The Leaders by Ivey
The Leaders by Ivey

Episode · 2 years ago

Preparing for the future of work

ABOUT THIS EPISODE

In the wake of a global pandemic what the future of work could look like is increasingly coming into focus. Charged with heading Ivey’s Career Management team, Catherine Chandler-Crichlow is on the leading edge of the latest trends and skills necessary to equip yourself for the jobs of the future.

Insights and wisdom lie within every business decision. Welcome to the leaders by Ivy podcast, where we discover hidden narratives and unlock key learnings for our own leadership and career journeys. Hello, welcome to the latest episode of the leaders by Ivy podcast. I'm at Quinn. Today's guest is Catherine Chandler critchlow, executive director of career management corporate recruiting at I. Catherine has a tremendous amount of experience speaking about the workforce and in this conversation she looks ahead at what the future of work might look like. Her Positive Outlook is infectious and speaks to a future of tremendous opportunity. She notes that we're living in the bubble of the future of work. I hope you like this conversation as much as I did enjoy. Hey, Catherine, thanks very much for joining us. Let's dive right in. With so much change happening for our business, for our school, for our country, what do you think are some of the things that a student should be looking at and considering when planning out their career? That's that's an important question, because I think there may be a perception that what has happened in the will force landscape now is going to continue to remain exactly as it is, and I think that is a that is one point that students need to understand that we are are at a point in time where this pandemic has forced our organizations to basically rethink how they do things in the show term. But they the good part of all of this is that this market will rebound. We will get opportunities coming forward for students and for us. We have been very fortunate in that employers continue to signal to us that...

...they will continue to hire at our school. They continue to be interested in our students, and so what we are working on is to help students recognize that you need to be ready, you need to get yourself market ready with all the things that you would normally do to go after building a career, and that you do those in such a manner that when you are in the phase of recruiting, you are coming over as authentic and relaxed and as normal as possibly could be done in this environment, as you might do in a facetoface environment. And so it's helping students to develop it more precise definitions of what are their strengths, what are their skills, what are their competencies, what is the experience that they have had in the past that could be useful for a range of different sectors, and so they readiness that has to take place now for students is not just in the areas that we would have done previously, but it's being able to present themselves in a facetoface format or in this virtual format just as effectively as you would do otherwise, and that is sometimes a challenge, and you know, but our students are savvy and we have no doubts that they would do well when it comes to the actually recruiting process. Well, that's great and I know that you and I have talked offline about, you know, some of the resources that are available for Ivy Students. So let's talk for a minute about what ivy students should be doing in and taking advantage of as a student. Ivy's world renowned for the services that it provides the students in terms of careers while they're at Ivy, but our greatest support is what provide for students after they graduate. And all of our graduates have the option to come back and continue with coaching sessions three to six months after they graduate, they have the option to be able to understand...

...where employers are continuing to pivot and look at new opportunities going for ours, so to learn where they can positions themselves. We also continue to provide information sessions, whether those are through webinars or any other form of communication, to help them identify how they can look at other sectors rather than the specific ones that may have come into the program with. So we hope that our students will continue to stay engage. We hope that they would be in touch with US and look for coaching sessions if they need to practice their interviewing skills and so on. They have an option to do that. So my biggest call out to our recent graduates stay involved, stay engaged. Let's help you understand where the markets are going so that you could be ready for recruitment when the employers begin to recruit again. Not only are student scanning and thinking, thinking ahead, but also employers, businesses industries are scanning ahead for things that might actually persist after, after the pandemic has ranked down or on two different phases. What are your thoughts on some of the things that might persist and how employers and employees might need to adjust to this norm that we might not even know what it looks like right now. I think some of the things that will exist, of the functional areas that employers would look for. And what do I mean by that? Employers will continue to look for individuals who understand strategy, operations, marketing and other specializations. I think those things will not change. How many and in how they spread across sectors and organizations might vary, but I think the functional areas will remain the same. What what change, I think, is the interpersonal competencies that employers would be looking for.

And specifically, what we are hearing from employers is that they are going to be continuing to recruit online and quite likely they would also on board online. They may have some of their new recruits actually assuming positions in this virtual mood initially, and so students then would need to have an understanding of the new competencies that one needs to develop for a virtual environment. So how do you participate in a team, how do you get a new form of communication and engagement in a virtual environment, and how do you begin to understand what your role is in an organization and where you add value. I think a lot of that is going to change and it would happen very quickly, because organizations already beginning to post for jobs for our two twenty one classes. So this is something that students would need to build and not rely simply on their functional knowledge and have that that really good mix of functional and interpersonal capabilities. I'm envisioning some of our listeners might be might be listening to this thinking I am currently looking for a job, I just graduated or I'm in a transition period. But the coronavirus is happening. Catherine, could you, can you give us some advice for those listeners on what you would suggest is a key for success during this time? But I think people who are either transition or who have just graduated and coming into what seems to be a difficult employment season may initially feel overwhelmed or they may originally feel that this very little likelihood that they could learn the ideal positions of they may be interested in. This is a point where they need to get engaged as quickly as possible. I will with...

...employment agencies. Some of those are provided by provinces and municipalities. They can get involved in the school's career management programs. There are number of opportunities for engagement and I would suggest that is item number one that they need to look at, because through engagement they will be able to also identify how markets are shifting, how organizations and companies are changing their recruitment strategy, so they can begin to align to where the market is going, rather than not being away as to a new opportunities that might be waging. Can you talk briefly about where some of these resources might be, where an interested person could go to to learn more? Well, I think it's important to consider that there are a number of resources that either local or federal or provincial, that that people can read to tap into. For example, if you are in a region, a community, whether it's in Ottawa or London or Toronto, all of these municipalities have an economic development council and those councils provide updated information in terms of sectoral development for that region. So if you're interested in one of those regions, as an example, that is a possible source that you can go to to understand what's happening there. Similarly, if you wanted to look at what may be happening in different business areas, there are also organizations like the Conference Board of Canada, the bit, the Business Council of Canada that provides information on what's happening in broader sectors, whether that is financial services, whether that is in you know, CPG and others. But I think there's another source that we often don't tap into as much as we could, and that is the not for profit associations that provide opportunities for those who are interested in...

...emerging areas, for example sustained sable investing and others. So you can look at organizations that are providing current information on what's emerging and what's happening, not only in the for profit but in the not for profit sector, because students, I think, and individuals can miss a number of opportunities that are available in in the not for profits and because they're just not even looked at. So there's a there's a real plethora of organizations and types and sectors and it's important to tap into all of them to get a real sense of way you fit. That's great and again, for those listening Google, check it out. If you want to follow up, make sure to check the IV website for other resources as well. With so much information hitting us all the time and change happening more rapidly than maybe we're used to. Overwhelm can be an issue, whether you're a student, whether you're a leader, whether you're an organization. Catherine, can you talk a little bit about what we can consider or do to help prevent that overwhelm? I think that's a very important question because it affects everyone, not necessary in the same manner, but it comes to all of us and I think when we are experiencing change that seems to be accelerated in some way. You know, we've had to leave situations very quickly, we have had to have students or children who have been taken out of care or I've the situations is that all very quickly. It is quite easy to feel overwhelmed and I think this is where it is important to look at some of our leadership competencies and how competencies such as sense making could be used to help develop a mindset, help develop an approach to deal with all...

...of the myriad of things that are taking place around you and not be over when so I would recommend that people use a competency like sense making, which is, you know, very important for ambiguous and changing situations. Could you, for a moment just give us one or two things or things we could do or employ to start that sense making? I know you mentioned taking a pause and reflection. Talk about that a little bit more. Well, I think that there are number of things, steps that could be taken, and I usually say to people when I when I speak about sense making, is to try and create those little buckets, if I could call it that, or boxes, and put the situations in the appropriate box. You know, you could look at what needs to be done with child care, you can look at what needs to be done with your curriculum, how do you manage work? I mean that you can create all of these boxes where you can cluster the specific issues and when those are clustered, you can begin to assess what is the problem in this particular area, what is the challenge in another also be able to compare and contrast where the pressure points in different areas. It's so it's so possible to take an approach of developing a plan to deal with child care or your study program or just how you manage your time, how you do build work life balance in this virtual environment, and all of this course, for one of the most important abilities, and that is first it pause and do some self reflection, do some retrospection in terms of what has what has changed and what can I do going forward. And what it does is that it provides an opportunity to have little plans that you can work on, things that you can manage, and so, as opposed to be feeling overwhelmed, you actually end up with distinct little plans for dealing with the family, dealing with work, dealing with communication and others. So I think this is a competency that is much under use but is very much needed in...

...this ambiguous and changing period. Now, Catherine, I want to take a bit of a another path here for this. You're an author and presenter on the future of work, and so much as up in the air right now. You've talked a little bit about some things that you see moving forward and what the future might look like. Could you, could you talk a little bit more about what you think of the nature of work that we're currently experiencing and maybe what you might hypothesize is going to happen in the future? Well, that's a fascinating question for me, and the future of work has always been one of the emerging trends and topics. That has been a passion for me and because of my background in Human Capital Development, I have always looked at these conversations and the discussions about the future of work and have been a bit bewildered by the fact that heavy emphasis is placed on what work looks like, but there's very little emphasis played on the worker, the individuals who have to experience or work in these changing environments. And I would argue that the work that we have seen from a host of organizations, and I can tell you, if you want to learn more about what's happening in this space, their organizations, like the World Economic Forum, which all countries contribute to, the World Bank Conference Board of Canada and others, all talking about how the future of work is going to be impacted by technology. And here we are. We are talking about the changing nature of work and that has been impacted by a pandemic and we are, I would argue, living in that bubble that people have been describing as the future of work. This is it and in fact, technologies are now seen as enablers, they are seen as the glue that's holding organizations together in this in this context. So I think what we now need to step back and think about is not so much the changing...

...nature of work, but how do we continue to build your bust organizations in which people are the center of our development, in which people and their skills and capabilities and the values that we have in organizations continue to be the strength of our organization? Because I would argue, and you you know, we suggested that I could look forward and sort of predict what I see. I would argue that the organizations that are going to strive and do really well going forward the ones who have been able to sustain and build strong teams, individuals who can work together in goop decision making, the individuals who can contribute to the departments outside of their original functions, all towards having very strong institutions. And so I think rather than technology being a risk, it has turned all organizations into one's where they've got a place, increased value and their greatest assets, and that's the people, and I think we will see more and more of that happening there. The last question that I got today is really around what would you like the listener to think about or consider, or is there cause that you're passionate about that you'd like listener to sit back and think about it, maybe get involved with anything you like to leave our listeners with. My greatest cause is providing opportunities for all individuals as best as we can to reach their greatest potential. You know, at Iv we do that continuously. We try to ensure that our curriculum, we try to ensure that our career management programs, we try to ensure that the work that we do with alumni all are in the benefit of our students. But thinking outside of the IV wars, we have communities that require people who can contribute and help to develop those areas. The way, individ organizations and individuals don't have access to the...

...sort of resources that we may have, for example that Ivy, and I think it's important that as we go forward, that we think of how we strengthen the communities in which we live. We ensure that those who are disadvantaged, who may not be able to have access, for example, to the same technologies that we're using to be able to have and provide it effective education for their children. That we give back and I feel very strongly that for those of us who have been able to excel at whatever we do, for those of us who have been able to grow in whatever sectors or careers that we have developed, that we look forward and think of how we bring others along, whether it is within the institutions, whether it's within our communities or in communities that we are not actively in but where we can provide some guidance. So I believe very strongly in given back. I believe very strongly that human capital development is a responsibility of every individual. You don't have to have specialized in it, but as long as you have a skill and a capability and people who can learn from that, I think it's a real opportunity, and we are seeing it now, where we can give back intangible of ways and in real situations. So I hope that we can do that well. That's great, Catherine. Thank you for joining us today. And when thinking about the future of work, it's clear to me that it is about the people and it is about people helping others in the community, helping their community grow, and the organizations that you feel are going to really set the stage for the future are the ones that do that, helping inside and outside the organization. Thank you to Ivy's own Catherine Chander, Chrislow for joining us on the leaders by IV podcast. I hope you enjoyed this conversation and that her positive outlook rubbed off on you. Be Sure to subscribe and join us next...

...time as we continue to dive deep into leadership and how it impacts individuals, organizations and teams to like thanks again.

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