Before the current pandemic, changing technologies and new ways of working were already disrupting jobs and the skills employees need to do them. Unpack how your organisation can meet this challenge in relation to your current talent strategy.

1. C A T A L Y S T
C O N S U L T I N G
COVID-19 and reskilling
the workforce
Debbie Craig
Pe o p l e S t r a t e g i st
a n d C a ta l y st

2. 2
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World in Flux
Pre Covid
In Covid
Post Covid
# Stats
87% have or will have
skills gaps
Up to 35% remote
15% leader readiness
< 50% know how

3. 3
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Adapting to change – what are we seeing?
Structure
Operating models, stable /
agile / shared / outsourced,
OD capability, governance,
accountability, engagement,
COPs, partnerships, teams,
rewards, control
Strategy
Vision, Scenario planning,
market and customer
intelligence, digitization,
optimisation, alignment,
resource allocation, talent,
culture, sense and adapt
Process
Innovation, optimisation,
standardization, efficiency,
ownership, decision making,
measurement, communication,
collaboration, learning, culture,
smart agile teams
Technology
Strategic alignment, next
generation architecture,
system, tools, competitive
advantage, capability,
digitization, shared services
People
Talent strategy,
employee experience,
global pool, mobility, gig
economy, sourcing,
leading, mentoring,
growing, retaining
Customer &
Competitive
Landscape
Respond to changing
conditions …
• How we organize
(design, digitize, synergies)
• How we execute
(processes, efficiencies,
effectiveness)
• How we enable (capability,
talent, performance)
• How we engage
(collaborate, communicate,
motivate)

4. 4
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Future skills required
Cognitive
Critical thinking, problem
solving, creativity,
innovation, strategic and
scenario planning, systems
& complexity thinking,
project management,
Social
Inter-personal skills,
relationship building, remote
teaming, engagement
collaboration, customer
connection, conflict
management
Digital
Tech trends, digital savvy,
company eco-system,
remote work, tech & data
concepts & processes, data
analytics & visualisation, AI
Resilience
Self-awareness, self-mastery,
self-confidence, self-reliance,
growth mindset,
adaptability, focus,
effectiveness, stress &
energy management,
mental wellbeing
Other studies: WEF, Google Project Oxygen, Harvard, Deloitte, EY, Korn Ferry, Institute of the Future

5. 5
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Core capabilities – enabling learning and change
Seeker .. Engager .. Experimenter
CURIOUS
Initiator .. Possibility thinker .. Idea Connector
CREATIVE
Authentic .. Resilient .. Adventurer
COURAGEOUS
Discerner .. Responder .. Focused
CONSCIOUS
Path Finder .. Maze Navigator .. Change Influencer
CHANGE NAVIGATOR
Anticipator .. Complexity navigator .. Sense maker
CRITICAL THINKER
Accountable .. Contributor .. Mentor
CONTRIBUTOR
Inclusive .. Trusting .. Resolver
COLLABORATOR
Coming soon
Sept 2020
Agile learning
Innovate, solve
Bold action,
feedback, fail fast
Adapt, pivot,
influence, drive
Resilient, calm
healthy, energized
Purpose, meaning,
mentoring
Partner, Build trust, cross
boundary, inclusive
Question, assess,
Solve, decide,
Focus, prioritise,
deliver

6. 6
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Future skills
Strategic Dev Plans
Curricula (career paths)
Dev plans (current & future jobs)
Succession plans
Talent risk response strategies
Proficiency levels required
Individual gap analysis
Org skills audit
Strategic talent review
Critical & Scarce Skills
Performance Standards
Job families
Career matrix & paths
Leadership Competencies
Technical Competencies
Talent segments & profiles
Strategy, Vision, Culture
Op model and Org Capabilities
Functional Value Streams
Critical positions, talent, skills
(current & future)
CAPACITY BUILDING
CONSULTATIONTALENTREVIEW
CHANGE & COMMUNICATION
UNDERSTAND DESIGN
ANALYSEDEVELOP
Career &
Succession
Planning
Living
Contribution
Contract
(Employee
Experience)
Reskilling the workforce

7. 7
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Reskilling the workforce – living contribution contract
Consistent
Cultural values
Leadership per level
Foundational
Consistent
Performance standards per level
Role outputs – 70%
Role requirements - min
Customised
Role outputs & KPIs – 30%
• Finance & Gov
• Customer & SH
• Process & Project
• People & Capability
Contribution Capabilities
Customised
Leadership per role
Technical per job family and role
Sales
Operations
Support
Enabling
Technical
Leading Self
Leading Others
Leading Change
Leading Business
Leadership
Personal effectiveness
Emotional Intelligence
Learning agility
Resilience
Foundation
Cultural
Values

8. 8
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Example – HR re-skilling
Business Knowledge
Workforce Planning
Recruitment
Learning and Development
Talent Management
Performance Management
Employee Engagement
Data and Reporting
Business Value Mapping
Talent Scenario Planning
Global and gig sourcing
Capability Architect
Talent Mapping & Mobility
Employee Experience Custodian
Culture and Change Guide
Talent Decision Analytics
Capability
Interventions
required
Details
Person
responsible
Project
management
(Definition)
Self-study Project X program on-line Employee/HC
Coaching
Coach = xxx
Project manager
Coach X
PM X
% match
# priority
Redeploy
Reskill
Retain

9. 9
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Reskilling the workforce – the how
Learning culture, license to learn, transparency of role requirements, access to
learning, manager support, budget allocation, behaviour change, impact measures
Self-driven learning
Expert mentor
Collaborative learning

10. 10
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CSF and Lessons Learnt
Strategic alignment
Piloting
Partnering
HR capability
Execution

11. 11
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THANK YOU
Debbie Craig
People Strategist and Catalyst
Debbie Craig
Catalyst Consulting (Pty) Ltd
Phone +27 82 872 5429
Email debbie@catalystconsulting.co.za
Web www.catalystconsulting.co.za
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Debbie Craig / Catalyst Consulting South Africa
Catalyst Consulting Pty Ltd
CatalystSA
Proudly a B-BBEE Level 2 Contributor
THANK YOU
Coming soon
Sept 2020