolated divisions, and as a result, will not produce any real results.

Global vs Local Approach

In a modern, global organization, innovation should be part of a strong creative global network where collaboration is actively encouraged. This doesn’t mean disregarding our local knowledge and expertise that helps us understand the needs and dynamics of the market, but instead apply this to a larger solution. 

A global network gives us a diverse tapestry of practices, geographies, and ranks to solve an array of problems. Applying this experience to different areas of a company will help to unlock a wide range of untapped potential that previously may have gone unnoticed. 

Building a culture of innovation within an organization requires a lot of commitment, the right resources, and open-mindedness for all ideas. Lots of companies would say that they care about innovation, but they go on to make these five mistakes consistently. To ensure that your business reaches its maximum potential for innovation, it’s important to try to avoid making these mistakes to put your business on the right track.

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