Emerging ambition

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We recently published an article on “Future Skills Planning – A seven step process” in which we discussed why it is essential to have a people development plan that starts with the organisation’s ambition.

In that article we suggested following a structured approach by working through our recommended series of questions.

“Global Talent 2021 – a study conducted by Oxford Economics and Towers Watson”, has also identified a top twenty of emerging skill sets for the future.

The questions and the checklist may help in constructing that development plan based upon your organisation’s ambition.

International

  • Foreign language skills
  • Ability to manage diverse employees
  • Understanding international markets
  • Ability to work in multiple overseas locations
  • Understanding international markets

Digital skills

  • Digital business skills
  • Ability to work virtually
  • Understanding of corporate IT software & systems
  • Digital design skills
  • Ability to use social media

Agile thinking

  • Ability to consider and prepare for multiple scenarios
  • Dealing with complexity and ambiguity
  • Innovation
  • Managing paradoxes, balancing opposing views
  • Ability to see the big picture

Building relationship

  • Relationship building with customers, partners, governments etc.
  • Teaming (including virtual teaming)
  • Co-creativity and brainstorming
  • Collaboration
  • Oral and written communications

In no particular order, but a really useful checklist to get started with.

 

 

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Can your management team support engagement?

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Research by the Corporate Leadership Council suggests that manager-led actions that impact on employee engagement fall into two sets of development needs.

1. Performing a dual role

a) Managing employee work and their performance

b) Managing an employee’s relationship with their organisation

2. Possessing competencies that are proven to support employee engagement

a) Setting realistic performance expectations

b) Articulating organisational goals

c) Breaking work projects into manageable “chunks”

d) Encouraging and committing to innovation

e) Encouraging and working with the differences between people

f) Adapting to changing circumstances

g) Continuously connecting work and organisational goals

h) Accurately evaluating employee potential

This research can be vital when considering investment in your management team. It’s also vital to consider your business goals and any future changes in the organisation as these too have an impact on the competencies your managers will need to manage employees under these circumstances.