A previous circular of dialogues that focused on planning and preparing for the ‘Next Normal’ at UNHQ produced a series of ideas within 12 workstreams, which given directly into a report on tips for the Next Normal that visited the Secretary-General. The initiative had been recognized by the Career Development Roundtable (CDR)1 held within Milan in December 2021 having an award in the Staff Engagement category. The award acknowledges the successes and breakthrough #NewWork has achieved in uniting staff, breaking down silos, and working towards organizational culture change. Motivated by the Reimagine the UN Together Dialogues and the UNHQ Next Normal Dialogues, the Reimagine the Next Normal Dialogues focused on four themes related to our post-pandemic workplace culture: Not only does the conversation mechanism offer a safe room for the global exchange of ideas, it also makes possible the sharing of feedback plus insights with senior management, human resources, and other fora, assisting to ensure staff voices are heard and valued.
- Agile Teams which encourages almost all teams to cultivate an agile mindset to be a lot more adaptive and versatile.
- Digital Literacy & Tools which promotes knowledge on technology and ongoing digital transformation to assist personnel feel at ease with innovative tools and develop digital literacy.
- Hybrid Teams which illustrates the importance for organizations to assist staff and managers create skills and competencies to higher adapt to hybrid work settings.
- Increasing Innovation which underlines the particular essentiality of sprouting new ideas through participation in innovation-related events and programs.
The primary goal of a series of dialogues directed by the global #NewWork team was to provide personnel along with opportunities to envision the ‘Next Normal’ at the UN. The particular ‘Reimagine the Next Normal Dialogues’ aimed to facilitate the particular exchange of ideas across the UN, driving organizational lifestyle change from the bottom up. The dialogues introduced together more than 180 colleagues from 52 duty channels. Over 25 volunteers in the field, Bangkok, New York, plus Geneva, moderated 26 sessions held (as at time of publication). Broad variety in each session had been achieved through the use of a ‘randomising’ tool developed by a friend in peacekeeping. Making sure everyone has access to consistent information is a critical pillar once we move toward the ‘Next Normal’. Furthermore, by equipping all staff with the equipment they need and focusing on inclusion, we build stronger human relationships and bolster trust. A number of these staff concepts have been endorsed for execution, including institutionalizing the dialogue mechanism itself. This will ensure the Organization offers an ongoing method for staff to contribute more directly to transformation and adjustments proposed in the future. As the ‘Next Normal’ dialogues captured staff voices and crafting ideas, it also unveiled the information asymmetry within the organization. Today, several staff are unaware of existing manuals and resources that are available to support them through times associated with transition. #NewWork will carry on and harness the power of group intelligence to address challenges and develop an agile, innovative and inclusive workplace culture. Strengthening staff voices creates ripple effects, inviting more energetic participation to co-create the particular vision for the ‘Culture of the Next Normal that We Want’ and to support the trip to “UN 2 . 0” as laid out in Our Common Agenda .
