Learning Methods
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials are available online within one business day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access to e-course materials available online within one business day from the date of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
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It's Up to You, New Work, New Work

“Start spreadin' the news, I'm leavin' today
I want to be a part of it
New York, New York
These vagabond shoes, are longing to stray
Right through the very heart of it
New York, New York.”

Perhaps I miss living in NYC, but each time I say New Work, I can’t help but smile because my mind just automatically gravitates to the “New York, New York” song by Frank Sinatra.

Thinking back to easier times, like the end of 2019, we were anticipating the continued shifts in trends we had been monitoring about how, when, and why we work. Hierarchy was getting a bit flatter, people were inquiring more on the values held by organizations, remote work was gaining in popularity and the expectations for rewards at work broadened past compensation and benefits. The shifts on work and workplaces that were taking place while the world seemed busy working didn’t necessarily rise to the level of urgent national news. Perhaps that is how trends work, they just show up and it is now how we do business. Work and workplaces are often written about, but perhaps all these changes did not stand out because they seemed incremental.

Until they weren’t.

When I was preparing for this year’s hot topics, I wanted to demonstrate the speed in which the workplace was changing. I was planning on sharing a futuristic story about an employee packing up their work laptop and driving for two hours outside of the city, to set up in a designated spot in a campground. This employee would unpack the equipment to set up home office in the woods, sheltered by a solar-powered tent that provided a great space to work while glamping.

While we are not working from a solar-powered tent in mass amounts, COVID-19 forced many of us to work from our homes, garages, basements and living rooms. Before the pandemic, despite digitalization, many organizations still were reluctant to offer a more flexible and remote environment, mostly based on fears of decreased productivity and lack of control.

With COVID-19, most have seen those fears disappear. In a recent WorldatWork survey, 89% of respondents reported the same or higher levels of productivity working from home. In the global field, a survey conducted by Boston Consulting Group in the United States, Germany, and India showed that 75% of employees were able to maintain or increase their productivity on individual tasks, while 51% were able to maintain or increase their productivity on collective tasks.

What We Mean When We Talk About New Work

Pre-pandemic, we already had seen rewards elements — other than salary — quickly increasing in perceived value among employees and influencing their decisions whether to accept or stay in certain job opportunities. The pandemic is not responsible for New Work; it was already unfolding in front of us. And while we had expected to continue modifying how we work in 2020, the jolt showed us what was possible. It gave us a fresh look at the future of work.

New Work will be more human. It will be all digital. Less reactive. Super-fast. Data-driven. Consumer-friendly. Values-laden. Less personal and more personal at the same time. Redefined. Anti-complexity. Socially aware. Equity-focused. Intensely networked. Less political. Very transparent.

COVID-19 accelerated the changes and value people place on things like well-being, flexibility, non-traditional benefits, leadership, purpose and meaning, culture, and belonging.

Particularly during these times, safety and well-being have become more important. Health insurance has been ranked as the most important benefit by most employees, followed by paid time off, ability to work remote, and mental health programs. Individual fears for physical, emotional, and financial safety have changed essential employees’ priorities.

While comfort used to be perceived as professional growth opportunities and on-site perks (snack bars, meditation corners, ping pong tables), today, comfort means one thing: safety. Preliminary results from the WorldatWork Talent Currency survey show that 56% of respondents will not work somewhere that does not make them feel safe.

Closing the Culture and Connection Gaps

Leading through the pandemic is crucial to the success of organizations moving forward. Yet, we should not let it be what defines 2020, as there are things we will lose and gain which will help us in the future. This includes being faster and more aware of how people need to be cared for and engaged. As we better understand the new ways the world is working, we are better able to successfully navigate tough times and lead our organizations. The concept of leadership has significantly increased in importance during this pandemic, and its value is changing although it is here to stay. You will need to earn it more transparently and genuinely, reducing reliance on things like titles and power. Only to the extent that leaders create meaningful connections and well-being in this disrupted and digital world will we be able to increase our employees’ potential and ability to sustain.

Purpose was already acquiring a heightened sense of importance in the last decade. If anything, COVID-19 has reminded us that leading with purpose is a critical differentiator in the workplace. With Millennials making up almost 40% of the workforce and Gen Z making up another quarter, it is not surprising that on our recent survey, 67% of respondents reported it being very or extremely important to work for a leader with similar social beliefs. Purpose and alignment become critical, and looking deep into our organization’s core values to make sure we live and breathe by them has become fundamental.

As we continue to operate in a heightened digital era with limited human and physical interactions, these values will close the culture and connection gaps while working from home, or the solar tent for that matter.

Is New Work Here to Stay?

New Work is here to stay not because of COVID-19, but because it had already been manifesting itself within our workforces and organizations. For the past seven months, we have demonstrated that we are perfectly capable of working and connecting from any place in the world. We have been able to deliver results with flexible schedules and without the normal levels of oversight we thought we needed. We have prioritized people and well-being, their safety and the safety of their loved ones. And because of that, New Work is the currency that will both shape and engage workers.

And we should not retreat.

COVID-19 has certainly proven that long office hours for a robust paycheck is not all that matters. People are redefining their careers and the things that truly matter to them. They are looking to enjoy themselves as they place a higher value on their well-being, because they now realize that it can all be taken away by an external force such as COVID.

As we plan for the upcoming months and years, whether we are back in the office or have opted for a reduced onsite workforce, we will have an opportunity to maintain momentum. We will have options to extend trust or utilize control. I hope you choose trust. Take the time now to learn about the newly defined currency of what matters to people who work — it isn’t all about title, pay, and moving up the corporate ladder anymore. We were already starting to aim higher before COVID, and I hope we can embrace New Work and help the world be a great place to live and work.

About the Author

Scott Cawood Bio Image

Scott Cawood, Ed.D, CCP, CBP, GRP, CSCP, WLCP is the CEO of WorldatWork.

About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.