What Skills Do you Need for Future Growth?

Targeted programs to develop critical skills

A starting point for talent development planning

“82% of employees and 62% of HR Directors believe that workers will need to hone their current skills or acquire new ones at least once a year in order to maintain competitive advantage in a global job market.”

Harvard Business Review, May 31 2021

Working with our clients, we will help to identify the critical skills needed to achieve the organization's vision. We will then design and implement a Development Needs Assessment which is analyzed to identify the skills gaps which must be addressed to reach the agreed destination. This data provides a starting point for design of the program and measures to demonstrate impact after delivery of the program.

The Development Needs Assessment can be designed to reflect your organization's Behavior or Competency Framework and can be integrated into your ongoing development and performance monitoring processes providing an analytics-based approach which supports predictive L & D investment decisions and return on investment measures.

Future skills development

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, empathize, innovate, navigate and to act. Drawing on industry leading thinking and word-class tools we use in the development of leaders and teams, we categorize future skills into 3 key areas. These inform the design of the Future Skills programs.


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 behavior 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.

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