Three occupational competences that mark the difference between the 20th and 21st centuries

Estimated reading time: 3 minutes

Three occupational competences that mark the difference between the 20th and 21st centuriesThree e-competences that still haven’t been learnt at many universities but that are still in great demand in many organizations:

1. From the individual we have gone towards the team, and from the team we are going towards the network.

If the capacity to work in a team was one of the most sought-after competences in the last decades of the 20th century, today it has been joined by the ability to work in networks.

An omnipresent job, without the usual physical barriers and more flexible relationships, requires the ability to adapt and collaborate openly with all types of environment and people. From the traditional workplace, we are in the transition towards the virtual work environment, in which individuals work connected with different projects, new people and different work structures.

2. The capacity to search, select, assess, interpret and communicate relevant information for your job.

In a flexible network and a business environment in constant change, learning how to manage information effectively is a major competitive advantage. In a knowledge economy, organizations will be more competitive if they know how to attract and retain people with talent to interpret, transform, and share relevant information for the organization.

3. Independent learning as a lifestyle.

People need to learn and relearn knowledge and skills at an inconceivable rate. The continuing emergence of new technologies and focuses requires people unafraid to experiment, used to learning by trial and error, with enormous curiosity and initiative to resolve problems creatively and self-taught. Are universities encouraging this type of e-competences or do we continue to have 20th century universities for 21st century students? Better collaboration between companies and universities is growing in importance, in order for universities to adapt to the specific needs of organizations.

Raúl González (@coachingcritico) is a certified coach (ICF) and holds a Master in Work and Organizational Psychology from Mälardalen University (Sweden), specialized in participation, organizational sociology, and coaching-based leadership. He has collaborated as a coach and trainer in organizations around the world, and is author of the blog coachingcritico.com, a space continuously investigating the way in which coaching and other trends are transforming learning and collaboration in all types of organizations.

At Zyncro we believe in the capacity of Enterprise Social Networks to help the development of these new competences needed and to build more connected and collaborative companies. Want to try this new way of working and sharing? Try Zyncro and tell us about your experience :-)