Fit for the Future

Leadership / onboarding / employability / learning / wellbeing / performance management

The ability to learn faster than your competitors may be the only sustainable competitive advantage.

- Arie de Geus

We Need to Revolutionize how we Learn

Learning objectives have evolved. It is no longer just about knowledge and access. Skills are the new currency. We can not learn soft skills by merely watching videos and taking quizzes; instead, it is time to move beyond those traditional approaches towards a new digital learning paradigm. So what is next? Here are four major trends that are defining that new paradigm: Digital Learning 2.0.

This Is the Future of
Learning and Development

Organizations that prioritize learning and development see improvements in talent attraction, employee engagement, market position, and more. In addition the skills necessary for today's workforce have changed. The eight shifts highlighted below will move learning and development from a nice-to-have company perk to an imperative talent strategy for every organization.

3 Vital Skills for the Age of Disruption

The human race has seen more social and technological change in the past two decades than in all previous centuries combined. Today, each new technology scales with bewildering speed. It is no longer an adoption curve; it is an adoption rocket. With AI, genetic engineering and robotics on the anvil, this pace is unlikely to let up anytime soon. It is disrupting political, economic and social systems as well as cultural norms and social roles.

It is also taking a toll on each of us psychologically and emotionally.

Skills Forecast: Trends and Challenges to 2030

The European labour market is challenged by changes in the demographic composition of the labour force and by increasing work complexities and processes.

Skills forecasting makes a useful contribution to decisions by policy-makers, experts and individuals. In this publication, Cedefop presents the latest results of skill supply and demand forecasts. This analysis confirms an increasingly more polarised occupational structure, a trend also highlighted by the main projections.

The Future of Leadership: Anticipating 2030

Part of any move towards a truly inclusive culture is for organisations to realise that talent may no longer reside solely within the business itself. “Not only is the average company lifespan decreasing and economic power shifting to newer cultures, but with the advent of the gig economy even the greatest talent could be anywhere around the world. Organisations will benefit from nurturing a culture and building systems that decentralise control, encourage people to constantly learn, and empower people to take charge and be responsive to changing circumstances.”

Five Predictions for Workplace Wellbeing in the Future

As younger generations start to join the workforce, they bring different expectations with them. Younger workers are more likely to choose their employers based on values, rather than just how much money they’ll make in that role.

Wellbeing in the workplace became a real trend in the last decade – and it’s not going anywhere in the 2020s. But what will workplace wellness look like in the next 10 years? Virgin Pulse asked some experts for their predictions.

A Look at the Future of
Employee Onboarding

The labour market these days is dynamic, it enables businesses to stay relevant and competitive. HR teams are ready to build robust workforces, but there are barriers along the way.

58% of organisations admit that their employee onboarding processes are more about paperwork than people, and 72% of HR professionals say that they adapt their strategy reactively rather than proactively. Real HR should not be about paperwork and endless administration processes. HR departments that centre their employee interactions around it end up paying with poor work culture.

Seeking Responsible

The social, economic and environmental challenges of the 2020s require new approaches to leadership and responsibility. As organizations put sustainability and equitability at the heart of their organizations, they will need a broader range of leadership skills and attributes. An ability to master Mission & Purpose, Technology & Innovation and Stakeholder Inclusion must become second nature. We reveal the Five Elements of Responsible Leadership that high performing organizations display.

The Future Of Performance Management

The performance management process is a trial for many individuals and organizations because it continuously proves to be inconsistent and ineffective. The core philosophies are by in large unrelated to the desired 21st-century business outcomes. Common calibration techniques do very little for our growth. Both at an individual and collective level, we struggle to understand the tasks core purpose and therefore, find challenges in adopting a new set of practices.