The Workplace


In a western orchestra, there are typically between 22 and 30 instruments. Add casual, pop instruments perhaps another 20. Globally there must be a 1000 or more. Casper Abraham via Quora

When the idea for the Workplace 100™ (W100™) was conceived it was more focused on the corporate real estate aspect than the acceleration of change that is taking place in the workplace. From my perspective many of us could see the tsunami effect of those changes coming and were, in fact, speaking about them (some are captured on these pages). Most of us were not yet living them.

For many of us, 2017 was a disquieting year. Without recounting the numerous disturbances it has been a wake-up call to individual responsibility, accountability, and course corrections in 2018 and beyond. The W100 can be a Force majeure in bring raised consciousness and insights to what will unfold.

Road Ahead
Imagine one note played clearly and resonating without distraction. Now imagine two played clearly and resonating as if one. Now imagine four different notes played clearly and resonating in harmony. Now imagine eight players adding their own harmonic riffs. Then there were sixteen, thirty-two, sixty-four and finally one hundred. Each brought with them their unique instruments. And then they played together.

W100™ is an exercise and experiment in collective intelligence. It starts with the identification and naming of one hundred engaged souls who are perceived by their words and actions as emissaries of a unified thought capacity and an unbridled collective intelligence. Its focus is on the aesthetics of the workplace and on the physicality of underlying corporate real estate assets and operations.

Humanist Future Trends 2020: Peter Vander Auwera by Rudy de Waele was published only a few short days ago. Peter used the term levers in describing five trends that in his words, ‘could enable high-quality advancement for a humanist future.’

  • High-Quality Connections
  • Respect for the collective unconscious
  • Coherence of narrative, motives, and governance
  • Everything important has to do Aesthetic, Moral and Spiritual advancement
  • Structure drives everything

This is the type of instructive and inspiring communication we are looking to connect with the W100™ and the Workplace Hidden Opportunities network. One change in the selection criteria is the search for individuals who are pursuing a big idea and actively communicating aspects of implementing that big idea. Historically, best practices have been a mark of distinction. In today’s exponentially and accelerating change a best practice could, though not necessarily, be a framework for obsolescence.

What will be apparent now is that the identification and naming of W100™ candidates has not been the typical process of rounding up the usual suspects; nor will the qualification and onboarding process of its members. While many of these candidates are known to me and each other, I suspect many are not. The W100 is grand experiment in exploring the potentialities of collective intelligence. The list of candidates have been selected and will be announced here at Workplace Hidden Opportunities, on LinkedIn, Facebook, Twitter, and elsewhere including such locations as the W100™ candidates choose to share. Tomorrow, August 2, 2018 is the day.

About David Mills

David is the Founder, Catalyst, and Co-creator of Workplace Hidden Opportunities. Workplace Hidden Opportunities is an information management Specialized Knowledge Platform™ (SKP™) focused exclusively on the workplace and corporate real estate. Together with the W100 a book by the same title is in progress.
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