Digital economy, digital future, digital everything. Let’s stop a minute. Fast-forward twenty years and all the talk about the digital future will have well and truly evaporated; digital will be a given. And using the term may even get you laughed out of your sensory-driven working pod. In this future, we’d have resolved our relationship with the robots, namely: who does what jobs. Everyone knows their role, and everyone’s happy (so we hope).
But, we’re not quite there yet. Workplace automation, AI and robotics are relatively new and we still need to define our place in all this. In particular, what roles we humans want to retain and develop and which ones we’ll throw to the machines to churn through.
It seems despite the sophistication of our technologies; business productivity is not keeping up with the pace of technology uptake. This is due to a gap that’s been created by inadequate human capital strategies, including how we actually deploy people in business.
Moreover, a contributing factor is a lack of appropriate digital-ready skills that can help businesses adapt to the changes brought about by the tech tools they’ve unleashed.
Our humanity (even we aren’t always logical) is what will keep us elevated above the machines - after all, we can perform functions such as critical thinking and analysis thanks to our unique soft skills.
Yet, while the demand for these skills is increasing, business continues to recruit for talent with a strategy based on the late stages of the industrial era. Candidates are chosen if they look good on paper for technical skills and experience, without identifying and utilizing the soft skills that will be required in the complex brave new world where machines are our co-workers. These restrictive recruitment processes only reveal a fraction of a candidate’s story and can actually mask not only a person’s weaknesses, but sadly their strengths as well, like collaboration and influencing. Emotional intelligence just can’t be faked.
And despite the unquestionable computation capabilities of AI, humans will still need to provide executive skills. An Accenture report provides an illustrative example of the skills that will be required. To make AI systems work, humans will need to provide the ‘smarts’. For example, to interpret the output of AI systems, humans will need to work as ‘explainers’. To optimize the effectiveness of AI systems, humans will need to work as ‘sustainers’; and to feed AI systems’ capacity for judgment, humans will need to work as ‘trainers’.
So, if all goes to plan, humans will not become cyborg captives. We will be the clever handlers that work a short week and likely have a very pleasant lifestyle. But the way we structure and train our labor force will need to evolve.
The workforce of the future will see many repetitive, unskilled roles removed from the economy. Plus, the augmented workforce will increasingly push humans up the chain to do the more quintessentially human things that machines can’t (not yet, anyway). That requires more advanced cognitive capabilities, such as logical reasoning, creativity and good old-fashioned common sense. All of which means we can manage other humans and communicate better than machines.
This shiny new future will require different skill sets to deal with different task allocations that will start to evolve as economies grapple with where best to deploy automation and AI.
And to remain competitive, HR processes will need to reflect the future of work. If you don’t, your competitor will.
The HR function is about to join the C-level suite. In fact, a Deloitte report indicates, HR can become the gateway for adaptation for your business. This means HR will need to deliver skills to the workforce that are more nuanced than simply technical. HR will need to bring in (and develop) talent that can respond to the new economy. You can see an example of the relationship between the emerging drivers and skills on the Future Work Skills 2020 Summary Map. Skills such as sense-making; novel and adaptive thinking; and social intelligence will be where it’s all at in the future.
Plus, we’ll need emotional intelligence, empathy, collaboration, strategic thinking and decision making. Hmm. How does an HR professional even begin to seek out these qualities in their candidates? Certainly, most application forms don’t capture these crucial soft skills. Plus, recruiters aren’t trained to identify these skills during the selection process.
Soft skills and attitudes can now be quantified. The world-first F4S toolkit can assess and discover these talents in candidates, making life easier for HR professionals, while also providing important insight for job seekers about their own strengths and weaknesses. And most importantly, it prepares both sides for the future of work.
Our programs were designed by world-renown coaches, and sessions only take 5-15 minutes. Get started for free with personalized program now by chatting in the box below:
Our expert coaches have designed hyper-effective programs that will help
you hire the world's top talent.
Coach Marlee (your amazing AI-powered personal coach) will analyse your unique traits and goals to let you know which program to start with (and if there are any you should skip)!
Your recommended programs include:
Inspire yourself and others to see the bigger picture! Increase your comfort and use of abstract strategic thinking to acquire and retain amazing talent. Big picture thinking is especially helpful for impactful communication, identifying priorities and aligning teams with clarity and focus.
Inspire yourself and high potential talent to see and achieve grand visions and goals. A focus on goals is especially helpful for acquiring and onboarding talent, high impact collaboration and accountability and aligning teams with clarity and purpose.
Strengthen your emotional intelligence (EQ) to acquire and retain amazing talent. Awareness of your and others’ emotions is at the heart of impactful communication, fostering collaboration and accountability and aligning teams with clarity and purpose.
Trust and embrace the experience and genius of others. During this eight week program Coach Marlee will help you to develop a genuine appreciation for experimentation and data and a willingness to empower the opinions, feedback and insights within your team and others in your life.
In this high impact eight week program Coach Marlee will help increase your comfort and confidence to scale your influence and leadership to attract the world's best talent and also help you develop a greater comfort to compete at the top of your industry or field.
Develop ‘step back’ mastery for increased self-awareness and mindsets and tools for constant improvement. Reflection and patience is core to consolidating learning, development, strategic thinking and bringing in the worlds best talent to join your team.
Explore, strengthen and stand by what you believe in. Trust in your ‘gut feel’ and point of view is especially helpful for knowing what you believe in, sharing your vision and for building authentic and meaningful relationships within highly experienced executives and other high potential talent.
"The changes I made with Marlee, had an immediate impact in the relationship dynamic I was working on in the program"
“Quite amazing how many things get done when they are initiated!”
"Attention to detail coaching program was profoundly simple but impactful. I am seeing detail more than I have ever before!"
"I have learned how to communicate better using every tool I have in myself, especially in learning how to use my tone of voice"
“Personal power program was great for me to gain confidence and knowledge on approaching my new leadership role”
“What an awesome way to get better at collaborating with my teammates! Thumbs up Marlee!“
“As an engineer, I never thought about doing a retro with my family. This has been cool.”
“I learned how to chunk up and see the bigger picture before turning to the details”