E5 | The future of skills - building skills in the age of automation to set your people apart - CIPD - CIPD Festival of Work
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E5 | The future of skills – building skills in the age of automation to set your people apart Chaired by: Lizzie Crowley Skills Advisor CIPD
CLAIRE FOX CHIEF OPERATING OFFICER
What does automation mean?
Automation is about humans
humanness
leadership
Learning
digital exclusion
Humanness
Leadership
Learning
Psychological Flexibility for a challenging future Skills to cope with change Dr. Richard A. MacKinnon
Challenges in a future ‘age of automation’? ▪ The search for meaning ▪ Dealing with unwanted change ▪ Relearning, retraining ▪ Unsustainable working styles ▪ Working interdependently ▪ Managing boundaries
The unhelpful patterns we can fall into ▪ Automatic responses to the world around us ▪ Using passing emotions as cues for action ▪ Mental time-travel to a scary future ▪ Prioritising the avoidance of discomfort
Yet discomfort is all around us…
What forms of
discomfort have
you experienced
so far today?To what extent has
this discomfort
impacted your
behaviour?If we can anticipate
challenges due to
increased automation,
shouldn’t we start
preparing now?
A proactive strategy,
rather than reactive
mopping up.Psychological Flexibility
▪ An evidence-based approach to developing
critical skills, emerged from
psychotherapeutic world.
▪ Building the capacity:
▪ To be mindful and aware in the here and now
▪ To interact helpfully with thoughts and
emotions
▪ To keep going despite discomfort in pursuit of
meaningful goals.Psychological Flexibility as a critical skill for the future ▪ To persist in the face of setbacks and discomfort that comes with change ▪ To engage mindfully and with focus: ▪ New skills ▪ New working arrangements ▪ New challenges ▪ New expectations ▪ To focus on what really matters
1. Show up! Present moment awareness A flexible self-concept
1. Show up! Present moment awareness A flexible self-concept
1. Show up! Present moment awareness A flexible self-concept
2. Let go! De-fuse from thoughts Accept the discomfort
2. Let go! De-fuse from thoughts Accept the discomfort
2. Let go! De-fuse from thoughts Accept the discomfort
3. Get moving! Be clear on what matters Go for your goals
3. Get moving! Be clear on what matters Go for your goals
3. Get moving! Be clear on what matters Go for your goals
What can I start doing today? ▪ A thought it just a thought ▪ Practice directing your focus ▪ Notice your emotional state ▪ Ask yourself “Is this helpful?” ▪ Ask “what would me at my best do?” ▪ Look out for discomfort and embrace it
Next steps and learning more ▪ Visit worklifepsych.com/PsychologicalFlexibility ▪ Download the guide and review the principles. ▪ Check out the ‘My Pocket Psych’ podcast ▪ Email me! richard@worklifepsych.com
The Future of Skills – Building Skills in the Age of Automation to Set Your People Apart Prepared and Presented by Maurice Collis, Director Leadership Development
Agility • We are a global logistics company • We are and we will be affected by automation in many areas: • Robots already appearing in warehouse • Sensors, robots, cameras, smart solutions reducing locations. “Picker’ will be a job of the past soon need for manual inventory….and much more • New software applications are affecting clerical • Humans will be involved in more creative tasks and admin roles. Predictive analytics will account for variables like weather, traffic etc
Who am I?
We need our people across all generations to develop higher level skills
But wait a moment…as you can see I am not a Millenial
• I’m in this list:
Traditionalists – pre 1945
Baby Boomers – 1946 – 1964
Generation X – 1965 – 1980
Millennials – 1981 – 2000
Generation Z – after 2000
• I’m in there somewhere. As you know,
It’s the first time in history we have five generations at work
• People say we are all different but we’ll see
64Let’s Find out who we are
I’m a baby boomer – you may have guessed
And as we are not stuffy, introverted HR People any more here’s the challenge
When you see your Generation at the bottom of the slide get to your feet and salute
your peers
…..in your own special way!
It’s my 49th year at work and much has changed -
libraries and typing pools – my generation has
needed to acquire new skills in line with
technological progress
With increasing automation this will accelerate for
all of us
65Keep Acquiring Skills and break out of the comfort zone
• More people than ever want to work on after the traditional
retirement age – and 25% do. The other 75% want to but can’t
• They did not continuously upgrade their skills across their
lifetime. But now it’s not an option!
• People need to change and acquire new skills and we need to
encourage this
• Nobody can stay in the same role forever and we need to help
people reinvent themselves. Automation and new technology
demands higher level skills
• Creating a safe environment to learn and fail and learn again is
essential for breaking out of the comfort zone
66A Quick Peek at the Generations
No time to list all supposed differences – just a couple
Duty and loyalty. Last generation to spend entire career
Traditionalist/Silent – pre 1945 at one company
Self worth tied to career and often seen as workaholics’
Baby Boomers – 1946-64 driven by material acquisition, title and success, Have
optimism and youthful outlook even as they grow older
Independent and have self direction; skeptical about
Generation X 1965-80 authority; Ask for feedback only when they need it; like
to work alone; very technologically literate
First to grow up using internet and technology at early
Millennials 1981-2000 age; Confident (overconfident?) Require feedback,
workplace rewards, idealistic;
Digital natives; maybe shorter attention spans; limited
Generation Z post 2000 interpersonal skills; Creative; desire for opportunities to
use their many skills 67Let’s Not Emphasize the Differences!
• We don’t like to emphasize these differences
• This can lead to division and generational
cliques – we search for Collaboration
• Everyone – regardless of age – has useful
experience – just different experiences
• We need to enable these different experiences
to be shared
Traditionalist pre-1945 Stand Up and wave!!
68We are all Connected
• There is a strong thread connecting all the generations
• We need to emphasize this to avoid disengagement and passive job search and
leverage the variety of skills, technological and more that they have
• We all know, don’t we, that people leave because of
lack of leadership, growth, meaning, autonomy and
relatedness
• We are focusing on all of these. Simon Sinek poses
the question ”What is your Why?” And do you know?
69Redeveloping All We do
We have redeveloped our Leadership programs with projects that focus on new
technological trends as well as others
• Core: LDP (CEOs); MDP (Directors, Senior
Managers), AWM (Managers)
• Specialist: OpsX; BMX; SSX; HTSAP;
Collaboration; HR & People Skills; FYV
• *Conflict Management: *Creative Thinking and
Innovation – in development
• Note: They all have internal Agility facilitators
• Next year we will start to create Coursera like
videos and create our own L&D app
Baby Boomers 1946-64 Stand Up and wave !!!
70Let’s Move from The knowing to the Doing
• The underlying principle is to “move from the
knowing to the doing” for all generations
• To enable this our programs are not just delivery
as they involve executable projects and action
plans in teams with feedback on results. We
want to see how we can take advantage of new
technology.
• We try no to run consecutive days but rather
create Blocks with practice and reflection in
between
71The Vital Few
• As well as providing learning the programs help us
identify what Tomos Chamorro-Premuzic refers to as
“The Vital Few”
• The programs are challenging and do encourage
people to leave the safety of their comfort zone
• Not a deliberate intention but it should have been:
we discovered increased bonding and networking,
sharing of information across all generations
Generation X 1965-80 stand up and wave!!
72Emerging Key Attributes
Gradually we saw key attributes emerging across all generations:
Positivity
Determination Enthusiasm
Intelligence Humility
Curiosity
Consistency
Willingness to
break out of CZ Focus on
Exceed Priorities
Targets
Attributes observed across all generations
73Succession….What?
Succession Planning ??
• There is one area that has perplexed us – Succession Planning
• Apologies to the purists but we believe it’s an obsolete term. This is not the 1970s where hierarchies and structures were stable for years
• Our focus is on anticipating future required technological and leadership capabilities and preparing people for this
• Not Succession Planning but Leadership readiness
74Collaboration
Networks
• Across the globe, across Regions, across countries and within cities
collaboration across all generations is happening and improving day by day
• In the past people knew each other but did not know each other
• That has changed and you can see it in the lively spirit in which people work
• People are linking together and creating their own networks and sharing ideas
on what we need for the future
All Millennials 1981 to 2000– Generation Y – please stand up and wave!!
75Collisions are good
A Subtle Change
• No longer will you see people walk by and simply nod…. Say“Hi!”
• “Collisions” are arising through the creation of teams working on projects in our
programs
• Barriers are breaking down
• The project work has led to the search for
information across traditional boundaries
with the older and the younger generations
consulting each other for new perspectives
and adapting to new technologies
• This is creating new ideas, new thoughts
and sharpening skills for the future
76Where is Your Voice
Influence
• The core programs and the projects have led to many improvements as well as
the increased bonding and networking
• But it also highlighted another major point we needed to help people “Find their
Voice”
• We have developed a program to do this that enables participants to move from
passive presentation delivery to more energetic and influential delivery
• Too many good ideas can be missed through poor presentation – after all if
your not enthused about your idea why should I be
• We are encouraging and assisting formation of Toastmaster Groups
• Improved confidence and improved relationships are increasing
77Where do we go now?
We don’t have all the answers
• But we do know there is no end to the journey. Developing people never ends.
It is now not just “soft” skills but technology awareness that is key
• We have started something and there is no endpoint – only a self created one.
• And that’s when someone ceases to be curious but we want to help all our
employees avoid that and to continue to crave for more knowledge and skill
All Generation Z after 2000 please stand up and wave!!!
78It’s a Risky Business this Developing….
The Old Story
• We all know that overused story about the
conversation between the CEO and the CFO.
“What if we develop and they leave vs What if
we don’t and they stay
• Certainly we have found we must have a
dialogue about Career Development and new
skills and knowledge required with those who
have attended Core Programs
• It gives us insights into what we must do
• The very conversation can be the difference
between someone thinking of leaving and
actually taking the decision to do so
79Good People will leave….
Never Darken Our door again!
• Younger Generations will get more experience in one year than I got in three
• The pace of gaining experience and development is faster
• We often hear that Millennials expect promotion
quickly but arguably they are ready
• We can only sustain engagement through autonomy,
meaningful work and development
• When that runs out of steam they will leave us to
continue the journey
• We need a change of attitude that they are being
developed elsewhere and will come back to us with
more knowledge and skill that we need
80The Future
The Future is Exciting
• The drive for what needs to be learned is gradually shifting from us to the
learners
• Many people are now taking responsibility for their own learning outside of
what we offer and coming back with ideas on how new technology should be
used
• And for sure in the years ahead we see greater use of technology and apps in
the delivery of our learning experience
• And again this is being driven by the learners who are approaching me with
great ideas on how we can achieve this
81Finale
• And it has gone further – all over the Middle East and Africa learners from all
ages are asking to become facilitators
• They are being coached to do so
• The great thing is that they are all different with diverse ways of approaching
learning
• And for the future that can only enhance the way we match the creation of new
skills with emerging technology
• Together we will embrace new technology and automation and have more
creative employees to enhance its potential
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