The future of work is upon us, and it’s clear that the traditional systems we’ve clung to for so long are no longer sufficient. In a recent Bliss Business Podcast episode, Jose Leal, co-founder of Radical World, shared his perspective on why work models of the past are collapsing under the weight of their own dysfunction. His message was loud and clear: force-based systems—those driven by top-down control, compliance, and manipulation—are not only outdated but actively harmful to human potential.
What Jose highlighted, and what we must all come to grips with, is that the prevailing business models have entrenched a system of force that stifles creativity, motivation, and innovation. The time has come for a radical shift in how we work, one that prioritizes human needs over profit margins and control.
The Fiat Lens: The Root of the Problem
At the core of the dysfunction, Jose argues, is what he calls the "fiat lens"—a framework of force that has shaped how businesses operate for centuries. From the moment we enter the workforce, we are conditioned to comply. Whether it’s school, work, or even societal norms, the message is the same: follow the rules, meet expectations, and do as you're told. This compliance-driven system operates on a belief that control and order are the only ways to achieve success.
But this framework, Jose explains, is inherently flawed. It dehumanizes workers, turning them into tools rather than partners in the pursuit of shared goals. This is why so many people feel disengaged, demotivated, and burnt out. In his experience, after years of being complicit in a system of layoffs and forced compliance, he had an epiphany: the system wasn’t broken because of the people in it; it was broken because of the system itself.
Moving Beyond Force: Radical Purpose as the New Paradigm
Jose’s message is about much more than just identifying what’s wrong. It’s about offering a path forward—one rooted in what he calls "radical purpose." Unlike the fiat lens, which relies on imposed control, radical purpose is about understanding human nature at its core. It’s about acknowledging that people have innate needs for meaning, belonging, and the ability to make an impact. When these needs go unmet, people feel trapped, frustrated, and disengaged.
In contrast, when organizations create environments that align with these fundamental needs, they unlock a wellspring of motivation, innovation, and collaboration. The key is not to force compliance but to foster environments where people are naturally motivated to contribute.
The Future of Work: Collaboration Over Control
So, what does this radical shift look like in practice? It begins by dismantling the hierarchical, top-down structures that dominate most workplaces today. Instead of leadership by control, we need leadership by collaboration.
Jose mentioned an inspiring example from the Dutch healthcare company Buurtzorg, which operates without traditional management structures. In this model, nurses form self-regulated teams, collaborating to solve problems without being dictated by a boss. This approach has been wildly successful, both in terms of employee satisfaction and patient outcomes. Why? Because it taps into the fundamental human need for autonomy and collaboration, rather than compliance and control.
The Role of Empathy in Radical Change
A significant point in the discussion was that force-based systems strip away empathy from the workplace. Empathy is often viewed as a "soft skill," but in reality, it is the foundation of any healthy, productive work environment. By understanding the emotional and psychological needs of employees, organizations can build cultures that inspire rather than coerce.
The future of work will require leaders who are not only emotionally intelligent but also willing to build systems that prioritize people over profits. This doesn’t mean abandoning financial success—it means recognizing that true, sustainable success comes when people feel valued, heard, and empowered to make an impact.
Practical Steps for Leaders: How to Start the Shift
The shift away from force won’t happen overnight, but there are practical steps that leaders can take to begin the transformation:
- Recognize the Fiat Lens: Acknowledge that much of the way we operate is based on outdated systems of control. Awareness is the first step toward change.
- Foster Collaborative Environments: Encourage teams to self-organize and collaborate. Give employees the autonomy to choose projects that align with their passions and strengths.
- Prioritize Human Needs: Shift the focus from compliance to fulfillment. When employees’ needs for meaning, belonging, and impact are met, they will naturally be more engaged and motivated.
- Model Empathy: Lead with empathy and vulnerability. By showing your own humanity, you give your team permission to do the same. This creates a culture of trust and collaboration, rather than fear and compliance.
- Create New Systems, Not Just Incremental Improvements: As Jose emphasized, tweaking the old system won’t be enough. We need entirely new structures that are built around human needs, not profit maximization. Start small by creating teams that can self-regulate and collaborate without the need for top-down control.
Conclusion: A New Way Forward
The future of work will not be defined by how well we can control people but by how well we can inspire them. As Jose Leal pointed out, the old systems are crumbling, and a new paradigm is emerging—one that is built on collaboration, empathy, and radical purpose. This is not just a theoretical idea; it’s a practical, necessary shift that businesses must embrace if they want to survive and thrive in the 21st century.
Now is the time to let go of force and control and start building organizations that meet the needs of the people within them. The businesses that embrace this change will be the ones leading the future of work. Those that don’t will find themselves struggling to keep up in a world that no longer tolerates the oppressive systems of the past.
Check out the conversation with Jose Leal on The Bliss Business Podcast
