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Working from Home in the VUCA World

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The Covid-19 virus has reached the pandemic level. This has brought up to everyone’s attention that we are experiencing the full-force of the VUCA (Volatility, Uncertainty, Complexity, Ambiguity) world.

Stock markets have taken a dive, supplies have slowly started to be stretched, events are being cancelled all over the world and travel bans are in-place in various countries. One thing is certain as of this moment, that our work patterns have changed, maybe even forever. For now, we are only talking about the short-term.

Many organisations and small businesses have instilled mandatory ‘work from home’ arrangements whilst others have banned any face-to-face client meetings and international travel. Given the fact that now everybody who can, works from home, it has taken some of the novelty around this subject. As with anything in this world, every unique situation has its pros and cons.

Job descriptions that still offer the old 9-to-5 model without any possibility of flexible working hours are rarely convincing anymore. It must also be taken into account that digitalisation has also changed the game by shifting old paradigms. Nowadays, employees strive for self-realisation and want to find a job that fulfils them. Their own personal demands put them under pressure, because if we are being honest, even the best job in the world will eventually fall into routine.

The ever-growing technological advancements also put a strain into today’s workers. Artificial Intelligence, robotics, machine learning are the ‘new kids on the block’ with large corporations giving them their full attention. They are posing a challenge to people’s intelligence, our talents and skills. The question that is on everyone’s lips is will humans be replaced by machines. Will that push people towards jobs with a more humanistic side to them?

Thousands of people are likely to be working from home for the first time this week due to the coronavirus outbreak. For others, it’s just like any other week. However, everyone will need their own customised solution to keep themselves productive during these trying times. As mentioned above, there are good news and bad news when it comes to working from home.

Firstly, we have the good news. People may end up being more productive when they don’t spend hours commuting or in meetings, taking long lunches or catching up with the latest gossip around the water cooler.

Secondly, there is bad news ahead of us as well. People will have to set office routines without the external pressure to turn up on time, to be productive and take regular meal breaks. Self-discipline is of the utmost importance when working from home and some sound advice is to actually get dressed for work, even though working whilst still in your pyjamas sounds like the perfect working scenario. But if you talk to colleagues or customers over video links, appearances must be kept, plus it gives you the feeling that you’re actually at work which increases productivity. Talking to your co-workers on subjects even unrelated to work may help you keep engaged.

What are Psychometric Tests?

If you haven’t had to complete a psychometric test up until now, stop worrying. You definitely will. Chances are that at your next job interview, you will go through this process. Generally, they consist of a series of timed questions, which revolve around numerical, verbal and logic skills. The tests are aimed to assess the abilities of candidates and their suitability for a particular role. Furthermore, it must be stated that these types of tests have evolved a lot since their inception. Now they are used in a wide array of organisational areas to find out whether someone has the necessary emotional intelligence to be a high-ranking manager, how good of a team player they are based given the fact that they are introverts or extroverts, if working from home has an impact on someone’s productivity and engagement level.

How can Great People Inside help you assess your ‘remote working’ workforce?

First of all, we are aware that the first step to improving the workforce is that of identifying the key aspects that define your workforce. Once we have accomplished this first step, we will know what the key performance indicators are, what to look for when assessing employees by developing a well-structured competence system.

Secondly, our platform is extremely easy to customise in order for it to meet your specific needs. We offer you the possibility of either choosing one of the available models we have in place or you can request the appropriate dimensions to match your specific needs, thus making your whole evaluation process a lot easier.

Given our current situation knowing that your colleagues or employees are best suited for this new scenario we find ourselves in. Finding the right talent, the best fit for the job and your organisation can be a very challenging task. It is now important to find out whether your managers or your team is well-equipped of working together from various locations. It requires deep knowledge of their personalities, strengths, weaknesses, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you discover if your people are resilient during times of hardship, if they are autonomous, if they are team players, without actual human contact. Given that our platform is cloud-based, everyone can use it from home as well. Humanity finds itself at a crossroad for various reasons now, why not help people discover and develop themselves from the comfort of their own homes?

Request a free demo:

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Anatomy of a Future HR Leader

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Extract from an article published in HR Magazine:

“What should the HR leader of tomorrow look like? A seemingly simple question… The answer though is a much more complex – or perhaps alarmingly short and unilluminating – ‘we just don’t know’. And it’s safe to say that tomorrow’s world will be even more difficult to forecast moment to moment. Which means predicting the exact technical skills HR professionals will need – in a future characterised by continual reskilling and ‘agile learning’ for all parts of the workforce – will become an increasingly fraught endeavour.

The one thing we do know, however, is that to survive and thrive in the future world of work – particularly when it comes to leadership positions – professionals will need to be able to stay resilient, positive, open-minded and strategically-savvy in the face of sudden dramatic changes of direction. This was the conclusion a panel of top current and former HRDs (representing the public, private and third sectors) came to when they met towards the end of last year to discuss the topic with HR magazine; and to help compile an assessment, in partnership with psychometrics firm Great People Inside (GPI), to see whether those on track to be HR leaders have what it takes.

Our panel chose nine dimensions (see box below), selecting for each where HR business partners (HRBPs) should sit along a sliding scale of one to 10 to have HR leadership potential. Stress and resilience, engagement, curiosity and self-awareness, and a VUCA approach were qualities our panel decided the HR leader of the future should possess in particularly strong amounts  (i.e. the more resilient, engaged, curious and VUCA-ready the better).”

To read the full article, please access this link.

 

What are the leaders of today truly made of?

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There’s been a long debate whether great leaders are born or made… As pointed out in an article on Forbes, it turns out that both parties are right. A definition of leadership, as suggested by researchers, would be a mixture of some genetics and of a whole lot more hard work and persistence. In fact, one study from The Leadership Quarterly on heritability (that is, the innate skills you bring to the table) and human development (what you learn along the way) estimated that leadership is 24%  genetic and 76 percent learned.

However, some people strongly believe that you are brought into this world as a leader – and you cannot do anything about it.

Well, this stands true for a small percentage of the population. As a matter of fact, over the course of history,  there were some people that undeniably had the leadership gene imprinted in their DNA. It is the case of those who gained followers due to their sheer presence and charisma: Abraham Lincoln, Martin Luther King Jr. and Mahatma Gandhi are just a few of them. People with a similar kind of gifts are born every day, even if they don’t have the same impact.

Research show that there are two innate traits that are common to the majority of successful leaders: extroversion and conscientiousness.

According to a meta-analysis led by Timothy Judge, Ph.D., a professor at the Mendoza College of Business at the University of Notre Dame, extroversion is the best predictor of leadership effectiveness, followed closely by conscientiousness.

As it is mentioned in an article from Business Insider,  “psychologists define extroversion as sociability and enthusiasm, while conscientiousness refers to your organization and work ethic. More recent research has found that conscientiousness is the only major personality trait that consistently predicts success, largely because highly conscientious individuals are good at setting and working toward goals.”

What does this mean for the aspiring leaders? Well, if conscientiousness and extroversion are the only innate traits that commonly predict leadership effectiveness – and even those can be worked upon – then all you have to do is to improve and develop your other skills and behaviours that would make you a great leader. Aside from the well known qualities that have defined great leaders since the beginning of time – the ability to communicate effectively, fairness, foresight and inspiration – the dynamics of today’s business world require leaders to develop a whole new set of skills and abilities if they want to thrive in the VUCA environment that we live in (Volatility, Uncertainty, Complexity, Ambiguity).

Great People Inside through a&dc’ LIVED® model puts forward five elements that leaders need to focus on, in order to deliver tangible business results and shine in the VUCA world: Learning, Intellect, Values, Emotions and Drive. By mastering each of these five dimensions, the leaders will be fully equipped to face the challenges of an increasingly fast paced world of work.

Learning – Willing and able to adapt to new environments and challenges by drawing on learning and feedback from previous experiences.

Intellect – Thinks incisively, deals effectively with complex and ambiguous information, sees issues in the broader context and takes sound decisions based on this analysis.

Values – Acts in an authentic and consistent way, inspires trust and demonstrates integrity, courage and respect for others.

Emotions – Manages own emotions effectively, builds positive relationships and uses emotions to influence and inspire others.

Drive – Sets challenging goals, takes an action oriented approach and shows passion and determination to overcome obstacles, act decisively and achieve results.

These are all aspects that you can improve, and while some people are born with the innate traits that will make their leadership journey easier, none of them will prevail in today’s complex and unpredictable business world without working hard to constantly develop their abilities and without a insatiable hunger for learning.

 

 

We have an impressive assessment library with hundreds of dimensions that can be leveraged in creating a custom skills-based assessment that supports your organisation’s specific competencies and unique vision. Please contact us if you need to assess and develop the leaders in your company.

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Sources:

https://www.adc.uk.com/development/consultancy/leadership/

http://www.businessinsider.com/study-on-personality-traits-of-effective-leaders-2015-7

http://www.forbes.com/sites/northwesternmutual/2015/03/23/are-leaders-born-or-made/#2c1b56be7ddf