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Exam Prep > Future Readiness > Flashcards

Future Readiness Flashcards

1
Q

What are 3 factors TD should monitor?

A
  • External factors that influence organizational strategies and goals
  • Internal factors and organizational decisions
  • Talent-specific factors that directly influence talent development
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2
Q

What is one way TD can monitor external factors?

A

Through a PEST analysis

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3
Q

PEST analysis

A

a tool used for environmental scanning to identify, evaluate, and track factors that can influence an organization: political, economic, social, and technical opportunities and threats.

A first-time PEST analysis needs to be thorough; updates require less effort

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4
Q

Environmental scanning

A

the organized and deliberate study and interpretation of internal and external events and trends that could influence an organization.

Monitoring can provide early warnings of changing conditions that could identify threats and opportunities affecting the organization’s future.

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5
Q

What should be included when TD monitors internal factors?

A

organizational strategies and goals
organizational structure
products and services produced
the systems and processes that produce results
the organization’s growth rate
mergers and acquisitions
changes in leadership
changes in organizational structure
financial and budgetary issues
natural and man-made disasters
labor relations

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6
Q

Is this considered an Internal or external factor during environment scanning? natural and man-made disasters

A

Internal

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7
Q

Is this considered an Internal or external factor during environment scanning? labor relations

A

Internal

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8
Q

Is this considered an Internal or external factor during environment scanning? potential impacts on sales from a recession

A

External

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9
Q

Is this considered an Internal or external factor during environment scanning? technical opportunities

A

External

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10
Q

Is this considered an Internal or external factor during environment scanning? how fast the org is growing in the market

A

Internal

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11
Q

What are examples of talent-specific factors?

A
  • employees owning their development
  • the expectation that managers should develop their employees
  • technology that enables content access
  • TD partnership with the C-suite
  • the need for just-in-time and point-of-work content
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12
Q

What ways that TD can monitor talent specific factors?

A
  • staying in touch with professional orgs
  • staying current with reading
  • forming groups to explore the future
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13
Q

What are 3 forces that are driving change in the workplace?

A
  • Reimagining performance management
  • Democratization and transparency in the workplace
  • Workplace digitization
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14
Q

How is reimagined performance mgt affecting TD?

A

Many orgs are opting for real-time, ongoing feedback. Shifting toward meeting employee needs and supporting future performance.

A change for TD would be decoupling development planning from performance review process.

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15
Q

How is democratization and transparency affecting TD?

A

TD will need to focus on who gets developed, how they are developed, and what capabilities become development targets.

In the future, development will include an array of services and resources available to everyone, inside and outside the org

We’re becoming more transparent because it’s nearly impossible to limit the spread of info. Employees and non-employees have access to a lot of info about the org, and if development options are not available to everyone it can be perceived as exclusive, thus decreasing engagement.

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16
Q

How is workplace digitization affecting TD?

A

WD is the advanced use of technologies to connect people and spaces to organizational processes. TD can be a trusted advisor as they decide on the best workplace technology and recommended value-add tools.

17
Q

What are the goals of workplace digitization?

A

improve productivity
reduce costs
engage the workforce
encourage innovation

18
Q

What are some recent changes that are shaping the future of the workplace? (7)

A

rapid technological changes
new, tougher competition
a demographically changing workforce
increased globalization
higher customer expectations
greater employee expectations
a constantly increasing rate of change

19
Q

What are 9 dilemmas/needs TD professionals may face that are connected to the future of work?

A

Leadership gaps
Leadership skills
Connected world
Learning where the work is
Agile teams
Ecosystems
Employees work from everywhere
Reputation is critical
Analytics for increased efficiency

20
Q

What is the dilemma of leadership gaps?

A

ongoing need to fill pipeline
Execs struggle with gaps at all levels of org

21
Q

What is the dilemma of leadership skills?

A

Skills needed for tomorrow are very different
Include the need to quickly form and reform teams to resolve probs
Need skills of entrepreneurs, such as self-directed development and change management

22
Q

What is the dilemma of connected work?

A

More connectedness between groups means more opps for info exchange and employee support. However, small orgs may not have the necessary systems for fully integrated data.

23
Q

What is the dilemma of learning where the work is?

A

Continuous learning is taking over. How can TD professionals best create an environment conducive to learning? Important to work with sr. leaders to create this environment, introduce mentoring, coaching, and PSTs, and help learners take ownership over their own learning.

24
Q

What is the dilemma of agile teams?

A

Future orgs will likely rely on self-directed teams made up of both contractors and FTEs. TD can support this model by providing awareness and development opps across the org.

25
Q

What is the dilemma of ecosystems?

A

Most orgs will increase partnering across larger business orgs; orgs will often shed assets and outsource capabilities

26
Q

What is the dilemma of remote, distributed employees?

A

TD needs tools to help employees manage themselves and their work. Productivity is a key competency and ensuring high levels of productivity and engagement are key TD outcomes.

27
Q

What is the dilemma of reputation?

A

Implications for talent acquisition; employees want to work for an org with a positive reputation and may accept lower salary. TD can help create and leverage a good reputation.

28
Q

What is the dilemma of analytics for increased efficiency?

A

Large companies place people analytics as top 3 urgent trends, but half don’t feel equipped for this. TD can help leaders find practical, meaningful results and apply appropriate interpretations to business decisions based on external trends.

29
Q

What is one of the biggest challenges to the future of the workplace in how large orgs were initially designed? What is the implication/future need?

A

Most organizations were designed to be efficient and effective with predictable patterns.

This isn’t well-suited to the unpredictability and disruptions facing organizations today.

They need to be designed for speed, agility, and adaptability, so there will be a need to shift from hierarchical structures to a more flexible model of small team networks.

30
Q

What are the current trends that are reshaping the future of work? (6)

A

Freelance is a way of life
Demographics are changing
Finding and retaining talent is critical
Job flexibility motivates future employees
Robots will have real jobs
Innovation will be the norm

31
Q

What are the implications of “freelance is a way of life” on TD?

A
  • The expectation for flexibility will influence where, when, and how people work
  • Contractors and consultants will begin to outnumber full-time employees
  • An increase in contingent labor, with TD deciding 1) how to get them up to speed quickly 2) what they need to learn, if anything and 3) how to retain technical knowledge that can be lost quickly in a layoff or economic change
32
Q

What are the implications of “changing demographics” on TD?

A
  • As retirements increase, they cause major shifts
  • Biggest ways TD can support is through succession planning
  • Unprepared young workforce requires getting the up to speed quickly
  • An aging world population will put pressure on orgs and social systems
33
Q

What are the implications of “finding and retaining talent is critical” on TD?

A
  • Majority of global companies have a hard time finding people with the skill set they need
  • Unique, specialized talent is more important but harder to find
  • TD must understand what is required to attract people, create engagement, and provide active learning experience
  • Employee satisfaction starts with a good onboarding experience
34
Q

What are the implications of “job flexibility as a motivator” on TD?

A
  • Employees want work that provides maximum flexibility
  • TD must determine how to tap into flexibility for recruiting and retention
  • TD can help org determine how to offer timeshifted hours, frequent sabbaticals, or results-only work environments
35
Q

What are the implications of “freelance is a way of life” on TD?

A
  • AI will upset the job market and eliminate up to 50% of jobs (e.g., in law offices where computerized search has slashed hiring)
  • AI frees up humans for more interesting and creative work
  • TD will have to help employees work with and for robots
36
Q

What are the implications of “Innovation will be the norm” on TD?

A
  • Org growth and success will depend on creativity and innovation
  • TD professionals can help org by offering framework and tools to diagnose or implement innovation
37
Q

How can TD help an org maintain its competitive advantage?

A

By tracking trends their leaders believe are important to meeting future trends

38
Q

What are some approaches TD can use to focus on and prepare for the future?

A
  • Ask questions about the future - watch for signs; be alert to those who are trying new approach/tool/tech; track patterns and emerging topics/ideas
  • Observe generational differences - how younger gens doing things differently? do new processes use new tech?
  • Focus on what the experts have to say - who are they, what do they say, what is the wisdom of the crowd?
  • Watch for indirect effects - like second, third order results and indirect consequences
  • Challenge the data - don’t assume its accurate; things may have changed or taken on new meaning/importance
  • Encourage discussion and track ideas - sometimes patterns only become clear through writing it down or articulating it
39
Q

What is the most important driver for adopting new ideas?

A

How can this new idea help people learn more, better, faster, or cheaper?

Exam Prep (39 decks)

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