First Published on LinkedIn
As organizations grapple with our current realities and set a direction for the future, one thing is certain – our pace of change towards the future is accelerating.
For a lot organizations and roles, that means turning to technology now quicker than ever before. In this new reality, we are going to expect ‘cobots’ —humans working alongside robots.
So what traits are becoming most valuable for the workforce as we rocket into the future? You guessed it: human traits.
Soft skills like critical thinking and emotional intelligence can’t be easily replicated by machines, but they’re critical to your organization’s success. Take healthcare, for example. Advances in diagnostics, data and analytics will mean that a medical diagnosis is likely to be technology-driven. When it comes to working with a patient, human compassion and empathy is still going to be managed by a medical professional. The care might be technically flawless, but patients have proven that they value the connection and compassion from their healthcare providers.
In this context, organizations often ask, where to start preparing our talent for these transitions?
A good place is to understand the ‘supply’ side – your people. Through an understanding of the soft skills your workforce already has, you can begin to map out your future journey. Personality profiling, tools designed to help you understand individual behaviors and drivers, help you do that. This would help you to build a picture of the future and determine what each employee brings to the table. You can also assess your entire workforce and use that data to identify gaps in skills. This gives you the chance to find development opportunities — and turn them into strengths.
In taking this approach, you will focus on a ‘build’ talent strategy – growing your own talent to prepare for the future. Your employees know work is changing. They are resilient and willing to learn. By using the assessment data to find skills gaps, you can determine the re-skilling pathways your organization needs.
Less than 26% of talent leaders have put developing future job architectures on their radar. But these architectures provide career paths and support employee longevity. They are the blueprint of your organization’s future.
You can empower your employees with options for increasing their skills profile through training opportunities – there are a multitude of accessible resources to support. And by linking re-skilling tracks with career pathways and job architecture, you can build succession while also filling skills gaps.
Your workforce may well be ready to embrace the future; they just need some direction.
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