Professional capabilities can be developed based on a blend of advanced mindsets, skills, and disciplines, the right mix of hard and soft ingredients for making higher accomplishment.
It’s important to identify professional capability gaps by looking ahead - what’s your natural talent not being tapped, which skills you already have, what’s your perception of your career path, how to develop the next level of creativity and professional competency?
Learning agility: Contemporary societies have abundant information, thanks to the emerging digital technologies which bring unprecedented convenience for people to learn and grow. There is a mixed level of new and old, right and wrong. You need to not only assimilate existing knowledge but also have to keep updating knowledge, create new knowledge, and become the knowledge value creator for solving problems large or small effectively.
In practice, the division between “working” and “learning” is replaced by combining and integrating “working, thinking and learning” cycles. It takes a lot of energy to break old habits, outdated thought processes, get out of the comfort zone, in making the change part of your routine, and keep a learning agile mentality. Besides being able to do something different, take the step further, people should be willing to do things they’ve never done before, explore the new possibilities with a growth mindset and gain valuable lessons from others with humility.
Innate strength: Developing professional capability is to bring up the hidden potential of people. It takes the immense amount of time and hard work that most "naturally talented" people have committed to developing their talents, build differentiated professional capabilities persistently. To achieve capability coherence, choose how to improve the capability based on people’s innate strengths; broaden their perspectives, or deepening their expertise, and lead towards an upcycle of career path holistically.
“Integral” often refers to mixing or synthesizing a few nonlinear capabilities that people develop at the flow of the career journey deliberately. Learning, experiencing, training, are all important to keep improving capabilities, and integrate a set of relevant capabilities into core competency for solving more complex problems and reaching the next level of professional maturity. .
Knowledge & resource: Resources of the individuals who comprise the firm, include, but not limited to knowledge, education, training, insights, experience, etc. The successful capacity planning and resource management are critical to ensure that resources are available before they are needed; talented professionals can achieve new resource configurations, continuing building their set of unique professional capabilities with less limitation.
In organizational scope, human capital is the skills, knowledge, and experience gained in an organization by people that represent a value investment or resource to that organization. So it’s always crucial to rebalance resources and redirect people to learn and achieve. An effective resource allocation scenario helps to get all related people involved, take advantage of resources effectively, optimize cost, set priorities, and keep the process transparent in order to build professional capabilities either individually or collectively.
Integral skills: Change is part of reality, the skills that made you successful in the past will perhaps not necessarily make you succeed in the new world if you do not continue to learn, relearn, reskill, and build the next level of capabilities. To intentionally develop an integral professional capability, you need to identify the capability gaps and keep developing relevant skills for building integral capabilities.
The more senior roles people take, the more integral professional capabilities are needed to solve complex problems. Linear skills are usually developed in a single discipline based on training or accumulated experience in the specific profession. When you intend to build high mature capabilities, innate talent-based skills can be more easily sharpened or scale up for reaching the next level of professional competency.
Other ingredients: There is a different talent requirement to fit in different positions. What you can and should do is to provide the talent development opportunities for people to hone their talents and develop their skills via personalized training and self-management; and align the employee’s professional goal with the strategic business goals for the long term. Besides hard elements such as innate talent, accumulated experience, trained skill sets, the soft ingredients such as inspiration, motivation, disciplines, persistence, time management, etc, are all crucial to improve professional capability.
Everything consumes energy. Developing talent and building capability should be ongoing practices for professionals today. You sense yourself and that's all you need to let your thoughts and behavior work to keep you motivated for strengthening your strength and improving your weakness. Self-discipline is what supports that moral courage and allows people to act in the right manner and build professional competencies continuously.
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, reluctantly. Professional capabilities can be developed based on a blend of advanced mindsets, skills, and disciplines, the right mix of hard and soft ingredients for making higher accomplishment. When people are empowered, intrinsically motivated, creative to take bold initiatives and they are well trained and supported, they are able to be more authentic, benevolent, build a set of integral capabilities, reach up to the next level of professional fluency.
Capabilities are usually more integral, built via the combination of talent, learning, skills, experience, resource, etc. 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.
Learning agility: Contemporary societies have abundant information, thanks to the emerging digital technologies which bring unprecedented convenience for people to learn and grow. There is a mixed level of new and old, right and wrong. You need to not only assimilate existing knowledge but also have to keep updating knowledge, create new knowledge, and become the knowledge value creator for solving problems large or small effectively.
In practice, the division between “working” and “learning” is replaced by combining and integrating “working, thinking and learning” cycles. It takes a lot of energy to break old habits, outdated thought processes, get out of the comfort zone, in making the change part of your routine, and keep a learning agile mentality. Besides being able to do something different, take the step further, people should be willing to do things they’ve never done before, explore the new possibilities with a growth mindset and gain valuable lessons from others with humility.
Innate strength: Developing professional capability is to bring up the hidden potential of people. It takes the immense amount of time and hard work that most "naturally talented" people have committed to developing their talents, build differentiated professional capabilities persistently. To achieve capability coherence, choose how to improve the capability based on people’s innate strengths; broaden their perspectives, or deepening their expertise, and lead towards an upcycle of career path holistically.
“Integral” often refers to mixing or synthesizing a few nonlinear capabilities that people develop at the flow of the career journey deliberately. Learning, experiencing, training, are all important to keep improving capabilities, and integrate a set of relevant capabilities into core competency for solving more complex problems and reaching the next level of professional maturity. .
In organizational scope, human capital is the skills, knowledge, and experience gained in an organization by people that represent a value investment or resource to that organization. So it’s always crucial to rebalance resources and redirect people to learn and achieve. An effective resource allocation scenario helps to get all related people involved, take advantage of resources effectively, optimize cost, set priorities, and keep the process transparent in order to build professional capabilities either individually or collectively.
Integral skills: Change is part of reality, the skills that made you successful in the past will perhaps not necessarily make you succeed in the new world if you do not continue to learn, relearn, reskill, and build the next level of capabilities. To intentionally develop an integral professional capability, you need to identify the capability gaps and keep developing relevant skills for building integral capabilities.
The more senior roles people take, the more integral professional capabilities are needed to solve complex problems. Linear skills are usually developed in a single discipline based on training or accumulated experience in the specific profession. When you intend to build high mature capabilities, innate talent-based skills can be more easily sharpened or scale up for reaching the next level of professional competency.
Other ingredients: There is a different talent requirement to fit in different positions. What you can and should do is to provide the talent development opportunities for people to hone their talents and develop their skills via personalized training and self-management; and align the employee’s professional goal with the strategic business goals for the long term. Besides hard elements such as innate talent, accumulated experience, trained skill sets, the soft ingredients such as inspiration, motivation, disciplines, persistence, time management, etc, are all crucial to improve professional capability.
Everything consumes energy. Developing talent and building capability should be ongoing practices for professionals today. You sense yourself and that's all you need to let your thoughts and behavior work to keep you motivated for strengthening your strength and improving your weakness. Self-discipline is what supports that moral courage and allows people to act in the right manner and build professional competencies continuously.
Capabilities are usually more integral, built via the combination of talent, learning, skills, experience, resource, etc. 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.
0 comments:
Post a Comment