Development Beyond Learning understand that organisations, divisions and individuals are under pressure to deliver more for less. Learning and development is no exception!
Too often we see companies spending three-fold the time, energy and resources to design, develop and maintain soft-skill training programs that could simply be purchased and easily leveraged to meet and complement strategic development needs.
During May to 31 July, DBL are offering organisations an opportunity to pilot and experience our Future Skills* development program in Sydney, Melbourne or Brisbane, as either a half day or full day workshop.
Half Day Workshop - Two standardised modules at the reduced rate of A$2,487 + GST.
Full Day Workshop – Three standardised modules at the reduce rate of A$3,987 + GST.
The types of skills that were once considered ‘soft’ skills are becoming the ‘hard’ skills of tomorrow. As the environment continuously changes, technologies advance and more work becomes automated, the skills that will be most important in the future are those that are ‘uniquely human‘ and ‘transferable’. These are the skills that no matter how advanced AI and other technologies become, can never be replaced.
Our beliefs help drives our behaviours and results. More specifically, our beliefs about intelligence (whether itis fixed or can grow) affect how we learn and how we deal with challenging situations, such as setbacks, failure and critical feedback. The power of mindset has attracted increasing attention over time and now, insights from neurology teach us that our brain malleable and that intelligence can be developed. We all have the capacity to apply an optimal ‘growth’ mindset. The secret lies in recognising our ‘fixed’ mindset triggers and managing these, so we consciously choose more helpful, positive beliefs –and therefore behaviours.
Making decisions based on sound judgement without personal agenda, emotion or bias is a key future skill. It is essential to being able to identify and solve the right problems effectively and strategically. Critical thinking can be learnt by understanding and applying three underlying strategies: reflection (not reaction based on biases), reasons, and alternatives.
Complex problem solving is arguably the most important skill for todays and future workforces. Complex problem solving can be approached by using the Design Thinking methodology. This approach to uncovering and generating solutions for 'wicked' problems helps to unlock creativity and innovation by using empathy, collaboration and experimentation.
Creativity is not an ability that comes through mystic inspiration like a bolt of lightning – it can be developed, by all of us. Creativity is a key skill to help solve problems and develop innovation. Three mindsets which can help us to develop and apply creativity are empathy, collaboration and experimentation.
Collaboration is a key skill in the 21st century workplace and beyond, but there are some common barriers that often prevent individuals and organisations from reaping the potential rewards of collaboration. Having a common goal, understanding each other’s contribution and making space for that to occur, knowing how to reach a consensus and compromise and manage conflict, and promoting a culture that supports and enables collaboration are key practical components that help groups improve their collaboration.
Darwin and evolution showed us that it is not the strongest or even most intelligent beings that survived, but those most able to adapt to their environment. Likewise, there are many examples of companies that failed to adapt and didn’t survive. With the increasing pace and complexity of change, we need to be able to adapt – this means demonstrating flexibility in dealing with change as we strive to reach our objectives. “We should write our goals in stone and our plans in sand”.
We live in a ‘VUCA’ (Volatility, Uncertainty, Complexity and Ambiguity) world of fast change, information overload and constantly emerging technology. Organisational changes, changing roles and expectations we hold of ourselves often leave people feeling overwhelmed. Being resilient means more than being able to cope with change and survive it – means thriving in constantly changing environment. To do this, we need to be aware of our reactions to change and learn strategies to strengthen our inner resilience in the face of the stress, obstacles and difficulties that change can bring.
Your early career talent, frontline managers and emerging leaders.