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#Leadership : 3 Tools to Build a Leadership Pipeline…Use these Three Tips to Build a Talent Pipeline of Future Leaders and Ensure your Company Remains in Good Hands.

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Leaders are difficult to find, leaving many companies scrambling when a higher ranking employee decides to leave. The Global Workforce Leadership survey from Workplace Trends found that almost half of the companies surveyed in February and March 2015 said that leadership is the hardest skill to find in employees.

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How can companies manage the transition when leaders leave or when management positions are open? These changes in leadership shouldn’t be a catastrophe. By building a talent pipeline of future leaders, employers can simply fill urgent talent needs with a qualified internal hire.

However, building a talent pipeline is not just an event to do as needed. It’s a fully integrated process that requires more than just a set-it-and-forget-it philosophy.

Let’s take a look at how to build a talent pipeline of future leaders:

1. Create an employer branding message.

Growth opportunities are great for attracting top talent and retaining employees. LinkedIn’s “Why and How People Change Jobs” reportfound that 45 percent of the 10,536 people surveyed who changed companies between late 2014 and early 2015 say they left because they were concerned about a lack of advancement opportunities. Fifty-nine percent say they started a new job for a stronger career path and more opportunity.

In other words, start marketing the company’s emphasis on career development and growth opportunities. Cater the employer branding messaging to those who aim to become leaders and make sure it is clear and consistent.

The company’s online presence should make it clear that employees have a lot of room to move and grow within the organization. Share employee testimonials to highlight real-world examples for interested job seekers. This adds a level of credibility and authenticity to the message.

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Related: 5 Keys to Inspiring Leadership, No Matter Your Style

Utilize social media outlets to expand the brand’s reach. For example, if a new department is in need of some entry-level workers, share the job listings on Twitter and Facebook. Make the most of visual platforms as well, like Instagram. Post images of the office or live stream video from a training seminar to show job seekers what it’s like to join the team.

Consider updating the core values and mission statement to incorporate employee development. Remember, creating a culture based on personal growth doesn’t just happen overnight. The best method for this involves a documented, fully developed talent mobility program.

2. Start a talent mobility program.

Talent mobility programs are essential for building a robust talent pipeline, especially for filling future leadership positions. Unfortunately, finding an employer with a leadership program is nearly impossible. The 2015 Global Human Capital Trends report from Deloitte found that while 53 percent of younger workers want to take on leadership roles, only 6 percent of organizations have strong leadership programs in place.

Talent mobility attracts more job seekers and improves retention rates. After all, employees who are being invested in will want to stick around. Investing in the workforce builds a strong relationship between the employer and employee that is based on trust and respect.

When creating a talent mobility program, incorporate leadership training so employees can start developing those valuable skills they’ll need when it comes time for them to succeed higher-ups.

Start encouraging participation within the company by promoting the benefits of the program through email notifications, signage in the office, meetings and other tactics that can catch their attention and engage them with the program. Raise awareness by clearly defining how it is advantageous to employees who want to move up in the company.

Related: Why Leadership Development Needs to Be Updated

Some employers fail to make the most out of their talent mobility programs. To maximize the results and to understand the talent pipeline well, start measuring and tracking.

3. Use performance analytics.

Performance data gives employers and management visibility and insights about the talent on hand. Track how employees are faring with succession activities in the talent mobility program and provide feedback consistently to guide them toward achieving their goals and becoming a better leader.

Use data to assign tasks that they can succeed in, but also push them out of their comfort zones so they learn new skills or further develop ones they already possess. When employers fully understand each person’s strengths, they know who their best candidates are for future leadership roles.

Measuring and analyzing performance data helps companies make the right decisions. They can hire more confidently with predictive analytics. Promoting from within is not a guessing game. Talent mobility programs empower companies to build deep talent pipelines where they can choose from the best of the best to ensure the future of their company remains in good hands.

 

Entrepreneur.com | September 14, 2016 | Kes Thygesen

 

Your #Career : The Top 10 Skills that Will Be in Demand by all Employers by 2020…In Fewer than 4 Years, Employers will Seek Employees with Very Different Skill Sets than They do Today. In Fact, on Average More than One Third of the Desired Skill Sets of Most Occupations Will be Comprised of Skills That are Not yet Considered Important to the Job Today

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In few The report, called “The Future of Jobs,” surveyed executives from more than 350 employers across nine industries in 15 of the world’s largest economies to come up with predictions about how technological advancements will force the labor markets to evolve.

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Over than four years, employers will seek employees with very different skill sets than they do today. In fact, on average more than one third of the desired skill sets of most occupations will be comprised of skills that are not yet considered important to the job today, according to a recent report from the World Economic Forum.

The report, called “The Future of Jobs,” surveyed executives from more than 350 employers across nine industries in 15 of the world’s largest economies to come up with predictions about how technological advancements will force the labor markets to evolve.

Here’s a look at the top 10 skill sets respondents said will be most in demand by 2020.

 

10. Cognitive flexibility will continue to be an important skill.

Cognitive flexibility is the ability of being able to think about multiple concepts simultaneously.

It wasn’t even a skill in demand in 2015, but will become more important during the next four years.

According to the report, respondents said that a wide range of jobs will require a higher level of cognitive abilities—which include creativity, logical reasoning, and problem sensitivity—as part of the core skill set.

 

9. Negotiation skills will still be in demand.

In general, social skills are going to become ever more important in the workforce. This makes sense because social skills are still something that, at least for the time being, are uniquely human.

By 2020, negotiation skills will particularly be in high demand in computer and mathematical jobs, such as data analysts and software developers, according to the report.

It will also be key skill in the arts and design job category, which includes commercial and industrial designers.

 

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8. Service orientation skills will be important.

Service orientation is defined in the report as actively looking for ways to help others and it also falls under the social skills umbrella.

According to recent research paper by the National Bureau of Economic Research,strong social skills will continue to become more important as robots and automation take more jobs.

“The reason is that computers are still very poor at simulating human interaction. Reading the minds of others and reacting is an unconscious process, and skill in social settings has evolved in humans over thousands of years. Human interaction in the workplace involves team production, with workers playing off of each other’s strengths and adapting flexibly to changing circumstances. Such nonroutine interaction is at the heart of the human advantage over machines,” the paper states.

 

7. Judgment and decision making will become a highly desired skill.

Judgment and decision making was ranked as the 8th most in demand skill in 2015, but it will move up to the 7th spot by 2020.

This particular skill set is considered a “system skill,” which is the ability to analyze data to be able to make decisions.

As organization increasingly collect more data, there will be a greater need for employees who have the ability to analyze data and use it to make decisions.

 

6. Emotional intelligence is another social skill that will be in demand.

Robots may be able to do a lot of jobs, but they still can’t read people the way other humans can, at least not yet.

That is why it will become more important for employees to have a higher level of emotional intelligence. The ability to be able to be able to be aware of others’ reactions and to understand why they react certain ways will become a necessary skill for workers by 2020.

5. Coordinating with others is another thing robots haven’t perfected yet.

Again, this one also falls under the social skill umbrella and entails the ability of being able to adjust actions in relation to others and to collaborate.

4. People management is an ability that will be sought after.

People management entails being able to motivate people, develop employees, and identify the best people for the job.

The report notes that this skill set will be especially in demand for managers in the energy and media industries.

3. Creativity will become a huge quality employers look for.

Creativity will move from the 10th spot in 2015 to the top three skills employers are seeking in 2020.

With the onslaught of new technologies, creative people will be in demand to figure out ways to apply the new technology and create new products and services.

 

2. Critical thinking is a basic skill that will remain in high demand.

Being able to use logic and reasoning to identify strengths and weaknesses of different solutions and approaches is a skill that will still be needed even though automation is becoming more prevalent.

1. Complex problem solving continues to be the top skill employers will seek.

SpaceX CEO Elon Musk speaks after unveiling the Dragon V2 spacecraft in Hawthorne, California May 29, 2014

Even with the increase in data to help make decisions, people will still need the basic skill of being able to solve complex problems.

Respondents to the survey ranked this skill as the most in demand in 2015 and it will remain the number one most desired skill in 2020.

In fact, 36% of all jobs across all industries are expected to require complex problem-solving abilities as a core skill by 2020, according to the report.

 

Businessinsider.com | January 21, 2016 | Cadie Thompson, Tech Insider