工作的未来是人类
没有人都没有工作
The future of work is human. It’s a hot topic in the global business world.
And with good reason. Despite technological advances substantially changing – even improving our lives and our jobs, it’s all for nothing without humans at the core.
没有人 - 他们的承诺，参与和目的 - 没有组织可以工作，运作，茁壮成长。事实上，Tech Giants是一位在数字转型的最前沿的组织，在员工中慷慨地投资，以确保最好的“大脑”。它需要一个大脑。
Artificial Intelligence and Augmented Reality
AI，AR和各种各样的解决方案和应用程序，他们带来了对我们的工作和生活产生影响，接管我们，人类的重复性任务，不太喜欢做。这意味着我们的空闲时间。
但要做什么？变得更加创造力，更灵活，更敏捷;连接点并查看更大的图像。简而言之，更为人类。这对我们为个人工作的组织以及作为个人而言，这有明显的福利。
LinkedIn刚刚发布了其年度“顶级技能”名单（1）。跨越专业社交网络等级的结果，哪些技能均在高需求和低供应中。
The report highlights that 57% of senior leaders on the platform today say ‘soft’ skills – the capabilities that robots and AI don’t have but that humans do – are more critical to their businesses than ‘hard’ technical skills.
那么，这是2019年最具需求和最难以找到的软技能？
LinkedIn's In-Demand Soft Skills
- 创造力
- Persuasion
- 合作
- Adaptability
- 时间管理
这些都是让我们人类的一切，并且可以说，可以使我们能够作为一种不仅茁壮成长的物种来茁壮成长。
德勤（2）最近的另一篇报告（2）举行了匿名调查，横跨地区的245名C级高管进行了匿名调查，不同的公司规模具有共同愿景的工作。
The main conclusions, again, point to the relevance of putting people in the centre of the winning formula for success.
Some Conclusions of the Deloitte Report
内部通信
69% said how they conduct their internal communications, will have a critically important impact on their organization’s ability to realise its mission and vision.
Innovation
42％正在分配更多的员工时间和资源，以创新，是一种独特的人力技能。
Devolved Collaboration
78% believe that generational differences in employees’ expectations will drive an increased emphasis on devolved collaboration. This is vital as by 2020 Millennials will constitute 50% of the workforce in the world with Baby Boomers working longer, often into their 70s and 80s. Effective and engaging management across generations remains as important now as it ever was, if not more so.
With all the uncertainty in these very volatile times, putting the focus squarely on ‘the human’ means that businesses acknowledge the vital contributions of their people and are willing to invest in their development as a way of investing in their future.
Brains for Businesses – A Real No-Brainer!
For decades, much of the focus of organisations to maintain competitive advantage has been on operational and technological transformation.
现在，随着技术演变的速度越来越大，组织无法预测未来所需的艰难技能。在几个月后，今天实施的解决方案可能是无用的。或者可以部署新系统，但如果负责使用它们的团队因一串不断变化而失去热情，但实施将简单地失败。
适应能力
在这种情况下，组织只有一个选择：发展以最大限度地提高人类精神灵活性，我们适应自己的能力，并加入自己，并与我们一起发展，我们所努力的组织。
Finding new dynamic and effective ways of developing talent and how humans work together to achieve a shared goal is vital, not just for optimum performance but also for retention, cohesive culture and full engagement.
整体和更具以人的以人为本的商业战略即将留下来。这只能更轻松，提高性能和提高利润。
How Do We Achieve This?
But how can this strategy from top management permeate across organisations?
我们如何在所有个人中嵌入它？
How do we train Creativity and Persuasion?
How do we bring down walls to make real collaboration possible?
如何制作一个商业敏捷和灵活性，能够更快地适应不断的变化？
Human Brain Power
The good news is, all we need to do is use the equipment we already have – our brains.
虽然技术世界往往不断发展，但发明了新的和改进的方式来支持我们的生活和我们的工作，但我们的大脑对千年来说仍然非常相同。
We all know the saying: “if it ain’t broke, don’t fix it,” and our brains are far from broken.
相反，它们是我们拥有的最具创造力，适应性，协作和有说服力的工具 - 换句话说，他们正是商业领袖所说的。
不同之处在于我们现在只开始有意识地了解他们的工作方式，这意味着我们可以学会更好地使用它们。
Natural Learning
For almost 30 years, Impact Factory has been creating and delivering training solutions that make use of our brains’ natural way of learning to make it stick.
We have pioneered what we term Professional Personal Development, a unique experiential, strengths-based training method that puts the person, the human, at the heart of learning.
我们所有的课程都侧重于帮助学习者发展急需的人类技能企业表示，他们需要支持我们的大脑如何工作的方式。我们不使用饼干刀具，但我们确实使用我们所知道的所作工作的人。
It’s All in the Brain
传统教学方法往往涉及告诉人们该做什么，但这不会导致持久和可持续的行为变化。
Our brains are creatures of habit – they haven’t changed in millennia, remember – so it takes more than just showing or telling them something different for them to do it.
This is all about how we form memories, which turns into learning. The new information we are simply told is normally stored in our short-term memory, only to be forgotten almost immediately.
尽其所能，它可能进入我们的工作记忆，只要我们的大脑认为我们需要他们，我们就可以抓住东西，然后再次忘记他们腾出空间以获得更多相关信息。
Remember all that maths you forgot immediately after you took your final exam at school? You didn’t need it again, so your brain made room for the information you did need.
信息保留
但我们可以确保此信息粘得更长。NeuroScientist Gretchen Schmelzer（3）解释说，信息可以以三种关键方式从短期转移到长期内存：
1.紧急
我们的大脑认为信息有多重要会影响它粘的时间。
2. Repetition
The more we are given the same information, and the more we are called on to use it, the longer it sticks – practise makes perfect!
3.协会
The more existing knowledge we can associate with new information, the more connections it makes in our brain and the stickier it becomes.
粘性学习
所以，换句话说，为了让学习棒我们需要提高赌注和学习的动机，为实践提供很多机会，并建立在我们已经做的事情上。
雷竞技注册影响厂的独特方法对专业个人发展的独特方式本质上侧重于这些元素，以确保每次发生有意义的学习。
Creating a Learning Environment
So how do we create a sense of urgency, a motivation to learn, within a training room?
毕竟，在这种环境中没有真正的紧迫性 - 相反，我们有沙发和不寻常的艺术品，在影响工厂思考。雷竞技注册
But it is just this kind of unexpected surroundings that actually helps to support learning.
Why? Because, while we may feel cosy and relaxed and looked-after at a conscious level, our brains are registering there is something unusual in our surroundings, and that makes us more alert.
五个高学习潜在国家
There are five states in particular that we focus on creating to make it as easy as possible to leam on our courses, and neuroscience can explain why this work:
1. Curiosity
We are wired to look out for new information that might be useful to us, and our brains will store this information as important, which makes it more likely to stick.
By creating a sense of curiosity in our training environment and the way we run courses, we are priming our brains to be on high-alert to take in any new information more easily.
2.高能
All our courses are high energy and fun. By creating this kind of environment, we are helping to create positive emotions, which will then be associated with whatever is being learned.
3.健康问题
We stretch people out of their comfort zone because we know that when we are feeling challenged, this releases noradrenaline which makes us more alert. When we are more alert, we learn more.
4. Enthusiastic Confidence
除了伸展外，还有奖励。我们庆祝小型赢得学习者的体验，我们始终大大提高了他们的优势和已经为他们工作的东西。这释放了多巴胺并提高了信心，所以我们的大脑将学习经历作为积极的东西和我们应该做更多的事情。
5. Reflection and Calm
It takes time for our brains to assimilate and consolidate any new information.
Perhaps there is existing knowledge it can associate the new learning to, perhaps there are new ideas that have been sparked off. We leave time and space for this consolidation to happen across the training day with regular breaks, a good lunch break and time for reflection at the end.
The focus is on identifying one or two really useful things, not trying to take it all in and change everything. Rome wasn’t built in a day, after all, and neither were our brains!
Why Our Approach backed up by neurosciences works
- We’re relevant and practical
- 人们学习技术，他们可以直接在他们的工作和个人生活中使用......
- Small changes = BIG impact
- We equip people with skills and knowledge to draw upon when they need to…
- 我们建立了优势
- People respond best to positive feedback, so we make the most of what already works…
- 这是关于练习的全部
- We help people find the way that works best for them and then explain why and how it does…
- We have fun!
- We make sure everyone has fun with us; life’s too short not to!
References:
1)LinkedIn: The Skills Companies Need Most in 2019 – And How to Learn Them
