addressing skills gaps with the must-have skills of the 21 st century workplace tyler wade...

Addressing Skills Gaps with the Must-Have

Skills of the 21st Century Workplace

Tyler Wade

tyler@ppldev.com

Dennis Wade

dennis@ppldev.com

Objectives

Explore why it is important to develop the 4 Cs in your workforce

Consider what the 4 Cs could do for your organization

Discover ways to integrate the 4 Cs into your organization and employee development planning

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Agenda

What are the 4 Cs? Why the 4 Cs? How can we reduce gaps in the 4 Cs?

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Icebreaker

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Icebreaker

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What are the 4 Cs? Critical Thinking/Problem Solving – the ability to

make decisions, solve problems, and take action as appropriate

Communication – the ability to synthesize and transmit your ideas in written and oral formats

Collaboration – the ability to work effectively with others, including those from diverse groups and with opposing points of view

Creativity and Innovation – the ability to see what’s NOT there and make something happen

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Critical Thinking

Problem Solving

Creativity

Innovation

Communi-cation

Collabo-ration

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Every 21st century skills implementation requires the development of core academic subject knowledge and understanding among all students. Those who can think critically and communicate effectively must build on a base of core academic subject knowledge.

Within the context of core knowledge instruction, students must also learn the essential skills for success in today’s world, such as critical thinking, problem solving, communication and collaboration.

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21ST CENTURY SKILLS AND THE WORKPLACEA 2013 MICROSOFT PARTNERS IN LEARNING AND PEARSON FOUNDATION STUDY

Most of the skills I use in my current job, I developed outside of school.

15%

59% 25%

Strongly disagree or disagree (1-2)

Neither agree nor disagree (3)

Strongly agree or agree (4-5)

Respondents were nearly four times as likely to credit the skills they use

for their work to outside activities rather than to the classroom.

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21ST CENTURY SKILLS AND THE WORKPLACEA 2013 MICROSOFT PARTNERS IN LEARNING AND PEARSON FOUNDATION STUDY

In general, what applied skill gaps do job applicants have in your industry?California

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Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. An asterisk (*) indicates there is a statistically significant difference between organizations in California compared with those in the United States.

The Ongoing Impact of the Recession—California Recruiting and Skill Gaps ©SHRM 2013

In general, what applied skill gaps do job applicants have in your industry?California

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Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. An asterisk (*) indicates there is a statistically significant difference between organizations in California compared with those in the United States.

The Ongoing Impact of the Recession—California Recruiting and Skill Gaps ©SHRM 2013

Two Questions

Has your organization experienced skills gaps?

What areas have you experienced skills gaps: in recruiting or existing staff or other?

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How can we reduce gaps in the 4 Cs? We’ll use all 4 Cs to address this issue In your groups, consider your assigned “C” and

how it could be developed in your workplace Put on your critical-thinker and problem-solver

hats Make sure to communicate Be collaborative and creative

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Ways to reduce gaps in the 4 Cs According to the AMA study, here are the top five

ways to develop employees’ 4 Cs (in priority order)1. One-on-one coaching

2. Mentoring

3. On-the-job training

4. Job rotation

5. Professional development / training

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Coaching – Why? (Getting Motivated) Key questions for the supervisor/coach

Whose job is it to develop employees? Have I co-created IDPs (individual development

plans) for each of my employees? How can HR help me to be a better coach? Do I have to coach or can someone coach for me? What would coaching the 4 Cs do for me?

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Coaching – How? Key question for the supervisor: how should I

coach the 4 Cs? Answer: it depends OJT (on-the-job training) – they’re not competent

in one or more of the 4 Cs Support – they’re not confident in the 4 Cs Motivation – they’re not trying to apply the 4 Cs Alignment – they occasionally fall short in one or

more of the 4 Cs Realignment – they consistently fall short in one

or more of the 4 Cs

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Before coaching

1. Evaluate the situation

Coaching

2. Describe the situation Introduce the situation in a non-threatening way Identify the problem or opportunity Gain agreement there is a problem or opportunity

3. Plan a change Collaborate on a solution Ensure understanding Gain commitment to a plan

4. Revisit the plan Set a date Be supportive

Sit

uat

ion

al

Coa

chin

g M

odel

Coaching – How?

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OJT – How? Describe the situation

Prepare the Learner Establish a positive atmosphere; empathize with the learner Provide background; help the learner understand the purpose and benefit; explain what happens when done

incorrectly Provide resources (software, equipment, materials, etc.)

Plan a change Demonstrate the process using SMART

S = Start: explain when this task needs to be started M = Materials: go over the materials needed to perform this task A = Actions: demonstrate the task by carefully going over the steps R = Result: show the result and how it meets the task standard T = Task standard: how the employee will know it was done as expected

Encourage questions; make sure questions are answered Have the learner perform the task

Offer support and guidance Provide corrections as needed When the required performance is observed, reinforce it Continue until the employee can perform consistently with your help

Revisit the plan Check back later for questions; evaluate progress When employee can do it consistently without your help, congratulate him/her on mastering the skill

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If you’re responsible for a more skilled workforce… Free resources at PPLDEV.COM

Online Critical Thinking Skills course White paper: Overcoming the Four Dilemmas of

Problem Solving and Decision Making E-book: How to Coach the Remote Employee Consulting: Thirty minutes consulting on anything

related to this topic (email us with key phrase “SHRM skills gaps”)

Your proposal: We’ll help you write a proposal that supports your idea to upper management

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Wrap-up

Final questions or comments? Thank you! Evaluations

dennis@ppldev.com

tyler@ppldev.com

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Appendix

Detailed definitions of the 4 Cs – slides 25-28

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Critical Thinking/Problem Solving Use various types of reasoning as appropriate Analyze how parts of a whole interact with each

other to produce overall outcomes in complex systems

Analyze and evaluate evidence, arguments, claims, and beliefs

Identify and ask significant questions that clarify various points of view and lead to better solutions

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Communication

Articulate thoughts and ideas effectively Listen effectively Use communication for multiple purposes Utilize multiple media and technologies Communicate effectively in diverse

environments

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Collaboration

Work effectively and respectfully with diverse teams

Exercise flexibility and willingness to be helpful to accomplish a common goal

Assume shared responsibility for collaborative work

Value individual contributions made by team members

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Creativity and Innovation Use a wide range of idea creation techniques Elaborate, refine, analyze, and evaluate ideas in

order to improve and maximize creative efforts Develop, implement, and communicate new

ideas to others effectively Be open and responsive to new and diverse

perspectives; incorporate group input and feedback into the work

Act on creative ideas to make a tangible and useful contribution to the field

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