Neumann Executive’s Post

Leaders must adapt quickly to stay caught up in today's rapidly evolving business world. McKinsey reports that 87% of executives foresee skill gaps in their workforce. To address this, companies should: - Invest in Employee Development: Create custom learning plans and training programs to build a flexible workforce. - Leverage Technology for Talent Management: Use AI-powered tools to identify skill gaps and improve hiring efficiency. - Foster Innovation and Collaboration: Encourage cross-functional teamwork and experimentation. - Develop Soft Skills: Use targeted training to enhance communication, problem-solving, and adaptability. - Build a Diverse Workforce: Embrace inclusion to tap into a broader talent pool and drive creativity. Staying ahead requires constant learning and adaptation. By investing in these strategies, leaders can build a future-ready workforce that drives long-term success. #Leadership #TalentManagement #EmployeeDevelopment #Innovation #DiversityAndInclusion #FutureOfWork #BusinessGrowth

Trying to plan for the future is difficult. Planning for the future of talent development right now is impossible. With rapid technological evolution, the need to pre-skill our workforce for the unknown future has never been more critical. What can we do? - Focus on Potential: As the shelf life of skills diminishes, prioritise hiring and promoting based on potential rather than past accomplishments. Skills like learning agility, curiosity, and adaptability are becoming increasingly invaluable in navigating future uncertainties. By investing in foundational qualities of employability, organisations can better prepare their workforce for whatever lies ahead. - Provide Data-Driven Feedback: During uncertainty, employees need guidance on how to identify their talents, then build towards their career vision. Offering feedback grounded in data—from assessments, internal metrics, and peer evaluations—can help individuals understand their strengths and opportunities for growth. With a coaching mindset, leaders can nurture talent proactively and facilitate this skill development. - Focus on Talent Expansion: Rather than pigeonholing employees into specific roles, encourage skill diversification and versatility. Empower individuals to adapt to evolving demands and embrace new challenges. This approach not only enhances workforce agility but also promotes diversity and inclusion. - Invest in Leadership Skills: Investing in leadership development entails promoting individuals with the right soft skills and fostering collaboration and inclusivity. By prioritising future-oriented qualities like learning ability and integrity, organisations can cultivate a leadership pipeline equipped to thrive in the human-AI age. In an age of constant technological disruption, the ability to adapt and innovate rests on our collective commitment to nurturing human potential. #FutureOfWork #SkillDevelopment #LeadershipDevelopment #DealingInPotential

Read our latest blog for insights on identifying future skills, upskilling, and leveraging technology.🌟 #talentacquisition #leadership #futureofwork

🌟 Embrace the Skills Revolution 🚀 In the ever-evolving landscape of business, there's a transformative shift taking place—a move from traditional job structures to a dynamic skills-based paradigm. This shift isn't just a trend; it's a necessity for any company striving to stay ahead in today's competitive market. Think Netflix, Google, and Bank of America—they've already made the leap, redefining roles and fostering a culture of skill-centricity The World Economic Forum has launched a bold initiative to reskill one billion jobs globally within the next decade. We're witnessing a reskilling revolution, and the key to success lies in creating the right environment—a skills-based environment. Here's what this means for how we work : 🚀 Proactive Leadership: Leaders must champion the skills agenda, strategically prioritizing critical skills. Learning isn't just a support function anymore; it's integral to executing your business strategy. 🚀Empowered Employees: With a skills-based approach, employees gain newfound flexibility in their career paths. However, they must take ownership of their skill development and trajectory. 🚀Performance Redefined: Rewards and performance evaluations will now reflect the importance of specific skills and the ability to adapt quickly to emerging ones. Skills have become the new currency in today's workforce, prompting a reevaluation of the Employee Value Proposition and strategic execution. Need guidance on navigating this shift? Dive into resources like the Mecer Global Talent Trends Study and curated articles for actionable insights. (Attached in the first comments section) Are companies in South Africa fully embracing this paradigm shift, or are we still in the evaluation phase? Are there real-world examples of successful implementation, or are we seeing a hybrid approach? Let's discuss and embark on this journey together! #SkillsRevolution #FutureOfWork Game2Change Learning Merle van Rijssen Simon R. Zoey Prince (le Grange) Reana du Toit James Lawrenson

🚀 Sharing our latest blog: How To Future-Proof your Workforce: Strategies for Success! 🎯 🌟With the Fourth Industrial Revolution well underway and the Fifth already emerging, the pace of change in business is breathtaking. Businesses must be agile and evolve to thrive. Your workforce must also be equipped to adapt. 🌐 In this new blog, we discuss how you can address these talent acquisition challenges and future-proof your workforce! We share insights on: ✨ Identifying Future Skills Needs ✨ Upskilling and Reskilling ✨ Leveraging Technology 🚀 Read more at https://lnkd.in/eWfbxm-p Whether you're building your Executive Leadership team or expanding Go-To-Market teams, this is your roadmap to success. Talk to Alex Partners  about talent acquisition strategies for your business. 💬 #talentacquisition #europe #leadership #executivesearch #csuiteleaders

Good, short article from the World Economic Forum highlights 6 key factors for implementing a successful skills-first approach for building or buying talent, although they apply to all skills initiatives. All points are important but here are 3 that we have recently been talking about a great deal at Lexonis: Sponsorship from leadership - it doesn't whether its AI, shiny new software from the latest start-up vendor or the best skills ontology or taxonomy in the world, if you don't have or you don't know how to get sponsorship from your leadership team, your project is going to fail. FULL STOP. Alignment with business needs - this pretty much merges with the first point. Why are you doing skills? At Lexonis we say 'start with the end in mind'; what are the business challenges that you are looking to address? Get those right and you are more likely to get sponsorship from your leadership team. Particularly when you demonstrate the direct impact on your organization's performance metrics. Lead with effective communication - good change management practices are critical and a large part of that involves effective communication. Its easy to do but don't skimp on this. At Lexonis, our consultants advocate the ADKAR model. Watch a recording of our webinar 'Successful HR Tech Implementation: 5 Key Change Management Tips' for more helpful advice for successful implementation: https://lnkd.in/gRGwPiVK #skillsfirst #skillsdevelopment #talentmanagement

📣 Beloved community, many of us share DMs and notes to each other and across our broader community about ambitions to move into management and leadership positions, wanting to improve the performance of our teams, aspiring to be the best we can be. 💥 All of that is related to #performance. 👉🏼 A very practical approach to managing our and our teams' performance is a skills-based, competencies-based approach. (and remember: HR metrics are some of the most powerful metrics for understanding current and predicting future performance). #employeeengagement #organizationalperformance #performancemanagement 👇🏼

🌟 Unlock the secrets to building a future-fit workforce in the digital age with OnTrack International! 🚀 🔍 As the digital landscape evolves rapidly, business leaders are faced with the imperative to cultivate a future-ready workforce, equipped to excel amidst technological advancements and rapid change. Let's dive into the key insights from Paul Heath, Head of Client Solutions, OnTrack International: 🚀 **Upskilling Dilemma**: Amidst digital transformation, senior leaders grapple with the challenge of upskilling employees to keep pace with technology and drive growth. 🌟 **People vs Technology**: In a tech-dominated world, the role of people remains crucial. The focus shifts to nurturing a future-fit workforce that can maximise the potential of technology. 📊 **Leadership Strategies**: Discover how leaders can create a future-fit workforce by fostering an outward mindset, enhancing networks, and emphasising transferable skills like critical thinking and adaptability. ⚡ **Learning Evolution**: Explore the latest learning methods to empower employees to become agile thinkers in an ever-changing environment. 💡 Ready to future-proof your workforce? Learn more at https://lnkd.in/e7HAnZSN and equip your team with the skills needed for success! #FutureFitWorkforce #DigitalTransformation #LeadershipStrategies #OnTrackInternational #UpSkillNow 🚀🌐

Transforming how things work in organisations is a big job, and even though it brings lots of opportunities, there can be challenges when people are involved. Sometimes, employees might not like the changes or feel worried about their jobs which I’m sure has happened to most people at some point in their careers. Business leaders have long walked a talent tightrope—carefully balancing budgets while retaining key people. To make sure everything goes smoothly, leaders need to be clear and involve people in the process at the right time. It's important to talk openly about the changes and show how they can make a positive difference. Keeping talented people and finding new ones can be tricky, especially when other organisations are also looking for similarly skilled workers. Today this very much needs to focus more on matching top talent to the highest-value roles. McKinsey research shows that, in many organisations, between 20 and 30 percent of critical roles aren’t filled by the most appropriate people. As we adopt new ways of doing things, making sure everyone has the right skills is crucial. This means identifying what skills are needed, providing the right training, and encouraging everyone to keep learning. By facing these challenges directly, organisations have a better chance to change successfully, making things better for everyone involved.

Transforming how things work in organisations is a big job, and even though it brings lots of opportunities, there can be challenges when people are involved. Sometimes, employees might not like the changes or feel worried about their jobs which I’m sure has happened to most people at some point in their careers. Business leaders have long walked a talent tightrope—carefully balancing budgets while retaining key people. To make sure everything goes smoothly, leaders need to be clear and involve people in the process at the right time. It's important to talk openly about the changes and show how they can make a positive difference. Keeping talented people and finding new ones can be tricky, especially when other organisations are also looking for similarly skilled workers. Today this very much needs to focus more on matching top talent to the highest-value roles. McKinsey research shows that, in many organisations, between 20 and 30 percent of critical roles aren’t filled by the most appropriate people. As we adopt new ways of doing things, making sure everyone has the right skills is crucial. This means identifying what skills are needed, providing the right training, and encouraging everyone to keep learning. By facing these challenges directly, organisations have a better chance to change successfully, making things better for everyone involved.