D
Catalyst | Dexterity
O
rganisations looking to expand
or move into new areas are
wrestling with a number
of challenges. Top talent
is in short supply in many
countries, particularly in
emerging areas such as digital,
where companies from almost
every sector require individuals with technical skills.
Meanwhile, roles are evolving rapidly, due to changes
in technology and customer habits, as well as the
demands and priorities of the business.
“These days, jobs or roles have something like a six-
year shelf life due to the changing dynamics in what is
required. It means you’re hiring people for a position
that, on average, will not exist in six years,” explains
Sondra Dryer, global head of brand and experience at
Alexander Mann Solutions’ consulting arm.
The answer to such challenges may be to recruit less
for previous experience, or the specific requirements
of a particular role – which can often be taught or
improved – and more for general characteristics and
attributes, taking on talented individuals with the
potential and desire to learn new skills. This might
involve bringing people into organisations without
having specific roles lined up for them and looking
internally to identify existing staff members with
transferable skills that might lend themselves to
other areas or departments.
“The world of work is changing at a rapid pace,”
says Stephen Klemich, co-founder of the Heartstyles
Indicator and co-author of Above the Line: Living and
Leading with Heart. “Innovations in the digital realm
are altering the way we operate, and the skills relevant
to the jobs created by these innovations are changing
at a similar pace. It makes sense that employers want
their people to demonstrate new skill sets.”
Pascale Peters, professor of strategic HR
management at Nyenrode Business University
in the Netherlands, agrees that “employee skills,
experiences and proactivity become increasingly
important in VUCA markets, to sustain societal,
organisational and staff performance.”
Former president of Kodak for Europe, Africa
and the Middle East, Bharat Shah, now executive
chair of behavioural science and people analytics
firm iPsychTec, knows all too well just how quickly
markets can change and how important it is for
companies to adapt.
“In everything everybody does there is a high
level of flexibility and agility, and if you look back
Issue 4 - 2020
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