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#CareerAdvice : #FutureTrends – 5 Personality Traits That Will Help You Compete In A Changing Economy. Best Two(2) Min Read!

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As a job candidate, you might be checking all the boxes when it comes to the right skills, job experience and day-to-day work, but as it turns out, your personality also plays into your career success. In fact, studies suggest that unique personality traits are directly related to job performance.

“The world of work is changing rapidly. Globalization, automation, the gig economy, among other factors are all contributing not only to the skills required for success but to the personality types that will prosper,” says Ron Mitchell, founder and CEO of Virgil Careers, a talent development and recruiting platform that helps job seekers land and succeed in their dream roles. As a career expert, Ron has helped thousands of students and professional secure jobs, transition careers and advance.

“While we find all types of personalities in the workplace today, there are certain personality traits that position you better (or worse) for advancement in the future world of work,” continues Ron. But which personality traits will help you thrive? Here are just some of the personality traits that are prone for success within the current workplace:

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What Skill Sets do You have to be ‘Sharpened’ ?

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Adventurousness

Willingness to travel, live abroad and meet people from different backgrounds are all assets in a global economy. Adventurous candidates are more likely to take risks in their careers, choosing less stable but more innovative companies that can really foster their growth. They might also be more willing to develop new skills, enabling them to work cross-functionally.

Assertiveness

Assertive personalities will be successful due to their willingness to pursue innovative solutions. They are more likely to launch initiatives within their companies because of their ability to convince (with stats and information) to support their ideas.

Creativity

Creative personalities will remain competitive and thrive in a global economy. Such employees are more likely to keep pace with ever-changing demands within the workplace and tackle new challenges that they can solve creatively.

Perceptiveness

Perceptive employees will be able to make sense of observations and new information, and apply them to finding solutions. They will also more easily adapt to foreign environments and effectively engage with people from different backgrounds.

Industriousness

Industrious personalities will be the most determined in pursuing access to new information, networks of people and learning opportunities. These employees will continue to enrich themselves professionally, but also contribute to their company’s growth.

Author: Shelcy V. Joseph

I am what you could call a multipotentialite—someone with different passions and interests. I dabble in different things, but at the core of everything I do is creative …

Forbes.com | July 29, 2019

#Leadership : This Is The Hidden Challenge In The Future Of Work…New Research Suggests we Need to Stop Worrying about Robots Taking our Jobs and Concentrate on Workforce Development.

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On the heels of a mostly positive jobs report from the Bureau of Labor Statistics (BLS) (4.6% unemployment is the lowest it’s been in nine years), the McKinsey Global Institute (MGI) released a more sobering snapshot of the world of work.
FutureView

A briefing by MGI director James Manyika, compiled from the company’s extensive research, took a deeper dive into employment numbers. He writes:

In the United States and the 15 core European Union countries (E.U.-15), there are 285 million adults who are not in the labor force—and at least 100 million of them would like to work more. Some 30% to 45% of the working-age population around the world is underutilized—that is, unemployed, inactive, or underemployed. This translates into some 850 million people in the U.S., the U.K., Germany, Japan, Brazil, China, and India alone.

Manyika says that unemployment figures typically get the most attention at the expense of those who are underemployed. Indeed, the latest figures from the BLS indicate that the labor force participation rate (a combined total of those who are either working or actively seeking work) is just over 62%, which represents a steady decline since 2000. Parsing the meaning of this decrease is complicated, yet it is often referred to in the broadest sense as proof that the labor market is shrinking due to a variety of factors. The result, regardless of the cause, is a lot of “untapped human potential,” according to Manyika.

THE ECONOMIC CONSEQUENCES

This has serious economic consequences that affect every country. Wage stagnation has affected advanced economies despite increases in productivity. The brief also states that globally, 655 million fewer women are economically active than men. In a previous report, MGI revealed that advancing women’s equality could add $12 trillion to the global GDP by 2025.

 

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WHY MORE PEOPLE AREN’T WORKING

Why is this happening? The MGI brief offers several reasons, including the fact that education hasn’t keep pace with the skills needed for a changing workforce.

McKinsey research found as many as 40% of employers in nine countries said lack of skills was the main reason for entry-level job vacancies. Sixty percent of them said that new graduates were not adequately prepared to work. They cited the lack of both technical and soft skills such as communication, teamwork, and punctuality as reasons they couldn’t fill open positions. A survey conducted by PayScale reached a similar conclusion. Chief among the complaints by hiring managers were that communication, leadership, ownership, and teamwork were missing in this new crop of workers.

The brief also found that cross-border migration has a somewhat negative impact on the labor force. Manyika writes, “Migration boosts global productivity, but its consequences are often feared by native workers, who face labor market disconnects and a lack of well-paid jobs.” He also notes that in the midst of such challenging labor market conditions, “popular sentiment has moved against immigration.”

DEBUNKING THE MYTH OF ROBOTS STEALING JOBS

Perhaps surprisingly, the MGI brief reveals that automation won’t vacuum up jobs and further hurt the labor force.

MGI research on the potential for automation across 54 countries and more than 2,000 work activities indicated that the number of jobs that can be fully automated by adapting currently demonstrated technology is less than 5%. That number could go as high as 20% in some middle skill categories.

That said, even if a job isn’t completely taken over by a robot, MGI found that about 60% of all jobs have a least a third of activities that could be automated based on current technology (think: virtual assistants).

For those workers who might still be worrying they’ll become obsolete, Manyika points out, “One-third of new jobs created in the U.S. in the past 25 years were types that did not exist, or barely existed, in areas including IT development, hardware manufacturing, app creation, and IT systems management.” So while part of your job is likely to become automated in the next few years, chances are there will be something else to take its place.

SOME SOLUTIONS

Manyika notes that the net impact of new technologies on employment can be positive. However, there is still a vast number of people across the globe who aren’t tapped into the potential labor market because they don’t have internet access. He writes:

More than 4 billion people, or over half of the world’s population, is still offline. About 75% of this offline population is concentrated in 20 countries, including Bangladesh, Ethiopia, Nigeria, Pakistan, and Tanzania, and is disproportionately rural, low income, elderly, illiterate, and female. The value of connecting these people is significant, and as they enter the global digital economy, the world of work will transform in fundamental ways and at an unprecedented pace.

Training for both those who haven’t had online access before and those who are currently employed can go a long way to driving change in the labor force. Manyika also suggests that policy makers offer companies tax and other incentives to invest in their workforce. Public-private partnerships could also advance online infrastructure to facilitate participation.

Additionally, Manyika recommends rethinking incomes. “If automation (full or partial) does result in a significant reduction in employment and/or greater pressure on wages,” he explains, “some ideas such as universal basic income, conditional transfers, and adapted social safety nets could be considered and tested.”

 

FastCompany.com | LYDIA DISHMAN 12.07.16 5:00 AM

Your #Career : 6 Very Clear Signs That Your Job Is Due To Be Automated…And what about you? Are you Sufficiently Aware of the Signs that you Should? To Help you Get the Head Start you May Need, here are the Signs that it’s Time to Fly the Nest.

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 In H. G. Wells’s classic The War of the Worlds, the narrator pauses a moment to rue the fact that he didn’t react sooner to the arrival of an “intelligence greater than man’s”—in his case, Martians landing on earth. Comparing himself to a comfortable dodo in its nest, he imagined those ill-fated birds also dithering as hungry sailors invaded their island: “We will peck them to death tomorrow, my dear.”

And what about you? As intelligent technologies take over more and more of the decision-making territory once occupied by humans, are you taking any action? Are you sufficiently aware of the signs that you should? To help you get the head start you may need, here are the signs that it’s time to fly the nest. All of them are evidence that a knowledge worker’s job is on the path to automation.

1. IT INVOLVES LITTLE PHYSICAL CONTACT OR MANIPULATION OF THINGS

If you don’t have to touch your work or see your customer face-to-face in order to perform your job, there’s less reason not to automate it. If you deal primarily in documents (as real estate and many other types of attorneys do, for example) or images (like radiologists), systems can digest that content and determine its meaning. If your job requires you to wrestle with something physical in unpredictable ways, it’s not going away very soon. An anesthesiologist friend, for example, says he often has to move patients around a lot to clear airways, so he doubts robots will put him out of work.

 

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2. IT INVOLVES ANSWERING DATA-DEPENDENT QUESTIONS

We already know that analytics and algorithms are better at creating insights from data than most humans. They have already replaced some insurance policy underwriters and financial planners. They’ll probably replace more, since this human/machine performance gap will only increase.

For example, a company called Kensho Technologies has created an intelligent software system called Warren, which can already answer questions like, “What happens to the share prices of energy companies when oil trades above $100 a barrel and political unrest has recently occurred in the Middle East?” The company stated that by the end of 2014, its software would be able to answer 100 million different distinct financial questions involving complex data.

3. IT INVOLVES QUANTITATIVE ANALYSIS

One might think that quantitative analysts would be immune from job loss in the “Age of Analytics,” but there are technologies that place their jobs at risk, too. Many quantitative analysts’ jobs will be replaced—or at the least heavily augmented—by machine-learning systems. Machine learning is probably best used to augment human analysts and improve their productivity in analysis and model development.

But in some settings, such as online advertising, it’s virtually impossible not to employ machine-learning approaches to generate models at the necessary pace. The number of models needed to target a particular consumer and a particular advertising opportunity easily ranges into the thousands per week, and the likelihood of a successful conversion (say, the customer buying the advertised product within a week) is about one in a thousand at best—meaning it’s not worth human attention. Models generated through machine learning are the only possibility in this industry and a growing number of other ones.

Of course, it takes an expert quantitative analyst to design the machine-learning approach, but one such analyst can ultimately generate millions of models over time. If you’re a quantitative analyst who understands machine learning, you may well keep your job. If you don’t understand it, you’ll probably be replaced by it.

4. CONSISTENT PERFORMANCE IS CRITICAL TO YOUR ROLE

Computers are unfailingly consistent; that’s why they already determine who gets credit in financial services, for example. Where consistency matters in other job domains—insurance claims adjusting, financial stress testing, perhaps even judging crimes and issuing punishments—computers will increasingly take on the task. In insurance claims, for example, “auto-adjudication” can automatically evaluate and approve up to 75% of claims. Human claims adjusters are left to approve only the most challenging ones.

5. IT INVOLVES THE CREATION OF DATA-BASED NARRATIVES

Jobs involving the narrative description of data and analysis were once the province of humans, but automated systems are already beginning to take them over. In journalism, companies like Automated Insights and Narrative Science are already creating data-intensive content. Sports and financial reporting are already at some risk, although the automation of these domains is on the margins thus far—high school and fantasy sports, and earnings reports for small companies.

Other companies, like AnalytixInsight, create investment analysis narratives on more than 40,000 public companies with its CapitalCube service. The job at risk in this case is that of investment analyst. Wealth management in financial services, which already relies on computer systems in many cases to determine the ideal portfolio for a particular type of investor, is also at risk. Wealth managers and brokers today often take automated recommendations and translate them into narratives for their customers. As customers grow more sophisticated and computer-literate, the translation function will be less necessary.

6. THERE ARE WELL-DEFINED RULES FOR PERFORMING THE WOR

The easiest domains to automate have always been those with clear, consistent rules. Now rule-based systems can handle increasingly complex problems. If we were training for a career in financial auditing, for example, we’d be concerned. There are already some systems that automate key aspects of auditing. In tax preparation—a job that is entirely based on following complex rules—much of the work has already been taken over by systems like TurboTax and TaxCut for consumers and small businesses, and Lacerte, ProSystem, and UltraTax for corporate returns.

Think of these as the attributes of “dodo jobs”—those that are sitting there just waiting to be gobbled up by technology. It may be that we’ll be left with fewer of them and not none; the most experienced knowledge workers in careers affected by these technologies may keep their jobs, while no new positions open up for entry-level workers. But for your own well-being, or your children’s or grandchildren’s, we’d advise you to run from them while you can.

This article is excerpted from Only Humans Need Apply: Winners and Losers in the Age of Smart Machines by Thomas H. Davenport and Julia Kirby, published by Harper Business, an imprint of HarperCollins Publishers. It is reprinted with permission.

THOMAS H. DAVENPORT AND JULIA KIRBY 08.11.16 5:00 AM
FastCompany.com

Your #Career : The Future Of Jobs- 5 Options Everyone Must Consider…There’s a Robotic Apocalypse Coming – Everyone Seems quite Certain about This. The Real & Present Danger Appears to Be about Jobs.

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“The replacement of full-time jobs has happened very slowly, in most cases,” he tells me. “For example – before the invention of the ATM, there were around half a million bank tellers in the US. Today, we have about half a million bank tellers.

Free- Thinking Plasma Ball

There’s a Robotic Apocalypse coming – everyone seems quite certain about this. I’m not talking about a Matrix or Terminator scenario where the human race is enslaved by AI, although some very smart people are concerned that this could happen. The real and present danger appears to be about jobs.

At first it seemed that it was mainly manual jobs which were under threat, when production lines workers were expected to be replaced wholesale with robots and machines. But in recent years huge advances in fields such as machine learning and automation have made it apparent that white collar and professional workers are equally under threat.

 

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So how should someone go about ensuring their own career prospects are not exterminated by this incoming robot army? Well, two people whose opinions I respect very much have a few suggestions. Tom Davenport and Julia Kirby’s ‘Only Humans Need Apply – Winners and Losers in the Age of Smart Machines’ outlines a survival strategy based on aligning one’s skills within the new workforce paradigms that big data, artificial intelligence(AI) and smart machines are likely to create.

The book suggests five strategies – stepping up, stepping aside, stepping in, stepping narrowly, and stepping forward. These, suggest Davenport and Kirby, are the different ways a candidate can ensure they remain competitive against AI and smart machines in the job market.

“These are the five key roles or classes of roles that people can play, with regards to smart machines,” Davenport tells me, “and two of them – stepping aside and stepping narrowly – don’t even really involve working that closely with smart machines.”

Stepping Aside is fairly self-explanatory – it simply means leaving the machines to do what they do best, and picking a career requiring mainly skills such as creativity or empathy.

Stepping Narrowly involves developing a speciality, in a field where there is little demand or no business case for implementing automation (a local tour guide, or a wine expert specializing in a particular region, being possibilities here).

Stepping Up means taking oversight of and responsibility for the work carried out by computers and AI – essentially becoming their boss, and considering the big picture strategy of implementing technology across an organization.

Stepping In means to become involved with the work being carried out by machines, to fine-tune and provide human oversight in areas where it is still needed. Real world examples here could be an accountant trained to spot errors caused by an automated system, or an ad buyer who can spot when a brand could be damaged by a particular placement, for reasons a robot might not comprehend.

Lastly, Stepping Forward is to work on developing the next generation of robotic and AI-driven technology. Robots can solve problems for us, but we still need to tell them what problems need solving. It still takes a human to understand that automation will be of benefit to a particular area of business, and a human to put together a strategy for automating that section.

Davenport is happy to admit that he and his co-author’s take on the robopocalypse is, if not more optimistic, then slightly less pessimistic, than many fellow commentators.

“The replacement of full-time jobs has happened very slowly, in most cases,” he tells me. “For example – before the invention of the ATM, there were around half a million bank tellers in the US. Today, we have about half a million bank tellers.

“So people are pretty good about finding other things to do when key tasks like dispensing cash and so on get taken over by machines. So my argument is that there will be some job losses but they will be marginal rather than dramatic, and the people who are good at working with machines will probably do fairly well at least for a while.”

And this ability to work in partnership with emerging smart technology is absolutely key to the book’s message. The robots may not be here to take your job and leave you destitute, but you’d better be sure you take notice of them.

Co-author, senior editor at Harvard University Press Julia Kirby, tells me “We’re largely looking at this from the standpoint of the worker as we feel that they should be preparing for a changed workplace.

“They are going to have all of these machines working side by side with them, and it isn’t necessarily going to be done for them … we’re saying, look, you need to make some decisions and take some action at an individual level, rather than just leaving it to your employer or, God forbid, society, to sort all this out.”

Ultimately the book’s message is a hopeful one. By pursuing augmentation over automation, industry will free up human power to do what we are best at – innovate and create – while leaving robots and smart machines to crunch numbers and keep everything ticking along behind the scenes.

Kirby also envisages something of a “two tier” system of services emerging, where a low end, mundane level of service will be provided by computers, with human endeavor reserved for higher profile assignments. An example would be media coverage of a tennis tournament, where the early rounds would be covered by an automatic report generating system, with a human journalist assigned to covering the finals and semi finals.

It is a refreshing take on the much discussed topic of what the long term social consequences of widespread integration of AI and automation into our workplace will be. Most importantly, it is highly refreshing to see someone tackling the issue through the medium of a practical guide, rather than simple doom-mongering. Yes, some people will find themselves unemployed in the near future because their employers will work out it is cheaper and more effective to use a smart machine than to pay their salary, pension and healthcare. If you want to minimize the risk of being one of them, it could be a good idea to take a look at the book.

Bernard Marr is a best-selling author & keynote speaker. His new book: ‘Big Data in Practice: How 45 Successful Companies Used Big Data Analytics to Deliver Extraordinary Results‘

 

Forbes.com | June 9, 2016 | Bernard Marr