Digital has already delivered a major blow to businesses slow to respond. There's more to come. The very concept of work is being redefined as different generations enter and exit the workforce amidst a rapidly changing technological landscape. Responsive and responsible leaders at the very highest levels of the organization must act to harness the power of the Fourth Industrial Revolution for long-term advantage and shareholder value. Mindful to put their people first, at the center of change. The new leadership imperative is clear: Create the future workforce. Now.
Business leaders need to ensure that their people are relevant and adaptable. The stakes are high for businesses, workers and society as a whole.
The good news: Leaders can build on a workforce that's already highly engaged with digital. And reshape their organizations to allow workers to flourish in a future augmented by new technologies in a way that drives real business value—labor productivity, talent acquisition and retention, as well as innovation and creativity. The bad news: The clock is ticking. CEOs need to put people as the priority or risk leaving scores of workers, and their company's competitive strength, behind.
To prepare the workforce, leaders need to:
Accelerate reskilling people
Redesign work to unlock human potential
Strengthen the talent pipeline from its source
Based on our interviews and discussions with business leaders and experts around the world, it's clear that it's time for CEOs to take social and economic actions that allow people and technology to reach their full potential.
President and Chief Executive Officer, SiGNa Chemistry
Learn more about worker opinions in your country.
Optimistic about changes technology will bring to work in next 5 years
Positive attitude about impact of automation on work experience in next 5 years
Expect part of job to be automated in next 5 years
Would invest free time to learn new skills to stay relevant
MAKE EVERY LEADER A DIGITAL LEADER
Reskilling should involve all levels of the organization. From bottom to top.
LIVE THE EXAMPLE OF OPEN SOURCE
Strike the right balance between protecting your corporate DNA and offering the broader workforce access to learning resources.
TACKLE LABOR POLICIES
Leaders can influence their own organizations readily enough. But also need to exert their influence on public policy through lobbying groups and industry advocacy.
GOOD THINGS COME TO THOSE WHO WAIT
Invest for the long term based on a new, less direct organizational payoff.
BECOME GOOD STEWARDS OF THE FUTURE
Make developing tomorrow's talent a strategic priority for your business.