The Future Regional Workforce:
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- Derrick Chase
- 10 years ago
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1 Where Significant Change Occurs The Future Regional Workforce: How do we build agile and adaptive workforces that are able to respond to the emerging economic trends and opportunities? 0
2 Good Day! Richard D. Maher President & CEO Maher & Maher Specialized Talent Development Consultants New Jersey Washington, D.C. 1
3 Today s Intentions To lay out the context for an effective approach to strategic regional planning To begin a broader dialogue in the spirit of open innovation Inviting you to discuss, adjust and adapt this approach to your own environment(s) 2
4 Global Economic Shifts This economic downturn was far more than just business cycle fluctuations. We view it as a new paradigm shift that is revolutionizing not only business, but global social structures as well. * Maher *Fumayuki & Maher -- All Akikusa, Rights President Reserved and CEO, Mitsubishi UFJ Morgan Stanley Securities Co., Ltd. IBM Research 3
5 The New Normal 4
6 The Gallup Global Survey* The one thing most of the world s people say they most want is a good job. * The Coming Jobs War. Clifton, Jim. 2011, Gallup Press. New York, N.Y. 5
7 The Gallup Global Survey* Yet, of those who have one Only 28% of global employees say they are engaged at work! 53% are not engaged 19% are actively disengaged! * The Coming Jobs War. Clifton, Jim. 2011, Gallup Press. New York, N.Y. 6
8 United Nations Estimate of Youth Unemployment* * United Nations' International Labour Organization (ILO) estimates. BBC News. Global Youth Unemployment. Making Sense of the Numbers. 30 September
9 What Do These Studies Tell Us? That regional economic development is important more so than ever, and That developing regional economies in a sustainable way is more than just about economic prosperity. It may well be about securing social and political stability for the next generation. 8
10 9
11 84% of all US companies are involved in a major change initiative * (46% reporting multiple, simultaneous events) * Nikolaou, I., Gouras, A., Vakola, M., & Bourantis, D. (2007). Selecting change agents: Exploring traits and skills in a Maher & Maher - simulated All Rights environment. Reserved Journal of Change Management, 7(3/4),
12 Large scale, substantial changes * More volatile More uncertain More complex Structurally different Deeper/faster cycles, more risk 69% Less predictable 65% Multifaceted, interconnected 60% Sustained change 63% *IBM Research 11
13 The new global currency? Adaptive Human Capital Systems Individuals Organizations Regions/Comm unities 2003 Maher & Maher 2013 Maher & Maher - All Rights Reserved 12
14 WIRED Framework for regional economic transformation 13
15 A World-Class Talent Pipeline 14 14
16 Inside the Talent Pipeline 15
17 What it will take How can global leaders create the talent supply chain? An Aspirational Vision Based on empirical data analysis reality based Alignment between public/private entities Just-in-time, sector validated curriculum Stackable credentials; articulated to college credit A culture of: Disruptive, open innovation Stockholders vs. stakeholders Build Engagement and Trust Community support and alignment Institutionalized to stay current, nimble, accountable 16
18 In Summary Adaptive, nimble systems are the challenge of these times Disruptive innovation must be tolerated - rewarded Aspirational Leadership is key Adaptive Human Capital Systems (SM) will win the future Individual organizational regional We can begin by sharing and exploring We can begin today! 17
19 Someone has got to do something And it s just incredibly pathetic that it s got to be us. The Grateful Dead 18
20 A leader is a dealer in hope. ~ Napoleon 19
21 Thank You! Voice
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