By Michelle Moss*

Obsolescence. It happened to VCRs. It also happens to executives, even high flyers; especially the tunnel-vision variety that obsess about the job on hand. Obsolescence no longer takes decades. It can happen at pace as technologies change and businesses react to new legislation, heightened competition and more demanding customers. Forward-thinking executives increasingly realise they have to be fit for purpose today and in five years’ time. Obsolescence is a career risk and like any risk can be managed by putting proper mitigation strategies in place.

Talent search and management companies – so-called corporate head-hunters –  face increasing calls from individuals for a heads-up on changing competency requirements.

Often, the request comes from the mid-life CEO, the high achiever who took a leadership role aged 45 and is determined to be in place (or to have moved on to bigger and better things) by the time he or she is 55. Competency-focused future-spotting is driven by the desire to mitigate the risk of a stalled career. However, parameters widen almost immediately.

Reference to relevant literature like the World Economic Forum’s ‘Future of Jobs Report 2018’ and the work of the MIT Initiative on the Digital Economy indicate that personal competencies are inextricably linked to the corporate future. The business or industry vision invariably shapes the personal quest for continuing relevance by individual executives. A global player like Riverwaves (a world leader in bespoke competency-based HR solutions) is close to these developments.

Alexandra Pascu, Riverwaves’ GM - Middle East and Africa, notes: “Customised competency models drive business strategy while delivering benefits across the board - at individual, HR department and organisational levels.” According to studies on the statistical validation of competency models**, the tangible return on investment includes a 63% reduction in staff turnover through increased employee satisfaction (attributable to greater clarity on performance expectations), a 19% improvement in employee performance and a 12.5% rise in sales and profits (a by-product of competency-based training).

Adoption of a bespoke competency model enables organisational vision and values to be translated into employee behaviour.  According to Pascu, the corporate embrace of competency modelling has been accompanied by a global increase in demand for in-house competency training for line managers and talent professionals.

So, we see shared focus on future-ready skills by both the organisation and its people (including those in the C-suite).  Individuals looking to avoid personal obsolescence increasingly find themselves working in a de facto partnership with organisations that are just as eager to stay current and relevant. The result doesn’t have to lead to a total immersion in new technologies. We may find ourselves working alongside robots and co-bots while dealing with digitisation and artificial intelligence, but very human attributes will make us special and keep us on top.

The World Economic Forum believes workforces will become even more diverse (multi-racial, multi-cultural and multi-generational with greater female representation). Orchestrating the input of ‘gig’ workers, freelancers, short-term project teams and consultants will be vital as structures become more flexible.  Such scenarios help explain a quick competency to-do list suggested by MIT’s Erik Brynjolfssons. He advises us to put our focus on:  Creativity Emotional intelligence (interpersonal skills, teamwork and leadership) Passion for our work Apparently, love never goes out of style. Not even love for what you do.

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*Michelle Moss is a Director at Signium Africa (previously Talent Africa), a leading South African-based executive search and talent management company servicing sub-Saharan Africa. www.signium.co.za **Meta-analysis study reported in “The economic value of emotional intelligence competencies and EIC-based HR programmes”, Lyle Spencer.  In Cherniss, C. and Goleman, D. eds.The Emotionally Intelligent Workplace:  How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups and Organisations.  San Francisco, CA: Jossey-Bass/Wiley 2001.Spencer, Lyle, “Competency Model Statistical Validation and Business Case Development.”www.inscopecorp.com/resources-papers-statistics.aspx, 2004.

Website: www.signium.co.za
Tel: +27 11 771 4800

Available in South Africa through local authorized distributors, Plantronics Manager Pro provides enterprises total control and flexibility over their Plantronics audio headsets and devices. Plantronics Manager Pro is a web-based service that gives IT Managers easy-to-use tools to configure settings and update audio device software and firmware for end-users across the enterprise. Last month, Wendy Dawson, Senior Development Marketing Manager for Plantronics, blogged about a professional partnership which represents a collaborative viewpoint of the value of adopting Software-as-a Service (SaaS) solutions such as Manager Pro.

"Today, I’m happy to let you know that Plantronics and Nectar are introducing the industry’s first ear-to-ear (e2e) unified communications (UC) diagnostics solution, extending call visibility past the desktop. Nectar UC Diagnostics troubleshoots network issues contributing to poor UC experiences and along with the actionable insights from Plantronics Manager Pro software-as-a-service (SaaS), can be used to improve your customers’ UC experience.

Nectar and Plantronics are bringing two stellar communications solutions together to provide diagnostics showing call-specific health statistics for wireless headsets. Until now, the last three feet of the UC network has been out of reach to the enterprise IT team. This new solution goes beyond traditional UC diagnostic solutions that end at the desktop and now gives IT the ability to see network health all the way to the end user’s Bluetooth headset.

Using this solution, enterprises and UC service providers can diagnose issues faster than in the past and they can track and make decisions from these actionable insights over time. This means call quality issues—no matter what is causing them—won’t ever get in the way of the ability to deliver superior customer service and user experience before an issue is ever detected.

Many factors can impact the quality of a UC session. The “data-your-way” philosophy built into the Plantronics Manager Pro offering extends Nectar’s capability with e2e diagnostics for Plantronics touch points providing this entirely new level of visibility into the last few feet of connectivity.

Last September, Nectar announced their agreement to develop this e2e diagnostics solution with us. Now, link quality is collected for the Plantronics Voyager UC family of headsets (excluding Voyager Legend, Voyager Edge and Voyager 104). And, it’s officially available for purchase through authorized Nectar and Plantronics authorized partners.

Nectar’s initial release of this solution will support Skype for Business on-premise deployments, with additional UC platform and cloud service support to be added over time."

If you are interested in finding out more about Plantronics Manager Pro for your South African business, please visit www.plantronics.com/za/en/services To read the original blog referenced, visit this page.

About Plantronics
Plantronics is an audio pioneer and a global leader in the communications industry. We create intelligent and adaptive solutions that support our customers’ most important needs: experiencing and facilitating simple and clear communications while enjoying distraction-free environments. Our solutions are used worldwide by consumers and businesses alike and are an optimal choice for open office environments. From Unified Communications and customer service ecosystems, to data analytics and Bluetooth headsets, Plantronics delivers high-quality communications solutions that our customers count on today, while relentlessly innovating on behalf of their future. For more information visit www.plantronics.com/za.

Plantronics is a trademark of Plantronics, Inc. registered in the U.S. and other countries, Plantronics Hub, Plantronics Manager and Plantronics Manager Pro are trademarks of Plantronics, Inc. The Bluetooth trademark is owned by Bluetooth SIG, Inc. and any use of the mark by Plantronics, Inc. is under license. All other trademarks are the property of their respective owners.