50 Rocks
Gallup Relationship Building is #1 Job Skill Needed in the New Workforce

Okay guys. So this is Pat Roque the Rock Star Career Transformation Coach. And I wanted to share something really cool. If you know me by now, you probably know I’m a big fan of the Gallup organization. I love Strength Finders. I love helping people understand why they rock, what their strengths are and how to show up in the world, how to find your place in the sun and how to pay attention to those people.

On the other side, who really want and need you. I love that I really am committed to it. So, you can imagine my delight. When I saw a Gallup article talking about an IBM study, you know, IBM, that little blue company we all know and love. The number one skill needed to thrive in the new normal workforce.

Moving into 2030, is dat de da da, building relationships. Number one skill needed to thrive in what we’re looking at is that new normal, that unknown. Not just in 2020. Not just 2025. But even beyond is going to be building relationships. And you know why that is 85% of the jobs that will exist in 2030 have not yet even been invented.

There is no name for the jobs we may have 10 years from now. They don’t even exist so much like the way of telephone operators. We don’t really have those anymore. On our rotary phone, watching our black and white TV, where we had to get up and actually move a dial. It was a dial, not a button. Remember to change a channel for the few channels we had on our dial phone or having an operator.

Those things have all gone away because technology and innovation have farst it, well, so now we have technology and innovation and artificial intelligence and a world that’s changing faster than ever imagined with societal things, between Coronavirus and diversity and inclusion and all of those things mixed together. So, building relationships is the number one skill that is your guaranteed insurance policy, right? So, when you think about automation and machine learning,

It’s really important to stay on top of your tech. So, if you are in any certain industry, you definitely want to watch and see what the company culture is about, where you’re looking to go, what tools and technology they have on a job description. That might be your dream job. And we have a tool. If you decide you’re coaching with me, called a Career Transformation Workbook.

And I make it really, really easy. But I’m going to tell you, one of the secrets is we keep it in a GoogleSheet with different tabs. So everything is organized. And when you’re going through your dream job description, you’re going to actually be copying and pasting some of the language, the actual language, the verbiage that they use so that we are not just paraphrasing, sounding a little bit like them. We are parrot, phrasing, sounding exactly like them. So, when they’re talking about their motivation and their commitment to evolving and bringing their people along over time, the ways companies describe that moving people along through unknown is really key. I’ve promised you, they spent tons and tons of money and tons and tons of time to have groups of people putting their heads together, to come up with that language. It’s from the bottom of their heart. You need to own it and embrace it and make sure you align with it. And I’ll give you an example. So, for folks who may have been interviewing at places like Amazon, I helped someone go from the banking industry. She elevated with the speech, learning how to use her speaking gigs to get expertise and to become an influencer in an industry.

Amazon came after her. She ended up tripling her income, her comp package. And I do mean tripled, literally more than tripled. And, she’s now running employee resource groups for Amazon. And the best part is she’s got, you know, a two to five year, window ahead of them. Her company was much more advanced than they are in the thing she works in. So, she’s already spending most of her time, instead of learning about the company, like what she does and how to contribute. She knows what she’s got to do. She’s spending her time investing in people. She’s like, this is the biggest joy of all, because I have the time to focus on the people and the politics and the culture.

And that’s where I’m going to be able to make an impact. So, when we were applying for jobs at Amazon, we take the process. I just said, and we, Amazon has 14 leadership principles. Did you know that? So across the top column, we would put all 14 leadership principles think big, work quickly do things that scare you. There were a whole bunch of things in their language, in their own words of why it’s important and how to be a big contributor on the right kind of contributor at a company like Amazon. So now when you’re going into an interview and if you do well, that last interview is a six hour. They used to fly you out to Seattle right now.

It’s been virtual. They may be flying you back out again soon, and you need meet with six different people for 50 minutes at a time. And they’d ask you behavioral questions. Tell me a moment when, and you’d have to check the box on. Did you think big, did you grow a team? Did you save money? How did it align with their 14 key? Their big mantras, right? They’re idealistic way of looking at the world and what keeps coming back over time, just like this IBM survey says is build relationships, establish connections, demonstrate care, and demonstrate times you were willing to think big or create a process.

That’s now achievable success. That’s measurable and repeatable. How can you impact a company and help carry people along over time?

Don’t be afraid to envelop them and develop their strengths. Don’t be afraid to share expectations. Um, the new management structure is where managers are now. Coaches. Anybody feel that that’s a good thing. Alright, anybody feel like they like coaching and they might be even better at coaching than managing. Have you thought about that? The new framework for being managers is really going to be more about being coaches and really empowering your team and not being afraid to make your team better because here’s the secret.

At the end of the day, the Gallup study talks about it, bringing people along, teaching people how to connect, but I’m going to tell you, the one thing you should take away from today is that we are not supposed to be great at everything our collective team, should be right. We’re not supposed to be great at everything our collective team should be. And if you are curious about your strengths, curious about collaboration, trying to figure out where you fit into the big picture on the next chapter of your life, because things have changed so much. So, don’t, don’t stress that you’re on quicksand. Inertia’s never our friend. So, if the spirit of what we’re talking about, if the types of information we’re sharing, if building a system built around mindset, getting really, really clear on what matters to you, understanding your strength and your focus. The next part is skill set. It’s connecting those dots. It’s being able to clearly speak around why you rock and connecting dots from your background, not to sound arrogant, but to let a hiring manager know how you can impact them in their organization.

Because that hiring manager wants to know they can go home and sleep well at night and put their head on the pillow because you’ve got their back, right? They want to know you’ve got their back. And then the last part is that storytelling piece. And Karen, you just said, you’re really good at that. But it’s about that storytelling piece. How do you articulate your value is your LinkedIn profile?

  • What it needs to be?
  • Is it keyword searchable?
  • Are you making the right introductions?
  • Are you networking like a champion, even, even during a pandemic?

Because I promise you out of sight should never equal out of mine. And it’s our obligation, especially if you believe Gallup and IBM, two companies, I trust implicitly that building relationships is the number one skill.

So, rocking your networking, understanding your strengths, understanding other people and caring enough about them to really nurture those relationships. It’s not only fun, but it’s our obligation. And I’d love to be the one to help you enjoy this journey. Job searching and career pivots do not have to be painful, torturous processes. I promise you they can actually be a lot of fun if you’ll just stop and breathe through it.

Trust the process, rely on a system that works, and surround yourself with other awesome people who will, who will lift you up and help you along the way. And that’s what I’m here for. So if this was helpful, let me know. And if you want to join us, we’re going to be here. Live every weekday. Now through June 25th, 3:00 to 4:00 PM Eastern. You can do that. It’s the same link every day. So you don’t have to re-register guys, but it’s rock on success.com forward slash corner. That’s rock on success.com forward slash corner. And if you already know in your heart that you want to probably work with us, David’s already onboard in the Mastermind. If you want to work with us and become part of our family and start working with me privately and doing the one-on-one and the group and having us do all those, upgraded your tools for you. You should just go to RockOnSuccess.com/apply and we’ll schedule private time to have a chit-chat and talk about it.

So, I’m here for you and I appreciate you. And, I’m going to shut off the recording and see if anybody’s got questions or comments they would like to share real quick.

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