1. Consultants will be Trusted Advisors, in significant part, because they have mastered the digital literacies that aggregate information.
Technologies are emerging at email speed, creating a challenge to keep up in any field, and changing expectations about the role of a Change Manager. The world is in flux, re-defining digital literacies. For example, though the network of contacts I have established, I discovered a beta version of a new aggregator, the Darwin Awareness Engine. “Darwin Awareness Engine™ helps users track Web and Enterprise 2.0 events, uncover emerging trends and gain faster understanding of complex issues over time. Addresses the core problem of information overload.”
A Change Manager is expected to bring fresh strategies and tools on stakeholder involvement or communications tied to emerging technologies and social media specifically to manage information overload. The Change Manager of 2015 knows the role and impact and changes brought by Connectivism, the power or relationships within and outside of an organization, and how it adds value to the business. (More on this aspect in a separate blog!)
2. The role of the Trusted Advisor is significantly impacted by digital literacies by 2015.
Trust is built in business as it is in marriage- one step at a time, delivering when promised on time and in full, and honoring commitments 110% of the time. Marriage can break apart because trust is destroyed over time or because of one single incident. And the consultant who breaks trust will go clientless for very long periods of time as word spreads. In government what we called the “corridor reputation” is real in government, business and family. In 2011 it is viral—rapidly developing information universally available, faster than we can comprehend, and permanent as a digital footprint on the moon.
3. Time management will be re-defined to manage the continued explosion of information. The individual will be expected to be personally skilled in information aggregators. A paradigm shift in mindset will be in motion, from the organizational level to the individual level. You are responsible for your own development. You must be proactive in your formal and informal learning on the job. Because of the sheer volume of information, individuals will need to know how to quickly access and use. It is no longer grandpa’s needle in a hay stack!
4. DIY (Do it Yourself) will become standard as the tools of managing change communications become more and more intuitive. Individuals will manage change through iPhone or other smart phone apps, on demand video from corporate channels.
We will wave our smart phone on a poster and a QR code will deliver information right to us.
Reading a QR code with a camera-enabled smartphone will link the user to digital content on the Internet or activates a number of phone functions including email, IM and SMS, or connects the mobile device to a web browser.
5. Learning occurs mainly through interactions and interactions between people, and “between people’ will be across business functions, organizations and even corporations. This view of social construction of knowledge will drive change and communication strategies, activities and tools. Customer Communities of Practice will be key to innovation and new products, service development. Change Managers and the enabling specialists in communication and learning will be required to have mastery of virtual tools, from webinars to Second Life. This in turn will impact university and trade schools as competencies shift from writing a business memo (Yes! They still teach that 1990s skill in higher ed!!) to video email and graphics.
MOOCs (Massive Online Open Courses) will be common, as 1000’s simultaneously join in to share information, ideas and best practices. And a common standard process and tools will be fully developed to meet the