Why You And Your Company Should Prioritise ‘Change Ability’

Why You And Your Company Should Prioritise ‘Change Ability’

Why Soft Skills Are Essential Skills and Competencies For Future Business Success

For decades, ‘soft skills’ have been a major topic of conversation for business growth and development. A workforce having a broader mix of skills shows high rates of productivity and innovation that are crucial factors for organisation success and national prosperity.

Additionally, business research has always shown a consistent relationship between economic growth and effective human capital. Shining a light on the essential skill metrics and other competencies crucial for future business success.

Change Ability is the Key: Traditional Soft Skills Emerging as Workforce Essential Skills

Traditionally, soft skills are referred to as enterprise and employability skills that can be transferred between occupation and industries. Skills like teamwork, emotional judgement, communication, professional ethics, and problem-solving tactics are all counted as soft skills. Now with modernisation, these skills are more appropriately emerging as essential skills that will fuel business growth in future.

With the advent of the global pandemic, the essential skill metrics appears to be taking a swing towards change ability skills such as creativity, imagination, curiosity, and resilience to help organisations in becoming adaptable with any prevailing circumstances.

During COVID-19, Organisations have made fundamental changes at a rapid pace making the workforce CHANGE ABLE to ensure business sustainability & growth is maintained. Sarah McCanne, CEO of Australian HR Institute, strongly advises companies to invest in its human resource change ability skill development to enhance business productivity. As a workforce, we need to make sure that we nurture and grow this capability and more into the future as the world is going to continue to change at an increasingly rapid pace.

As globalisation, technology and demographic shifts continue to shape business operations, the significance of essential skills is also becoming crucial to future business growth: More businesses are adopting a remote working model to comply with social distancing policies and ensure community safety is maintained.

Coronavirus, a situation defining crisis has potentially turned into a great catalyst for business transformation. Business models that were previously expected to develop over a course of years have unfolded before our eyes in a period of few months. If the current circumstances call for restructured workplaces, rapid learning, redefined roles, and reserves of trust which it does, then organisations are challenged to do this and more to address COVID-19 pandemic. And businesses MUST invest in and develop its workforce’s essential skills to thrive in future.

Cognitive Flexibility, An Added Essential Skills

The 2020 global pandemic has also highlighted a paradigm turn towards cognitive flexibility as an added ‘essential skill’ that will enable businesses and individuals to make radical shifts in their behaviour, mindset, and perspective depending on the situation.

Strongly emphasising the need of businesses to become change able to sustain in these constantly changing global business dynamics. This also proposes that most businesses will now be experiencing a shift from employer-led to the employee-led workplace.

Previously, most employers used to set the terms of flexible working policies in which they specified the span of hours with only certain roles that could be done remotely. Now with inevitable uncertainty, in the employee-led workplace employers will have little control to specify where, and to a certain extent, when employees work. Of course, the business still needs to deliver so increased, and personalised flexibility must be beneficial to all; the employee, their team, and the business.

Recent surveys conducted by Australian HR Institute have revealed that many organisations are planning to thrive within a remote working organisation model as part of long-term real estate planning. Many employers have realised offering flexibility has now become crucial to maintaining a competitive edge in the market. Sarah McCanne states, “COVID-19 has demonstrated that flexible working can be done effectively and productively, and there’s the opportunity for them to reduce costs.”

Future HR Responsibilities Redefined

HR leaders need to play to ensure their organisations thrive in future.

The HR department needs to continue to take a strategic view of the business, and its employees to support future growth. The following roles will now have higher significance for HR professionals to ensure business sustainability and future growth.

  • HR must take the lead on embedding the necessary changeability, resilience, creativity, curiosity, and cognitive flexibility traits in its
  • Long-term strategic workforce planning will be a key component of HR’s role in the
  • HR will have to partner strategically with the office of CIO (the Chief Information Officer) because the bond between people and technology is forecasted to grow stronger with most workforce operating from remote

In the future, as technologies progress employees job roles, and skills will need to adapt, change, and grow to take full advantage of the new technological and digitised era. Thus, businesses which invest and capitalise upon workforce changeability skills are expected to thrive in future.

As, famous inventor, Charles Kettering said, “The world hates change, yet it is the only thing that has brought progress.” Uncertainty bought by COVID-19 has refined many business models and has made the organisations perform to their best possible potential.


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