A Human Centric Model Preparing People for the Future of Work
Inspire Imagine Innovate is a Future Talent / Future Leader 4.0 Solutions Provider. According to the World Economic Forum 2022 Skills Outlook report, the growing workforce skills that will be imperative to businesses in the coming years include a more holistic approach to leadership incorporating complex, analytical, innovative, and creative thinking in combination with social influences and emotional intelligence. Lessening in demand will be traditional/transactional and isolated skills such as manual dexterity, personnel management, quality control, time management, and technology management.
Inspire Imagine Innovate, a new global brand of transformation, enables any worker, manager or leader in the global workforce to assess their current level of proficiencies against the Future Talent/Future Leader 4.0 (3Ps) Model and accelerate their ability to engage their potential, develop their talent and focus their performance.
Future Talent / Future Leader 4.0 transforms and upskills workers in the global workforce to prepare them for the Industrial Internet of Things (IIoT) and the Industry 4.0 evolution. Our approach enables our clients to benchmark themselves against global normative databases for talent and evolve a customized Future Talent/Future Leader 4.0 Development Plan (FTFLP).
Personality & Emotional Intelligence (EQ-i)
- Global Mindset (Diversity & Inclusion)
- Coaching Mindset
- Whole Brain® Thinking
- Interdependent Collaboration
- Comprehensive Learning Agility
The Future Talent / Future Leader 4.0 (3Ps) model is built upon Hogan Assessments® – the international gold standard of personality, and The TALENTx7®, the emerging, international gold standard assessment and benchmark of Comprehensive Learning Agility.
Future Talent/Future Leader 4.0 (3Ps) Model Advances #1 Global Workforce Skill: The Propensity to Learn
Further validation of the Future Talent Future Leader 4.0 model is included in a recent IBM Institute for Business Value report entitled The Enterprise Guide to Closing the Skills Gap – where IBM Institute for Business Value’s research reveals that a shift is occurring; executives’ views regarding the priority of critical skills have taken a turn from digital and technical skills to behavioral (soft) skills.
According to the report: ‘Our digital world now requires new ways of working, which makes lifelong learning a must, to the long-term success of organizations and individuals. Organizations should consider the propensity to learn as a top skill in employees. The propensity to learn and embrace lifelong learning should be encouraged and empowered by organizations and considered key requirements in hiring.’