Learn more Cite this publication John Rives Independent Researcher Abstract In the past, the choice to upskill was one that.In this article we explore how growth mindset interventions can accelerate and deepen upskilling programs in a future of work context.In the past, the choice to upskill was one that people made as a normal part of their career path.
One was not forced to change, but rather one elected to change. This process of self- selection ensured that most workers seeking a career change or wanting to upskill were prepared for the uncertainty and challenge ahead of them. Now, workers ar e being forced to change and this has created an entirely new type of challenge. How do we prepare a large labour force to have the psychological framework to undertake change willingly The future of work (FOW) is being shaped by increased levels of automation and arti cial intelligence eliminating large numbers of existing job roles creating a chasm between existing skills and the skills required in the new economy. Ther e is no doubt that the way we work is changing, requiring businesses to upskill large groups of workers. Deloitte announce 2 billion investment to upskill 4,000 workers for the future of work. Business Insider Janaury 2020 If you opt in, we will not leave you behind PwC s global chairman announces a 3 billion investment in job training. Business Insider October 2019 By 2022, no less than 54 of all employees will require signi cant re- and upskilling. Research has demonstrated that for those doubtful of their ability to succeed and afraid of failure, the experience is extremely anxiety provoking. Unfortunately, this means that some workers will give up before attempting to learn a new role and others, who are fearful of failure but decide to upskill, will nd ways to navigate through the experience without realizing their full potential. As a result, fear of failure can undermine a company s e ort to develop the skills and talents required for the future. When asked about what they think about the future world of work, o ce workers said they are mostly excited (37) and see a world of possibilities. There is a strong correlation between a fear of failure and perceived competency (McCa rey 2012). The research suggests that people that perceive themselves to have low competence are more likely to procrastinate or abandon their goals due to a fear of failure. While those that perceive themselves as competent tend not to procrastinate and exhibit greater motivation and goal pursuit. Failure to develop this belief in people will undermine any investment in upskilling. Y et, few businesses invest time or resources in getting people to be change ready. There is this belief that businesses simply need to make the training available and people will embrace the challenge. This is why most FOW programs are failing to deliver the bene ts businesses are so keen to realise.
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