Whilst he covered the effects of the digital age in both the design and use of lecture theatres and presentation spaces, even more interestingly he dwelt too on the why and how of designing spaces that enhance the relationship between the presenter and their audience. So once again the importance of engagement was highlighted as a driving and necessary force in the design of a productive space.
The session also drew on the rich history of theatre, teaching and storytelling spaces to explain the fundamentals of auditorium design.
We don’t usually release our conference videos except to our delegates, but just on this occasion we really wanted to share this with you!
The Auditorium of the Future, Ian Stickland, Charcoalblue - YouTube
From Day 1, the new HQ for the International Olympic Committee, Olympic House in Lausanne, has been positioned not only as a construction project but also as a transformation project by the IOC.
As a result, a user centric approach was implemented to define the needs which were the basis for the international architecture competition launched by the International Olympic Committee (IOC).
Out of the 12 architecture companies selected to present a project, Danish architecture firm 3XN was the one selected by the IOC to design and build Olympic House, in a consortium with local swiss architect Itten+Brechbühl.
After a 7-year long process, Olympic House was inaugurated last month on 23 June 2019.
We’re delighted that Nicolas Rogemond, programme manager at the IOC and Søren Nersting, senior associate at Danish architects 3XN will be at our Workplace Trends Copenhagen conference on 19 September to present how they have collaborated to make sure the user needs were translated in the architecture of Olympic House.
‘Nudge’ is a concept in behavioural science, political theory and behavioural economics which proposes positive reinforcement and indirect suggestions as ways to influence the behaviour and decision making of groups or individuals. Nudging contrasts with other ways to achieve compliance, like education, legislation or enforcement. The concept has so far influenced British and American politician and several nudge units exist around the world at the national level (UK, Germany, Japan and others) as well as at the international level (e.g. World Bank, UN, and the European Commission).
Our friends at Netherlands-based WorkWire have developed a new methodology called Workplace Nudging, that addresses behavioural challenges and psychological resistance to change in the workplace and is aimed at giving employees a gentle “push” in the right direction.
The concept of Workplace Nudging is directed at influencing human behaviour, but does not force a particular choice. It has a positive nature, as it focusses on offering attractive alternatives for current behaviour habits.
The design of a Workplace Nudge is based on two aspects: 1) the motivation to show specific behaviour and 2) the ease with which new behaviour can be implemented. And it will always answer the key question: how can we make it easier and more fun for employees to change the way they work?
I’m delighted that WorkWire’s managing partners, Esther Roelofs and Simone Leenders, will be speaking at our Workplace Trends London Conference this October, outlining their Workplace Nudging methodology and giving delegates some prime case study examples of successful implementations.
I am very familiar with this area of London (Kings Cross, Great Portland Street, Regents Park) but I am always energised by the noise and movement in this vibrant part of the City. As I walked alongside Regents Park, I noticed that the long line of queuing traffic was silent – as if the vehicles were parked. However, on closer inspection, I found that every car was either electric or hybrid (including Teslas, Porches, BMWs). The effect on the surrounding atmosphere was incredible – calm, a feeling of safety and quiet. I presume this move to more electric vehicles in London is being driven by the Low Emission Zone. I wonder when this will roll out across Manchester? From what I experienced in London, I am a staunch supporter.
The venue for the conference had been changed from the British Library to The Royal College of Physicians. I had no idea what to expect and looked forward to see the building for the first time. It didn’t disappoint. After walking past the beautiful town houses that overlooked Regents Park, I was immediately ‘disrupted’ by an imposing “modernist masterpiece and one of London’s most important post-war buildings”. Wow – this piece of stark architecture, a grade 1 listed building, had been designed by Sir Denys Lasdun to make a statement. I knew it was to be a good day.”
Online TV and video platform Netflix has gone from strength to strength over the past few years, to the point where its name is synonymous with binge-watching and great U.S. dramas. What many don’t know, however, is that according to McKinsey, the pioneering management consultancy, Netflix saved almost $1 billion in lost revenue by using machine learning (a form of artificial intelligence) to make personalised recommendations. The artificial intelligence (AI) revolution is already making a bottom line impact to a plethora of companies across various industries, and machine learning, in particular, is used to drive a lot of that change. Life in the workplace will change slowly but surely as we adapt to a hybrid manner of working where human intelligence works alongside AI to create more successful workplaces and spaces.
Datasets Changing How Human Resources (HR) Operates
Sushman Biswas, a HR technologist, whilst presenting an overview of the way in which AI will impact the HR dimension of work, focussed on three key aspects of HR that he felt would be transformed by the new application of technology to this sector: background verification, employee attrition, and career personalisation. Predictive models that are powered by machine learning algorithms that can not only recognise the patterns detailed within the program, but can learn based on the provided data to look out for similar data, is what gives machine learning the power to create efficiencies within HR processes.
Industry-Specific Application of Machine Learning
Artificial intelligence will not only impact workstreams within the workplace (such as HR) but also across industry-specific areas in quite unique ways. Harald Golles, CTO of omni:us, thinks “AI solutions will have the most impact on service economy industries,” and he specifically singles out the financial services sector as one most impacted industries of all. Applications within this sector range from AI-powered virtual assistants (such as the Bank of America’s ‘Erica’ assistant) through to Big Data algorithms being used to eliminate cyber crime related to credit cards.
Preparing for the Big Data/AI revolution
With the extremely rapid nature of the change that AI and Big Data algorithms are bringing to the workplace (with as many as one in five set to have an AI-based co-worker by 2022), how can organisations ensure that employees are kept engaged and onboard?
Two key points are essential to bear in mind whilst developing an increasingly data-driven strategy in your workplace. Firstly, consider your employees as full partners and stakeholders in the change. Engage with them and check in with them regularly during the change process (through surveys and specific meetings). Secondly, be transparent about the whole process. If it’s about greater productivity, then let them know, as they will appreciate being involved in the strategic deployment of AI within the workplace.
From small to medium-sized enterprises through to larger corporations such as Netflix, AI and Big Data applications in the workplace look set to rapidly increase over the next decade. This change will come across specific workstreams as well as in industry-specific sectors, with a myriad of uses from AI-powered chatbots to diagnosing various diseases based on hospital scans. Preparing for the change is key, and fully involving staff members in the change is essential to the success of AI and Big Data in the workplace.
Together with Nigel Oseland of Workplace Unlimited, Workplace Trends is conducting independent research into people’s preferences for their work environments.
As part of the study we’d be very grateful if you could complete a short questionnaire. It takes less than ten minutes and as a thank you for your time you can choose to enter a prize draw for a free ticket to a Workplace Trends Conference and also to receive an early copy of our research report.
Please also share this page and our survey with your employees and colleagues!
Nigel Oseland, Workplace Unlimited, and Colin Campbell, Saint-Gobain Ecophon, speaking at the Design & Management of Learning Environments 2018, on the early findings of their literature review on classroom noise and teacher personality.
6 The Role of Psychoacoustics in Designing Learning Environments - YouTube
Despite resistance to open plan classrooms in the UK, the movement towards innovative learning environments continues in parts of Europe, especially Scandinavia, Australia and New Zealand. Their definition (ILEs) is an ongoing discussion in itself and their success is dependent on many aspects. However, understanding the changes in pedagogic approaches, including aspects like the profile of teachers in this context and the quality of the acoustic design are key to informing the design process in order to deliver successful and sustainable learning outcomes.