In today’s business environment I realize the only thing that is a constant is Change. Historically consulting has been an industry that has tuned into this concept from early stages. I don’t remember a single year in my consulting career when I did not see regular changes in organizations I worked with. Every year the structure changed (sometimes twice a year), portfolios changed, go to market strategy changed, business leaders changed, well even office address changed J Today almost every progressive industry/organization has tuned into this concept.
Its interesting times from skill sets point of view. What this means is traditional functional skill sets have no or little value in this environment…given how quickly business models change, current set of functional skill sets might not be required at all in near future. More than any other time, its softer behavioral skills that are more important.
Within these softer skill sets ‘change’ as a competency becomes very important. Ability to adapt to changing environment, ability to adapt to new roles, new structures, new way of working. Going forward successful longevity of an employee existence and performance in a progressive organization would depend upon his or her score on change as a competency.
What we miss in the corporate world is programs and ways to measure change as a competency and develop the same. There are surrogate assessment tools which measures to some degree openness to change, flexibility etc., but nothing concrete really.
~~Rohit~~
Rohit Jain