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#skills

3 posts3 participants0 posts today

"Remember that the teams you grow in uncertainty are the ones that lead you in recovery." - Futurist Jim Carroll

Start building the team you’ll need tomorrow - today.

That's always been a priority for any organization, but it's probably even more important right now.

That's because most companies consider downsizing as the first instinctive reaction in a downturn. That's often the wrong thing to do because they will find themselves in a precarious position as they come out the other side. Don’t just protect your team. Prepare it. Don’t just retain your talent. Grow it!
The fact is, teams who lead tomorrow are being built right now.

Downturns are when truly great teams are built, not just maintained.

Organizations that invest in people during volatility create their future competitive edge, because when the recovery hits - and it always does - the prepared teams move first. So start today. Launch the training. Run the stretch assignment which will challenge your team to do the extraordinary. Bet on someone’s potential. Fuel your people with purpose. Because the future won’t wait for you to catch up.

Why is this critical? Because we’ve entered a new talent era in which skills access is one of your most important success factors. That's a reality, downturn or no downturn. Here's why:

- knowledge is fragmenting. Careers are splintering into hyper-specialized niches.

- skills are degrading. The half-life of knowledge is collapsing

- talent is transient. Loyalty is low. Agility is everything.

- complexity is rising. You need the right skills—on demand, not just on payroll.

- experience is the edge. Teams that learn through doing adapt faster.

All of this means that you'll never have all the knowledge you need to get things done, downturn or not. You are in a constant war for the best talent, a perpetual race for skills. That war doesn't stop when the battlefield of a downturn begins. When others hit the "pause", successful organizations know that when things improve, having the right talent and teams in place will let them fly. So what do they do? Rather than cutting, they invest by pressing the "play" button.

In doing this, they build a powerful currency - loyalty. All around them, their people see people see people being downsized and let go, while they remain stable. That matters - it's showing people they matter especially when times are tough.

Trust me, their loyalty will matter as conditions improve

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Futurist Jim Carroll has been speaking about the reality of the skills specialization trend since 1997 when he coined the phrase ‘nomadic workers’ in his book Surviving the Information Age.

**#Talent** **#Teams** **#Growth** **#Recovery** **#Future** **#Investment** **#Skills** **#Loyalty** **#Resilience** **#Opportunity**

Original post: jimcarroll.com/2025/05/decodin

Replied in thread

@adam I've worked with over 200 undergrads and graduates in the last 4 years and I can say that most of them (75%) don't have critical thinking skills IE. Ability to think for themselves.

The program I've created tests their critical thinking skills and it is clear that high school and university do not develop this in their curriculum.

I have to get them to unlearn so that they can start to develop these skills.

After I started my first #IT job (and created my Digital Ocean VPS at that time) I decided to create kind of character card for myself, like in #RPG, for writing down my #sysadmin skill levels and progress. I did it in Postgres, probably because database container was one of first things I had on my VPS then.

I created slightly complex system of arbitrary skill and knowledge points, trying hard to not overestimate my skill levels. Like in standard games there are bigger gaps between higher levels and separate "overall sysadmin level" with own points, indirectly dependent on skills' levels' upgrades (and more directly on other kind of knowledge points). Many things are highly relative here as it is not possible to accurately describe own degree of knowledge in numbers. Also some kind of skills could have more "levels" (e.g. familiarity with more complex software learned gradually with time) than others. I have point scale for 10 levels now. And I am almost sure I wouldn't reach higher than 6-7 "overall sysadmin level" in my lifetime :blobcatsweat:

I didn't update it since October 2023. Today I log in and tried to clean that mess. I feel I should make short paper notes about my progress frequently, like I was doing in previous job. Updates would be easier...

#admin#geek#nerd