by Caroline Leach | Jun 28, 2015 | Change, Leadership, Learning
What are the work skills of the future?
My last post on Working Globally prompted me to revisit a fascinating report that the Institute For the Future published called Future Work Skills 2020.
It sets forth six change drivers in the world that will reshape how we work:
- Extreme longevity. How will you think about living your life that may extend to 120 years . . . or beyond?
- Rise of smart machines and systems. How will you effectively interact with machines in the worlds of work and play?
- Computational world. How will data drive your life and your decision making?
- New media ecology. How will you communicate effectively in a more networked, visual world?
- Superstructed organizations. How will you communicate and connect on a massive scale, beyond traditional organizational boundaries?
- Globally connected world. How will you increase the diversity of your connections and your adaptability to multiple cultures?
These disruptive changes then pointed to 10 key skills for the future. And while they apply to all workers, it’s interesting how many of them have specific implications for communicators.
That means corporate communications will take on even more significance in the future. Communicators have a key role to play in helping people make sense of complexity and focus on what’s most important to the organization and its stakeholders.
Let’s look at cross-cultural competency. As one of the 10 key skills of the future, it’s defined as the ability to work effectively in different cultural settings.
You could end up working anywhere in the world. Or working with other people around the globe, regardless of your geographic location.
And if you don’t see that opportunity in your current role, it’s something important to seek out where you are or in your next move.
And to work effectively anywhere in the world, you have to be adaptable and flexible. You have to quickly get a read on how people think, how they get things done, and what social and cultural norms they follow. These are great overall change management skills, too, by the way.
Striking the right balance in cultural adaption is also important. As Andy Molinksy of the Brandeis International Business School says, “adapt to a new culture, but don’t go too far.”
Not only should you assess how another culture is different from yours, he says, but you also need to understand the level of difference and adjust your behavior to the right degree.
This is where a focus on diversity and inclusion is invaluable. The Future Skills 2020 report highlights the important role of diversity, in both cross-culture adaptability and in innovation.
This is the ability for diverse teams to come together, identify their points of communality as well as the different perspectives and experiences that enable them to innovate, and created a shared agenda.
In my current role, the markets we serve in the United States and Latin America are diverse and evolving rapidly. Our workforce must fully reflect our customer base, as well as understand the needs of each customer segment.
We also depend on a constant stream of innovation, which is fueled by new ideas and new thinking that come from a diverse workforce. And an inclusive workplace culture is one that fosters collaboration, productivity and engagement.
Want to know more? Check out DIRECTV’s Corporate Social Responsibility Report.
And speaking of diverse teams, pictured above are just a few of my incredible colleagues. Every day I’m amazed and awed by their ideas, insights and accomplishments, and how they all come together to create a highly engaging work environment and corporate culture.
What other skills help to operative effectively in any environment? One is speaking the language. I’ll explore that in an upcoming post.
by Caroline Leach | Jun 21, 2015 | Leadership, Learning, Work/Life
“Mom, do I ship to Croatia?”
My teen daughter asked me that last year when she started selling items on Etsy.
She launched a small business from her room in Southern California. All she needed was her laptop, a broadband connection and some starter items to sell.
Questions began. Did she know how to research shipping rates and timelines to Croatia? Did she price her items with enough margin to cover the shipping costs? What about insurance?
Talk about a great learning experience. And it got me thinking about what it means to be a global citizen of the world. And how to work effectively with people across countries and cultures.
Karie Willyerd and Jeanne Meister have a great definition in their book, The 2020 Workplace.
We’ve been fortunate to have Karie speak at DIRECTV’s annual leadership meeting, global HR conference and our Young Professionals Network.
As the world becomes more global, social, digital and diverse, Karie and Jeanne define global citizenship as:
- Understanding how to conduct business in another country
- Developing increased cultural intelligence and a deeper appreciation of the relationship between business and society
- Being able to understand complex policy environments, and
- Knowing how to work in virtual teams with people from all over the world.
The best way to do that is to live and work in another country or region. The next-best alternative is to travel globally for your work or on your vacations.
And there are several other ways you can become a citizen of the world. I’ve been reminded of this recently by some of my colleagues in our DIRECTV Latin America business – Ana Diaz, Pamela Gidi and Sandro Mesquita to name a few.
Observe. Watch how people do things. Take your cues from how people communicate with you. Give as much weight to what is unsaid as to what is said. Pay attention to how people react to things – their words, actions and body language.
Early in my career I bought hardware for satellites. While most of my suppliers were U.S.-based, I also worked with companies in Japan, France and Germany. I learned how to observe people’s behaviors as much greater cultural indicators than only their words. I even wrote a magazine article about international subcontracting, a precursor to my corporate communications career.
Ask. In a respectful and thoughtful way, ask people for their ideas. Their perspectives. Their preferences. Ask why and how. As Stephen Covey said, seek first to understand.
Read. Libraries are a window on the world. So is the internet. Harvard Business Review has great pieces on global business. Nicholas Kristof and Thomas Friedman at the New York Times have fascinating global perspectives. Financial Times and The Economist are other favorites.
When I shared my daily news rituals in LinkedIn, Dan Weidman made a great comment about perspectives in The Guardian and the Daily Mail, so I’ve added them to my list.
Sometimes I’ll toggle my Wall Street Journal app to the Asia or Europe editions.
To fit in this reading, I follow my usual news scanning framework – scan the headlines for a quick sense of the news, and read at least one article.
Think. Make time and space to simply sit and think. This is great advice in Dorie Clark‘s new book, Stand Out, about generating breakthrough ideas and building a following around them.
How does what you’re observing, learning and reading all fit together? What development in one part of the world will likely to affect another? What business opportunities could result? How does that change how you prepare for the future?
Empathize. Put yourself in other people’s shoes. Ask how they’re likely to think about a new development. Ask how they are used to working. Ask what would be most convenient for them.
It can be as simple as scheduling meetings at a time that is convenient in their time zone to trying to write or speak at least a few words in their language.
Network. How diverse is your network? This is a great question that BCG’s Roselinde Torres asks in her TED talk on 21st century leadership.
Are your colleagues, friends and acquaintances of different ages, perspectives and backgrounds? How great is your capacity to develop relationships with people who are very different from you? It’s this diversity, Torres says, that gives you broader ability to see patterns and solutions.
At DIRECTV our seven employee resource groups are a great source of connections and insights. And in keeping with my work/life blend where everything is interconnected, I’ve enjoyed insights into a variety of cultures by getting to know the parents of my son’s soccer team members.
Learn. As in, learn a new language. For me, it’s Spanish. Because I live in Southern California and half DIRECTV’s employees are in Latin America, this makes the most sense.
I’m trying to use my commute time for learning and practicing. In part this is because no one is around to laugh at my pronunciation in the sanctuary of my car.
And if I can scale the significant hurdles of learning a language after the age of 10, there are multiple mental benefits according to a recent New York Times article by William Alexander.
How are you becoming a global citizen of the world?
by Caroline Leach | Jun 13, 2015 | Corporate Communications, Leadership, Learning, Social Media
Speaking at the Intranet Global Forum this week at USC made me reflect on new ways to work.
At Toby Ward‘s invitation, I joined a variety of speakers including digital luminaries Shel Holtz, Dion Hinchcliffe and Aadam Zaidi.
The focus? The future of corporate intranets, spotlighting the design, governance and management of enterprise and social intranets.
My talk was a DIRECTV case study, looking at how we’re changing the way work gets done in our connected enterprise.
Today it’s more collaborative, productive and innovative. And tomorrow it should become even more so, as technologies and cultures evolve.
It started four years ago when my Communications team began working with the I.T. team to explore technologies for social collaboration.
We began with a vision – to make it easy for employees to connect, collaborate, access and share information with each other and partners, leading to greater engagement and productivity, along with better decision-making and increased innovation.
Our work was informed in part by the McKinsey & Company study, The social economy: Unlocking value and productivity through social technologies.
Across four sectors studied, it reported that social technologies improving productivity could potentially contribute up to $1.3 trillion in value. And two-thirds of this amount lay in improving collaboration and communication within and across enterprises.
Those are hefty numbers. And big potential to achieve.
We embarked on our journey with a group headed by Michael Ambrozewicz on my team, and later joined by Thyda Nhek and Mani Escobar.
We have a great technical partnership with I.T. strategy leader Frank Palase and his team, along with insight from various consulting partners.
Together we could put a social collaboration platform in place, but how could we encourage people to use it? How could we achieve its full value?
We had to make it part of how people did their daily work. Not a separate site that people would visit and engage with when they had time.
It had to be a way to get important work done every day. It had to foster new ways of working, with employees creating content to share in places where teams collaborate in real time.
Senior leader involvement is a key way of doing that. If leaders are active in a social intranet, then employees will join the dialogue and the action.
In our beta phase, I launched a communications leadership blog. My purpose was to encourage the beta participants to experiment and learn. And I’d learn enough about blogging from first-hand experience so I could advise our C-suite leaders on launching and growing their own blogs.
In the next year’s annual leadership meeting, we wove social collaboration into the program.
- Our CEO talked about its importance in the context of our overall business strategy.
- Michael and Thyda manned kiosks and helped leaders set up their profile pages and get started with initial actions, like following colleagues and bookmarking key content.
- Each day I blogged for all employees about what was happening at the meeting. Our CIO jumped in with blog posts and perspectives of his own.
Blogging for me created a “flow state” experience, where time drifts away and I’m completely engaged in the art and craft of thinking and writing. It’s one of the things I wrote about in my very first post.
And it’s one of the reasons I launched this second blog, Leading Communications, earlier this year. I wanted to continue learning, sharing knowledge and engaging in dialogue.
What are we doing with our social intranet today?
First, we’re providing company news and information in real time, that employees can like, share, comment on and add their own perspectives.
Second, key teams are regularly collaborating on projects and keeping their colleagues up to date on emerging industry trends, new technologies and consumer insights.
Third, major work locations and teams use spaces to engage colleagues with relevant information and project-based resources.
And where are we going tomorrow?
First, our social intranet will sustain and build on organizational knowledge. Information is increasingly less likely to be buried in individuals’ email accounts, and more likely to be available for colleagues to access and build upon.
Second, our word-based content is becoming more visual, with photos and videos increasing in importance compared with text. People can process visual information much faster, not to mention that it’s more engaging.
And in our rapidly changing world, that provides tremendous upside. Step by step, we can all make that trillion-dollar value creation a reality.
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