THE PEOPLE

Culture – Value – Purpose

We are the creators of technology and will always be the father of new engineering concepts. At the same time, we have witnessed the technological evolution which has pushed the “People” component to its limits to evolve and outgrow the situation and stay relevant. The entire Digital Fabric structure’s nucleus is secured by people who govern, direct and execute on all the other encompassing layers. Incertitude about technology is valid to an extent, but in the end, we have to span sideways to increase the familiarity and overcome this anxiety. 

We have to reprise the overall people’s development and readiness for this long-spanning digital age.

Focus on our attributional biases is required to prepare ourselves. This is the time to embrace the paradigm shift and stay relevant for tomorrows approaching digital era.

I will emphasize the role and direction that we should choose and lead.

Due to the hype and appreciated concentration of focus on the emerging technologies and specifically in the artificial intelligence (AI) domain, This has created a void in the human interpersonal aspect.

The changing kinetics of the external forces drive the response attribute to be a level deeper in the human sentiment. There is a need to be prepared when there will be unacknowledged hostilities between humans and technology. We have to keep up with the pace of inclusivity and universality to nurture the following proficiencies to deal with technology deficit stress and deficiency.

These skills will build us resilient and singular in characteristics to wield the ever growing the technology span.

Every aspect of work design constituent has an intelligence quotient as the human aspect is the driving force. Various sectors have generated new talents, roles, and skill sets that were absent a decade before. This is going to evolve even further, and we have to adapt to the future rushing state. But as

• Data intelligence: Upskilling to work with data and analyzing the data from a perspective to see the implications, causes, and foresight that one can describe. This does not need any of the technical skills, just an interpretation, translational, and critical thinking to pursue a solution framework. I am pointing towards the idea of deriving insights based on the result presented by an ML/Analytics models. 

• Emotional intelligence: Dealing sensitively with complex situations when there are critical relations involved with employer, customers, stakeholders, teams, groups, and individuals. This also enables self-positioning in various socio-economic situations to lead consciously, safeguarding every entity’s interest and benefit. Personal development and upskilling curve where one usually gets ambiguous, trained leaders can assist with proper guidance and motivation.

• Behavioral Intelligence: Ability to conduct successful social interaction with networks, collaboration abilities, and tactics of engaging with stakeholders and partners to steer the conversations and professional relations to an advantage. Especially in the era of crowdsourcing where we are building ecosystems and not habitats to create credible relational equity. This is about managing other peoples/groups’ emotions and tuning your own to complement this approach.

• Promotional intelligence: understanding the markets, products, behavioral patterns by qualitative exploration, and research. Product management also has an aspect Sensitive to the interactions and hearing what markets, customers are not saying. Social awareness and self-awareness will place you in a beneficial position to study the business landscape and craft a winning strategy.

Organizational Behaviour as a knowledge domain was never so relevant and necessary. We should start delving into the fundamentals’ functional and instrumental aspects to achieve the above state of the self-actualized resource community.

Corporate Education should build a curriculum to address all the above aspects regularly requested by the leaders and required by businesses. The skill gap is identified, but many virtual and focused education products in the market are failing to address the underlying cause. Global L&D initiative is falling short against the backdrop of these multi-faceted technology skills. I believe that a human personal, educational environment with your peers is needed to experience the emotional, behavioral aspect during interactions.

People management has drastically changed from what it was 2 decades ago to the present date. Expectations are very high and fragile when it comes to dealing with the present generation’s aspirations. Nowadays a cross-evaluation is already in progress between the employee and employer and both take the culture & value very seriously.

Culture and Values: There is more to these words when we use them in our conversation.

We should be conversant about the fact that these skills that we are instilling are for these to propagate and for the future ages. The demand for digitally-human skill cross-pollination is the state of the future.

The operating technology is going to self-package itself and institutionalize in the ecosystem as a module with the call to action function. There will be less and less of learning the technology and a more in-depth understanding of dividends, applications, and impact on the ecosystem.

People are and will be the single most valuable entity in this technology revolution.