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    How the Future Works book cover

    How the Future Works by Brian Elliott & Sheela Subramanian & Helen Kupp Summary

    How the Future Works
    Brian Elliott & Sheela Subramanian & Helen Kupp
    3.68 (182 Reviews)
    LeadershipCorp CultureBusiness
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    핵심 요점
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    Overview of How the Future Works

    In "How the Future Works," Slack executives reveal the blueprint for flexible work backed by Fortune 500 success stories. As 77% of employees now demand flexibility, this guide shows leaders how to build trust-centered teams that outperform traditional models - without sacrificing connection.

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    @djmikemoore
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    추천 도서 요약
    Crucial ConversationsThe Perfect MarriageInto the WildNever Split the DifferenceAttachedGood to GreatSay Nothing
    인기 카테고리
    Self HelpCommunication SkillRelationshipMindfulnessPhilosophyInspirationProductivity
    유명인 추천 도서
    Elon MuskCharlie KirkBill GatesSteve JobsAndrew HubermanJoe RoganJordan Peterson
    수상작 컬렉션
    Pulitzer PrizeNational Book AwardGoodreads Choice AwardsNobel Prize in LiteratureNew York TimesCaldecott MedalNebula Award
    추천 주제
    ManagementAmerican HistoryWarTradingStoicismAnxietySex
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    2025 Best Non Fiction Books2024 Best Non Fiction Books2023 Best Non Fiction Books
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    Chimamanda Ngozi AdichieGeorge OrwellO. J. SimpsonBarbara O'NeillWinston ChurchillCharlie Kirk
    BeFreed vs 다른 앱
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    핵심 내용

    1

    The Workplace Revolution Hiding in Plain Sight

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    Something remarkable happened when the world shut down in 2020. Executives braced for productivity collapse. Instead, work continued-and often improved. This wasn't just survival mode; it was a revelation that decades of workplace assumptions might be fundamentally wrong. Companies like IBM, Dropbox, and Levi Strauss discovered what many employees had suspected all along: the traditional office wasn't the productivity engine we believed it to be. This forced experiment exposed a truth business leaders had resisted for years-flexibility isn't a perk, it's a performance accelerator. Yet as offices reopened, a curious tension emerged. Despite overwhelming evidence, many organizations rushed back to old patterns, clinging to industrial-era work models designed for assembly lines, not creative thinking. Picture Henry Ford's factory floor in 1926. Workers arrive at 9 a.m., punch time cards, and leave eight hours later. Nearly a century later, knowledge workers-people whose jobs involve thinking, not manufacturing-follow essentially the same schedule. This makes no sense. Our current work model traces back through layers of history: Benjamin Franklin's "time is money" philosophy, agricultural rhythms dictated by daylight, and factory schedules optimized for machines. Ford standardized the eight-hour day after observing that exhausted workers made costly mistakes. The 1938 Fair Labor Standards Act codified these practices into law. But here's the thing-these systems were designed for physical labor in specific locations at specific times. Knowledge work operates under completely different rules. You can't schedule creativity for 2 p.m. on Tuesday, yet we pretend you can.

    2

    The Business Case and What Employees Actually Want

    3

    Building Flexibility That Actually Works

    4

    From Principles to Daily Practice

    5

    The Path Forward Through Experimentation and Leadership Evolution

    6

    Rethinking Connection, Space, and Management

    7

    The Human Impact That Makes It All Matter