Remember your teachers and professors placing you in groups for a projects? They would state an argument that they were formed to teach “teams skills needed for your career in the all fields.” There you were in a group with three to five different individuals, each holding an outline of the project and told the project would be graded based on the group, not on individuals.

 

There the dynamics would begin: there was always at least one group member who did nothing, one that wanted the A who would take charge, a mediator, and one or two who were not sure what to do and waited for tasks to be assigned to them. But this model is backwards. The future of businesses and organizations actually requires us to do more intentional development and design than this.

 

Investing in Thriving Emotions

As small giants and organizations alike look toward future successes many are realizing how important it is to invest in creating an emotionally thrivent culture. As many entrepreneurs and business talents are focused on managing and leading the business, the wise move has been eliciting the expertise of a coach to focus on transforming their environments.

 

The latest research proposes that businesses need to have employees who have  fluency in several areas. If you research adaptive thinking or future skills, it becomes apparent that businesses need to be cognizant of the complexity of the need for cognitively diverse and emotionally innovative workforce and cultures.  

 

These include, but are not limited to:

• Sense Making: Determine a deeper meaning of impact and significance.

• Emotional Intelligence: Ability to connect with others in a direct, synergistic way to created desired interactions.

• Design Mindset: Ability to represent tasks for desired outcomes.

• Cognitive Load Management: Ability to discern information and application.

• Cross-Culture Competencies: Ability to operate and transmute in different cultural settings.

• Novel and Adaptive Thinking: Ability to come of up with solutions beyond note based.

• Virtual collaboration: Ability to work productively and drive engagement virtually.

 

SALC™:

Strategic Agility. Affect. Leader Efficacy. Consciousness.

As a Coach and Design Strategist, I am captivated by creating cultures that are resilient, adaptive, authentic and transformative. My company, Blue Egg Leadership designed and utilize the SALC™ tool to help small giants and awarenerpeurs alike design and develop these seven competencies. The SALC™ stands for Strategic Agility, Affect, Leader Efficacy, and Consciousness. The model is a great place for any business owner to consider and apply to their environment. Each competency of the model elicits different coaching strategies and aligns directly to empowering and developing employee emotional intelligence and design mindset. Over the next three months, we will share insights to each of the four major competency areas (SALC™) to assist in empowering your employees to develop in the necessary areas!

 

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Resources:

Blue Egg Leadership  

 

(Winter 2013) Devin Findler, and Marina Gorbis,  “10 New Skills That Every Worker Needs”, Rotman Magazine, pp. 40-45.

Davies, Anna, Devin Fidler, and Marina Gorbis. Future Work Skills 2020. Institute for the Future for University of Phoenix. 2011.

Page, Scott (2017). The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy.  Princeton University Press.