Guide for Leaders to Transition Into the 4th Industrial Revolution

Even before the covid pandemic, we knew that the 4th industrial revolution was coming. Though everything was at a halt, some things accelerated, like the transformation of an even more digital era, including the trend of remote working. The transition into the future of work can be challenging for organisations that do not have the resources (time, money, and skills). If not taken seriously, the industries and individual companies might be distrusted by innovative newcomers. the right kind of leadership is necessary to help transit into this now upcoming period. If neglected, there will be a huge skills gap, thus widening the income inequality globally. 

Techniques Leaders Need to Help Transition Into the Future of Work

Techniques used to be taught in a traditional manner, such as business schools, corporate universities, and specialised training companies and consultancies. However, PLC (Personal learning cloud) disturbed the traditional way to learn. We used to live in a three-stage life: first education, then full-time work and last retirement. However, that changed before corporations used to train executives, but that is not the case currently, and that might still be the case in the future.

Employees are expected to be able to take more executive decisions on a daily. The problem is that corporations would send employees to learn new skills, but they would only remember what is helpful to them or leave the company with the gained skills. There is less and less a clear division of life stages, thus becoming more fluid, intermixing these stages due to technologies. One educational contribution is a platform that uses the PLC model.

The workforce is forced to independently upgrade their skills to stay woke in their field and industry. If not done, they can face many personal risks such as being fired or not seeing career development. Start-up founders should naturally seek to be aware of external operations in industry and business management, including marketing. If not, they might be unable to gain traction due leading to venture failure.

Many experts suggest different techniques that are necessary for the 4th industrial revolution or to transition to it. Thus, based on the research gathered, here are some of the top three techniques to move into the 4th industrial revolution with ease.

Create an Outline – Future Jobs and Opportunities

We all have seen the changes technologists brought, and we all know that the 4th industrial revolution is right around the corner. Particularly true for workers who have already been replaced with technological innovation. Many of these workers fear the transition because they feel like they do not have the right skills for a job viable for the upcoming jobs created by the tech evolution.

A good leader trying to guide the team member, a whole department or the whole organisation, it is important to outline what is likely to come in the future. In this case, creating a guide of jobs can be found in various places, new jobs are likely to be created, and skills necessary to get those jobs. Thus, creating greater transparency in the workplace, which increases productivity and retention of top talent, employees become more motivated and use their sense of agency and drive to consider what actions they will take to get there.

On/Reskilling Employees

As mentioned before, often employers avoid taking on/reskilling responsibilities because they believe It is not in their interest to help cultivate workers in such a volatile labour environment. However, for employees to stay in the workforce, they need to learn new skills to stay relevant constantly. Particularly important to have retention for top talent from employees within different generations (Baby Boomers, Gen X, Millennials, and Gen Z).

Therefore, many people seek employment in organisations with a clear opportunity to gain new or develop their skills. It is easier to start fostering the learning movement by taking advantage of other employees’ skills and implementing a C-suite communication culture, collaboration, and connectivity.

Nonetheless, this is only a small step in the right direction, and not all means not the finish line. If there are no such opportunity employees, they need to take time out of their leisure time. However, when creating more motivation through techniques such as shared vision, it is beneficial to provide such opportunities.

From Vertical to Horizontal Flow of Ideas  

To create a more collaborative work environment, leaders need to facilitate the flow of ideas and provide greater self-sufficiency at a team and individual level. Allowing employees to speak up to make suggestions. For employees to feel welcomed to do so, leaders need to lead by example. This process encourages reverse leadership.

As we look to the future, role modelling of behaviours is going to be more important than training.

Jeffrey Joerres

The Challenge of Change

Many have accepted the change that technological innovation is bringing to the workforce. However, the transition into the future of work is played out is confronted with resistances by stakeholders. Winning them over is quite challenging, however not impossible, with the right kind of leadership.

Elisabeth Klingler

About the author: Elisabeth Klingler
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