Mindset shift employees need to succeed in the future of work [#Agile #Mindset #MindsetShift]

Mindset shift employees need to succeed in the future of work [#Agile #Mindset #MindsetShift]

1. Open mindset
2. Lifelong learning
3. Recruiting employees that have new skills

Two job trends are developing.

  1. Concentration of job growth expected in certain positions, such as software developers, computer systems analysts, and product managers.

  2. Renewed importance in workers having core competencies: adaptability, creativity, skills agility, and problem-solving.

It is these skills which best prepare people for an evolving and dynamic workplace. In the future, companies will not want one skillset or another. They will want all of them.

To adequately prepare, leaders and their employees need to focus on 3 things:

1. Open mindset
2. Lifelong learning
3. Recruiting employees that have new skills

1. Open mindset:
While institutional change is typically gradual, resistance to any change is common.

Employers must help their employees adapt. For example, it is not enough to announce that the company is shifting to an Agile mindset.

Responsible employers will help employees understand and feel comfortable with changing roles, different types of meetings, and faster deadlines.

Employees meanwhile need to be open to that change and adapt to the fact that technology will permeate every company, and every job. Whether working in human resources, legal department, or finance, it will be critical for each employee to be open to pivoting and transforming — possessing a fail-fast mentality.

2. Develop lifelong learning:
Employees are the backbone of any company. Employers set the tone and create an atmosphere where people can succeed. It is a symbiotic relationship. So it is one thing for employees to adopt an open mindset, it is another to demonstrate the willingness to retrain and learn new skills — something that arguably is not easy to do once we are adults. To accomplish that, employees need leaders to give them the opportunity and encouragement.

For example, skilled customer service representatives can be tapped to train machines to undertake the repetitive, time-consuming parts of their jobs, freeing them up to dedicate themselves to more complicated parts of the job that a machine cannot do, tasks that require a human connection.

That is not to say that the transition to a human / machine workforce is easy or without challenges. We should expect those, even if we do not know exactly what they will be. It is the job of senior leadership to create a strategy for that inclusive future.

3. Recruiting for new skills:
The increase in the importance of technology in the workplace does not mean that companies will only need to hire those with technology skills. A student with a computer science degree will continue to be valuable, but equally important will be someone with a background in design, human resources, or behavioral science.

In the future, as we look at the collaboration of machines and people, soft skills like teaming, ability to collaborate, having empathy, being creative will be key to any organization, and even grow in importance.

The future of work will be won by those employers who are helping employees shift their mindsets — proving through learning and training and recruiting for new skills that their employees matter.

The good news is that the future of work is not a zero-sum game. The success of one person will not mean less opportunity for others to shine. Companies will only succeed when people are working together. Collaboration and teamwork will become even more important and as this happens, productivity will increase.

It is not that everyone’s slice of the pie will get smaller, but rather, the pie will get bigger.

This is the mindset shift employees need to succeed in the future of work:

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