This isn’t about some ‘far future’ of work – change is already happening, and accelerating.
No regrets and bets.
The future isn’t a fixed destination. Plan for a dynamic rather than a static future. You’ll need to recognise multiple and evolving scenarios. Make ‘no regrets’ moves that work with most scenarios – but you’ll need to make some ‘bets’ too.
Make a bigger leap.
Don’t be constrained by your starting point. You might need a more radical change than just a small step away from where you are today.
Own the automation debate.
Automation and Artificial Intelligence (AI) will affect every level of the business and its people. It’s too important an issue to leave to IT (or HR) alone. A depth of understanding and keen insight into the changing technology landscape is
People not jobs.
Organisations can’t protect jobs which are made redundant by technology – but they do have a responsibility to their people. Protect people not jobs. Nurture agility, adaptability and re-skilling.
Build a clear narrative.
A third of workers are anxious about the future and their job due to automation – an anxiety that kills confidence and the willingness to innovate. How your employees feel affects the business today – so start a mature conversation about the future.
Chosen excerpts by Job Market Monitor. Read the whole story at Workforce of the future: The competing forces shaping 2030
Pingback: The Future of Work and Skills Acquisition – A shift in mindset is needed | Job Market Monitor - August 21, 2019
Pingback: The Geography of the Future of Work in US – A mosaic of local economies on diverging trajectories | Job Market Monitor - August 31, 2019
Pingback: Future of Work in Ireland – Six groups with the largest number of persons employed whose jobs were at high risk of automation | Job Market Monitor - August 27, 2020