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THE FUTURE OF  WORK

part three

Young Accountant
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We're working on it

  • Retired population increase of 7.5% in the last 10 years (#1).

  • Current employment rate is 96.2% (#2).

  • Just 3.8% is unemployed,the lowest since 1971.

 

A similar dynamic applies in the USA... since 1969 (#3)

01 Headcount planning and pipelining 

02 Create a platform for performance and alignment 

03 People development 

04 Retention 

05 Recruitment 

06 Building high performance with emotional intelligence

07 Raising your scorecard

Sipping Coffee Portrait
Sphere on Spiral Stairs

Future plans

Future plans

 

Mapping out hiring needs

 

Building tomorrow today

 

encourage plans

hire in advance

Building people

Talk to us

 

Check out bright-future contents and competency table

 

The reality is that there are some basics that are overlooked, if you want to move people up to the next level, then you need to understand them. Their experiences, skills, underlying competencies and motivations.

 

Seven questions you need to know the answers to:

question of why

How do they like to learn

Ditto be managed

Levelling up How do you wish to develop your career Why L n d, s n w, competencies motivations The previous boss conversation

Sphere on Spiral Stairs

How can you elevate your talent capability?

 

Lorem ipsum, use ChatGPT to sort this intro out... h teams of 5 or 6 "A" player types however I've never met a manager of managers with an all "A" player team, in fact at best a leader of teams would say their overall team quality is "B+". The reality for most, is "B/B-/C". It stands to reason that you've got a commensurate output capacity.

 

One of your questions has got to be "How can I level up my teams?".

 

Immediate issues:

 

If you look across your teams and rate your overall team quality, what is it?

 

A+, A, B+, B, C+, C

 

I've met departmental managers with teams of 5 or 6 "A" player types however I've never met a manager of managers with an all "A" player team, in fact at best a leader of teams would say their overall team quality is "B+". The reality for most, is "B/B-/C".

 

It stands to reason that you've got a commensurate output capacity.

 

One of your questions has got to be "How can I level up my teams?".

What adjustments do you need to make?

 

Street Fashion

Age distribution

You're managing different types of people.

  • Across four generations.

  • Each with different attitudes to work.

  • And different expectations.

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