Insights

With the emergence of new industries, a workforce that is agile and adaptable will be in high demand. We can anticipate that the future work environment will be radically different. The deeper question then is, “What will the future of work look like? How can the workforce chart a career path that they know nothing about?”

In the age where accelerated digitalization is becoming more and more an integral part of our lives, how can companies continue to deliver interactive customer experience while negotiating the ever-changing digital landscape?

As the workforce slowly populates with Gen Z workers, it is critical for organizations to be more prepared in anticipating what might be suited to develop young talents for leadership roles.

The 70:20:10 Learning Model has become one of the most highly adopted by organizations for sustained effectiveness. Over the last five years, using this model as a base, Capelle has designed an Action Learning solution to facilitate our work with NCSS.

Work is good, necessary and gratifying, but it is a double-edged sword that can cost us dearly in terms of our physical and mental wellbeing. Having the right perspective in situating oneself in the milieu of work without losing the self is crucial for thriving in the long haul.

The scenario of some team members working-from-home, some onsite in the office, or some alternating between the two is pretty much a norm in the workplace today. While we learn to adapt, we also struggle with managing the challenges of maintaining and even enhancing effectiveness.

Organizations that embrace and prioritize innovation have a greater chance of survival. This requires a culture where all employees understand the intrinsic value of innovation.

Design thinking is not a new concept, and it is certainly not exclusive to designers. More and more it has become a requirement as organizations and businesses explore new approaches to adapt to the future of work with a human-centered perspective.

Amidst the many unexpected changes in businesses, some organizations have found it easier to manage; while the small-medium organizations found it more challenging.

With the emergence of new industries, a workforce that is agile and adaptable will be in high demand. We can anticipate that the future work environment will be radically different. The deeper question then is, “What will the future of work look like? How can the workforce chart a career path that they know nothing about?”

In the age where accelerated digitalization is becoming more and more an integral part of our lives, how can companies continue to deliver interactive customer experience while negotiating the ever-changing digital landscape?

As the workforce slowly populates with Gen Z workers, it is critical for organizations to be more prepared in anticipating what might be suited to develop young talents for leadership roles.