Hybrid employees are not only important in the future, they are relevant now, the current impact of COVID’19 to work digitally is a good example. It takes a bit of getting used to, because when you think of a hybrid you mainly think of cars that can run both electric and traditional fuel. Hybrid employees, however, are able to make optimum use of both their left and right hemispheres of the brain. This fact also has major consequences for L&D managers.
Characteristics of hybrid employees
It is no less than 70% of top executives in the US, who, like us, say they have a strong preference for applicants with good data skills. The same applies to the fact that approximately one in four jobs is already hybrid in nature.
Hybrid employees roughly have the following characteristics:
- Analytical skills
- The ability to solve complex problems and make decisions through analytical skills, among other things.
- Collaborating with others
- Negotiation, emotional intelligence, people and stakeholder management.
- Customer value / service focused
- Cognitive flexibility
- Switching between domains and types of people to solve problems that may appear from multiple sources.
- The ability to work with business tools & knowledge of business operations
The role of L&D management is complex and crucial
L&D managers will typically have to take the lead in certain areas. Consider the value and importance of education and training courses internally, both to management and employees. For this, all necessary costs and ROI (= data) will have to be analyzed and presented. L&D managers have a crucial and at the same time complex role as they have to act continuously at a strategic, tactical, and operational level. This demands a lot from their cognitive flexibility and, therefore, the use of hybrid skills. Fortunately, they are not alone!
As an L&D specialist, are you curious about how we help other L&D specialists to make their organization, employees and themselves hybrid? Mail us at email@example.com