Labor force development strategies have historically begun with ensuring a basic level of education and conducting an analysis of the skills needed by local employers. Young people were urged to select a career path, acquire the skills for that career path, and then seek an employer. Now, however, technological change is resulting in the rapid disappearance of some types of work and the emergence of others. Choosing a single career path is less and less likely to lead to success, and individuals are having to managing their own work life changes rather than relying on an employer to chart their course. As a result, there are two types of skills that are emerging as critical:
- Ongoing career management
This is the ability to manage work life transition effectively by reaching out to mentors, engaging in lifelong learning, and planning proactively for next steps. The following articles provide assistance in developing this skill:
- “Career Self-Management in the New World of Work” (1999)
- “Ongoing Career Management in the Millennium” (2000, with Valerie Ward)
2. Soft skills
These are the skills that help you manage your work life effectively and relate well to others. Increasingly, employers are hiring based on the strengths of these skills with the assumption that they can train workers in the technical or “hard” skills. The following articles provide assistance in developing these skills:
- “Addressing Soft Skills” (2012, with Valerie Ward)
- “Weaving Soft Skills into Everyday Employment Services” (2014, with Valerie Ward)
