"The skills that are most in-demand are those that are the hardest for computers to replicate," says Laszlo Bock, CEO of Humu and former Senior Vice President of People Operations at Google. "These include things like emotional intelligence, problem-solving, and creativity."
As organizations strive to achieve their goals and succeed in today's competitive business environment, it is important to have employees with a range of skills that can help them contribute to the success of the organization. According to a report by the World Economic Forum, the top 10 skills that will be in demand in the workplace by 2020 include critical thinking, creativity, and emotional intelligence, among others. In this article, we will explore the top 10 resource qualities that can help create a better-performing workplace, based on these skills. By focusing on building a team with these skills, organizations can create a dynamic and high-performing workplace that is better equipped to achieve its goals.
Adaptability: The ability to adapt to changing circumstances and environments is crucial in today's fast-paced business world. Employees who can adapt quickly and effectively can help their organization stay competitive and respond to new challenges.
Cognitive Readiness: Cognitive readiness refers to the ability to think critically and solve problems. Employees who can analyze situations and come up with creative solutions can be valuable assets to any organization.
Emotional Maturity: Emotional maturity refers to the ability to manage one's own emotions, as well as the emotions of others. Emotionally mature employees can handle stress and conflict healthily and productively, which can have a positive impact on the overall performance of the workplace.
Followership: Followership is the ability to work effectively within a team and support the leader's vision. Employees who are good followers can contribute to the team's goals and work collaboratively with their colleagues.
Humility: Humility is the ability to recognize and acknowledge one's limitations and mistakes, and to be open to learning and growing. Humble employees can take constructive criticism and feedback and are more likely to be receptive to new ideas and approaches.
Listening: The ability to listen actively and attentively is important for effective communication and collaboration. Employees who are good listeners can understand the perspectives of others and can help facilitate productive discussions and decision-making.
Managing-Up: Managing-up refers to the ability to effectively communicate and work with one's manager or supervisor. Employees who can manage up can help ensure that their own goals align with those of the organization, and can help facilitate a positive working relationship with their manager.
Multiple Perspectives: The ability to consider multiple perspectives and viewpoints is important for decision-making and problem-solving. Employees who can consider different angles and viewpoints can help create more well-rounded solutions and strategies.
Productive Inclusion: Productive inclusion refers to the ability to create a positive and inclusive work environment where all team members feel valued and included. Employees who can foster a sense of inclusivity can help create a more cohesive and motivated team.
Validation: Validation is the ability to recognize and appreciate the contributions of others. Employees who can validate the efforts and accomplishments of their colleagues can help create a positive and supportive work culture.
How to measure and enhance these skills?
There are various ways to measure and develop the skills listed above. Here are some suggestions for how to do so:
Adaptability: Adaptability can be measured through assessments and simulations that test an employee's ability to respond to changing circumstances and environments. To develop adaptability, employees can participate in training programs that focus on problem-solving and decision-making and can be encouraged to take on new challenges and responsibilities that require them to think on their feet.
Cognitive Readiness: Cognitive readiness can be measured through aptitude tests and critical thinking assessments. To develop cognitive readiness, employees can be encouraged to participate in training programs that focus on problem-solving and critical thinking and can be given opportunities to take on tasks that require them to analyze and solve problems.
Emotional Maturity: Emotional maturity can be measured through assessments that test an employee's ability to manage their own emotions and the emotions of others. To develop emotional maturity, employees can participate in training programs that focus on emotional intelligence and can be encouraged to practice self-awareness and self-regulation.
Followership: Followership can be measured through assessments that test an employee's ability to work effectively within a team and support the leader's vision. To develop followership, employees can be given opportunities to work on team projects and can be encouraged to seek out leadership development programs.
Humility: Humility can be measured through self-assessments and 360-degree evaluations that gather feedback from colleagues. To develop humility, employees can be encouraged to seek out feedback and to reflect on their limitations and areas for improvement.
Listening: Listening can be measured through assessments that test an employee's ability to listen actively and attentively. To develop listening skills, employees can participate in training programs that focus on communication and can be encouraged to practice active listening in their daily interactions.
Managing-Up: Managing-up can be measured through evaluations from an employee's manager or supervisor. To develop the ability to manage, employees can be encouraged to establish regular check-ins with their manager, to seek feedback and to communicate their goals and priorities.
Multiple Perspectives: The ability to consider multiple perspectives can be measured through assessments that test an employee's ability to think critically and consider different viewpoints. To develop this skill, employees can be encouraged to participate in diversity and inclusion training and can be given opportunities to work on projects that require them to consider multiple perspectives.
Productive Inclusion: Productive inclusion can be measured through employee surveys and focus groups that gather feedback on the level of inclusivity in the workplace. To develop a sense of productive inclusion, employees can be encouraged to participate in diversity and inclusion training and can be given opportunities to work on projects that require collaboration with a diverse group of colleagues.
Validation: Validation can be measured through evaluations from colleagues and supervisors that assess an employee's ability to recognize and appreciate the contributions of others. To develop the ability to validate, employees can be encouraged to practice gratitude and to make a conscious effort to recognize and appreciate the efforts of their colleagues.
Conclusion
In conclusion, the top 10 resource qualities for a better-performing workplace are adaptability, cognitive readiness, emotional maturity, followership, humility, listening, managing-up, multiple perspectives, productive inclusion, and validation. These skills can help employees contribute to the success of their organization and create a positive and productive work environment. To measure and develop these skills, organizations can use a variety of methods such as assessments, training programs, and performance evaluations.
For readers looking to create a better-performing workplace, the next steps could include:
Assessing the current skill levels of your team and identifying any gaps.
Developing a plan for training and development that focuses on the skills listed above. This could include creating training programs, offering mentorship opportunities, or encouraging employees to seek out professional development resources.
Incorporating measures of these skills into performance evaluations and goal-setting processes. This can help ensure that employees are aware of the importance of these skills and are held accountable for developing them.
Creating a culture of continuous learning and development, where employees are encouraged to continually grow and improve their skills. This can be achieved through regular feedback and coaching, as well as opportunities for employees to take on new challenges and responsibilities.
Overall, by focusing on building a team with a diverse range of skills and abilities, organizations can create a dynamic and high-performing workplace that is better equipped to achieve its goals and succeed in today's competitive business environment.