“50% of all your employees will need to gain entirely new in-demand skills and competencies to keep up with the digital transformation and stay employable”
This decade is forecast to experience major disruption which will affect the 5 core markets of Information, Energy, Transport, Food and Materials. We're not even halfway through and we've experienced the climate change crisis, a pandemic and conflict in Europe. The effects will be far-reaching. Leaders will need to be equipped with a new set of skills to be able to navigate this disruption. Organisations must invest in their talent, helping them to upskill and reskill to ensure they are future ready, now.
If you would like to find out more about 'Future Skills, Future Thinking' you can access our white paper below.
Our Future Skills portfolio will help your employees get 'future fit'. Developed to reflect the need for greater self-awareness, courses are designed to help build the visible critical skills such as communication and teamworking - PERFORMANCE - alongside the need for enhanced 'human skills' - SELF-AWARENESS and RELATIONSHIPS.
Without this focus on inner development (SELF-AWARENESS and RELATIONSHIPS) development programmes will only deliver short term impact. Start today by reviewing the Future SKills Checklist (drawing on industry leading thinking and best practice).
Getting future fit means building the mindset to be agile, to be able to operate in complexity, to have the resilience and mental fitness to be able to self-lead and be open to explore, empathise, innovate, navigate and to act. Drawing on industry leading thinking and word-class tools we use in the development of leaders and teams, we categorise future skills into 3 key areas.
When facing an uncertain and unpredictable future—where 85% of jobs in the next 5 years haven’t even been invented yet—it's vital that you help your employees develop an agile, flexible, self-aware and self–managing mindset so that they can adapt and take responsibility for their own performance as the business world changes round them.
Making the most of working relationships requires a deeper awareness of the impact you have on others so that you can self-regulate. This Emotional Intelligence can be learnt but it does need the support of coaches and facilitators who understand how to identify behaviour traps that have a negative effect on others.
We develop the critical skills and knowledge needed to complete tasks and activities more effectively. This might range from managing performance, to driving innovation or coaching team members in order to improve their skills and empower them in their roles.
Getting future fit means building the mindset to be agile, to be able to operate in complexity, to have the resilience and mental fitness to be able to self-lead and be open to explore, empathise, innovate, navigate and to act. Drawing on industry leading thinking and word-class tools we use in the development of leaders and teams, we categorise future skills into 3 key areas. View our Future Skills modules below:
To understand more about the skill gaps in your organisation we will design and implement a bespoke Development Needs Assessment, ensuring your L & D investment is targeted at getting your employees future fit and equipped with the desired skills and attributes for sustainable and continuous growth.
We take an experiential approach to learning which typically leads to greater impact. Virtual workshops are designed to be delivered as 2 x 90 minute sessions or 1 x 3 hour session with takeaways to apply learning or actions in the workplace. There is a clear focus on application of learning. Participants are given the time and space to practice, reflect and improve their skills in real-time.
Participants explore frameworks and best practice with facilitators helping to understand how to apply. Time is given for practice, reflection and interactivity in a safe learning environment with toolkits and job aids provided to help applying learning back into the workplace.
Facilitators help participants to understand the 'why' and the root cause so that participants begin to increase their self-awareness so that they can effectively develop self-command and manage the impact they have on others.
Workshops are created with the outcomes in mind, providing deeper insights which empower participants to take responsibility and ownership of their own continuing development.
Investing in employee development has proven to not only improve performance, but also to improve retention as employees expect and seek out employers who will provide personal and professional development.
Future Skills workshops are designed to stretch and grow skills AND attributes, recognising that everyone is on their own individual development journey. We use a range of approaches to respond to the various adult development stages that people operate at. The content and activities are rooted in experiential learning which has been proven over 30 years of working with organisations to unlock the self-awareness needed.
Our approach incorporates multiple dimensions which results in longer lasting impact - continuous growth far beyond any programme we deliver.
Increasing self-awareness to self-lead and build better collaborative working relationships by unlocking authentic and best self.
Developing critical skills improves performance: communication, problem-solving, strategic and critical thinking, decision-making and leading high performing teams.
Developing systems awareness and strategic thinking to be able to drive growth in line with the organisation's purpose and future vision.
Developing an awareness of external factors which impact on organisational performance and how to build teams and cultures to thrive in complexity.
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