We discuss the trends that will drive change agendas this year and the way change is delivered in 2017 and beyond.
Digital Disruption Mutates
Gartner’s predictions for 2017 has some interesting observations around the digital revolution. Large numbers of apps have failed to deliver the promised benefits, partly due to the sheer volume of choice in Apple and Android stores. From 2018, it’s predicted that the number of apps on individual smartphones will cease to grow and 20% of brands will abandon them altogether.
Over half of teenagers are now using voice as their preferred search mechanism. By 2020 it’s estimated that 30% of browsing sessions will be done without a screen. Organisations will be under great pressure to invest in voice based technology.
There is an undoubtedly heightened sense of risk across organisations due to the unusually high number of significant economic variables that currently exist. This makes organisations wary of over committing while encouraging investments in technology that increase automation.
Evolving Workforce Models
Accenture’s TechVision 2017 research highlights the trend towards an increasingly ‘liquid’ workforce. 85% of Chief Executives expect to increase their use of non-permanent employees in the coming years. Leading organisations are also looking at how they use new technologies such as Upwork to move to more Agile resourcing models. These technologies enable them to assemble project teams quickly and with ease – but also with the right blend of skills, whether in-house or externally. Individuals and millennials in particular are increasingly attracted to more fluid and flexible working and contractual arrangements.
March of the Bots
Gartner states that by 2020 the average person will spend more time in a given day interacting with some form of bot than they do with their own spouse!
It’s clear from these trends that organisations need to continue to find technology-savvy talent to help drive change. It also highlights an increasing need for flexibility in engagement models to be able to best use that talent.
At Grayce, we believe this makes our flexible model based around high performing digital natives highly relevant for delivering change today and shaping future leaders.