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Part 1 of 3: The Importance of Self-Awareness when Adapting to Change

The importance of Self-Awareness when adapting Change

The importance of self-awareness when adapting TO change

| Part 1 of 3 |

Whether it is chosen or thrust upon you, change brings with it

both opportunities and turmoil.

- William Bridges -

Our world has changed dramatically!

How we live, connect, communicate, work, socialize, worship and learn has been disrupted by a virus. As things grind to a halt, we begin to make sense of the impact this pandemic is having on our daily lives.

Humans are creatures of habit; thriving on predictability and routine helps us feel in control. Uncertainty brought on by watching the rate of infection and death toll increase daily, understandably creates anxiety and feelings of being overwhelmed, frustrated and stressed by this life-altering, life-threatening change.

Acknowledging the fear and dealing with the emotions associated with the impact of this virus on our current reality, is necessary if we are to adapt to this extreme change. And adapt we must if we want to survive.

So how do we adapt in the face of all this uncertainty? It starts with finding HOPE.

According to William Bridges, a well-known author and Organisational Change specialist, whether it is chosen or thrust upon you, change brings with it both opportunities and turmoil. When change disrupts our lives, leaving a ‘big hole’ at our feet, we look for a way to ‘get over’ it.

In his book “The Way of Transition: Embracing Life’s Most Difficult Moments” (2001), Bridges offers a pathway to navigate through difficult change called The Transition Model. This model is a three-phase process of adjusting to change – the end, the neutral zone and the new beginning.

In this case, COVID 19 is the end stage, which means letting go of comfortable patterns and habits. Lockdown has forced us to let go of our established way of life; to adjust our life patterns or face the consequence of being exposed to the virus. If our priority is to remain safe and healthy, we need to accept the situation for what it is and adapt.

In the next phase, Bridges describes the neutral zone as ‘crossing a street’. Moving from one side of the road (the ending phase) to the other side of the road (the beginning phase). Moving away from the comfort of routine, order and certainty, to a state of ‘chaos’, disorder and uncertainty, is scary. Understanding the feelings of anxiety, distress, confusion, and the loss that you may experience are normal after letting go.

There is no clear boundary between the neutral zone and the new beginning. As you adapt to life after letting go of your old ways and establish a new routine by creating new habits, you will find different, even novel ways to adjust to your new way of life.

As you explore and experiment with different ways to adapt to your changing circumstances, your way of thinking also starts changing, looking for opportunities to ease the ‘pain’ that this change brings as you embark on your new beginning.

This pandemic was not something any of us chose. But knowing what’s at stake if we don’t, we have no choice but to adapt to our ‘new reality’. In this unsettling time, there is an opportunity to ignite your power of HOPE and develop your level of self-awareness, allowing you to have greater control over your thoughts, feelings and behaviours when adapting to change.

Contributor: Dorothy Fernandez
Change Management Specialist at Omni HR Consulting

Read part 2

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

Dirty Learning:

The need for Exponential Transformation in the Learning Space

The concept of “dirty learning” is a modernised phrase to what those in the educational circles refer to as “just-in-time” or “on-demand” learning.

- Cindy Londt -

Without a doubt, there is a need for exponential transformation within the learning space in the South African construct. How do we become open to learn and adapt from our current mindset to one that considers a holistic approach to learning even if it is delivered in a less than ‘perfect’ way?

The concept of “dirty learning” is a modernised phrase to what those in the educational circles refer to as “just-in-time” or “on-demand” learning. What exactly does “dirty-learning” entail?

We need to consider that a less than perfect, minimum viable product (MVP), so-called “dirty learning” option is more than feasible. Perhaps less conventional, we should be considering the following options to ensure that learning truly is just-in-time for maximum benefit:

Training video’s shot in one take – ‘bloopers’ included.
Short, sharp bit-learning recorded (video or audio) in a completely organic (natural) manner.
Selfie videos recorded by subject matter experts, either on the job, in the car or whilst in the gym.
A lesson plan that includes little to no content, however, filled with activities and open discussions.
Access to MOOC’s (massive online open courses) that are not customised and/or company-specific.
A mobile device really can help with learning; you can learn when you want and how you want.

Research and Development (R&D) Managers strive to ensure that learning content is quality assured, academically sound and experiential including activities that ensure workplace application. They spend a great deal of time ensuring that intellectual property meets the training needs identified by the organisation or individuals. It stands to reason then that most R&D Managers would be rather uncomfortable with the concept of dirty learning.

The Human Capital Community is faced with unprecedented challenges to ensure learning is relevant, just-in-time, credible and allows for learning at any time or in any place. Think about the incredible speed to which some Higher Education Institutions need to adapt to ensure the academic year can be finalized; considering Online classes, YouTube watch lists or Online Graduations, to name but a few. Most of these strategies are “dirty”.

In supporting the business operation with cost-effective, rapid, credible, relevant, self-sustaining, self-directed and engaging learning content, we need to do so at every level within the organisation; department, business unit, team and individual level. Having months of lead time for curriculum design and content development is a luxury in our current reality. Therefore, it is our collective responsibility to adapt with speed and agility without losing credibility and quality to provide relevant dirty learning to our people when they need it.

The question should not be if “dirty learning” is a viable strategy, but rather how we integrate this strategy with other strategies to ensure a holistic approach that considers all constructs of the current global environment we find ourselves in. The need for exponential transformation within the learning space is now! We need to evaluate and rethink our approach to learning and skills acquisition.

Get in touch with Omni HR Consulting, should you wish to discuss opportunities to help your organisation move to digital learning platforms. We can support e-Learning delivery, through our online e-learning platform, OmniStack, which is accessible through all electronic devices, including mobile.

Contributor: Cindy Londt
Operations Executive at Omni HR Consulting

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

The tools of mobile learning trade

Switching from traditional methods of learning to that of mobile learning is a lot easier and simpler than one might imagine. It doesn't involve huge amounts of research, nor does it require businesses and potential students to pour large amounts of time and energy into learning new and difficult methods of operating.

Breaking down the requirements can be split into two categories: What the learner or potential learner needs, and what the provider needs.

From the perspective of the learner, the tools are already in place, and the list is minimal. Firstly, the learner requires a physical platform on which to receive learning. This forms the basis of mobile learning. A home computer, a laptop, or a tablet or mobile phone are the requirements. And even in South Africa, learners will have access to at least one of these. The latter being something which is already owned by much of the population is also a major factor considered by mobile learning providers.

Secondly, the learner requires a stable internet connection with the available bandwidth to watch videos or podcasts posted by the learning institution. Watching these videos need not be done in real-time. An advantage of mobile learning is that these videos can be downloaded and watched at a time that is convenient for the learner. The videos can also be streamed, which takes up less data than a full download. In addition to this, the learner will need a decent data plan for them to receive the content provided.

From the perspective of the provider, several things must also be considered as requirements. Obviously, a mobile learning program cannot be run without instructional designers. Teachers are required to teach, and administration staff are required to handle the program administration.

Another important aspect is the need for a software platform that is designed for mobile learning. There are many platforms that exist to fulfil this function, and many of these platforms are free. They come with a myriad function for the purpose. These platforms are not simply ways of sharing videos and podcasts. They provide the ability for student feedback. Students can send in essays, take part in quizzes, attend chat sessions and several other functions that mirror traditional methods of learning instruction, but also go beyond the capabilities of traditional modes of learning. The opportunity to be able to track the interaction of learning is available on most platforms, which provides critical data like learner interaction time.

In addition to the above, what is needed the most is the will to learn and the will to educate! And these, are in no short supply in this country. Because of this, we can be confident that mobile learning opportunities will increase significantly in the years to come.

Now is the time for organisations and individuals to evaluate and rethink their approach to learning and skills acquisition. We have a powerful learning tool within the palm of our hands!

Contributor: Greg Beyer
Researcher at Omni Academy for Education, Training and Development

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

Collaborative Management Workshop

Now Available online

Upcoming Workshop Dates: 11 - 12 Oct 2022

Location: Cape Town | Midrand | Online

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	Learning Solution Type: Workshop

	Curriculum: 2030 Workforce Skills

	Associated Courses: Emotional Intelligence

"Future-Proofing Your Competencies"

What is Collaborative Management in 2030

The ability to collaborate as a cross-functional team in complex situations to achieve a common goal that results in strategy execution that solves complex problems with speed and agility.

course Details

	Price and duration: 2022 Workshop Price: R4 398 Duration: 2 Days 2022 Online Price: R600 Duration: N/A

	Learning Outcomes: - Exponential Growth and the 4th Industrial Revolution - Massive Transformation Purpose (MTP) - The Concept and Role of Collaboration - Collaborative Leadership - Lifecycle of Teams - MTP: Social Technologies - MTP: Community & Crowd - MTP: Autonomy - MTP: Staff on Demand

	What is expected: - Highly interactive discussions and activities. - Thought provoking personal self-reflection opportunities. - Be prepared to be vulnerable as you focus on your personal growth in this area. - Be open to lots of self-discovery and the change that this will evoke. - Consider tools and techniques for building your Emotional Intelligence.

	Location: ONLINE OmniStack OMNI HEAD-OFFICE 1st Floor, Nolands House, River Park, Liesbeek Parkway, Mowbray, Cape Town View in Google Maps OMNI MIDRAND Block Q, Park on 16th 789 16th Road, Randjiespark Midrand View in Google Maps


Price and duration: 2022 Workshop Price: R4 398 Duration: 2 Days 2022 Online Price: R600 Duration: N/A


Learning Outcomes: - Exponential Growth and the 4th Industrial Revolution - Massive Transformation Purpose (MTP) - The Concept and Role of Collaboration - Collaborative Leadership - Lifecycle of Teams - MTP: Social Technologies - MTP: Community & Crowd - MTP: Autonomy - MTP: Staff on Demand


Methodology: - Highly interactive discussions and activities. - Thought provoking personal self-reflection opportunities. - Be prepared to be vulnerable as you focus on your personal growth in this area. - Be open to lots of self-discovery and the change that this will evoke. - Consider tools and techniques for building your Emotional Intelligence.


Location: ONLINE OmniStack OMNI HEAD-OFFICE 1st Floor, Nolands House River Park, Liesbeek Parkway Mowbray, Cape Town View in Google Maps OMNI MIDRAND Block Q, Park on 16th 789 16th Road, Randjiespark Midrand View in Google Maps

Ready to start your journey?

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e-Learning in a New Era: Time, Money and Flexibility

e-Learning in a new era: Time, Money and Flexibility

e-Learning is dynamic in its ability to provide education easily, and in so doing, bypasses a lot of physical and financial barriers which inhibit learners and potential learners from accessing quality education.

- Excerpt -

Current international developments are moving the world of business into uncharted territories in ways that are unprecedented in the modern era. At this point, it is easy to say that we have never been here before. As such, the need to be able to accurately predict the market is greater than it has ever been before. Nowhere is this more important than in the realm of education. The excess of factors associated with this sphere has just been added to by elements that bring with them several unknowns.

Presently, many of us are working from home. What this means for production still needs to be seen. In a way, it can be seen as a trial run for various mobile/electronic-based models of doing business and opens the dialogue for more flexible time management for businesses as well as employees. In the educational sphere, it is already established. Studying from home (or anywhere outside the classroom) is a dynamic that exists on an international level, and is particularly successful in many areas.

With the lockdown being experienced globally, there is no better time to do an online course and use this time constructively. There are various online courses available, which can help to further skills and knowledge.

The benefits of e-Learning are apparent not just for learners/students, but also for educational institutions that provide the service. An important factor that is addressed is the factor of time management. Students no longer need to be in a specific place at a specific time. Uploaded lectures can be watched at any point in time. The convenience of this cannot be overstated. Many people work 9-5 jobs that don't allow them the time to attend to traditional educational advancement. e-Learning provides people with educational access outside of traditional working hours. This flexibility not only benefits the learner, but also creates resilience from an economic perspective, and is thus beneficial for the educational provider.

Unlike traditional methods of education, once the lecture is uploaded, it stays uploaded. It doesn't simply exist in the past. Learners can therefore not only access the lecture at any point in time, but they can also watch the lecture as many times as they like, with the ability to skip through parts they already understand and pay more careful attention to the parts with which they struggle.

Another important benefit is the cost-effectiveness of e-Learning for both the learner as well as the education provider. For the provider, there is no need for large venues to be maintained, and costs involved in looking after learners' physical needs are also mitigated. For learners, the costs of accommodation, travel, and learning materials such as textbooks, are reduced, or in many circumstances, completely erased.

The main takeaway from the above points is that e-Learning is dynamic in its ability to provide education easily, and in so doing, bypasses a lot of physical and financial barriers which inhibit learners and potential learners from accessing quality education.

The main key to addressing the factors of 'time' and 'money' for both learners and educational institutions is flexibility. In a new age of uncertainty as well as technological development, inflexible dynamics will perish, while those that can adapt stand the greatest chance of thriving.

Skills development in an online space, which is interactive and allows for skills practice through activities is a versatile way to replicate the classroom experience. Our online learning platform, Omni Stack hosts a variety of online skills development solutions.

Take a moment to consider how you will set yourself apart, by taking charge of your learning by going online today and visiting our website!

Contributor: Greg Beyer
Researcher at Omni Academy for Education, Training and Development

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

From the Desk of the MD

Lize Moldenhauer

Part 2 | COVID-19 Lockdown - Time to Change Our Mindset

“CEO’s across a variety of industries have identified Creativity as one of the most desired leadership qualities for the future” according to Michael. A. Roberto, in his book – Unlocking Creativity.

How does this statement not ring true! With the unprecedented challenges that COVID-19 and the associated Lockdown has brought, it requires us as leaders to think outside the box – heck we don’t even have a box anymore!

On the evening of the 23rd of March 2020, most business leaders in South Africa braced themselves for what we knew would be the inevitable instruction from our President. We salute President Cyril Ramaphosa for the courageous decision he has made under very trying circumstances.

Now more than ever, all our Leadership skills will be put to the test. We have entered an era of heightened balance between People vs Business sustainability and not to mention the impact that the Moody’s downgrade of South Africa’s credit rating to junk or sub-investment grade will have on us.

This era will require leaders, business owners and entrepreneurs to work collaboratively with various stakeholders; to be creative in the way we strategise business stability and viability under extremely volatile circumstances and the ethics which will govern our decision making.

I personally don’t think anyone has the answers. I think the answers lie in our ability to Collaborate, work with Co-Operative Competition strategies to remain Agile and adapt with Speed, as Change is the one constant within our current business context.

Omni HR Consulting (OMNI) has been one of the fortunate businesses that could by close of business on Thursday the 26^th of March, move all staff off-site and resume business by Friday morning via remote virtual teams. We acknowledge, this is not possible for all entities or industries.

What has enabled us to adapt swiftly is our 18-month investment into Digital Transformation Strategies (DTS) deployed across our business. We have been extremely fortunate as our investment into DTS has been welcomed by our staff, clients and learners.

In the book ‘Exponential Organisations’ Salim Ismail (the author) talks about the corporate immune system. He writes:

"The organisation’s immune system will go on overdrive to attack and disarm any disruptive innovation or new element threatening to change how the organisation’s body currently functions."

Engaging the full immune system is so crucial when implementing strategies that could be viewed or experienced as disruptive or threatening. This highlights OMNI’s robust immune system that has seen creativity and innovation as a boost and not as a threat. Our immune system (staff, clients and learners) have curiously and actively engaged with the creative and innovative strategies linked to our digital transformation.

Collectively we have been able to pilot, run test-cases, do project research and implement MVP (minimal viable product) strategies over the last 18-months. Some of these strategies include:

Learning and development solutions that allow for dirty learning, distance, remote, virtual and e-Learning.
Self-directed learning culture for time of CHANGE and VUCA (volatility, uncertainty, complexity and ambiguity).
ACORN - a leadership and change management approach to support a different way of approaching how organisation’s and their people do business and learn.
Virtual Learning Support provides an opportunity for structured online support and progress checks with a subject-matter expert/coach for individuals who are completing learning pathways.

None of this would have been possible without the entire immune system engaged and committed to transformation, thank you!

We look forward to our continued engagement and commitment to change as the future of disruption it seems is here to stay. My team and I are here to support, so feel free to reach out for a virtual coffee-chat.

My encouragement to you today is let’s go beyond the box! Even in this time of uncertainty and disruption

With Regards,
Lize Moldenhauer

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

From the Desk of the MD - COVID-19

Lize Moldenhauer

Please note: we are now in level 3 of the national lockdown.

We have eased back into office, with several team members still operating remotely. We are however fully functional and ready to assist you!

Part 1 | Time of unprecedented uncertainty

In the current climate of volatility, it is important to ensure that “short-term-ism” is not our strategy. We need to consider various scenarios to ensure long term survival especially in light of the challenges that presents itself with the current global health crisis and the associated impact on the global economic and social construct of our time. As leader I want to give you my personal guarantee that our collective aim at Omni is to work with you in ensuring we assist in whatever way possible to curb the potential impact of delayed strategies and operational implementation plans. One thing is sure, the impact of the Coronavirus (COVID-19) is forcing us to do things differently. Agile strategies and creative solutions are required for us to navigate the uncertainty. Omni has over the past 18-months developed digital transformation strategies specifically to deal with the needs that a time like this will force us to recognise. Our intent was for a more long-term view and paced implementation in line with sector or industry maturity, however at Omni we have realised that to support you, as a valued client, we need to engage and collaborate proactively so that we are able to help navigate these turbulent waters. The specific strategies that we are able to implement immediately are:

Current learning and development solutions have contingencies to allow for distance, remote and e-learning. Our operations team will assist in planning and adapting implementation plans in line with your organisational strategies for the short term, to ensure long term goals are still achieved.
Support internal Learning and Development to enable self-directed learning culture in this time of volatility.
Masterclasses on ACORN - a leadership and change management approach to support the different way of approaching how organisations and their people do business and learn.
Face-to-face training will continue with specific contingencies in line with your needs. Please refer to operational support protocol.
Virtual Learning Support will be provided to all clients. Please refer to IT support protocol.
Migration of face-to-face learning to virtual learning. Please engage our Operational Executive, Cindy Londt ([email protected]) for support and collaboration

I believe our biggest ally is co-operation and collaboration. We need to provide support and open lines of communication so that we can aid each other in this uncertain time to the benefit of all parties. Our success lies in your success and as we have seen over the past few weeks, we are a delicate Eco-system that requires us to operate with the bigger picture in mind.

Please feel free to contact me directly if you have any questions or concerns.

With Regards,
Lize Moldenhauer

Operational Support Protocol

IT Support Protocol

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

Perceptions of being a contractor in the ETD field

79,41% claimed they would be willing to continue in the field even if there were no opportunities for full-time employment.

- Moldenhauer, L., Londt, C., and le Grange, J. (2018) -

Working in the field of Education, Training and Development as a practitioner has many notable challenges. One of these factors is the dynamic of working on a contract basis. For many industry employers, the position of the ETD practitioner is often not one in which they feel comfortable offering permanent positions.

In research surveys conducted by Omni HR Consulting focus was put onto “Understanding the perceptions and expectations of Education, Training and Development Practitioners in South Africa”.

Questions asked related to perceptions of contract employment in lieu of more permanent agreements. A total of 68 participating respondents, resulted in the following insights and findings:

52,94% indicated that it is an exclusively contractual-based role
38,24% believed that it is a contractual-based role with the possibility of full-time work.

This shows that the perception from the perspective of the employees is one which is noticeably skewed in favour of transience rather than permanence. A possible result of this figure is one that involves the competitive nature of the industry. Responding to perceptions of competitiveness:

42,64% found the industry to be highly competitive
27,94% found it to be competitive
14,71% said it was partially competitive; and
only2,94% claimed it was not competitive at all

What was highly encouraging is that:

97,06% indicated that they were passionate about ETD
79,41% claimed they would be willing to continue in the field even if there were no opportunities for full-time employment.

Lack of job security in this regard is probably seen as something that is a given and accepted by those who wish to enter the field. The statistics indicate that this dynamic does little to deter those already in the field.

93,65% of respondents claimed they were satisfied to be an ETD practitioner in South Africa
6,35% indicated that they were not satisfied.

Being an ETD practitioner in South Africa is not something that exists in a vacuum. There are external factors that affect everything in context. As such, a close eye needs to be kept on the role itself, as well as factors that influence the field including influences on employees, employers and clients.

Contributor: Greg Beyer
Researcher at Omni Academy for Education, Training and Development

Reference:
Moldenhauer, L., Londt, C., and le Grange, J. (2018). Education, Training and Development Practitioners and the Entrepreneurship Model in Outcomes Based Adult Education in South Africa. Presented at 6th International Conference on Innovation and Entrepreneurship 2018 (ICIE18) Washington.

Core Values, Principles and the Materialisation of “What”

Having discovered our motivation (“Why”), and laid out core principles (“How”), we finally turn to “What” we do and how it translates into business success.

The Core Values and the realisation of “How?”

Most companies and people know “how” they do what they do. A carpenter knows how to sand wood. Similarly, a company knows how it sells its product. The “How” …

Self-Directed Learning – 2020 and beyond

Personally, I do not believe that the traditional approach to training and development will support long-term future sustainability for either the Skills…

Hi JM Please can the highlighted parts be linked to: 1) http://www3.weforum.org/docs/WEF_EGW_White_Paper_Reskilling.pdf 2) https://omnihrc.com/development-stack/ _________________________________________________________________________________________________ Training programmes to consider putting in place for your workforce in terms of upskilling and reskilling? The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation and as a result, so too the skills in the workplace need to adapt accordingly. According to the World Economic Forum White Paper: “Accelerating Workforce Upskilling for the Fourth Industrial Revolution”, approximately 35% of the skills demanded for jobs will have changed by 2020. The current mismatch and skills ‘change’ have increased the need for adult skilling, reskilling and upskilling. Currently there is no singular system that addresses the diverse needs of learners, and public and private adult learning institutes are not aligned to address the needs of individuals and business. The growing awareness of the impact of the Fourth Industrial Revolution (4IR) creates a new opportunity for reviewing what and how we invest in the skills and potential of the workforce of the future. Here are some considerations to make, when determining the training programmes you should put in place for your workforce: 1. Take stock and recognise existing skills 2. Understand the skills demand 3. Adopt the right mix of financing instruments 4. Build and sustain motivation for adult learning 5. Create shorter modules that foster continued learning 6. Determine the role of different stakeholders 7. Recognise and promote on-the-job training opportunities, maximizing informal learning 8. Reach those that need it most 9. Customise learning for adults 10. Harness the power and scalability of blended and online learning A final and exceptionally important consideration is to choose to work with training partners who are able to understand, support and help you drive your skills and talent development strategies.

Training programmes to up-skill and re-skill your workforce

Approximately 35% of the skills demanded for jobs will have changed by 2020

- World Economic Forum -

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation and as a result, so too the skills in the workplace need to adapt accordingly.

According to the World Economic Forum White Paper: “Accelerating Workforce Upskilling for the Fourth Industrial Revolution”, approximately 35% of the skills demanded for jobs will have changed by 2020. The current mismatch and skills ‘change’ have increased the need for adult skilling, re-skilling and up-skilling. Currently there is no singular system that addresses the diverse needs of learners, and public and private adult learning institutes are not aligned to address the needs of individuals and business.

The growing awareness of the impact of the Fourth Industrial Revolution (4IR) creates a new opportunity for reviewing what and how we invest in the skills and potential of the workforce of the future.

Here are some considerations to make, when determining the training programmes you should put in place for your workforce:

Take stock and recognise existing skills
Understand the skills demand
Adopt the right mix of financing instruments
Build and sustain motivation for adult learning
Create shorter modules that foster continued learning
Determine the role of different stakeholders
Recognise and promote on-the-job training opportunities, maximizing informal learning
Reach those that need it most
Customise learning for adults
Harness the power and scalability of blended and online learning

A final and exceptionally important consideration is to choose to work with training partners who are able to understand, support and help you drive your skills and talent development strategies.

Let's unpack over coffee to start crafting your strategy?

The Lunchtime Series Podcast

Watch this 30min on-demand recording to hear some practical tips from Cassandra for young leaders in the world today.

Do you like workplace learning?

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

Training programmes to up-skill and re-skill your workforce

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

What skills may a business need to manage Gen Alpha?

Born into the world of artificial intelligence, augmented reality, machine learning and big data; Gen Alpha’s will be the most technically advanced, highly educated and some of the wealthiest individuals to ever exist. In joining the workforce, they will be disruptive and could even be coined “earth-shattering”.

Is your business prepared? Does your business have the skills needed to manage Gen Alpha?

Here are some tips to help evaluate your potential readiness:

Technology
We are not talking phones, tablets and fancy computers – these will be expected as standard. They will expect businesses to change their systems to be quick and efficient.
Systems and applications
They will not want to operate antiquated systems. They will expect software that operates and
runs reports simultaneously. In the Gen Alpha world, mundane tasks will be completed by AI and Machine Learning.
Personal assistants
They will all want one – they have had one all their lives in the form of Siri or Alexa. Business will need to fully integrate AI and apps into the work environment making it easier and more convenient.
Changing job roles
With a workforce so technologically advanced, more emphasis will need to be placed on cyber-based technology to streamline business models.
Working hours
Gen Alpha will continue the trend of wanting flexibility. This will mean the freedom to work anywhere and anytime, be it 2am in the morning, from home, at the nearby coffee shop or hot seating at the office.
Embrace change
Gen Alpha is used to rapidly changing technology and will become bored and frustrated quickly if organisations take too long to change. They are used to operating in a fast-paced world.

Gear your business ahead of time by learning more about our purpose-driven development model, Development Stack, intended to not only meet your current Skills Development needs but also prepare your teams for the future world of work.

Let's unpack over coffee to start crafting your strategy?

The Lunchtime Series Podcast

Watch this 30min on-demand recording to hear some practical tips from Cassandra for young leaders in the world today.

Do you like workplace learning?

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

Training programmes to up-skill and re-skill your workforce

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

How should Managers gear for the new generation?

For the 1st time in history, 5 generations will soon be working together.

- Industry Leaders -

Whether this multi-generational workplace functions in an atmosphere of happiness and productivity or is stressful and challenging, is very dependent on the culture created by management.

Consider how we relate to employees of different ages that think and operate so differently? How do we motivate someone older or younger than ourselves? And how do we encourage employees of different generations to share their knowledge and ideas?

As leaders it is our responsibility to be aware of the ‘generational tension’ – defined as a lack of respect for someone who is of a different generation from you – among colleagues. We need to help employees recognise that they each have a unique set of skills, different knowledge and experience to share.

Here are some tips for managing generational tension:

Don’t dwell on differences – recognise them | celebrate them | get to know each person individually
Build collaborative relationships – encourage debate | listen to input and advice | understand each one’s perspective
Study your employees – understand the demographics of your team and what each one needs for job satisfaction
Create opportunities for cross generational reciprocal mentoring – mixed aged teams help colleagues to learn from each other; establish a culture of coaching
Consider life paths – think of yourself as an anthropologist; consider where employees are in their lives and what their needs are.

Let's unpack over coffee to start crafting your strategy?

The Lunchtime Series Podcast

Watch this 30min on-demand recording to hear some practical tips from Cassandra for young leaders in the world today.

Do you like workplace learning?

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

Training programmes to up-skill and re-skill your workforce

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

How do we benefit from On-Demand learning?

We cannot prepare for a future of the unknown. We can, however, prepare our people with the necessary skills to deal with the "unknown". Through On-Demand Learning this becomes both possible and more viable.

On-Demand Learning commonly referred to as ‘just-in-time’ learning, is a training strategy related to a learner gaining access to what they need to learn in real-time, anywhere, any time.

- Definition-

Development and growth are expected as part of the contract between employee and company. Investing in the success of your company means investing in your people.

Here are the top 8 benefits that individuals and your organisation will get out of On-Demand learning:

24/7/365 – Self-paced content available immediately
Expert partners – Ongoing access to subject matter experts
Easily updateable – Ensures the currency and accuracy of the content
Global collaboration – Training is not geographically limited
Flexible – Meets the demands of busy schedules
Quick and efficient - Bit learning allows you to focus on the topics you need
Scalable – Allows for large numbers in short periods of time
Saves costs – Eliminates the time and costs attributed to classroom training

Let us help you towards the agility needed to deal with the fast pace that is demanded in the workplace. Learn more about our Development Stack model and how partnering with us can give you a competitive advantage in your industry.

Let's unpack over coffee to start crafting your strategy?

The Lunchtime Series Podcast

Watch this 30min on-demand recording to hear some practical tips from Cassandra for young leaders in the world today.

Do you like workplace learning?

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

Training programmes to up-skill and re-skill your workforce

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Introducing - Development Stack!

A progressive solution to Human Capital Skills Development

With the onset of the 4^th Industrial Revolution (4IR) and the associated technological challenges that will fundamentally shape the way we live, work and relate to each other there is a critical need to re-engineer the way in which we engage with learning and development.

It is for this reason that Omni HR Consulting has worked tirelessly to ensure relevance and currency through digital transformation strategies linked to the volatility, uncertainty, complexity and ambiguity (VUCA) within the current human capital environment.

“To raise South Africa’s potential growth-rate, progress on the fundamental building blocks of long-term sustainable growth must include addressing skills contraints.” A note in the research paper: Economic Transformation, Inclusive Growth and Competitveness Towards and Economic Strategy for South Africa, as prepared by Economic Policy, National Treasury. The paper alludes to solutions in the short and long-term pertaining to educational reform. Consider the impact of 4IR on our existing skills challenges? We need to future-proof individuals and organisations and this most definitely will require educational reform at all levels.

We therefore need to look at human capital development as a critical success factor for oganisational survival and growth. Organisations need the right skills (inclusive of future skills to allow for early adoption of digital transformation) at the right time (with associated speed and agility) that will allow for a competitive advantage. Addressing these challenges, led to the birth of Omni Development Stack, a purpose-built model aimed to support organisations with industry-relevant training and development solutions, which blends current-and-future state human capital development.

The phrase “stack” is best known to describe software development; from development and specifications to analysis and operations. The question is, how is this different when looking at Human Capital development? Is our intent not to evolve our workforce to enable their skills to remain current in order to enable the organisation to be relevant and competitive? Working on a purpose-built system (like in the tech industry) could translate into a focus on purpose-built humans! We have the responsibility to gear our people with the relevant “stacks” for their development now and for future application.

Omni Development Stack symbolises a career pathway (our “system”), a roadmap that includes accredited, non-accredited, e-Learning and industry relevant solutions (our “language”) with the integration of critical future-focused skills (our “tools”). The model allows for engagement at all levels and has been designed in such a way to support both individuals and organisations.

The model further allows for a highly consultative approach that leads to engagement at all levels and is engineered to be agile and time conscious. Jack Ma, founder of Alibaba (Alibaba is China's largest e-commerce company) believes that we should teach “Soft Skills, not Knowledge, to compete with machines. Only by changing education can our children compete with machines.” Understanding this, considering economic demands, reform and challenges linked to the disruptive and complex future we have an ethical obligation to un-skill, re-skill and up-skill our people. OMNI therefore wants to be part of the disruptive solution of future skills development and we intend to work effortlessly to engage with organisations to assist them in applying a purpose-built Development Stack to support their skills development strategies while evolving it continuously to ensure relevance.

To know more or have a consultative engagement session with us, please get in touch with us via [email protected], online or (021) 685 9160

Omni HR Consulting announces CPD Global Certification

Omni HR Consulting has decided to seek global certification with The CPD Services in the UK, benchmarking the organisation and its programmes against global standards.

Open-Source Training | Press Release

After implementing Open-Source Training in 2021, Omni HR Consulting is shifting gears to bring to its community, nine sessions in 2022 starting at the end of March!

Omni & P4P | Collaborative Partnership Announcement

The value-alignment has seen Omni’s mission to be disruptive in education, expedited with the introduction of an e-Assessment and e-Portfolio, powered by P4P.

Preparing for evolving job functions in the Fourth Industrial Revolution

According to the World Economic Forum, White Paper of December 2019, HR4.0: Shaping People Strategies in the Forth Industrial Revolution, a four-step approach to achieving the optimal combinations of humans and machines, and ensuring the continued relevance of the workforce includes:

Deconstruct Jobs

Re-evaluate

Optimise work & Reconstruct Jobs

Re-skill Talent

Here are a few of the ways that structured job functions will change in the future and how we can prepare for it:

The ‘gig’ economy
Positions in business will become fluid with organograms being overlooked in favour of project-based teams. This is especially appealing for the Generation Z who want greater exposure and diversity in their daily operations. Determine how the organisation can best work with contractors and freelancers as part of this new ‘gig’ economy.
Decentralised workforces
Thanks to mobile technology and readily available access to the internet, anybody can now work anywhere. Consider the need and relevance of the formal office structure and the options of flexible workplaces and working hours.
Motivation to work
People will need more than a monthly paycheck as motivation to work. The future workforce wants to know that they are part of a bigger mission and purpose that they believe in. Ensure that there are relevant reward and incentive initiatives.
Life-Long learning
Not only will the future workforce want to continue to grow and learn throughout their career, the rapid evolution in industry will require them to continuously be upskilled to adapt to change. Having talent development strategies that focus on the skills required of the 4th Industrial Revolution will be critical.

Even though we can’t predict all the changes of the future, we can agree that there are decisions we can make to prepare for it. Employers will need to think differently about who they recruit and their potential to adapt to the changes of the future organisation.

Let's unpack over coffee to start crafting your strategy?

The Lunchtime Series Podcast

Watch this 30min on-demand recording to hear some practical tips from Cassandra for young leaders in the world today.

Do you like workplace learning?

Adapting learning strategies to the vicissitudes of societal change is not an easy task. It involves constant attention to developments in technology as well as…

Training programmes to up-skill and re-skill your workforce

The skills needed to cope with and thrive in our jobs is changing at a rapid pace. Our business models are needing to be digitized, driven by technological innovation

Creating retail experiences that keep customers coming back

Get closer than ever to your customers. So close that you tell them what they need well before they realize it themselves.

- Steve Jobs-

Customer retention refers to a business’s ability to attract and retain customers. In retail, customer retention helps us to understand how positive the customer experience was in relation to meeting a customers’ expectations. Loyal customers turn into brand advocates, with word-of-mouth being the most influential factor in a purchase decision.

The level of disruption in the retail industry has never been greater. Customers have so much influence on what others will buy or use which makes customer retention and loyalty more important than ever.

Here are some tips for creating customer retail experiences that keep customers coming back:

Automate for ease; but never forget or underestimate the power of the human engagement.
Creativity – continuously wow customers with something new and exciting.
Create a community – engage | connect | share ideas.
Product building – customers love to personalise their purchases.
Bundle products and services – offer a related product / service that adds additional value to your customer.
Create social media opportunities – customers love sharing their experiences.
Retail-tainment – how can you integrate customer entertainment into retail experiences.
Customer Loyalty Programmes – we all love getting a little something back.

Let's unpack over coffee to start crafting your strategy?

Results

The importance of self-awareness when adapting TO change

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Dirty Learning:

The tools of mobile learning trade

e-Learning in a new era: Time, Money and Flexibility

From the Desk of the MD

"The organisation’s immune system will go on overdrive to attack and disarm any disruptive innovation or new element threatening to change how the organisation’s body currently functions."

Part 1 | Time of unprecedented uncertainty

Perceptions of being a contractor in the ETD field