I was talking the other day with people about the lost art of writing – or rather the fact that personally we were finding our writing these days was almost illegible due to the fact that we so rarely used a pen any more! Using phones, notepads, pcs etc means we use touch screens or keyboards for much of what once would have been the written word ( she says – as she types this article!!) I do have a few friends with beautiful scripted handwriting – and I envy them the artistry and skill.
A 2022 poll of 2,000 adults found reading a map, using a compass and handwriting are high within the top 50 list of lost talents – while others rarely knit, tie knots, make bread or wash clothes by hand. Almost eight in 10 adults (77 per cent) blame the sophistications of modern technology for many traditional skills and hobbies being dropped. While 66 per cent think today’s generations aren’t interested in learning things like identifying plants and insects, sewing on a button or even spelling. A google search of lost skills provides numerous lists of ever decreasing skills and hobbies.
A McKinsey 2017 report into automation and the impact on the workplace suggests changes in occupational growth or decline imply that a very large number of people may need to shift occupational categories and learn new skills in the years ahead and that by 2030 between 75 million – 375 million people will need to change occupational category, and 8-9% of people will be in new occupations entirely.
It got me thinking about the amount of work “skills” we may be slowing losing – and whether that matters if we are replacing them with new and different skills instead. And more importantly – whether organisations are keeping up with the skills changes facing their people in order to support and develop them to work effectively.
One of the challenges for organisation will be staying ahead of the curve with requirements and ensuring that workers are given access to the skills and support that enable them to transition with the changes in work. This is critical for individuals and for organisations keen to win the war for talent and to recruit and retain the staff they need to deliver their goals. Following the Covid pandemic many organisations have retained changes in the way they work. Given all of the flex, I am wondering how many, have undertaken any kind of skills audit to address changes or shortfall in competency requirements – or to begin thinking about the future years and how their needs for workforce may continue to evolve. Social skills must remain top of the list for collaborative working on shared goals – how are our people shaping up in that area in an increasingly devolved digital world?
The pace and breadth of change will be different across organisations and industries. My question would be – how clear are you on the current and future skills requirements of your people? What is no longer relevant and which new skills are going to be imperative for you over the next 5 years? It’s time to start analysing it now, and preparing yourself for future success. Get in touch if you’d like to discuss more. Meanwhile … I’m off to write a Birthday card and hope the lucky recipient can work out it’s from me!! Must do better !