Skills that take you to the top

Absolutely Immutable Imminent Skills For Employees + Business Existence

​In This VUCA World [Volatile, Uncertain, Complex & Ambiguous] – The Skills To Survive, Grow & Thrive have to Be Designed Based On VUCA Principal Only – Both For Businesses As Well As Employees.

Since The Businesses Of Today & Future Are Based On Disruptive Pattern – All The Future Employees Needs To Be Adaptive To This Trend Of Continuous Reinventing & Re-Upskilling To Match The Change.

The Survival & Growth Of Any Business Will Depend Solely On How Fast They See The Emerging Drift & How Fast They Adopt To The Skills Needed To Meet The Approaching Environment.

The Successful Companies Are Going To Be Those Either Who Create The Trend Or Change Faster Than The Competitors.

The Formal Training, Learning & Development Methods As Practiced Till Very Recently Is Kind Of Dead, Especially Due To Business Slowdown, Political

In Fact Every Employee Have To Become & L & D Expert And Each Organization Aiming To Outlive Have To Become An Evolving Learning Institution.

Today We Will Be Focusing On The Role Of Learning & Development Personnel

I Foresee The Following Role Of Future Enabling Learning & Development Professionals For Which They Have To Be Working Only With The Top Stakeholders – Unlike Today As A Stand-Alone Department

• 1.Focus On Entire Business Growth
• 2.Specific Time Base Results
• 3.Critical Performance Enhancement – By Solving Performance Problems
• 4.Executive Coaches – Not Like The Current Practice Of Asking Typical "So What Do You Think Can Be Done" Questions But Asking Leading Questions To Discover Jointly the Answers & Implement The same Together
• 5.Focusing How The Business Spends, Makes, Loses Money
• 6.Become Critical Part Of Execution Team
• 7.Stratagem Formulation
• 8.Visioning & Revisioning – Based on The Changes
• 9.Talent Hunting, Talent Attracting & Talent Retention
• 10.Creating Bench Marks & Niches
• 11.Reading & Preparing For Future By Making Existing Processes, Standards Redundant & Going For More Effective Ones
• 12.Actually Creating A Culture Of Lean Manufacturing Mindset, 6 Sigma Attitude, Total Quality Focus etc
• 13.Initiating Reverse Mentoring – Breaking The Paradigm That Only Seniors Know More
• 14.Knowing & Able To Identify The Competencies – Skills Needed For A Particular Result
• 15.Filling The Competency Gap Through
• A.70%Of Your Development Should Come From On-The-Job Activities And Action Learning. This Can Include Development Experiences Like Managing A Project, Serving On A Cross-Functional Team, Taking On A New Task, Job Shadowing, Job Rotation, Etc
• B.20%Of Your Development Should Come From Interactions With Others. This Includes Having A Mentor, Being A Mentor, Coaching, Participating In Communities Of Practice, Serving As A Leader In A Staff Organization, Etc.
• C.10%Of Your Development Should Come From Training, Including Classes, Seminars, Webinars, Podcasts, Conferences, Etc.
• 16.Intervention To Create Entrepreneur Mindset At Even The Most Lowest Level Of Job Executers By Following Methods
• 17.All Endeavor To Result In Creating Leaders Rather Than Managers
• 18.Creating An Environment That Encourages The Disruptive Thinkers

The Learning & Development Professionals Can Re-Train Themselves By All Of The Following:

• Taking Assignments From Clients Which Is Focused On Delivering A Specific Target
• Get Themselves A Mentor Who Has Handled This Type Of Interventions – Till They Ate Confident To Do It Themselves
• Un-Focus From Only Delivering Feel Good Training
• Work With The Owners/CEOs/MDs Instead Of HR
• Professional Certifications
• E-Learning
• Independent Reading
• Seminars And Webinars Through Professional Associations
• Workshops, Trainings, And Educational Coursework On Campus

Your Development Should Follow The 70-20-10 Rule – As Given Above.

The World Economic Forum Has Produced A Report That Predicts What The Employment Landscape Will Look Like In 2020 After Talking To Chief Human Resources And Strategy Officers From Leading Global Employers.

The Top 10 Skills In 2020 Will Be:

1.Complex Problem Saving

2.Critical Thinking

3.Creativity

4.People Management

5.Coordinating With Others

6.Emotional Intelligence

7.Judgment And Decision-Making

8.Service Orientation

9.Negotiation

10.Cognitive Flexibility

Compare That To The Top Skills In 2015:

1.Complex Problem Solving

2.Coordinating With Others

3.People Management

4.Critical Thinking

5.Negotiation

6.Quality Control

7.Service Orientation

8.Judgment And Decision-Making

9.Active Listening

10.Creativity

You Can Also Get A Glimpse – From The Material Taken from[ Up-To Dotted Break Line] From Http://Hr.Berkeley.Edu/Development/Career-Development/Skill-Development/Resources-Supervisors

Leadership Developmental Examples

A.Serve As A Mentor To Other Colleagues, Supervisees, Or Staff Members Or Help To Onboard New Colleagues.

B.Lead A Project Team/Manage A Group Where Team Members Are Experts In Areas That You Are Not.

C.Lead A Project That Requires Innovation.

D.Lead A Division- Or Campus-Wide Project Or Task Force That Will Have Campus Policy Implications.

E.Assume A Divisional Liaison Role With Central HR On Processes For:

F.Outreach And Recruitment

G.Managing People Issues

H.Chair A Selection Committee To Fill A Position.

I.Speak At A Meeting.

J.Present At A Conference.

K.Run For A Position In A Professional Association On Or Off Campus.

L.Take On A Leadership Role In A Social, Community, Or Volunteer Organization.

Utilizing Internal Opportunities

M.Fill In For A Manager On Vacation

N.Mentor Or Onboard A New Employee

O.Represent The Team At A Cross-Functional Meeting

P.Manage A Particular Project From Start To Finish

Q.Make A Temporary Lateral Move To Another Part Of The

R.Organization

S.Help Launch A New Initiative, Program, Or Business

T.Help Turn Around A Struggling Project Or Business

U.Present The Team's Work During A Meeting

V.Serve As A Liaison Between Two Or More Functions

W.Work On A Challenging Project Or Initiative

X.Conduct A Cost-Benefit Analysis

Y.Develop A New Product Or Service

Z.Teach A Process Or Course To The Team Or Others

AA. Run A Team Meeting Or Briefing Session

BB. Conduct A Competitor Analysis

CC. Engage In Structured Networking

DD.Participate In An Enterprise-Wide Task Force

EE. "Shadow" A Leader In A Different Function

FF. Present The Impact Of A Project Or Initiative Developed

GG.By Your Team To A Different Business Unit

HH. Tour Other Sites Within The Organization

II.Do A Rotation In A Foreign Country

JJ.Interview A Potential Team Member

Utilizing External Opportunities

KK. Coach A Team

LL.Run A Fundraiser For A Community Group

MM.Serve As A Treasurer For A Community Group

NN.Run The Marketing Campaign For An Event

OO.Serve As A Tutor

PP. Conceive, Plan, Recruit For, And Implement A

QQ.Volunteer Project

RR. Join An Industry Association

SS. Present At A Conference

TT. Join Toastmasters

SIMPLE QUESTIONS TO ASK BEFORE, DURING, AND AFTER

During Activity

UU.1) Where Do You Feel That You Are Improving Your Skills?

VV.2) Where Do You Feel That You Are Struggling?

WW.3) Where Do You Need Me To Support You Through Coaching?

Pre-Activity

XX.1) What Do You Hope To Learn From This Project?

YY.2) What Will You Be Able To Do Differently?

ZZ. 3) What Do You Need Or Expect Of Me?

Post-Activity

AAA.(To Be Answered By Employee Before Meeting With Manager)

BBB.1) What Did I Learn?

CCC.2) Did I Reach The Goals I Laid Out Before The Project Started?

DDD.3) Did I Improve My Skills?

EEE.4) Where Can I Use This Skill In My Daily Work?

Post-Activity (For Discussion With Employee)

FFF.1) Where Do You Feel You Succeeded?

GGG.2) Where Did You Struggle?

HHH.3) If You Had To Do It All Over Again, What Would You Do Differently?

III.4) What Is The Most Important Lesson You Learned?

JJJ.5) Where Can You Apply This Lesson In The Future?