The Next Rules of Work

How do we reshape work in a way that ensures no human is left behind?

1. Three Possible Futures of Work

Gary Bolles identifies three potential paths where technology influences the future of jobs. In the first scenario, robots pose a threat by replacing human jobs, leading to widespread unemployment and scarcity of opportunities. The second scenario depicts robots creating an overflow of work alongside humans, resulting in human labor being insufficient to meet the workload. The third is a mix of utopia and dystopia – a reality where those who adapt to change thrive while others struggle, creating a divide between abundance and scarcity.

These futures underline one consistent theme: the human reaction to change decides the outcome. Technology itself isn't the culprit; instead, it’s the scale and speed of transformation that challenges us. By understanding these scenarios, we can work toward a shared vision of inclusion and growth.

The goal isn't just about predicting which path will prevail but instead crafting strategies that ensure humans coexist with technological advances. This path demands learning, adaptation, and proactive decision-making. Bolles urges individuals and organizations to shape their roles thoughtfully in this evolving landscape.

Examples

• Organizations like Amazon using robots to streamline logistics but still emphasizing the importance of human oversight.
• Advanced machines replacing jobs in manufacturing, while creating demand for tech-savvy roles like programming and maintenance.
• Local governments providing retraining programs to help workers adapt to automation-derived changes.

2. The Decline of Traditional Work Rules

Traditional rules, inherited from industrial times, once dictated how work was defined, who did it, and where it happened. These rules shaped roles like "manager" and "workplace," which used to bring order, structure, and boundaries to work environments. But as technology accelerates and global trends challenge those norms, these old measures are becoming outdated.

Bolles highlights that modern problems demand innovative solutions. Organizations are increasingly becoming flexible networks, where individuals tackle issues collaboratively, then move to the next challenge. Even the concept of "workplace" has transformed, with virtual teams and remote work redefining physical boundaries.

This shift calls for a new framework that prioritizes empowerment, adaptability, inclusivity, and alignment over rigid hierarchies. By adopting "Next Rules" tailored for agility, organizations and workers can stay relevant and thrive amid disruption.

Examples

• Companies like Spotify allowing remote-first policies to accommodate global talent diversity.
• Cross-functional, temporary teams forming in tech startups to solve specific product challenges before disbanding.
• Modern coworking spaces adapting to both physical and virtual collaboration needs.

3. Four Core Rules for Modern Work

Bolles proposes four essential principles to guide organizations in a changing landscape. First, empower effectiveness by ensuring workers contribute value while receiving fair rewards. Second, enable growth, enabling individuals to continuously evolve skills and thrive personally and professionally. Third, ensure involvement through diversity and inclusivity at all organizational levels. Lastly, focus on alignment where every team member's purpose connects to broader company goals.

These four ideas aren't static processes but ongoing commitments that guide leaders and teams. They clarify priorities while keeping human needs at the center of progress. When applied, these principles foster unity between individuals’ ambition and organizational success.

Examples

• A company offering equal pay alongside flexible schedules to support empowerment.
• Google encouraging lifelong learning through personal development budgets and workshops.
• Patagonia aligning its brand purpose with environmental sustainability, engaging customers and employees mutually.

4. Organizational Mindset Matters More Than You Think

Mindset sets an organization's cultural tone and directly impacts employee engagement. A disengaged workforce, as Gallup suggests, leads to turnover and missed opportunities. Bolles advises focusing on intentional mindsets, created collaboratively by stakeholders, and aligned with the organization’s mission.

Key mindset flavors like effectiveness (output-focused), growth (learning-oriented), involvement (diversity-driven), and alignment (purpose-centric) shape how work operates. Combining these elements can inspire more committed teams who find meaning in their roles.

Examples

• An effective mindset seen at Tesla, where innovation is crucial to engineering decisions.
• Growth-oriented companies like Udemy promoting education for employees along with their platforms.
• Nonprofits like Charity: Water striving for alignment between donor intentions and impact metrics.

5. Key Traits for Problem-Solving Teams

Problem-solving teams succeed when they have five characteristics: dependability, clear roles, meaningful work, impactful outcomes, and psychological safety. Bolles adds a sixth: psychological diversity. A variety of perspectives fosters creativity and improves decision-making during disruptions.

Google’s Project Aristotle reinforced how these traits promote trust and focus. Without dependability or safety, team cohesion falters. Psychological diversity inspires broader perspectives, driving bold yet informed discussions vital for solving complex challenges.

Examples

• Diverse tech teams creating inclusive apps that account for multicultural user needs.
• Dependable healthcare staff ensuring intricate patient care without missed steps.
• Clear, structured roles helping large teams navigate rapid logistics in global crises.

6. Holistic Skills Build Strong Leaders

Leadership isn’t defined by hierarchy but by relational influence. Personal leadership enables workers to guide teams by offering mentorship, creativity, and alignment. Leaders embracing this behavior empower others while fostering a harmonious setup.

Next Skills for leaders include clear communication, active listening, and emotional intelligence. These attributes build resilience in teams, ensuring they remain adaptable even when external disruptions arrive.

Examples

• Leaders at Pixar listening to critiques during film screenings to refine creative works.
• Transparent communication by Airbnb’s management responding to the pandemic's challenges to reassure employees.
• Coaches valuing soft skills during senior staff hiring, prioritizing interpersonal strengths over resumes.

7. Prioritize Attitude Over Skill During Hiring

Bolles explains that a candidate’s attitude – their mindset – often outweighs technical ability. An aligned mindset ensures team harmony, promotes problem-solving, and prevents culture clashes. Technical proficiency, though important, can always be taught.

This perspective values flexibility and the willingness to learn over rigidity. A unified mindset energizes workplaces more effectively than mismatched skillsets. Importantly, this shift requires rethinking hiring as a cultural investment rather than a transactional process.

Examples

• A startup hiring teachers to transition into customer service roles due to their compassion and patience.
• Tech bootcamps training individuals with no coding background to join engineering teams after just three months.
• Candidates seeking collaboration during interviews to ensure mindset alignment.

8. Empathy and Adaptability Keep Workers Vital

Bolles captures the future-ready skills through the acronym PACE: Problem-solving, Adaptability, Creativity, and Empathy. Creativity safeguards workers from being replaced by robots, while Problem-solving and Adaptability add flexibility. Empathy strengthens relationships with both colleagues and clients.

This balanced skillset works across industries, allowing workers to adapt successfully regardless of technological disruption. Cutting-edge tools or tasks mean less without a PACE-driven approach.

Examples

• Engineers solving onsite issues non-rigidly by thinking creatively beyond manuals.
• Trainers offering VR environments to help workers adapt to unfamiliar technical challenges.
• Empathy showcased between peers during high-pressure deadlines, rallying team support.

9. Technology Complements Skills, Not Replaces Them

Technology enables faster solutions when paired with the right human tools. OKRs (Objectives and Key Results) or self-inventory platforms like CliftonStrengths sharpen awareness about personal growth areas. Inclusive, agile design tools, like Miro, further drive collaboration efforts.

But it’s important that tools support, not limit, human agency. When used thoughtfully, they can open avenues for learning, innovation, and team alignment across organizational layers.

Examples

• Startups using OKR trackers such as Asana to manage remote team goals effectively.
• LinkedIn Learning platforms teaching employees new coding frameworks.
• Design prototypes built rapidly on collaboration boards like Lucidspark.

Takeaways

1. Foster a purpose-driven culture by aligning individual goals, learning opportunities, and team outcomes with an organization’s mission.
2. Build resilient skillsets focused on adaptability, creativity, empathy, and problem-solving to meet the evolving demands of the workplace.
3. Prioritize collaboration tools and inclusive strategies that help people, not just processes, thrive as they tackle challenges together.