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The tools available in the 21st century mean it is now easier than ever to work anywhere, at anytime, with anyone. Have you ever heard your people say they are more productive working out of the 'traditional' office environment? What does going to 'work' even mean these days? Personal Work Design is about understanding the power of a more 'user-centered' culture so every individual can capitalise on today's tools and processes to achieve maximum productivity and engagement.

Think: Why do we still have a rush hour? Why are we still living a Mon - Fri, 9 - 5pm mentality? Do we need to turn up to the same office, day in and day out to get stuff done?

Employee engagement 1.0 involved a 'corporate-centered' monologue, rather like a temperature check, to gauge levels of engagement. Not very engaging or accurate. Engagement in the NWoW is a dialogue across the organisation where every individual's skills, passions, knowledge, networks and energy is understood and fully utilised. Multi engagement is about going beyond 'the job description' to link engagement, productivity, customer service and retention.

Think: Do you really know your people? What do they do in their spare time? What other skills could they bring to your organisation other than what is in their confined job description?

The structure of organisations has barely changed from centuries ago? How can structures, designed for a totally different world, still be effective in such rapidly changing environments? Evolving power throughout the organisation means fostering a culture of trust and understanding. As consumers, the power has evolved - it is no longer with the few, it is with the masses. The same is happening in the workplace.

Think: How much power do your people really have over how they work, whom they work with and when they work. Are they contributing to the success and future of the organisation, or just a number?

The Connection Economy goes beyond the traditional boundaries and taps into horizontal and external sources of knowledge. Open Sourcing, Open sharing, Crowd Sourcing and Social Networking are all crucial in the New World of Work. Connection Economy is about understanding how easy it is for your people to find people and access knowledge to do their job quickly and effectively. It moves from 'document searching' to truly understanding the communication map within your organisation and creates a culture of 'expertise search.'

Think: How does work really get done within your organisation? How are people connecting and collaborating, internally and externally? Do we know where the blockages are? Who are the people who know who to go to, to get stuff done?

PROI is a quantum leap from viewing productivity as a 'return' solely from the employer's perspective. PROI is treating both the employee and employer as investors: It's about understanding how individual's investments of time, attention, ideas, knowledge, passions and energy are seen and acknowledged as valuable assets that are fundamental in driving the productivity of the company.

Think: Every morning, your people decide how much energy, passion and commitment they bring to work. They are deciding, on an hourly basis, how much is 'invested' in your organisation and wondering whether or not it is a wise investment.

The lines between people and employees have blurred and as such so has the way in which we need to engage with our talent. 'Talentsumers' is understanding how well the organisation can attract attention, gain loyalty and communicate in the same way marketers understand brands and how they communicate with their consumers. People don't wear a 'work mask' anymore. People are arriving to work behaving and acting like consumers.

Think: As consumers people have the ability and platform to collaborate, co-produce, personalise and connect with brands and peers. Do they have the platform within your organisation to do the same?

In the Old World of Work isolated leaders created and communicated their vision through command and control. Leadership in the 21st Century is not singular. The primary objective is to harness, embrace and unleash the talent within the organisation. Fellowship is about understanding how effective the leaders are in creating a compelling vision and a cause that resonates and empowers right through the organisation to be replicated at each level, vertically and horizontally.

Think: How many disjointed Boards have lost the trust of their people, too many to count? A collective voice nurtures loyalty and flag bearers for everyone to get behind.