Wednesday, November 27, 2019

How to Prepare the Workforce of the Future

How to Prepare the Workforce of the FutureHow to Prepare the Workforce of the FutureThe rapid pace of technological change has businesses scrambling to keep up. But staying on top of digital innovation isnt just a matter of migrating to the cloud, handing over routine tasks to robotic process automation (RPA), or experimenting with emerging technologies like artificial intelligence (AI). Its also about helping todays employees evolve into tomorrows workers. And a key question on many employers minds today is, What do we need to do to build ur workforce of the future?Robert Halfs new report, Jobs and AI Anxiety, explores the impact of digital change on jobs, including the transformative aspects of AI, immersive technologies like augmented reality (AR) and virtual reality (VR), cloud computing and mora. The technology and business experts interviewed for our report also shared their insights on how companies and their workers can step up to embrace change and succeed in the workplace o f the future.Across the board, these experts emphasized the importance of businesses and employees taking a we-are-all-in-this-together approach to digital transformation. In short, youll need the partnership of your employees and their buy-in to build your companys workforce of the future. With that in mind, here are five strategies you can use to help make the transitions ahead a positive experience for you, your company and your kollektiv members1. Communicate (or even over-communicate) about changeWhen it comes to digital disruption, which is now a constant state in most organizations, ongoing communication is vital. When a company is in a period of transition, uncertainty can easily breed rumors, resentment and stress among workers. Thats partly because change can make employees feel insecure about their jobs.Business leaders should instill the idea that digital disruption can be a positive force rather than something to fear, says Paul McDonald, senior executive director at Ro bert Half. For example, when adopting a new system or application, explain how that technology will allow team members to work more efficiently.Underscoring how new technologies, like RPA and AI, can free up time to focus on more challenging, interesting and impactful projects will help workers embrace change. Also, sharing accurate and pertinent information with employees about digital disruption helps to promote a healthy dialogue that can keep everyone focused on the facts, McDonald says.2. Give workers the opportunity to evolve their skillsA big part of preparing the workforce of the future is retraining and reskilling your employees. This investment makes good business sense Providing team members with access to new technologies and the associated training to use them in their jobs can give companies a recruiting, retention and performance boost.Dan Schawbel, research director at Future Workplace, who welches interviewed for the Jobs and AI Anxiety report, says, Investing in yo ur workers is smart. Retraining employees notlage only can help save the business money in the long ansturm but also helps them advance in their career.Retraining and reskilling is a two-way street, though Companies can provide support, but employees also have to be willing to adapt. Our research for the Jobs and AI Anxiety report finds that managers in the United States see evolving workers tech skills as a collaborative process. Their top response to the survey question, Whose responsibility is it to help employees gain the skills needed to work with new technologies? was Primarily the companys, but with some help from the employee.The survey of 1,200 U.S. managers also suggests that many companies recognize the importance of investing in their current employees as a way to build their workforce of the future. Nearly two-thirds (64%) of managers surveyed said they intend to train their current staff to ensure they have the requisite skills to take advantage of new technologies.STA RT HIRING NOW3. Let go of yesterdays approaches to learningDeveloping your workers so they can stay relevant in the workforce of the future will require you to rethink how you train and develop them. That once-a-year seminar or ansprechbar training course probably wont be enough. In an interview for the Jobs and AI Anxiety report, Colin Mooney, chief digital officer at Robert Half, said, Leaders need to look regularly at their professional development programs, and not rely on whats worked in the past.Continuous learning - encouraging employees to keep growing their knowledge and skills and providing them with the support and resources to do so - is a more effective strategy in a rapidly changing technology and business environment. So, too, are mobile learning programs and tools, which allow employees, including remote workers, to expand their skills from anywhere.The career discussions you have with your employees also need to occur more often if you want your workers to prepare adequately for coming changes. Thats the advice of Dr. Tracey Wilen, a researcher and speaker on the impact of technology on society, work and careers, who was interviewed for Robert Halfs Jobs and AI Anxiety report. She recommends that employers provide their teams with targeted and meaningful professional development and training opportunities.Listen to what your workers want and need, Wilen says. Also, let them know its okay for them to look for new job opportunities within your organization when they feel its time to make a change.Another tip from Wilen Create, and keep evolving, a basic techno-literacy plan for all of your workers. Components of that plan might include cybersecurity best practices, understanding how to share confidential information electronically, and how to get the most from the companys collaboration tools. Technology is a language, and anyone can learn it, she says.4. Dont dismiss delegation as a tool for preparing workersWhen your organization is undergoi ng disruptive digital change, you may not feel comfortable delegating tasks to your team members. But if you dont, youll rob them of valuable opportunities to grow professionally. That also means theyll miss out on gaining knowledge and skills that will help them succeed in the workforce of the future. (Plus, not delegating can shorten the path to burnout for you.)Delegating work is one option for helping your team build skills, Wilen explains. Sharing insight into how the business makes decisions, such as how it budgets for new technology investments, can be valuable.Encourage your workers to take ownership of their assignments and dont micromanage. Let them know you welcome their ideas for improvement or suggestions for taking a different approach than you might have considered. Keep the door open for them to ask questions or share their thoughts or concerns about how they see digital projects changing the work environment.McDonald says to make delegation effective, managers shoul d also offer recognition and praise to the individual doing the work, along with any constructive criticism, if needed. He adds, Dont forget to ask how you could make the process better and help them be more successful.5. Watch for tech-related stress in your teamDigital change can be exciting, but it puts a lot of pressure on companies and their employees. That is reflected in our research for the Jobs and AI Anxiety report Nearly half (47%) of the U.S. managers who said that their companys increased reliance on technology has had a negative impact on employees pointed to added stress as the top side effect.So, pay close attention to workers who are feeling stressed out by technological advancements and the changes being introduced. Be sure to emphasize the positive aspects of digital disruption For example, underscore how automation can reduce the amount of mundane work employees need to perform, or how technologies like VR and AI can help them interact with their colleagues and s olve business problems in entirely new ways.Still, positives aside, too much digital change too quickly can be hard for some employees to digest. As a result, their morale, job satisfaction and productivity can suffer. And if enough employees start feeling that way, it can be a drag on the companys organizational culture.McDonald explains why The tech-induced stress level in a companys work environment can have a direct impact on the quality of employees workplace relationships. High levels of stress, and persistent stress, can hurt retention efforts and even the companys ability to recruit talent. So, if an employer manages digital disruption poorly and allows it to erode its employees job satisfaction, you can be sure that word will get around.6. Let your team know they have what it takesFor some of your team members, preparing to be a productive member of the workforce of the future may be a formidable prospect - especially if they are generally uncomfortable with change. But yo u can help by reminding them not to underestimate their ability to adapt.Mooney says he believes anyone is capable of building new skill sets and gaining an understanding of emerging technologies to compete in the workforce of the future. Its really a level playing field out there in terms of learning the newest tech skills, he says. No one has all the necessary skills for the future of work, at least from a technology perspective, because everything is changing so rapidly.It can also be helpful to remind your employees that they are digital changemakers themselves. After all, who started the bring your own device (BYOD) revolution? Who essentially forced their companies to take social media seriously and allow safe access during the workday? Who introduced collaborative tools like Dropbox, Slack and Skype into the workplace? It was employees at all levels who found a new tool or app that works better than what was in place, and then it caught on with the team - a further proof poi nt that digital disruption is just as much about people as technology.

Friday, November 22, 2019

5 Motivational TED Talks for Your Job Search

5 Motivational TED Talks for Your Job Search5 Motivational TED Talks for Your Job SearchTheres nothing like a little surge of motivation to keep your job search revved up. No matter the source, finding ways to keep your job search energized can make a huge difference. If youre landseeking just the right career inspiration, listening to a few motivational TED Talks might be just the thing.Could be youre struggling to find flexible work thats a good fit for you, having doubts about your skills and qualifications, ordealing with rejection. No matter where you are in your job search, hearing encouraging advice, especially when its delivered with humor and wisdom, can recharge you when youre in the thick of the job hunt.Here are five great motivationalTED Talksto help stay inspired during your job search1. Susan Colantuono The Career Advice You Probably Didnt GetThis inspiring talk is aimed at people who feel theyre doing everything right in the jobs, but just arent moving up, Coleman pos its If you, like me, believe that leadership manifests at every level, you would see that theres a tremendous, awesome resource of leaders who are leading in middle management. which raises a different question why are there so many women mired in the middle, and what has to happen to take them to the top?Coleman, an expert in finding solutions to close the leadership gender gap, offers illuminating insights for jobs seekers of all levels, with advice thats aimed primarily toward women but useful for men as well.2. Carol Fishman Cohen How to Get Back to Work After a Career BreakAfter taking break in your career, no matter the reason, it can be difficult to get back on track. Cohen, a career reentry expert, suggests that an adult internship could be a way back in. A career re-launcher herself, Cohen tracks how many job seekers have successfully re-launched their own careers.Returning to work after a career break is hard because of a disconnect between the employers and the re-launche rs, Cohen says. This disconnect is a problem that Im trying to help solve.3. Larry Smith Why You Will Fail to Have a Great CareerIf you feel youre failing to pursue your passion, whats your excuse? Larry Smith, an economics professor, uses wry humor and sharp insights to inspire his audience- in a counterintuitive way.There are great jobs and great careers, and then there are the high workload, high stress, blood-sucking, soul-destroying kinds of jobs, and practically nothing in between, Smith says. So the people looking for good jobs are going to fail. Smith offers sage advice for people who may approach their careers with hesitation and fear of everything from failure to regret.4. Angela Lee Duckworth Grit The Power of Passion and PerseveranceThe focus of this talk is the almost intangible quality of grit as a predictor of success in many of lifes endeavors (like having a successful career). Duckworth, a psychologist whose academic and in-the-field work focuses on character develo pment, talks about how perseverance can make a huge difference.What if doing well in school and in life depends on much more than your ability to learn quickly and easily? Duckworth asks. Growth mindset is a great idea for building grit, Duckworth says. In other words, failing along the way is often key to succeeding in the long run.5. Alain de Botton A Kindler, Gentler Philosophy of SuccessA British philosopher and author, de Botton uses this TED Talk platform to explore how we view success and failure. We live in an age when our lives are regularly punctuated by career crises, by moments when what we thought we knew about our lives, about our careers, comes into contact with a threatening sort of reality, he says.De Botton espouses a kindler, gentler approach to our careers that may help free us from some of the anxieties. Taking a fresh look at what success means to you can and choosing where to focus your energies and understanding you cant have it all.Looking for more job searc h inspiration? Check out ourjob search motivation category

Thursday, November 21, 2019

The AIDA Model and How to Use It

The AIDA Model and How to Use ItThe AIDA Model and How to Use ItOne of the founding principles of modern marketing and advertising is known as AIDA. The acronym stands for Attention, Interest, Desire (or Decision), and Action. Its often said that if your marketing or advertising is missing just one of the four AIDA steps, it will fail and it will fail hard. No need to take that warning too literally. A branding or awareness campaign does not necessarily need the Action step in that sense of the du sagst es. Nevertheless, you need to know about AIDA and use it whenever possible. AIDAs Origins American advertising and sales pioneer Elias St. Elmo Lewis, a legend in the industry, coined the phrase and the approach. As far back as 1899, Lewis talked about catching the eye of the reader to inform him, to make a customer of him. By 1909, that had evolved several times, becoming attract attention, awaken the interest, persuade and convince. Its not far from the AIDA model now used aroun d the world. Attention The A is for attention, though sometimes the word awareness is substituted. It simply means that an advertisement must be seen to be effective. To attract the attention of the consumer, the best approach is called disruption. The consumer is literally startled into paying attention. It can be done in many ways, including Location Placing advertising in an unexpected location or situation. This is often called guerrilla or ambient media.Shock factor Adding something provocative to grab attention. This can be done in many ways, the most common one being sexually provocative imagery.Personalization Targeting the consumer individually. The novelty of personalized direct mail has long worn off. But imagine reading a newspaper ad and seeing your name in the headline. That might grab you. Interest Once youve got the consumers attention, you have to keep it. This is actually trickier than the first step if your product or service is not inherently fascinating. Think of insurance or banking products. The best advertising pros get a dry subject across by delivering the information in a way that is entertaining, memorable, or funny. The insurance company Geico does well with its Geico Gecko and Cavemen ads. Keeping the consumers interest is a particular challenge in a direct mail campaign. The worst choice is to bore the reader with pages of heavy text. Keep it light, easy to read and break up the information with lively subheads and attractive illustrations. Desire Lets assume the advertiser has grabbed the consumers attention, and kept it. Now, the ad must create desire. The story must become relevant in order to make the product irresistible. Infomercials actually do this very well, by showing products in dozens of situations. Sure, its a nice frying pan, but did you know it can also cook a whole roast chicken and do sides at the same time? And it can make dessert too Plus, its easy to clean and takes up no counter space. A great inf omercial keeps layering on the facts until viewers can only be amazed that theyve been able to live without the product for so long. Remember, this part of the AIDA model is sometimes known as decision. Once the desire has been created, the decision is almost made. Action If the consumer is still with you at this point, theres just one more step and that is, of course, closing the sale. Once again, infomercials do this well, although crudely to say the least. Its the call to action or, as they say in infomercials, an amazing offer. Theyll start out with a high price, chop it down again and again until its a third of the original price, and then give you a two-for-one deal and free shipping. Who could resist? absatzwirtschaft doesnt have to be that blatant. It just has to get consumers out of their chairs. The action might be making a call or visiting a website. It might be going to a showroom for a test drive. No campaign, however excellent, is going to get a 100 percent respons e rate on the action step. But the consumers who dont take action should at least be left with a lasting and positive impression of your product. The action step might occur down the road, when they see the product on the shelves and remember the message. Some Excellent Examples The best way to learn the AIDA model is to take a look at some of the best examples of it in action. Almost every movie poster ever made conforms to AIDA. They have to. The movie poster exists to grab your attention, get your interest, feed you with a desire to see the movie, and then go and buy a ticket. Creators of direct mail campaigns also tend to be huge proponents of AIDA. The direct mail package must walk the reader through all four steps, and fast, or it will wind up in the trash. Email campaigns have the same challenges, and AIDA is the solution. The subject line must grab attention. The content must raise interest? and incite desire. And the final action should be a simple click. If you want to see an example of AIDA that will stay with you long after reading this article, for better or worse, try the scene from the movie Glengarry Glen Ross in which Alec Baldwin shows a masterly command of the model in just a short few minutes.