Resilient Transformation for Organizations 4.0

The crisis is far from over and we must prepare for what lies ahead in the future. Leaders all over the world are called to harness soft skills or essential skills so we can be more human in navigating a world wherein the norm is change and uncertainty. The call for change, rather transformation is a must in order to recover with the end goal of thriving. LinkedIn in their Global talent trends report of 2019 did a survey  and the results came out saying, “92 percent of companies surveyed reported that human capabilities matter as much or more than hard skills in today’s business world.”

The overwhelming need for resilient transformation for organizations to endure, cope and make it in this uncertain, ambiguous world is no longer an afterthought but one that leaders must embrace not only in this crisis but beyond.

However, these soft skills are the hardest to harness. Conventional training is not sufficient to ensure that skills like empathy, resiliency, self-awareness, agility, innovation, and creativity are instilled in everyday applications in business or in life.

“The historic challenge for leaders is to manage the crisis while building the future.” – Henry Kissinger2

This takes a leader from merely being decisive to one being resilient, flexible, and creative. Managing what is at stake and to continuously create the future for the organization is what it takes to propel your organizations to recovery and thriving.

Let’s face it, human nature is inherently motivated by self, personality, nature, and nurture. Therefore, in order for us to see and feel real behavioral changes, essential skills that make us more humane should be honed, instilled through a regular dose of learning and development, coaching, and application in the workplace and in life.

How will this look like for organizations? These will be through a series of online learning experiences with the application and a combination of individual coaching with an assessment to drive the necessary changes. Leadership creates and drives culture so it must start from the top.

Once this is implemented, then the other people in the organization should be able to immerse themselves in a unique self-improvement virtual learning. They should be given the autonomy to choose the basic skills they would like to have combined with must-have learnings that they should be a part of.

Creativity in online learning experiences is a must so that the learners do not experience “digital fatigue.” For now, these are the learning platforms we can go into unless it is necessary, face to face learning can be done with extreme precautions.

Later on, as the “world gets healed” a blended form of learning is highly recommended.

I once read that since money is and will be scarce, the best way to spend it is in gaining knowledge.

For Resilient Transformation for Organization 4.0 program information, please email us at care@emovation.ph.

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