We expect that greater personalization leads to better understanding and application in workforce management to improve professional upcycle career development.
How to lift an upward career cycle by using your talent and putting the right effort on unleashing your full potential, to not only make yourself feel good but also create value to the organizations, nations and human societies?
Professional attitude: Attitude is a way of thinking and comes from one’s conviction, value, and perception. People with a positive attitude are self-driven, continuously seek new challenges, solicit direct feedback, able to accomplish their work resourcefully, keep updating their skill sets and build dynamic digital competency with consistency. People with negative attitudes stifle changes or spread unprofessionalism. Attitude changes are adaptive shifts in thoughts or beliefs that result from looking inward and reflecting. Outwardly, attitude is dependent on whether or not people agree with the direction that they need to go. If it's good, then a good attitude will follow.
From a career development perspective, people normally prefer to stay in the "comfort zone," with a reactive attitude, or they couldn’t get the chance to advance their career, many of them get stuck at a certain stage of their career journey. To drive an upcycle of career path, attitude matters as it is a way of thinking and a way of looking at the problem. The self-assessment of attitude and aptitude is not for boosting ego, but for inspiring authenticity; growth mind, engagement, trust, and innovation. To cultivate a positive, curious, and dedicated attitude, employees need to take a journey of self-reflection, discovering their innate desire, talent, strength, and drive; becoming self-motivated to achieve more and improve professional maturity.
Integral capabilities: Professional competency is built through both attitude and aptitude, and shaped via a set of capabilities with focus. Professional capability is something deeper that empowers or boosts skills. Developing professional capability is to bring up the hidden potential of a candidate. The more senior role people take, the more integral professional capabilities are needed to make strategic decisions or solve complex problems. Linear capabilities are usually developed in a single discipline based on training or accumulated experience in the specific profession. If professional capability is built through your “raw talent,” you have better opportunities to improve capability maturity and become the expert of your own domain.
Technically, a set of professional capabilities can be integrated into a unique competency to make certain achievement in a consistent manner. “Integral” often refers to mixing or synthesizing a few nonlinear capabilities that people deliberately develop at the flow of the career journey, enabling people to broaden their perspectives, or deepening their expertise, and lead towards an upcycle of career path. Some assume creativity is such an integral capability. Being creative is not only about "being knowledgeable," or being skillful; it needs to have certain raw talent, as well as some other nonlinear skills or capabilities such as critical reasoning, synthesis, observation, inquisitiveness, dot connecting, etc.
Professional opportunity/risk management: The business world becomes hyper-connected, over-complex, and interdependent. All this requires business professionals to stop ignoring the inevitable and start changing, before they are forced to. Today’s digital professionals are knowledge workers who are exploring vast upward career opportunities proactively. Forward-looking professionals not only focus on how to achieve high performance today, but also think long term - how to unleash their full potential. A self-assessment/evaluation gives the employee the opportunity to self-reflect “who am I,” as well as “who I want to be,” organizing their thoughts related to the various performance indicators and potential parameters, providing a person's perceived value through their own lens. Business professionals need to continue updating their knowledge, build unique competencies, proactively look for opportunities to grow and advance their career. Vision, learning agility, pragmatism, tenacity and a desire for high achievement are the new DNA of digital professionals.
There are risks in every opportunity; and there is an opportunity in risks. The major source of limitation in any opportunity/risk management is because of the risk of the unknown. The talent management needs to ponder: Do we create a working environment in which employees are willing to give discretionary effort, want to stay, and are always looking for ways to improve individual and team performance? Am I hunting for both character & competence or just looking for pieces of knowledge? Are we doing the best to encourage talent growth, create synergy by putting the right talent in the right position, Are we searching for a passionate talent for a journey or just recruiting to fill out a position: Am I a talent visionary to unleash human potential? Is there an environment of psychological safety and culture of innovation (Trust) for their majority of employees? Etc. The age-proven SWOT analysis (Strengths, Weaknesses, Opportunities, Treats) can be used as a career development process to help determine where the opportunities and risks are, and where value can be created, assess people’s motivation potential, change potential, with the goal to enhance professional career upcycle.
People are the most crucial human capital that organizations need to invest in. We expect that greater personalization leads to better understanding and application in workforce management to improve professional upcycle career development. Training, teaching, coaching, role modeling, self-directing? etc. Of course, the employee has to do his or her part of having the right attitude, competencies, and willingness to participate in the development process. From a self-actualization angle or people management perspective, discovering potentiality and developing talent are continuous efforts and distinct actions for progressive business professionals and contemporary organizational management.
Professional attitude: Attitude is a way of thinking and comes from one’s conviction, value, and perception. People with a positive attitude are self-driven, continuously seek new challenges, solicit direct feedback, able to accomplish their work resourcefully, keep updating their skill sets and build dynamic digital competency with consistency. People with negative attitudes stifle changes or spread unprofessionalism. Attitude changes are adaptive shifts in thoughts or beliefs that result from looking inward and reflecting. Outwardly, attitude is dependent on whether or not people agree with the direction that they need to go. If it's good, then a good attitude will follow.
From a career development perspective, people normally prefer to stay in the "comfort zone," with a reactive attitude, or they couldn’t get the chance to advance their career, many of them get stuck at a certain stage of their career journey. To drive an upcycle of career path, attitude matters as it is a way of thinking and a way of looking at the problem. The self-assessment of attitude and aptitude is not for boosting ego, but for inspiring authenticity; growth mind, engagement, trust, and innovation. To cultivate a positive, curious, and dedicated attitude, employees need to take a journey of self-reflection, discovering their innate desire, talent, strength, and drive; becoming self-motivated to achieve more and improve professional maturity.
Integral capabilities: Professional competency is built through both attitude and aptitude, and shaped via a set of capabilities with focus. Professional capability is something deeper that empowers or boosts skills. Developing professional capability is to bring up the hidden potential of a candidate. The more senior role people take, the more integral professional capabilities are needed to make strategic decisions or solve complex problems. Linear capabilities are usually developed in a single discipline based on training or accumulated experience in the specific profession. If professional capability is built through your “raw talent,” you have better opportunities to improve capability maturity and become the expert of your own domain.
Technically, a set of professional capabilities can be integrated into a unique competency to make certain achievement in a consistent manner. “Integral” often refers to mixing or synthesizing a few nonlinear capabilities that people deliberately develop at the flow of the career journey, enabling people to broaden their perspectives, or deepening their expertise, and lead towards an upcycle of career path. Some assume creativity is such an integral capability. Being creative is not only about "being knowledgeable," or being skillful; it needs to have certain raw talent, as well as some other nonlinear skills or capabilities such as critical reasoning, synthesis, observation, inquisitiveness, dot connecting, etc.
Professional opportunity/risk management: The business world becomes hyper-connected, over-complex, and interdependent. All this requires business professionals to stop ignoring the inevitable and start changing, before they are forced to. Today’s digital professionals are knowledge workers who are exploring vast upward career opportunities proactively. Forward-looking professionals not only focus on how to achieve high performance today, but also think long term - how to unleash their full potential. A self-assessment/evaluation gives the employee the opportunity to self-reflect “who am I,” as well as “who I want to be,” organizing their thoughts related to the various performance indicators and potential parameters, providing a person's perceived value through their own lens. Business professionals need to continue updating their knowledge, build unique competencies, proactively look for opportunities to grow and advance their career. Vision, learning agility, pragmatism, tenacity and a desire for high achievement are the new DNA of digital professionals.
People are the most crucial human capital that organizations need to invest in. We expect that greater personalization leads to better understanding and application in workforce management to improve professional upcycle career development. Training, teaching, coaching, role modeling, self-directing? etc. Of course, the employee has to do his or her part of having the right attitude, competencies, and willingness to participate in the development process. From a self-actualization angle or people management perspective, discovering potentiality and developing talent are continuous efforts and distinct actions for progressive business professionals and contemporary organizational management.
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