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6 vital workplace skills you'll need to succeed in the future

Many employees believe that if they continue doing what's expected of them, they'll always have a job. However, with the major changes that are already occurring across countless organizations, that's not necessarily the case. The workplace of the future will have a high level of automation, allowing many routine tasks to be handled by computers, meaning employees will need to work hard to update their skill sets in order to remain relevant. As AI, robotics, and machine learning take on increasingly central roles within organizations, employees will need to focus more on skills in the interpersonal and decision-making realms. You may already be considering how to upgrade your own skill set in order to stay relevant. As a manager, take action now to make sure your organization maximizes the potential  of all its people, helping them develop the most vital skills for their shifting roles and functions. The following are some of the key skills of the future workforce that empl...
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Trademarks of a great boss: Provide growth opportunities

Of course you're already a good boss, or you wouldn't be reading this article. You may even be a great boss. But how do you stay at the top of your game? You do it by modeling great boss behavior on a daily basis.  Of course, you don't get up every morning, look at that face in the mirror, and proclaim, "I'm going to be a great boss today." Instead, you spend a little time on introspection and make some key personal decisions. Once you have created the internal foundation, you will more naturally do what a great boss does and you'll be able to grow your people by showing them the way. Begin by asking yourself these three questions: - Where are you going? - Who's going with you? - How are you going to get there? But wait - how will you find time for this? It's so easy to get stuck in the day-to-day rut. You have deadlines to meet, tasks to accomplish and numbers to make. That scenario doesn't necessarily encourage needed introspection. However, ...
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Stop Solving Your Employees' Problems

A senior business development manager who worked for Cisco Systems for 11 years contacted a coach for help. On the first coaching session, the client stated: My schedule is out of control. I've got projects to complete, proposals to get out and I can't get anything done. I'm spending 80% of my time handholding with my people, showing them how to do their jobs. There's someone at my office door every five minutes. People say they want to "keep me informed." But in reality they are expecting me to solve all their problems for them. I don't have even half an hour to focus on my own work. And then I look at my boss's calendar and it's completely clear. What am I doing wrong? Not only are you doing your peoples' jobs for them, you're not empowering them to become self-sufficient. Here's a three-step process that will teach your people to take ownership of their jobs and help you get back on track with yours. 1. Set the stage. First, you need...
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Are You Suffering from Burnout at Work?

Are you more irritable and less patient with others? Do you feel disillusioned and no longer derive satisfaction from your accomplishments? Have your sleep or eating habits changed? Are you experiencing headaches or neck or lower back pain? If you answered yes to any of these questions, you might be suffering from job burnout. And, if it's any consolation, you're not alone. According to a nationwide survey by Career.com, a whopping 77 percent of workers say they feel burnout on the job. The causes might be: Working hard and longer due to staffing cuts or fears of losing your job. Lack of appreciation, recognition or reward for your efforts. Unclear or impossible job expectations. You're in the wrong job or profession.  Performing monotonous or unchallenging work. Working in a dysfunctional, chaotic or high pressure environment. Certain personality traits can also contribute to burnout. For example, you might be a perfectionist who wants to control or refuses to delegate tas...
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