The Future for Employers and Employees

People ask me all the time about what functions or what disciplines they should be moving towards that might provide them with a more secure or prosperous future for either themselves or their children.  It is only natural to want to direct yourself to where there is activity, growth or momentum.

The issue is that you want to ensure that you are thinking with a long term lens.  You certainly want to avoid wasting your time and resources chasing something that may just have a short term horizon.  The different environments, as well as technology are moving at too great a speed to be able to predict long term success within one area or field.

So what advice do I give?

I suggest to listen to Futurist, Writer, and Entrepreneur, Sinead Bovell (Founder of WAYE - Weekly Advice for Young Entrepreneurs)

Here is Sinead on a recent podcast.

https://www.conferenceboard.ca/insights/podcasts/bright-future?&AspxAutoDetectCookieSupport=1

If you do not have time this moment to listen to the podcast, here are some of the key takeaways from my perspective.

1.  We now live in a world where humans are no longer the smartest, or the holders of the most knowledge in the boardroom.  Think about that!  As AI continues to expand its footprint in the workplace, there are now statistical percentages and algorithms that can better predict and guide outcomes and decisions, even when compared to the most seasoned executive.  Talk about a disruption in the workplace!

2.  The ability to work alongside AI AND even report into an AI manager, is likely in our future.  The key to being able to justify one's employment is to not only work successfully in this type of environment, but to also bring unique value to that environment.  Interpersonal communication, creative thinking and adaptability are expected to be the most sought after skills in employees. Coincidentally, these are also three areas that lie outside of the abilities of AI.

3.  The future of employment is one where we learn at work, and where there is a collaboration between employer and employee for learning and a continued investment in employee skills.  This supports both productivity and retention for both sides.  If an employer has a productive worker, investing in their education is a good business decision.  If an employee is gaining technical skills that can further help their marketability in the future, they will see value in continuing to work and perform in their current positions.    

4.  Geography doesn't matter anymore.  People need to think more broadly about how and where they can contribute their skills, as oppose to what employer or customer base is in their immediate physical environment.  Companies are already looking for ways to acquire skills and expertise outside of their immediate geography so employees must do the same.

5.  All young people should be asking themselves the following questions.  

Who do I want to be? 

AND

What problems do I like to solve? 

These are much better questions than asking the traditional, what do I want to be when I grow up?  Fact: Over 60% of Kindergarten students will work in positions that do not even exist at this present time.

6.  Companies should not be entirely focused on acquiring tech savvy employers.  A coder who may be a great “jack of all trades” might have no idea how to understand the customer let alone best service the customer.  Think about your individual company’s needs.  Where can AI bring more value to your customers? 

Enjoy the podcast.

Farewell,

Mike