Recent studies conducted by Gallup have found that 57% of US workers say they are overstressed at work. The excessive levels of stress employees are facing aren’t just hurting their mental health but also are hurting their ability to work productively.

Business closures, shifts to remote work, changes in processes, and unrealistic workplace expectations are all drivers of heightened stress, leaving senior leaders and managers in a tough spot. In today’s business climate, you need to actively take measures to mitigate your employees’ stress and demonstrate to them that you care about their needs; otherwise, your best talent might just leave you.

Below are three reasons why senior leaders and managers should embrace an empathetic approach to leadership.

When you embrace an #empathetic approach to #leadership, @CaliperCorp says that you’ll find more highly #productive and #engaged employees:
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1. Empathy boosts productivity.

Our world has undergone significant shifts over the last few years. Businesses have been in crisis mode, adjusting to new challenges and disruptions at unprecedented levels. This leaves many employees feeling confused, uninformed, and frustrated.

As a leader, you need to understand your employees’ frustrations and help address and reduce these stressors wherever possible. Prolonged feelings of frustration can lead to burnout, which harms productivity and engagement across all levels of your organization.

When leaders practice empathy, they demonstrate to their employees that they genuinely care and are working to find the answers to their problems. In other words, you need to show your team that their complaints and concerns aren’t just falling on deaf ears but that you’re processing the information and working to find a solution.

What you’ll find in return is that your employees are much more motivated to show up and perform exceptional work. Findings show that 76% of employees are engaged with their job when senior-level leaders demonstrate empathetic leadership. That’s nearly triple the percentage of employees that classify themselves as engaged and productive with less empathetic leadership.

2. Empathy reduces peoples’ intent to leave.

Caring is cool. And showing you care for the employees at your organization matters. Not just for your engagement rates but also your retention rates.

Leading with empathy enables senior leaders to play a pivotal role in reducing turnover that direct managers can’t. Empathy helps you relate to your team on a personal level, showing you care about each other beyond just a professional transaction. And, as senior leaders, your thoughts, actions, and words matter, because people from all levels of your organization look to you for guidance.

When you believe that your organization truly cares about you and your success, you are much more likely to be satisfied in your role. Employees that are satisfied with their job and employer are unlikely to look elsewhere for employment. Recent studies back up this claim, with 79% of US workers saying that empathic managers and leaders would reduce their likelihood of leaving the organization.

The findings make complete sense: the more that you actively invest in the well-being of your employees, and the more visibly you show that you support them and care about their aspirations, the more likely they are to stick around and produce quality work.

@CaliperCorp says that you need to embrace #EmpatheticLeadership to help #retain your best talent. See why in their latest blog:
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3. Empathy fosters inclusivity.

At its core, empathy is all about understanding one’s point of view and relating it to others with a level of respect and compassion. Empathy means listening and helping without judgment and supporting each other in your goals.

Now, amid disruption and change, empathy means showing that you understand the hardships people face and doing what you can to reduce additional uncertainty or stressors in their lives.

Within the workplace, embracing empathy means you can put yourself in your colleagues’ shoes. This often means listening to your internal teams’ feedback and asking for deeper insights to better understand their perspective. This allows you to effectively plan any changes with consideration to your team’s needs, expectations, and wishes.

Naturally, empathy and inclusivity run along the same vein. When you take measures to understand someones’ perspective and consider their needs carefully, you are fostering a culture of inclusivity and respect. As we all know, company culture is built from the top down. As a senior leader, if you practice and encourage your team to embrace an empathetic approach to work, you can create a welcoming team, respect one another, and support each other where you need it.

No one could have predicted the kind of changes we’ve experienced over the past few years. The impact of the global pandemic has been hard on employees, leaving many people feeling unsupported and overwhelmed. Leaders need to recognize these hardships and embrace an empathetic approach in their management styles to reduce these stressors and create a committed, productive team, ready to tackle any potential challenges.

At Caliper, we believe that the key to solid leadership lies in continuous development. Our science-backed solutions are built to help you create an approach to personal development tailored to your needs. With a focus on self-awareness and recognizing your individual strengths, our Development Series helps you identify and capitalize on unrecognized opportunities. To learn more about our solutions, reach out to our team today!

While the traditional skills we expect in leaders like trustworthiness, the ability to motivate others, creativity, and responsibility are still crucial today, there are specific strengths that we need from modern leaders in times of uncertainty. Here are four crucial things leaders need to do during a crisis:

1. Practice Clear Communication

A leader’s ability to communicate is often seen as the most important skill to have, and for good reason. In times of uncertainty, your team needs to be fully informed about the strategy and intent of your processes.

@CaliperCorp breaks down the 4 skills you need for #CrisisLeadership. See how you can develop your skills and keep your team engaged.
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Leaders need to be honest and transparent in their communications with their team. When leaders withhold information, it can lead to feelings of mistrust or doubt. And nothing will eat away at your team’s culture more than feeling as though you cannot rely on or trust one another.

In order to promote clear, honest communication, you need to start by asking yourself what questions your team is asking. Then, work to find experts, other resources, or data that can help you to educate your team and answer their questions as accurately as possible. Your job as a leader during a crisis is not to completely alleviate the uncertainty – the situation in and of itself breeds uncertainty –  but rather to alleviate any anxiety or stress your team feels.

By approaching your communications with an informed, honest, and direct approach, you can help to acknowledge the uncertainty being faced and move forward as a cohesive team.

2. Make Decisions Quickly

In the midst of a crisis, you need to be able to rely on a leader that can make speedy decisions. Often, there isn’t time to evaluate all your options, consolidate the advice and opinions of others, and make an informed decision. Instead, leaders need to be able to infer from the information they are presented and make a quick choice on how to tweak their processes to better fit the current landscape.

When facing a crisis, things can change hour-by-hour. As a leader, you need to be able to fight the natural tendency to aim for a consensus when it comes to decision-making. You must break through your tendency towards inertia and focus on the aspects of your organization that matter most. A simple, scalable framework for rapid decision-making is critical.

Bonus Material: Check out what lessons other leaders have learned throughout the course of the pandemic.

3. Promote Agility

As a leader, you are not expected to know everything. Especially in times of crisis, it is okay to admit that you don’t have the answer.

But, strong leaders need to be able to survey their surroundings, interpret them and adjust their approach to better fit their situation. The best leaders are ones that are willing and able to pivot and lead through changes while keeping their teams engaged and committed to their overall goals.

In times of crisis, you need a leader that can step up to the plate, embrace change, and not shy away from failure. There’s a strong chance that you’re currently experiencing something entirely new, meaning you have no previous experience to base your decisions on. Find yourself a leader that isn’t afraid to stumble and fall, but picks themselves up and tries again until they find the right approach.

In times of crisis, #leaders need to be able to step up and guide their team towards #stability. See what 4 skills @CaliperCorp says leaders need now more than ever:
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4. Demonstrate Empathy

It is important for leaders to remain empathetic during a time of crisis.

It is expected that your team will have many questions, concerns, fears, and anxieties over this uncertain situation. As a leader, it is your job to deepen your connections with your team and remember that they are likely out of their element or comfort zones, too.

As more organizations move towards a remote or hybrid working situation, we’ve been granted an inside look at the personal lives of our colleagues. Where we had previously had a barrier between home and working life, both now bleed into one another. Leaders must deal with the emotional lives of their teams by demonstrating empathy and keeping them connected to one another and to the organization.

In a time of crisis, your company and team become an important source of community. Together you provide support for one another. Leaders need to be able to leverage the strengths of their teams to adapt and grow.

When it comes to times of uncertainty, you need to be able to rely on the support, insight, and guidance from strong leaders. Luckily, Caliper’s science-backed assessments and development solutions help you place growth at the forefront of your employee development plans. Caliper’s Individual Development Guide helps to promote self-growth and self-awareness by customizing and aligning your development with training sessions. To learn more or see how you can work to develop yourself and your team into better leaders, reach out to us and see what you can do with Caliper.

That’s why it’s crucial to focus on building resilience within yourself and your teams.

Resilience is what gives us the strength to cope with the stressors and hardships around us and bounce back from them. While resilience will not help to eliminate the stressors in your life, it will help you to develop productive ways to process and recover from traumatic events.

The tricky part about resilience is that it’s not something that comes naturally to everyone. You have to actively work towards it to build the skill within you which is very achievable if you put in the time and effort. One such strategy involves reframing your approach to training and learning. By embracing a Blended learning approach, you can give yourself and your team the resources they need to hone their own skills and resilience.

@CaliperCorp breaks down the topic of #BlendedLearning in their latest blog. See why you should embrace a #flexible approach to #Learning and #Development:
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What is Blended Learning?

Blended learning is the combination of online learning approaches mixed with offline, in-person instruction. This approach offers individuals more control over the time, place, and pace of their experience, granting them the power to dictate their own path. By combining online learning with instructor-led sessions, participants enjoy a blend of e-learning and traditional learning. 

The future of work is gearing up to be flexible, and your approach to learning and development should follow suit. Blended learning opens the door to more growth and training opportunities since it works around the needs and schedules of each individual.

Building Resilience With Blended Learning

When it comes to building resilient employees, the key is to promote a culture of flexibility. Learning how to handle sudden changes and setbacks is crucial to be prepared for when a disruptive event actually comes about. And, as we discussed earlier above, blended learning is a highly flexible and customizable approach to learning and development. Your team will see benefits from following a blended learning approach like:

• Reduced spending — web-based training is more cost-effective and easier to access than traditional learning strategies. Without conventional barriers like location and cost, employees enjoy access to a greater number of opportunities.
• Customized training — your team is in charge of their development path and the time it takes to achieve it. By focusing on the areas of training they need most, they can increase the likelihood of knowledge retention.

If the events of the past year and a half have shown us anything, it’s how quickly our routines can change. After having had to adjust to remote work, virtual learning, online classes, and zoom sessions, we’ve seen that offering a digital platform for training and collaboration works. With easier access to information and communication tools, your employees can navigate their own growth and development path.

With the support of #BlendedLearning, employers can start building and enhancing the #resilience of their employees. See how in @CaliperCorp’s latest blog:
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Implementing Blended Learning In Your Workplace

The nice thing about implementing blended learning into your workplace? It’s simple! All you need to do is follow four simple steps to get started:

1. Survey Your Team

Talk with your managers, SMEs, existing employees, and leaders to gather insight into their professional development goals. What do they hope to learn more about? How best do they retain information? What method of learning do they prefer? Use these answers to identify what needs your team has and what they hope to improve upon.

2. Discuss Your Approach

Now that you know what employees want to improve upon, talk with them about how best to work together to obtain this goal. Are you able to provide them with an e-learning solution so that they can learn on their own time? Or is an instructor-led course more fitting? Collaborate to build out an approach to learning that works for both parties.

3. Combine Strategies

The glory of blended learning is that it combines all of the resources and flexibility of virtual learning with all of the support and insight of instructor-led courses. This means that you can incorporate all your educational resources to help your employees grow within their skills.

4. Gather Feedback

Before, during, and after each stage of the development cycle, you should talk to your teams and gather feedback on the process. Have you been providing everything that they need to further their learning? What parts of the process are working well, and which need to be improved? Are there a sufficient number of both online resources and in-person opportunities? Once you have the answers to questions such as these, you can begin adjusting your strategy for the future.

A highly skilled, highly resilient workforce is possible. If you devote ample time and energy, you can devise a solid development strategy. By embracing a flexible approach to learning and development like blended learning, you can start strengthening the independence and resilience of your employees. The result? A more talented workforce that is better equipped to withstand any disruptions the future may bring.

Your workforce is ready to reach its full potential, and we want to help you. By utilizing a blended learning approach, you can equip your team with the skills they need to succeed at the pace that works for them.

Now we’re working our way through the other end of this intense disruption, and organizations are left wondering how a return to normalcy even looks. For many, much of the changes made over the past year and a half will continue in the future. In fact, 68% of businesses plan to continue having flexible work arrangements even once returning to the office is safe. 

As we continue to navigate the world of remote work, one thing is clear: To have your team succeed, you need to find employees who are self-sufficient and self-aware. By recruiting self-aware candidates and developing your existing teams’ self-awareness skills, you’ll find yourself sourcing a more productive and engaged remote workforce.

#SelfAwareness in the workplace leads to higher levels of productivity and better #EmotionalIntelligence. See how you can train yourself and your team to become more self-aware on @CaliperCorp’s latest blog:
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What is Self-Awareness?

A branch of emotional intelligence, self-awareness is one’s ability to consciously manage and understand their character, feelings, motives, and desires. Essentially, it is a skill that enables people to tap into their true feelings and understand the drivers behind them. 

Self-awareness and emotional intelligence focus on understanding your own emotions and the emotions of those around you so that you can act appropriately in social settings. This management of your thoughts and emotions is crucial because it influences your ability to analyze situations and react accordingly.

Why is Being Self-Aware Important At Work?

Even in remote situations, you are constantly communicating with coworkers, handling tasks for clients, and corresponding with a variety of people every day. To succeed and accomplish your goals, you need to understand your surroundings and react appropriately. Employees with higher levels of self-awareness are better at managing their emotions in high-stress situations, admitting when they are at fault, and leaving their personal lives at the door. This positively impacts company performance, leading to a more productive and honest workplace.

But, self-awareness is not just about managing emotions. It’s also about knowing your strengths and weaknesses. Self-aware employees can cater to their strengths while understanding what areas they can improve upon. This helps them grow as a person and allows them to become stronger in their role. Below we highlight some of the valuable benefits that come from working to increase your self-awareness.

The Benefits of Being Self-Aware

Just like any other skill, self-awareness is something you need to consciously work on to improve. It takes time and patience to become highly self-aware, but the benefits of investing in your personal development speak for themselves. Highly self-aware employees find themselves to be better equipped in a variety of areas:

• Better at dealing with stress — Self-aware employees can identify when they are stressed and determine what factors led to them feeling overwhelmed. This is highly beneficial, as it allows them to pinpoint what circumstances led to this so that they can avoid these stressors in the future. Additionally, highly self-aware employees can manage their stress levels so that they can reduce the strain on them and get back to performing at their peak. This helps to reduce the likelihood of burnout, which is a large challenge for many remote employees.
• Better with time management — Self-aware employees understand the timing, conditions, and environment in which they work most productively. They also are more aware of the situations around them, giving them a greater ability to manage deadlines and tasks. With an understanding of how they work best, self-aware employees know exactly the kind of space and resources they need to succeed. This is crucial for remote teams, where the manager is not able to oversee the progress of many tasks.
• Receiving Feedback — A crucial part of professional and personal development is receiving and acting upon feedback. Self-aware people tend to be critical of their work and constantly look for ways to improve their skills, meaning they often know what they need to improve upon before being told. And, when the time comes for receiving feedback, self-aware employees are generally more open and understanding of the development advice.
• Growing Confidence — Self-aware people understand their skill sets, strengths, and talents. The confidence that comes with knowing your value and worth has positive impacts on all aspects of life, including within your work. Heightened levels of self-confidence and self-awareness lead to higher levels of happiness and a higher chance of you accomplishing your goals. Plus, confidence is key for remote work, as you often need to make decisions without insight from your team.

@CaliperCorp is shining a light on the benefits of #EmotionalIntelligence in #remote employees in their latest blog:
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Developing Self-Awareness

Developing your self-awareness is something that takes time and conscious effort. But, with practice, patience, and a solid strategy in place, you can work to develop your own self-awareness as well as those around you. Below are six strategies you can use to encourage your remote teams to become more self-aware:

1. Take a personality test. Personality tests are a great resource for understanding your own motivators as well as those around you. This can be a helpful strategy for remote teams, as it will identify what kinds of strengths you have and the strengths of your coworkers. Armed with this knowledge, you can pinpoint the different dynamics of your team, giving you a better understanding of how to work alongside one another. 
2. Practice mindfulness. Mindfulness is all about understanding your current thoughts and emotions and clearing your mind of negative stressors. You can gain a deeper clarity of your surroundings and reduce distractive thoughts and objects by practicing mindfulness. Some ways to practice mindfulness are reflecting at the end of the day, meditating, or going for a walk to clear your head. 
3. Practice active listening. Active listening is when you listen to what someone is saying without judgment or advice. This skill enables you to positively engage with those you are talking to and understand their point of view.
4. Try journaling. This is a great method to help you get out your feelings and process them. Many people use journaling to write down the triggers they find in their day-to-day life then reflect on steps they can take to not face negative impacts from these triggers in the future. 
5. Try naming your emotions. This exercise allows you to identify what you are feeling and why you feel that way. This may also allow you to see the emotions in other people, giving you a greater ability to manage your emotions and reactions in social situations.
6. Lastly, encourage feedback. Sometimes having a different perspective on a situation can allow us to see things more clearly. By asking your friends, colleagues, or managers for feedback, you can gain a better understanding of your strengths and weaknesses, as well as what you can do to improve your performance.

As we prepare for the future and continue to navigate the new world of work, employees and managers would benefit from enhancing their self-awareness. Not only will you see personal benefits from managing your thoughts and emotions better, but you’ll also find yourself working in a healthier, more productive workforce.

At Caliper, we take individual development and emotional intelligence seriously. With a team of experts working on developmental strategies backed by science, our tools and resources will help you to see verifiable growth in a short amount of time. Want to learn more? Reach out to our team of experts today and see how we can help you grow your own skillset.

Did you know only 31% of employees believe their leaders are inclusive? @CaliperCorp discusses ways #BlendedLearning and #inclusive #leadership can benefit your organization. Read more:
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Inclusive Leadership Matters

Strong leadership is the pillar of successful businesses. Employees need someone to help them rally behind a shared mission and keep them focused on the tasks at hand. In today’s workplace, your leadership needs to prioritize inclusivity and diversity to help you build out a future-ready and skilled team.

When it comes to identifying inclusive leaders, there are a few characteristics that stand out. These include:

• They focus on relationship building — For your team to be successful, you need to know what support they need to successfully perform their jobs. An inclusive leader builds rapport with everyone and understands their teams’ needs, making all members feel respected and included. 
• They prioritize recognition — Strong leaders know the importance of recognizing good work. When you celebrate your team’s wins, you can foster an inclusive environment by letting them know they are seen and valued. This is also a way to positively reinforce the same behaviors. 
• They are empathetic — Inclusive leaders try to see the situation from every perspective. They put themselves in their teams’ shoes, working to understand the reasoning behind their actions and decisions. This helps you to build deeper connections with your team and show that you are there to support them.
• They encourage people to get engaged — Inclusive leaders try to engage with others not only in the workplace but outside of the office setting. This helps your team become more comfortable and confident working alongside one another, leading to higher engagement rates and better communication overall.

Leaders should appreciate the factors that inclusion brings to the table, such as a collaborative environment and strategic alignment, which help build an inclusive environment where employees feel they truly belong.

Being an inclusive leader means learning about yourself and your team to suit your company better. As a leader, it is crucial to recognize the role you play in building an inclusive environment. You can do this by taking the time to listen and understand those you work with.

Did you know: only 31% of employees believe their leaders act inclusively.

What is Blended Learning?

Often, organizations work to create an inclusive culture by hiring employees from all walks of life. But, there is another level of inclusivity that many organizations overlook. Your team of diverse individuals is sure to have differences in the way they learn and tackle projects. So, it is important for your company to offer personalized approaches to learning and development. One way to do this is through embracing a blended learning strategy. 

Blended learning focuses on combining the two environments of face-to-face classroom education and e-learning. This offers employers a chance to customize their learning approach based on each individual employee.  Due to the global pandemic, many face-to-face learning opportunities are now over platforms such as zoom, allowing for more freedom and flexibility in when and how employees develop their skills. 

Blended learning is an inclusive approach to teaching. It highlights the importance of catering your development strategies to the work style and pace of your team members. This allows people to learn at their pace and contribute to their teams with their unique strengths.

@CaliperCorp says #Inclusive #leadership and #BlendedLearning opportunities go hand in hand. Read more to see why you should embrace inclusivity in your workplace:
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Leveraging Inclusive Leadership and Blended Learning In Your Organization

At its core, blended learning is focused on creating equal access to support and opportunities for professional growth. This means that all employees have the same chances to develop new skills and further their careers. When you invest in blended learning strategies, you’ll find an increase in retention rates, enhanced productivity, and higher levels of employee engagement. 

What’s more, your company can take its inclusivity efforts one step farther by identifying and supporting inclusive leadership. Your workplace leaders can leverage their skills to build deeper workplace connections, encourage their teams to respect and support one another, and create a workplace focused on developing strong, self-sufficient employees. 

A company that has inclusive leadership and a blended learning approach will help promote a more inclusive workplace. Your employees will feel valued and involved with your processes, leading to better business outcomes and a more skilled and loyal workforce.

Did you know? 73% of people embracing blended learning strategies say their efforts have helped increase engagement levels.

Blended learning offers organizations a chance to take an inclusive approach towards professional development. By working to customize the training initiatives to the needs of each employee, you can better support your teams’ needs while helping your employees to learn at a pace that works for them. The results? You’ll find a more highly skilled team and more inclusive workplace culture.

Are you trying to identify and develop inclusive leadership at your company? Learn how leaders play a role in fostering an inclusive culture and the competencies that contribute to an inclusive environment with our white paper. To see how our team of experts can help you build a strong, skilled team, reach out to us today. 

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Most companies invest in new software, acquire new properties, or even fund new projects. But, what good is new software if the user has no idea how to work it? What is the point in investing in new projects if your employees are still applying outdated principles to them? Professional development training keeps your employees up to date with what is going on in the field, expands their skill sets, and allows them to do their jobs more efficiently.

The Cost Of Investing In Professional Development

A strong, effective professional development program requires an investment. However, the costs associated with training and development can vary based on your company.  In 2020, the average company spent about $1,111 per employee on training. As the size of the workforce increases, organizations typically spend less per employee.

@CaliperCorp says that investing in #ProfessionalDevelopment is crucial for modern companies. See what benefits you can expect when you prioritize #training and #ContinuousLearning:
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When budgeting for your organization, it’s best to keep in mind and track your spending on development per employee. This will enable you to better forecast and budget for the future.

Benefits Of Investing In Professional Development:

Employee and professional development opportunities have been rising in the ranks of importance for job seekers. Recent studies have shown that 34% of employees left their previous positions due to having more career development opportunities from other employers. It’s clear that employees are taking professional development very seriously. Working professionals want to advance in their careers by training in new areas.

When you invest in professional development, you’ll see benefits like:

• Increased Retention — Retention rates rise 30-50% for companies with strong learning cultures. This shows employees you care about their career progression and are interested in keeping them at the company long term. 
• Easier Succession Planning — Did you know that internal candidates can fill 42% of critical roles quickly? Promoting from within has its benefits, such as preventing learning gaps and decreasing turnover rates. Additionally, you know your employee’s track record and performance, reducing the risk of taking on a new hire. 
• Improve Efficiency — When you invest in developing employees, they can share their new skills and insights with the team, helping everyone become more knowledgeable and efficient. With new perspectives, you can rework old processes and procedures to better apply to your current needs.
• Prepare Future Leaders — Professional development allows you to invest in the next generation of company leaders. Due to the effects of the pandemic, many companies have undergone a massive shift. With professional development, employees can learn to balance organizational needs, customer requirements and understand the market state.

When you invest in your employees’ professional development, you’ll find yourself saving money on recruiting and onboarding while having a more highly productive workforce.

When you invest in #ProfessionalDevelopment, you’ll find a more #engaged, #productive, and #skilled workforce. @CaliperCorp talks about the benefits of professional development on their latest blog:
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The ROI Of Investing In Professional Development

The best way to understand the impact of professional development is to look at the return on investment (ROI). Your shareholders will want to see the benefits of such an investment, and you need to be sure that your efforts are working as intended. Some things to analyze include:

• Retention rates — As stated earlier, you can reduce the likelihood of turnover by 30-50% with training and development programs. Check out the reduction in turnover after you implemented a professional development program. How does this number compare to before you started your initiatives? You should see a decrease in the number of employees leaving your organization. 
• Productivity rates — When your team is well-trained and highly skilled, you should see productivity increase by up to 10%. Keeping your team focused and working efficiently will make a significant impact on your bottom line. 
• Engagement levels — As you invest in professional development, you’ll find that employee engagement rates rise. Employees like to know they are advancing their skill set and adding value to the processes. This has a rippling effect on other metrics of your organization. Companies with high levels of engagement are 21% more profitable and see 41% lower rates of absenteeism in employees. 
• Recruiting and onboarding expenses — With a more skilled and loyal workforce, you’ll find you spend less money and time recruiting and onboarding new talent. This can lead to significant savings, seeing as an average mid-sized company spends upwards of $40,000 a year on onboarding.

Did you know? It pays to invest in the development of your employees. Depending on the effectiveness of your efforts, you can see an ROI of upwards of 350%!

Professional development can greatly aid in your company’s success. To stay competitive in the recruiting space, your company needs to offer learning and development initiatives that compare to other organizations. And, to keep your existing team happy, you’ll need to provide them with the support and space to learn new skills and advance within your organization. With the right approach, you can create a development program that churns out highly talented employees, reduces turnover and recruiting costs, and impacts your bottom line with a positive ROI.

Investing in professional development in the workplace can be challenging, but Caliper makes it easy. We help employees reach their full potential by going beyond traditional training with self-awareness. Download our Personal Development Guide today to plan out your company’s goals, behavioral changes, practice, and more.

What is Self-Awareness?

A popular New York Times Bestselling Author, Mark Manson, describes self-awareness as our ability to ground ourselves in reality. With the ability to manage our thoughts, impulses, and feelings, self-awareness in the workplace helps with not only interpersonal interactions and relationships but also self-governance and accountability. With so many organizations continuing to work remotely or in a hybrid capacity, the ability to manage one’s own emotions and workload are crucial for success. 

When you break down self-awareness, it is all about creating a healthy and productive state of mind for you to focus your thoughts and attention. Highly self-aware individuals are able to turn their focus and critiques to themselves, observing their current emotional and mental state. People who are truly self-aware separate their decision-making from their emotions; they control and manage their thoughts, rather than having their thoughts and emotions control them.

Did you know? Only 10-15% of people are self-aware. Although, the percentage of those who think they are self-aware is much higher.

The Appeal For Being Self-Aware

In the workplace, self-awareness is something all employees should strive for. Enabling individuals to have control over their own actions and emotions, a highly self-aware employee is one that takes challenges in stride and reacts in a calm, professional manner. This is a critical aspect when it comes to our current state of business, as many industries and companies continue to face unusually prolonged disruptions.

@CaliperCorp says that there are two main types of #selfawareness, both crucial for your individual #growth. Read up on the differences and how you can refine your skills here:
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There are many benefits to having the ability to regulate and control your emotions. Self-aware individuals can reframe situations and view them positively rather than negatively. It’s important to remember that often, we cannot control external factors in our lives. But, we need to be able to control the way we react to the situations that arise.

Additionally, self-aware people are able to recognize and identify underlying issues in their mental and work processes. Individuals with a high level of self-awareness are always striving to improve their work. They seek out hurdles in their processes and work to improve and correct any potential issues. These corrective measures will help your team become more self-sufficient, productive, and engaged with their team and work.

Did you know? People with high levels of self-awareness are 32% happier compared to those who do not.

The Two Types Of Self-Awareness

When it comes to self-awareness, there are two different categories that you need to be mindful of. Understanding the differences between these categories will help you to identify which aspect you need to develop further. Each individual is unique in their self-awareness journey, so highlighting your strengths and trouble areas will help you advance in your growth.

Public self-awareness is the first of the two categories. This type of self-awareness is centered around controlling your outward appearance and managing the way others perceive you. Often, this form of self-awareness involves regulating your actions and emotions to stick within societal norms or the “status-quo.” Take a moment and imagine you’re speaking at an event in front of a large group of people. How do you feel standing up in front of the crowd? What actions do you take to manage your emotions and reactions to this event? The way you handle and present yourself externally is tied to your public self-awareness skill set.

The other form of self-awareness is the kind that is private and internal. How you perceive yourself and regulate your emotions can be just as important as managing others’ expectations and perceptions of you. At its core, private self-awareness deals with the ability to understand yourself. Often, people will find that they are more well-suited for one form of self-awareness than the other. By identifying which aspects you excel in, you can further refine your plan for growth.

The Levels Of Being Self-Aware

Self-awareness is more than just understanding your surroundings. There are varying levels of awareness, each of which can help you to understand your current state better. Below we break down these levels so that you can better visualize the process.

What are you doing? This is the initial level of self-awareness and is also the most basic. This level encompasses understanding your current situation and actions in your vicinity. On any given day, there are sure to be distractions and challenges you need to overcome. Understanding what they are can help you to focus on the tasks at hand.  

What are you feeling? The next level of self-awareness deals more with your emotions and reactions to things around you. After you’ve determined what you are focused on, center your thoughts around how you feel about what you are doing and experiencing. 

Where are your blindspots? The final level of self-awareness requires a strong skill for reflection. This level asks you to take a deep look at yourself and your situation and recognize areas that you are lacking. Everyone has blind spots and weak points, but the key is identifying these points and reframing them into a growth mindset. Think of this level as your chance to overcome your weaknesses and turn them into strengths.

Climbing the levels of self-awareness is very beneficial for everyone. It allows individuals to concentrate on what’s important, analyze their feelings towards it, and figure out what they might not be able to see at first glance.

Why Is Self-Awareness Important At Work?

Your workplace should strive to hire and develop self-aware individuals. When your workforce excels at identifying, managing, and productively expressing their thoughts and emotions, you’ll see significant improvements in your business functions. Some benefits of encouraging employees to become self-aware include:

• Handle Conflict Productively: In life, things happen! How you react to these changes and turbulence is critical. Staying positive and professional in the face of adversity is crucial for keeping your organization running smoothly. 
• Deeper Understanding Of Your Emotions: The journey towards self-awareness helps you to better identify and manage your emotions. In the workplace, this is crucial, as it can impact your ability to communicate with others and collaborate productively.
• Boost Your Self-Esteem: Self-awareness can actually boost your self-esteem. As you move through the levels of self-awareness, you’ll likely feel more accomplished and confident. Employees with better self-esteem are more likely to perform well within their roles. 
• Increase Empathy And Inclusivity: Self-aware employees have an easier time empathizing with people from different backgrounds. In the workplace, this leads to higher levels of inclusivity and diversity in thinking.
• Stronger Decision Making: In a business setting, decisions are constantly being made. Self-awareness is a valuable tool, as it helps you regulate your thoughts and emotions to make clear, strong decisions.

How do you know if you are #SelfAware? @CaliperCorp discusses tactics for you to practice, and #develop your self-awareness and professional skills in their latest blog:
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Practicing Self-Awareness

Self-awareness is a skill that takes time, energy, and practice to excel at. By practicing techniques and consciously working to improve, you can grow your skillset and become an example for others. Some tips for practicing self-awareness include:

• Practice Mindfulness: Each day, spend some time connecting with yourself and self-reflecting. What occurred throughout the day? How did this make you feel? What could you have done better? Create the space and time to ask yourself these questions before ending your day. 
• Writing It Out: Journaling can be a positive outlet for many individuals. It allows you to process your thoughts and emotions by writing them down. This is a great way to get out your frustrations, feelings, or irritations in a healthy and productive way. 
• Check Your Communication: Communication is much more than just speaking to someone. It is important for you to practice picking up on both verbal and nonverbal cues. Look at peoples’ body language. What is their stance? How about their facial expressions? Nonverbal communication can often be more telling than verbal cues. At the end of the day, you need to ensure you are creating a safe space where people feel comfortable expressing their thoughts and emotions. 
• Walk A Mile In Someone Else’s Shoes:  Sometimes, we forget to take a step back and look at situations from an outside perspective. This can create a tunneled view of our situations. Combat this by challenging yourself to view things from the vantage point of another person. You can do this by asking for feedback from those around you or taking the time to put yourself in others’ shoes.
• Question Everything: You should ask “why” to everything. Be as curious as you can and soak up the knowledge of others. This is an opportunity for you to grow as a person and move towards being more self-aware.

Be patient with yourself, and remember that gaining self-awareness takes time and energy to achieve. With continuous practice, you can build up your skills and become more self-aware of your surroundings, emotions, and personal strengths.

As previously mentioned, no one is born being exceptionally self-aware. It is a skill, and just like any other skill, it needs to be refined and strengthened over time. Employers would benefit from offering support and tools for developing their employees’ self-awareness. Not only will their teams become more attuned to their needs, but they will also find themselves better equipped to handle disruptions down the road.

Self-awareness is a key element in your individual development process. With access to the right resources and tools, you can grow yourself personally and professionally. To see more about how you can better yourself through self-exploration and growth, take a look at our Individual Development Guide. Our team of experts is standing by, ready to help you take your development to the next level!

What Are High-Potential Employees?

High-potential employees (HIPOs) are the employees that exhibit the necessary skills for a leadership or management position. These employees are ambitious and take initiative in all their tasks. They have the potential, ability, and aspiration to be successful in leadership positions. Typically, HIPOs excel in their current roles and have a hunger for more responsibilities. They have a strong will to grow in their role and overcome any obstacles they may encounter.

DYK? High-potential employees are 91% more valuable to a business than non-high-potential workers.

Some companies confuse high-potential employees with high-performance employees. It is crucial for businesses to know the difference between them to be successful.

The Difference Between High-Potential vs High-Performance

High-potential employees and high-performance employees are not the same. High-performance refers to employees who excel in their current roles. They tend to set and crush goals such as exceeding their sales quarter goals. These employees function well by themselves and have an innate ability to stay focused on the tasks at hand. However, typically they do not possess the soft skills, such as leadership or a student mentality, in order to be a great leader. 

When it comes to #HighPotential employees, understanding how best to develop these individuals can set your workforce up for future success. @CaliperCorp breaks down how you can identify and develop these employees in their latest blog:
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HIPOs, on the other hand, have the potential to be a strong asset when it comes to management roles. They have the soft skills necessary to learn the role and lead their team toward attaining company goals. High-potential employees tend to excel in an individual setting while HIPOs excel in a group setting.

What makes soft skills so important?

Soft skills are non-negotiable when you are working in a leadership role. For example, having empathy can allow your leaders to connect with other employees and see situations from their perspectives. Enabling these future leaders to develop these soft skills will help your company in the long run.

One mistake companies tend to make is promoting high-performance employees when they should be promoting high-potential employees. 90% of high performers have difficulty adjusting to the higher levels of responsibilities required to lead. When it comes down to it, mistaking high-performance employees for high-potential employees can cost your company time, money, and potentially even employees.

Benefits of Identifying Your High-Potential Employees

Identifying high-potential employees will benefit your company in the long run. Knowing which employees you can trust with various tasks and projects to achieve your company goals is important. When organizations identify and develop their HIPO employees, they often see many benefits to their processes and business functions.

High-potential employees benefit your company by:

• Increasing Productivity— HIPOs are known to be highly productive. They set strong goals for themselves and have the discipline and desire to see them through. Not only do HIPOs accomplish their own goals, but they also work to encourage those around them to do the same. 
• Enabling Succession Planning— Every organization needs to have a road map to success. This involves succession plans for higher-level executives and plans for managing employee departures and promotions. Your HIPOs need to know the plan you have in place and how they contribute to the overall mission. 
• Saving You Money — When it comes to identifying and developing HIPO employees, your company will save time and money. These employees catch on quickly and have a heightened urge to learn new skills, meaning they are more willing to tackle new professional development opportunities.
• Helping You To Identify Strengths—  HIPOs are usually very self-aware employees. This means that they know the strengths and weaknesses they bring to the table and how to apply these skills for actual growth and success. HIPOs often also help other employees to realize their unique skill set. This enables your company to excel with the existing talent in your organization.

While the above benefits are the most commonly recognized advantages to developing your HIPOs, you might see other value-added benefits. This can include an increase in revenue and improved morale. Organizations should strive to identify and develop their high-potential employees whenever possible.

How To Identify High-Potential Employees

The first step to identifying HIPO employees is observing your employees to see who has the management or supervisory skills necessary to lead your team in the right direction. There are certain criteria in identifying high-potential employees. Criteria may include knowledge, reputation, and certainty. Other common traits include:

• Takes the initiative and Has a Desire To Lead — High-potential employees take the initiative to help whenever they can. HIPOs are willing and able to take the reins and ensure your team accomplishes your goals, going above and beyond their job description to help fill the gaps in your company.
• Has an Entrepreneurial Mindset — HIPOs are forward-thinkers. They are well-versed in all aspects of the business and are always looking at the overall picture. Your HIPOs will be employees who are invested in your company goals and work to support their teams when needed. 
• Makes Decisions and Acts on Them — It is important to have someone who can make a decision and stick to it. More importantly, your organization needs someone who can execute decisions when needed. 
• Is Flexible in Fast-Paced Environments — Most businesses today operate at a warp-speed. HIPOs need to be flexible and adapt to changes as they come. Your high-potential employees should be able to make quick changes when needed.
• Is Committed and Engaged — These employees are loyal to the goals of the company. HIPOs also love asking questions. It could be for clarification or asking for more information to gain a deeper understanding of their tasks. Still, your high-potential employees have an innate desire to learn and a curiosity to take your team to the next level. 
• Fosters Positive Relationships — Employees who can develop positive internal and external relationships are well-fitted for leadership roles. The ability to form meaningful and positive workplace relationships helps keep your team motivated and engaged. 
• Performs Leadership Duties — Employees who perform leadership roles are considered a high-value asset to your team. HIPOs are also your employees who need little-to-no direction. They are able to take a task and run with it, meaning you’ll spend less time guiding and supporting them along the way.
• Is Talented at Their Job — Finally, potential HIPOs are employees that excel in their current roles. The employees best equipped to be future leaders are always working their hardest to push themselves and their team members in the right direction.

Developing High-Potential Employees

When it comes to developing your high-potential employees, having a strong, reliable development program is necessary. How do you start? One option is to implement a mentorship program. By pairing your HIPO with a more experienced leader within your organization, they can learn the intricacies and nuances of leadership roles before jumping in head-first. Their mentor can offer guidance, coaching, and feedback as they take on their new roles.

@CaliperCorp discusses the importance of identifying and #developing #HighPotentialEmployees in their latest blog. See what strategies they recommend implementing in your own organization:
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Another strategy that needs to be included in your development program is an individualized and customized career plan for each employee. Focused career plans are a transparent way for employees to know what their future holds. Not only will they see a road map of where they are and where they can go within your organization, but it also reassures your employees that you are invested in their future.

Finally, implementing online learning programs can benefit your organization. These programs are highly useful, as they do not require as significant of a commitment as in-person programs. Your HIPOs can manage their learning at their own pace and attend virtual classes to refine skills and industry knowledge. These learning programs also enable HIPOs to network with other like-minded professionals, creating an expansive web of support and guidance that employees can draw upon in times of need.

Developing your HIPOs is crucial. It is important to remember that leadership skills come with time, practice, and experience. By investing the proper resources in your employees’ development, you can create a future workforce with the knowledge, skills, and ambition to take your company to the next level. Remember that even when the above options are implemented, it is still possible for HIPOs to fail in their roles. If they do not have the support and development needed to succeed in a leadership role, it can be difficult for your employees to succeed. Make sure they know they have a place to ask questions and develop their skills. There is bound to be a learning curve with a new position, but with the right guidance, they can be successful.

Bear in mind that HIPOs are not the same as high-performance employees. Properly identifying and developing high-potential employees can set your organization up for future success.

Taking initiative, a desire to lead, and being flexible in fast-paced environments are a few characteristics that you can look for when identifying high-potential employees. It is important to develop these employees since they can directly and positively impact your business’s revenue to help you accomplish your goals. By investing in development opportunities, offering mentorship programs, and creating individualized career plans, you can better grow these HIPO into future leaders.

Develop your talent to peak performance! Our science-backed and results-proven solutions for training, coaching, and development can help you build a stronger workforce. To learn more about the benefits, you’ll gain from implementing our solutions, reach out to our team of experts today.

Companies today are facing two main problems: 

1. They are facing a severe talent shortage. 
2. There is a growing demand for a more diverse workforce. 

Many organizations are currently struggling with talent shortages, which is in part due to the ongoing global pandemic. But, other factors play into this shortage as well, such as changing skills needed within the workforce. One way organizations can combat this is through the practice of upskilling.

What is Upskilling?

Upskilling involves taking current employees and teaching them skills they do not currently possess. Often, this means teaching your team skills that will help them to operate within multiple given roles, enabling your organization to function more smoothly and efficiently in the case of a talent shortage. This can be highly beneficial for companies where their workforces are constantly changing and adapting to the market. If you invest in upskilling your current talent, your organization theoretically can function even if you have open roles in departments.

@CaliperCorp says that through #upskilling and #development programs, you can bridge the talent gap in your organization and create a more diverse workforce. See how:
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When companies invest in upskilling, they can work to diversify their workforce by creating highly skilled and adaptable employees.

Skilled Employees Are Diverse and Adaptable

Employees who are cross-trained in multiple departments are better equipped to handle disruptions and changes to your business functions. Many large corporations have also utilized upskilling as a way to help bridge the talent gap they currently face. Rather than look externally to hire from a highly competitive market, businesses can instead offer the chance for their current employees to expand their skills and open up opportunities to grow within the organization.

This gives your employees the chance to get a leg up in the professional world. With the majority of open positions being middle-skilled positions, classified as roles that require training but no formal degree, these initiatives by corporations are giving more opportunities to demographics that are often overlooked. The key lies in creating a program that not only supports and uplifts your current staff but also encourages them to capitalize on these chances to expand their professional skill set.

How Do You Tackle Upskilling?

The first step to embracing upskilling in your organization is to conduct an analysis of the skills gap your company is currently facing. This is helpful because what you think is a skills gap and what is actually a skills gap may be two different things. When you take the time to identify the areas that are lackluster in your current business functions, you can then prioritize the training that is necessary to support that role.

Developing skills can take time. @CaliperCorp discusses how you can grow the skill set of your current teams through the practice of #upskilling. Read more on their latest blog:
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Investing in training and certifications for current employees is the most cost-effective and least risky way to develop a more skilled team. However, quick training programs are simply a bandaid; they are not a permanent fix for your current needs. In order to truly mend the skills gaps in your organization, you need to invest adequate time and energy to develop your employees. Upskilling in your organization can directly tie to a more diverse and inclusive organization. When you provide employees the basis and opportunity to better develop their skills, you open the door to future career advancement opportunities as well.

When it comes to training your team, there are five steps you can take to sustain a more diverse workforce. They are:

1. Upskilling and tracking the mobility of your employees, not just the representation. 
2. Setting SMART goals for your teams. 
3. Identifying those that possess the talent you’re looking for. 
4. Bridging the talent gap by understanding where and why the shortages exist in your roles, functions, business units, and locations. 
5. Using your talent pipelines as an asset for developing and attracting skilled workers.

Turning to your Team for Skills

Upskilling is the direction most businesses are going. With the current fight for talent, it’s most cost-effective to look at your current employees rather than recruit for new positions. When you recruit new employees, it can be a time-consuming process with the risk that they don’t fit well within your workplace culture. By investing in your current workforce, you know that they already possess the personality and skills that are needed to be successful. And, you can uncover hidden talents you never knew your team had.

For the best results in your upskilling program, focus on creating a visible support network. Your employees are more likely to be open to learning new skills and are more likely to be successful in doing so when you create a system that supports and encourages their growth. Employees need to feel comfortable trying new things and asking for help when necessary.

Developing the skills you need from your teams takes time. Talent is something that needs to be invested in continuously, and not just in your moments of need. By creating an upskilling program, you can help to build out the skills of your employees continuously, so that when you do face talent gaps, your team is prepared to step in and support your operations however necessary.

Want to learn more about developing and training your workforce? Our team of experts is ready to help! Reach out now to find out how you can utilize our science-backed assessments and development programs to create the diverse and skilled team you need in today’s modern world.

During this process, there will undoubtedly be challenges that you must face. But, with the right solutions in place and armed with the right insights, you and your team can work to overcome these obstacles as they arise.  Here are the top five challenges you’ll face and how to overcome them.

Need help overcoming the challenges of a #FutureReady workforce? @CaliperCorp can help you out. Learn how here:
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Challenges Organizations Are Facing Today

Some challenges present themselves regardless of your workforce. Due in large part to the pandemic, many organizations have had a difficult time navigating the changes to the workforce and the lack of talent on the market. Many of the common challenges organizations are facing today include:

A gap between available and desirable skills: Recent data has shown that highly skilled office workers are the first to get back to work after the pandemic compared to less-skilled workers. This has affected workers throughout all types of industries. Those seen as mid-level or senior level experience are less likely to pursue new skills or work towards a new career path if it takes years to attain. This leaves a gap between the available talent on the market and the kind of highly talented individuals organizations are looking for.

Fast fact: By 2028, the skills gap is expected to leave 2.4 million jobs unfilled, with an economic impact of $454 billion.

Creating learning and development opportunities to retain workers: Learning and developing programs are shaping up to be a challenge for many companies. Learning and development are centered around engaging your existing workforce and enhancing their skill sets at a basic level. These programs are also a valuable tool for attracting new talent to your workplace. 

However, when available talent is lacking, and retention is your main goal, finding ways to invest in your employees’ skills and future career is integral for keeping your best workers in-house. Today’s managers need to create opportunities for progression if they hope to retain their top talent. As adults, we have a tendency to avoid learning new skills and exploring new opportunities. While this is natural, it’s also something that you need to work hard at avoiding workplace changes like those experienced during the pandemic. Failure to do so can lead to your top talent seeking out training opportunities elsewhere or searching for a company that makes learning a priority.

A lack of collaboration: New technology is broadening the scope of tasks the workforce needs to engage in on a day-to-day basis. This new generation of work often requires different types of workers to collaborate and communicate with one another. In many workplaces, collaboration has been limited due to geography or time barriers. However, technology is making it easier to stay connected even when you’re separated from your colleagues and employers. Now, work teams are more likely to work together in real-time across the globe due to advancements in technology such as cloud computing, video conferencing tools, and AI chatbots.

The need for flexible talent: Companies have always desired workers who apply their skills and talent in different ways. But, in a post-pandemic world, this desire is quickly becoming a need. As organizations fight over the top talent on the market, workplaces need the support of cross-talented and skilled employees to help keep operations running smoothly. 

With upskilling and reskilling opportunities, workplaces can create a resilient workforce equipped to help pick up the slack in other departments when needed. What does this mean for today’s leaders? They need to work to find and create a workforce that is willing to go above and beyond the duties outlined in their job description. 

Hiring and retaining top talent: Retaining your best workers is a challenge for many companies. There are several resources that you can use to find the right talent, but finding individuals with skill sets that align with your company’s goals takes time and effort. Don’t waste any more time in your recruitment process by looking at outdated job descriptions. Instead, work with the right HR partner to find employees who have skills that are aligned with your company’s goals for growth and expansion. If you can provide these individuals with the training they need, there is no reason why this talent should walk away from a job opportunity at your organization.

Steps For Building A Future-Ready Workforce

For quite some time now, organizations have placed a hearty focus on preparing themselves for the future. Whether this is done through market forecasting, creating succession plans, or developing their employees to better perform in their given roles, being proactive is always a better move than waiting around to react to new challenges. With a rise in the competition for new talent, building out a future-ready workforce can mean the difference between an organization equipped for sudden change and one that falters. But, the question stands: what can you and your company do to create a future-ready workforce?

While each organization is unique in its structure, there are a few common things that can be done to create a workforce that is built to take on potential future challenges:

Define your skill gaps: A huge part of defining skills gaps is knowing what skill sets are missing from an organization. Part of this has to be predicting the skills needed for the roles for this changing landscape. Without taking the time to understand and clearly dictate the skills and kinds of workers your organization needs to succeed, your recruiters will struggle to find the right kind of talent for your open roles. 

Give your team the information they need to do their jobs successfully; be honest and straightforward with your expectations.  If there are skills that you or your team members wish to develop but have yet to do so, take the time to understand what it is about these specific skill sets that appeal and align with your goals. If you begin to explore ideas for developing new skill sets within the organization, this will only help solidify a future-ready workforce.

Did you know? 60% of organizations say they will not meet their strategic goals due to external skills shortages. Furthermore, 62% of employers say they experience skill gaps in their current workforce. 

Develop soft skills: We’ve said it before, and we’ll say it again: hiring for soft skills is the best move you can make. Currently, soft skills are in high demand. While technical skills can always be taught on the job, finding workers who excel at necessary skills, such as teamwork and time management, will help you to source workers prepared to take on more responsibilities. These skills are often tied to how flexible an employee can be within a changing environment. 

Research has shown the toughest soft skills to find in candidates are leadership, communication, and listening. Additionally, the higher ranking roles require employees to have a higher percentage of soft skills in order to be successful in that role. By working on developing these soft skills in your existing workers and finding candidates with these skills in the job market, you can build out a workforce that is better equipped to handle disruptions. 

Work on developing your existing employees: Work on developing your existing employees: According to HLC’s research, the best way to close the skills gap is to develop current employees. This means investing in the workers already employed at your company versus trying to find a new employee with the desired skills. Not only will this save your bottom line and also save your recruiting team precious time, but it showcases to your employees that you care about their career and professional development.

Did you know?  The State of Human Capital Management survey shows that 45% of organizations lack the necessary workforce to compete today, and 36% say a skills gap is their number one challenge.

Taking the time to brainstorm potential future challenges for your organization, as well as defining exactly what new soft skills will help you move forward, will be the best way to source your next future-ready employees. 

Fast fact: Nearly 80% of companies are filling their skill gaps internally.

This is why developing soft skills is critical: 51% of employers say their top challenge as an employer is the changing nature of work. When we talk about future-ready employees, it’s important to know what makes your organization unique and how you will face disruption best.

How Can You Get Started?

Identifying the process needed to build a future-ready workforce is the first step towards creating a productive and proactive workplace. As job markets shift and the war for top talent wages on, managers and leaders need to identify solutions that can be implemented to better set their teams up for success down the road. 

One such solution is placing a strong emphasis on the skills in your organization. Whether this means developing the soft skill of your existing workforce or finding ways to close your existing skills gaps, managers would be remiss not to take time to refine the skills in their organization. 

The workforce is going through a significant transformation, with people now holding multiple roles over their lifetime. Understanding what millennials value and looking for candidates who align with these values will also prove to be a valuable skill when you are competing for top talent. Millennials look for companies that invest in them as individuals and show potential for growth.

Did you know? 65% of millennials want to learn soft skills in order to advance within their organization.

Employers who have invested in training for their workers show higher levels of engagement and satisfaction with senior management. As millennials continue to grow as a percentage of the workforce, businesses can no longer look at soft skills as something that is nice to have but instead must be developed into hard skills needed for future success. Think about why you have your current soft skills and determine where they fall short, where the gaps are, and where opportunities for development exist within your organization. Remember that as a leader or manager you can nurture change by offering opportunities for learning.

Did you know?  On average, developing a new competency takes 2 years and costs $30,000.

Additionally, workplaces can start building out a future-ready workforce by redefining their expectations and qualifications. It’s no surprise that getting a degree is a very expensive and time-consuming process. However, there are alternatives to this. Apprenticeships and developing competencies and skills are alternatives to getting a degree. By reducing the barrier to applying, you can expand your talent pool in a short amount of time. 

Did you know? 72% of employers want to develop leadership skills in their workers.

You don’t have to do everything at once, but if you start small and think strategically about the soft skill development needs within your organization, you’ll be on track for creating a future-ready workforce.

Finally, embracing technologies in your workplace and recruitment pipeline will help you to build more effective and efficient processes. Using technology is one of the top ways to mold a future-ready workforce. With many traditional business practices moving to a digital landscape, having a team that understands how to use technology to interact with one another and conduct business will help you to create a resilient workforce.

@CaliperCorp discusses the key #competencies needed to build a #FutureReady workforce. Read more here:
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Companies must also take advantage of digital communication tools such as video and instant messaging to enable the use of soft skills in both daily interactions and business processes. By doing so, you can refocus your workforce on outcomes instead of individual tasks.

As we start to see signs of recovery from the previous year, finding ways to capitalize on growth and better prepare for future disruptions will set your team up for success. The key lies in building out a team that is highly skilled, adaptable, and ambitious for personal and professional growth. The workforce of today is reversing the trend of lifetime employment and long-term career development. People are no longer looking to climb a ladder, but rather switch jobs multiple times throughout their lives. The workforce will need to become agile and be ready to learn new skills at any time if they wish to stay relevant. 

We are in an increasingly competitive landscape, where innovations happen more quickly and the pace of change is faster than ever before. If you want to build a workforce that can last for decades, it will require investment in developing leaders and promoting individuals who have soft skills like leadership, personal growth, collaboration, etc.

Caliper can help you to identify the best fit before you hire for an open role. With our science-backed assessments, you can quickly gauge the cultural fit of any given candidate, and see whether their skills and competencies are the ones you need in your workplace. And, with our precision series, you can work to develop the skills of your leaders and individual workers, creating a more talented and flexible workforce. Reach out to our team of experts and see how we can help you transform your workforce today!