What challenges are we facing now?
We have all heard the term “Dream Team” and at some point have hoped to either be in one, or leading one.
But it’s not always easy, and particularly now, businesses are having to adapt to new challenges.
In September 2020, The Predictive Index surveyed 160 CEOs about their top priorities and concerns. Their answers, published in the CEO Benchmarking Report highlight some unique challenges that COVID-19 brought to the table, but there was a common thread throughout: Executive and critical teams are struggling to get along and deliver on strategy.
Now with 2021 firmly underway, CEOs are now focusing on what is ahead. The report found that to succeed, leaders will need to rely on their people and build teams that can get the work done. In other words, Team Cohesion is a top priority.
Closer to home, in Australia, AHRI conducted a Pulse survey in June 2020 asking respondents to look forward to help paint a picture of some of the more permanent changes COVID-19 could have on their organisation.
- 49% said changes to their operation, delivery and/or strategy will be permanent
- 13% said changes would be transient, the remainder
- 38% were uncertain
In order to thrive in the future, respondents said that resilience, flexibility, agility, clear communication and digital and virtual capabilities are key areas to develop.
Dr Jim Stanford, economist and director of the Centre for Future Work at The Australia Institute says his organisation’s research has revealed that employers aren’t necessarily interested in particular skills as much as they are looking for the capacities of their workers as human beings.
A large number of employers, says Stanford, are more interested in skills such as leadership, communication, teamwork and collaboration.
What skills will be important?
A 2019 Deloitte report describes a shift in future skills from head to heart. In other words, rather than the cognitive skills of the head, or the manual skills of the hands – both of which are increasingly easy to automate – the jobs that use our hearts will be in greatest demand. These skills include creativity, customer service, care for others and collaboration. The COVID-19 pandemic has only further propelled the importance of cultivating these ‘heart skills’.
How should HR prepare for the future?
What does this mean for HR professionals looking to help create the workforce of the future? It means they need the ability to see, in real time, exactly what’s going on within and around the organisation and its market, in terms of talent.
“HR professionals need to be prepared with data driven advice for the executive team”.
Executive Strategy and the work to be done
As organisations look to 2021 and beyond many have ambitious goals, and while achieving them requires a strong business strategy, they really can’t afford to neglect their people strategy. Businesses don’t run themselves, people do, and that means building a talent strategy that prepares employees for the work to be done.
Understanding why a team may be struggling to execute its goals – and knowing exactly how to move forward to help them succeed is critical to business results. We need to understand how to improve team collaboration, communication, and cohesion, how to pull together that ‘Dream Team’ so that we can work together, trust each other and ultimately, reach those goals.
We must take a new approach to talent strategy:
one that requires understanding ourselves, our teams and our strategy – together.
How can we do this?
We can do this in that crucial data-driven way. By using Predictive Index you can assess you and your team’s behavioural style, then prioritise the work to be done – your teams strategic goals – and from that understand where your team is suited to succeed, and where they may need to stretch.
Using the PI Design module your team data is pulled together in a Team Discovery report so you can see your preferred work styles, identify your team’s current priorities and the strategy you are pursuing. In addition, you will discover your team strengths and potential blind spots and in turn, build your teams chance of success with scientifically backed recommendations.