Resilience for a disruptive world
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How to Make Yourself Resilient for The Future of Work in a Changing World
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Resilience for a disruptive world
- 1. 1 Heading, Calibri 25pt “I have not failed. I’ve just found 10,000 ways that won’t work.” Edison RESILIENCE in a disruptive world Debbie Craig Global Quantum Energy Alchemist “Life is about the management of energy, where you place your attention, is where you place your energy.” – Joe Dispenza
- 3. How are you doing?
- 4. Future of work Globalisation Pandemic threat Cyber threat Economic decline Leadership gap Local conditions Job & skills threat
- 6. Future of work Resizing Gig economy Agile smart teams Future capabilities Mentor vs manage Employee experience Accelerated learning
- 7. Chapter 13: Building 8C’s in Organisations Future of work Resizing Gig economy Agile smart teams Future capabilities Mentor vs manage Employee experience Accelerated learning
- 8. Higher cognitive: advanced literacy and writing, quantitative and statistical skills, critical thinking, and complex information processing e.g. doctors, accountants, research analysts, writers, and editors Social and emotional (soft skills): advanced communication and negotiation, empathy, the ability to learn continuously, to manage others and to be adaptable. E.g. business development, programming, emergency response and counselling Technological: basic to advanced IT skills, data analysis, engineering, and research. E.g. software developers, engineers, robotics, and scientific experts. Future skills
- 9. Future Skills WEF future skills 2022 Analytical thinking and innovation Active learning & learning strategies Creativity, originality and initiative Technology design and programming Critical thinking and analysis Complex problem-solving Leadership and social influence Emotional intelligence Reasoning, problem-solving & ideation Systems analysis and evaluation Google Project Oxygen Top 7 most important qualities of Google’s top employees not STEM skills but “soft” skills Korn Ferry: Self-disruptive Leader Anticipate Drive Accelerate Partner Trust Only 15%
- 10. Future Skills “We define our hiring and our education system on skills. There is no skill which is robot proof, someone can build a tool to do it better faster cheaper.” Dr Vivienne Ming
- 11. Future skills Strategic Dev Plans Curricula (career paths) Dev plans (current & future jobs) Succession plans Talent risk response strategies Proficiency levels required Individual gap analysis Org skills audit Strategic talent review Critical & Scarce Skills Performance Standards Job families Career matrix & paths Leadership Competencies Technical Competencies Talent segments & profiles Strategy, Vision, Culture Op model and Org Capabilities Functional Value Streams Critical positions, talent, skills (current & future) CAPACITY BUILDING CONSULTATIONTALENTREVIEW CHANGE & COMMUNICATION Career & Succession Planning UNDERSTAND DESIGN ANALYSEDEVELOP Role Profile Values Performance Standards (KRAs) Competencies Employee Experience
- 13. From safe spectator… To curious explorer CURIOUS From cautious dreamer… To possibility connector CREATIVE From anxious controller… To courageous adventurer COURAGEOUS From distracted operator … To wise discerner CONSCIOUS From passive resistor… To maze navigator CHANGE NAVIGATOR From default thinker… To meaning maker CRITICAL THINKER From status consumer… To community builder CONTRIBUTOR From independent competitor… To trust cultivator COLLABORATOR CORE CAPABILITIES – IDENTITY SHIFTS
- 14. Enthusiasm is common. Endurance is rare! By 35, 95% of who you are is a set of memorized behaviors and emotional reactions that create and identity subconsciously. Dr Joe Dispenza2 60000-70000 thoughts a day. 18 to 254 days - consistency, new vs old 54% beyond six months - 10 X overHow many people fail to change? How many thoughts? 90% are automatic and sameHow many the same? How long to change a habit? More + or -? 70% negative
- 15. We wake, clean, consume, kids, travel, plan, greet, meet, eat, work, feel, de-stress, reflect, celebrate or commiserate, collapse If we want to have a different experience …. We need to do something different! THINK of a typical day …
- 16. Stress response Major impact on: immune system, general health, brain functioning, oxygen, creativity, strategic thinking, decision making, empathy, intuition, energy How much of our day do spend in the stress response?
- 17. Rewiring our brains to build core capabilities Identity I am Belief I believe Feeling I feel Habits I act Automatic vs Choice E.g. I can’t help it, I can’t change E.g. I feel disillusioned, weak E.g. I keep repeating bad habits, reacting to others E.g. I choose my thoughts, I create my reality E.g. I feel optimistic, confident E.g. I embrace change, I practice new habits A self-saboteur… A self-master
- 18. CURIOUS Indifferent spectator Curious explorer Spectator Egotist Comfort-zoner Seeker Engager Experimenter IDENTITY BELIEFS FEELINGS HABITS
- 19. Follower Resistor Dreamer Initiator Possibility thinker Idea Connector CREATIVE Cautious dreamer Possibility connector IDENTITY BELIEFS FEELINGS HABITS
- 20. Pretender Anxious Stuck Authentic Resilient Adventurer COURAGE Controlled critic Courageous adventurer IDENTITY BELIEFS FEELINGS HABITS
- 21. Passive-resistor Hitch hiker Push over Path Finder Maze Navigator Change Influencer Passive resistor Maze navigator CHANGE NAVIGATOR IDENTITY BELIEFS FEELINGS HABITS
- 22. Distracted operator Wise discerner Drifter Blamer Distracted Discerner Responder Focused CONSCIOUS IDENTITY BELIEFS FEELINGS HABITS
- 23. Expedient Linear thinker Complicator Anticipator Complexity navigator Sense maker Default thinker Meaning maker CRITICAL THINKER IDENTITY BELIEFS FEELINGS HABITS
- 24. Independent Competitor Trust Cultivator Independent Suspicious Protector Inclusive Trusting Resolver COLLABORATOR IDENTITY BELIEFS FEELINGS HABITS
- 25. Entitled Consumer Materialistic Accountable Contributor Mentor Status consumer Community builder CONTRIBUTOR IDENTITY BELIEFS FEELINGS HABITS
- 26. Neuroplasticity = the ability of the brain to form and reorganize synaptic connections, especially in response to learning or experience Hebbian Law of Repetition = Neurons that fire together, wire together – neuro-learning Use it or lose it – synaptic pruning We can change our brains and our perceptions
- 27. Metacognition “What we intend to, and pay attention to, become our reality” John Keehoe “In order for us to change we need to think greater than our environment, our body and time. Dr Joe Dispenza
- 28. What’s next? Assess Calibrate Prioritise Intention + Attention Daily Habits Resilient Relevant Responsive Adaptable Innovative Growing
- 29. THANK YOU
Notas del editor
- Context – Current Reality SA enters Covid-19 shut-down, following other countries, fear and panic, My story – Andrew struggling to breathe, hospital, waiting for tests
- Mapping is shaping an agile future-fit workforce within shifting operating models and structures. It includes agile roles, smart teams and understanding the capabilities required Matching is sourcing both internal and external talent to match shifting role, team and skills. It includes differentiated EVP for unique talent segments using digitized and gamified talent profiling Mobilizing is optimizing performance and potential within agile, smart teams. It includes agile, growth focused, multi-source performance & culture fit coaching, rapid on-boarding, teaming, upskilling, off-boarding and optimizing talent across teams. Managing is ensuring all touch points of the employee experience is digitized, user-friendly and guided optimally to enhance engagement and manage risks. It includes systems, data analysis, decision making and risk response capability. Mentoring involves leaders engaging, developing and retaining talent throughout their life cycle in the company regardless of which teams they move through. It includes self-service and validated profiling and design thinking to customize talent offerings for specific segments and effective succession management. Mastery is creating the learning culture and leader readiness for enabling accelerated self-driven, whole person, collaborative learning for growth and impact. It includes future-fit learning options and support.
- The McKinsey Global Institute is tracking a range of jobs based on human skills and how they are likely to be affected by A.I. and automation. They place work skills into five categories: physical and manual; basic cognitive; higher cognitive; social and emotional; and technological. They say that physical or basic cognitive tasks that can be performed by relatively low skilled labour or require only low-level data input and processing are likely to be quickest to be replaced. Examples of jobs that will require new skill sets to work side-by-side with technology (or in time be replaced by) are drivers, assembly line workers, nurses, electricians, crafts people, cashiers, customer service staff, typists and clerks. While demand for skills in these areas might be decreasing, McKinsey predicts a significant increase in demand in the higher cognitive; social and emotional; and technological skill areas. Examples of these are: Higher cognitive: advanced literacy and writing, quantitative and statistical skills, critical thinking, and complex information processing e.g. doctors, accountants, research analysts, writers, and editors Social and emotional (soft skills): advanced communication and negotiation, empathy, the ability to learn continuously, to manage others and to be adaptable. E.g. business development, programming, emergency response and counselling Technological: basic to advanced IT skills, data analysis, engineering, and research. E.g. software developers, engineers, robotics, and scientific experts. The World Economic Forum (WEF) says that by 2030 there will be huge demand for skills such as creativity (i.e. coming up with creative marketing strategies), critical thinking (i.e. solving complex systemic problems), complex information processing (i.e. analysing trends and impact on the company) and decision making (i.e. sifting through masses of data to make decisions despite uncertainty). Whilst various digital and analytical skills will be important, the skills that will be the most critical, regardless of your chosen technical field, will be those that enable continuous learning, adaptability and dealing with ambiguity. These skills are the focus of this book. McKinsey Global Institute. (2018). ‘Skill shift: Automation and the future of the workforce’. McKinsey & Company. 23 May. Available at https://www.mckinsey.com/featured-insights/future-of-work/skill-shift-automation-and-the-future-of-the-workforce#:~:text=Demand%20for%20all%20physical%20and,see%20a%20surge%20in%20demand. [Accessed: 13 July 2020] World Economic Forum. (2020). The 3 key skill sets for the workers of 2030. Available at: https://www.weforum.org/agenda/2018/06/the-3-skill-sets-workers-need-to-develop-between-now-and-2030/. [Accessed:
- We call this new breed of leaders, self-disruptive leaders. Only 15% of leaders fit the profile and the market wants more. “ Korn Ferry ADAPT Anticipate: Demonstrate contextual intelligence to make quick judgments and create opportunities; focus on the societal needs that the organisation wants to serve; provide a direction to unify collective efforts even among disoriented environments. Drive: Energise people by fostering a sense of purpose; manage the mental and physical energy of themselves and others; nurture a positive environment to keep people hopeful, optimistic, and intrinsically motivated. Accelerate: Manage the flow of knowledge to produce constant innovation and desired business outcomes; use agile processes, quick prototyping and iterative approaches to rapidly implement and commercialise ideas. Partner: Connect and form partnerships across increasingly permeable functional and organisational boundaries; enable the exchange of ideas; combine complementary capabilities to enable high performance. Trust: Form a new relationship between the organisation and the individual that centres on mutual growth; integrate diverse perspectives and values; help individuals to uncover their sense of purpose and facilitate them in providing their maximum contribution. Your Mindsets Your Mindsets = the attitudes you typically hold which filter how you see the World The power of not yet!! Carol Dweck
- Becoming Brilliant: What science tells us about raising successful children. Golinkoff and Hirsh-Pasek Collaboration: the ability to work with others, to have social-emotional control, and to form communities. Communication: the ability to develop strong language skills, excellent listening skills, and strong reading and writing outcomes. Content: competencies in subject areas but also in learning to learn. Critical thinking: the ability to sift through information intelligently and to weigh evidence. Creative Innovation: the ability to use information in new ways to solve obvious and undefined problems. Confidence: the ability to learn from failure, to persist in a problem, and to have grit. Your Mindsets Your Mindsets = the attitudes you typically hold which filter how you see the World The power of not yet!! Carol Dweck
- Try and draw a life-cycle employee exp. (overlay these steps into the ee journey) In order of us to deliver we need Principles, framework, tools, process, policy, tools/templates and communication
- Journal of Clinical Psychology We used to believe it takes 21 days to change a habit. Other research in the European Journal of Social Psychology3 shows that it takes from 18 to 254 days to automate a new chosen habit depending on how consistently the behaviour was repeated in a consistent context. When we are learning something completely new, in which we have no previous experience i.e. driving a car … it is actually easier than un-learning and re-learning a new behaviour or habit which is hard-wired e.g. wanting to change procrastination or give up sugar!! As Angela Duckworth says in Grit: Enthusiasm is common. Endurance is rare!
- FLIGHT – FIGHT – FREEZE (reflexive, limbic) Stress Adrenaline Cortisol
- Narrow focus on body, environment, time
- Curiosity: Elon Musk, Lumka Msibi, William Kamkwamba; Richard Branson From indifferent spectator … Spectator: indifferent, closed-minded and ignorant Egotist: judgmental, opiniated and superficial Comfort-zoner: comfortable, risk averse and certain To curious explorer Seeker: inquisitive, open, learners Engager: inclusive, deep listening, dialoguers Experimenter: adventurous experimenters, tolerate ambiguity Which beliefs can you identify with … which are more empowering vs limiting Add some examples from last week!!
- Creativity: JK Rowling, Richard Branson. Jeff Bizos Def Creativity is about harnessing our own and others unique ideas and beyond ordinary thinking to create collaborative and innovative approaches and solutions to risks, dilemmas and opportunities that new technology, business models and global challenges bring. Why NB Although AI, super computers and robots have already started reshaping our future – robots cannot be as creative as humans (yet). We need people who can think differently and more holistically to maximize opportunities to stay relevant both personally and professionally. It is about expanding skills rapidly and continuously to enhance value by bringing creative ways to minimize risk and get value out of evolving technology, processes and people. From cautious dreamer … Follower: stuck, blind, limited Resistor: cautious, pessimist, failure averse Dreamer: individualist, idea generator, idealist To possibility connector Initiator: imaginative, original, expressive Possibility thinker: optimist, believer, expander Idea Connector: trend tracker, idea connector, value creator
- Controlled Critic Pretenders: big act, mask, pretend, self-critical, not good enough, judgmental, under the radar, Anxious: highly strung, risk averse, fearful, avoidant, organized, controlled, pessimistic, untrusting Stuck: overthinker, dreamer, big-talker, procrastinator, avoid decisions Courageous adventurer Authentic: whole hearted, honest, strength of character, self-confident, open, engaging, willing to be vulnerable, laugh at self, humble Resilient; grit, determination, tough minded, bounce back, perseverance, committed, self-belief Adventurers: faces the unknown, takes action despite fear, steps up, takes calculated risks, brave, stretch, inner and outer adventures
- Passive resistor Passive resistor: resist change, fault finder, corridor talk Passive resistor: resist change, discomfort, threats, danger, maintain ego identities, sabotage change, hyper critical, find fault, derail, white ant, smile and then sabotage Hitchhiker: passenger, oxygen thief, non-committal Hitchhikers: let others take all the risks, passenger, follower, avoiding personal risk or public failure, non-committal, vague, not pro-active Push over: overly sensitive, weak character, lack of perseverance Push-overs: when forced to choose, will go with the majority, not stand up for their views, insecure, overly sensitive to feedback or perceived criticism leading to drama and toxicity in the team Maze navigator Path finder: visionary, intentional, inspirational Path finder: sift through noise, create an intentional and inspirational vision, optimism, hope, belief in self and others to survive and thrive through the challenges and struggles 0 Maze navigator: committed, determined, agile Maze navigator: committed to their vision, determined to find a way, despite barriers, agile, quickly adapt their approach or route, resilient, quick to reflect, learn and explore possibilities, persevere, Change influencer: listener, engager, influencer Change influencer: tap into other’s, fears and motivators and engage, awareness, empathy and deep listening, articulate vision with passion and energy, outline journey of adventure and risk, benefits, meaning and hope, network, people willing to follow them into the exciting unknown.
- Tim Ferris; Thuli Madonsela Drifter: superficial, out of touch, ignorant Drifters: drift, superficial, out of touch, ignorant, no idea of impact, unreliable, chasing their tail, non-commital Blamer: emotional, victim, excuses Blamers: victim, blame, make excuses, avoid responsibility, not owning their destinies, bouncing between dramas Distracted: busy, stressed, disorganised (FOMO) Distracted: easily distracted, or influenced, (rubber arm), 0pulled in many directions, FOMO, busy, stressed, disorganized, can’t say NO Discerning: self-aware, mindful, intuitive Discerners: tuned in to intuition, bodies needs, calm, rational in a crisis, responsive, balanced, not overwhelmed, assertive, healthy boundaries expectations to priorities, organised not a control-freak. Responder: calm, responsible, wise Responder: wise choices, thoughtful, appropriate decisions, ask questions or get more information, avoid assumptions and rash emotional decisions, quickly assess impact, aware of external world, notice cues of opportunities or risks, natural BS detector and avoid scammers or opportunists, sensory acuity, empathy, balance tuning into their inner and outer world, managing attention and energy, time, space, focus, effective, not busy, add value, healthy boundaries, work life balance, honest conversations, manage Focussed: energized, healthy, organised Focused: aware, witness, think about their thinking, discern what they are consuming, avoid “noise”, repetitive dramas. interrupt the pattern, differentiate, understanding self, triggers, hot-buttons, dysfunctional habits, baggage
- Expedient: quick to judge, assumption maker, biased Expedient, lazy thinkers, quick to judge, skim over info, move on quickly, min effort, assumptions, biases, flawed thinking, incomplete data, broad categorisation, stereotyping, over-simplifying, giant leaps of assumption. Speed and ease is more important to them than accuracy or long-term sustainable solutions. Spontaneous, “in the moment”, not considering impact of their suggestions and decisions. gullible without validating facts or sources. smart and know it all. time is valuable short-cuts. things are “obvious” minimum fuss. most people “don’t get it” Impatient, arrogant, clever Linear thinker: silo thinker, one dimensional, narrow thinking unable to expand thinking beyond the box, perpetuate silo-thinking “us vs them” fall into the trap of cause and obvious effect without considering the ripple effect of changes. Options narrow and limited without considering “wisdom in the room”. Complicator: overload, overwhelm, confuse jumping to conclusions and solutions too quickly without a deeper and wider investigation of the problem. exacerbates conflict damage relationships unnecessarily. Issues confounded root causes or interrelationships between issues are not fully understood overload overwhelm people due to an inability to integrate, simplify and make meaning of the “noise” in the system. Anticipator: see bigger picture, systemic thinker, questioner think strategically long-term big picture. systemically cause and effect and different parts of a system interact with take time to reflect on scenarios, possibilities and unintended consequences. watch trends anticipate change and adapt asking questions both internally in their minds and externally to others to gain additional data or insight to improve their problem solving and decision making. Complexity navigator: complexity analyser, dilemma solver, relevance validator navigate complexity take the time to gather relevant data from multiple, sources, avoid false or superficial information or opinions. organise and analyse the data understand, compare and find answers. creating mental models and variety of options to clarify ambiguous situations and challenge assumptions and paradigms. testing and piloting ideas to gain buy-in and confidence conscious of trade-offs minimum loss and maximum gain. not always a single, linear solution way forward may need to emerge over a period of time as more data becomes available. Meaning maker: integrator, simplifier, insight generator connect dots, ideas, opportunities and people and are excellent at integrating these and making sense of it into a few pictures, themes or statements ideas are found in the space between traditional industries or obvious relationship matches, and they pull people together to innovate something original. simplify. simplest, easiest, quickest and least resource intensive method of doing work i.e. doing more with less. overwhelming amount of input or “noise” and make sense for others with simple reasons, roadmaps, steps and benefits enabling them to take action toward a vision. What is the long-term impact of this decision? What other trends or scenarios or changes might impact our success in the future? What is the impact if we don’t invest in this? Who else could be impacted by this? What is the root cause of this issue? What could some unintended consequences? What might I be overlooking?
- Collaboration Examples Koen brothers, Lady Gaga & Beyonce, Agricultural drones, Disney & Pixar Independent Competitor Independent: prefers to work alone, be in control of own time and energy, self-involved, can be isolated Suspicious: naturally suspicious, sensitive to being hurt, trust needs to be earned, hedges bets, imagines the worst, keeps information to self Protector: protects boundaries and own resources, power or inner circle or team, competitive win-lose mindset, tends to see what I’m giving up Trust Cultivator Inclusive: embraces diversity, cultivates networks, identifies and builds strengths and synergies across boundaries, abundance mindset Trusting: open-hearted, naturally trusting, relationship builder, shows empathy and cultivates trust between people and groups Resolver: seeks common ground, negotiates, resolves conflict, explores win-win solutions, tend to see what everyone gains
- Joseph Munyambanza Status consumer Entitled: self-indulgent, deserving of special treatment, immediate gratification, short-term focus, the “me” and the “now” generation Consumer: tends to observe rather than participate, support or create improvement efforts, consumes ideas, goods, love of others, feels deserving of more Materialist: image conscious, attention seeker, materialistic, gives to receive, superficial chats rather than meaningful conversations Community builder Accountable: takes ownership and responsibility, ethical, admits mistakes, follows-through, does the right thing even when no-one is watching Contributor: gives ideas, time, effort and resources to improve things, adds value through unique skills or talents to situations, teams, project or on-line groups. Mentor: committed to building a legacy for future generations, mentors and encourages others, creates a sense of community.
- FLIGHT – FIGHT – FREEZE (reflexive, limbic) Stress Adrenaline Cortisol