FutureFit Skills

Rise to the challenge of learning what is required to stay relevant in the future world of work.

A Google search on “future world of work” yields in excess of 3 million results. There is an avalanche of literature suggesting the “top skills for the future of work”. There is no definitive list of what these skills are, but extensive research and years of consultation with local and global corporates and business schools have led us to formulate the below essential FutureFit skills. We use the FutureFit Index to assess readiness of these skills and provide integrated learning to ensure their full development.

FutureFit Skills

Curiosity

The desire to know more about something or someone. The willingness to seek out and embrace the unknown.

Dealing with Paradox

The ability to deal with seemingly opposing or contradictory perspectives. The ability to think “both/and” instead of “either/or”.

Tolerance of Ambiguity

The degree to which an individual is comfortable with uncertainty, unpredictability, conflicting directions, and multiple demands.

Learning Agility

The ability and willingness to learn from experience and use those lessons to perform effectively in new and different situations.

Growth Mindset

The mindset that talents can be developed (through hard work, good strategies, and input from others.

Design Thinking

An ideology and a process concerned with solving complex problems in a highly user-centric way.

Sensemaking

Sensemaking refers to how we structure the unknown so as to be able to act.

Creating Clarity

Creating clarity: (visioning & mobilising) is about defining shared values and engaging people in positive action.

Adaptability

Having ready access to different ways of thinking, enabling leaders to shift and experiment as things change.

Cultural Adaptability

An individual's willingness and ability to adapt their manner of communicating, motivating, and managing, across cultures.

Virtual Collaboration

Collaboration between dispersed team members that is carried out via technology-mediated communication.

Change Resilience

Being able to adapt well and bounce back quickly in times of stress and constant change.

Resourcefulness

The ability and creativity to cope with difficulties. It is about the ability to deal resourcefully with difficult problems.

Influence Without Authority

Getting others to willingly cooperate and engage, rather than following directives because your positional authority.

Connectedness

The ability to relate to others in a manner that builds them up, encourages, and brings out their highest potential.

Curiosity

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Dealing with Paradox

Learning Outputs

Leaders who are:
Better equipped to face
challenges with confidence

—–
Able to resolve organisational
conflicts in a productive manner
—–
Skilled at co-creating synergistic
solutions

Tolerance of Ambiguity

Learning Outputs

Leaders who are:
Comfortable with uncertainty
and ambiguity
—–
Able to leverage ambiguity
instead of fearing it
—–
More innovative and better and problem solving and critical thinking
—–
More resilient in the face of
change

Learning Agility

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Growth Mindset

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Design Thinking

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Sensemaking

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Creating Clarity

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Adaptability

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Cultural Adaptability

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Virtual Collaboration

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Change Resilience

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Resourcefulness

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Influence Without Authority

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives

Connectedness

Learning Outputs

Leaders who are:
Able to focus attention on that which they are disrupted by
—–
Genuinely interested in the opinions and views of others
—–
Able and willing to replace judgement with a powerful motivator
—–
Able to mitigate risks as they frame and reframe alternative perspectives