Should I Stay? Should I Go? by Rishad Tobaccowala
The author of a recent bestseller, Restoring The Soul of Business: Staying Human in the Age of Data, Rishad’s blog summarizes, elegantly, the three questions employees are asking about their careers and lives in the 2020s. In three words: freedom, story, and growth. Freedom: Can you be free to become who you are? Can you have autonomy in your work? Story: If you shift how does it fit in the story arc of your career? How does it reflect in your legacy if you are senior? Growth: Can you find ways to grow where you are, or do you have to leave? Well written and thought provoking.
The Key Role of Dynamic Talent Allocation in Shaping the Future of Work, McKinsey, by Elizabeth Foote, Bryan Hancock, Barbara Jeffery, and Rob Malan
This McKinsey article gets straight to the point: flexibility needs to be at the center of our approach to careers. Not only will a more dynamic strategy appeal to employees who are looking for choice and agency, it’ll also enable more agile ways of working through the creation of pools of resources that can be deployed on-demand, as new challenges emerge. This approach already has proven results behind it, as McKinsey cites research performed during the pandemic which showed that responsive organizations outperformed their less agile peers and doubled their odds of achieving success.
The Skills-Based Organization, Deloitte, by Michael Griffins
Traditional talent strategy rules need a rewrite, and the updated model is going to put capabilities at the center. Deloitte introduces the concept of a skills-based organization, or SBO, a new organizational form that reimagines units of work as a dynamic landscape of skills that can be agilely deployed to work as business priorities evolve. In a world of SBOs, people will be served up customized opportunities based on their unique portfolio of skills, something that talent marketplaces can already make possible with dynamic career pathing that presents employees with a curated selection of projects, gigs, and roles that align with what they’ve done in the past and what they’re looking to achieve next.
The U.S. Workforce Has Gotten Significantly Older and More Diverse, CNN, by Alicia Wallace
Another reason why careers need to evolve? To keep up with the demographic changes we’re experiencing. CNN explores some of the key shifts, including a workforce that is older and pursuing longer careers, an uptick in educated employees, and a population that is increasingly diverse. When it comes to far-reaching impacts, one thing that we will all need to think about is how our approach to careers will change as lives get longer. Employees who are entering the workforce today can expect to work for 50 or 60 years and will likely encounter many chapters of reinvention throughout their lengthy careers. Consequently, the old three-box model is no longer relevant; instead, it’s being replaced with an ebb and flow of a portfolio of learning, work, and personal pursuits.
The Job Market is Hot: Now is the Time to Build Your Career, Forbes, by Tracy Brower
This Forbes article speaks directly to employees who are thinking about making a switch, which makes it a valuable resource for leaders who are looking to take a walk in their people’s shoes and see careers from their perspectives. When detailing what this competitive job market has to offer, skills development earns a spot at the top of the list. A study from Monster.com found that about 3 in 10 employees are quitting their jobs because they feel like they don’t have adequate growth opportunities and almost half of all workers said they would be more likely to stay with their employer if they were more invested in their long-term growth.