What do you do if your career in a changing culture demands adaptable problem-solving skills?

Staying updated and never underestimating the value of learning is key to efficiently solving problems. In a technology-driven world that constantly evolves and improves, staying tuned to new trends can bring valuable insights and keep you one step ahead of the challenges at hand. In this context, developing soft skills is a game changer that cannot be ignored, as it provides a different dimension to tackling seemingly unsolvable situations. Remember, learners will conquer the world, while those who claim to know everything will be wonderfully prepared for a world that no longer exists.

It is very important to develop critical thinking skills in order to enhance culture change initiatives. Culture change requires an open mentality to discover new way of doing activities with more synergy.

I love so much a quote from Alvin Toffer: "The illiterace people on the 21st century are not those who are not able to write and read. But thore who are not able to unlearn, learn and relearn new realities". It is a so powerful way of thinking that have been guiding my life for the last 30 years. I am always seeking and open to learn new concepts, perspectives and possibilities to give my best contribution to this world and compromissed to leave the best legacy for next generations. Its asks me a strog flexibility and a lot of humbleness.

What specific type of skill are we talking about? What scenario are we talking about? Size of the company? A family business? The answer is not simple or generic. Probably the development of this specific skill will need a lot of information and similar case studies. Each situation demands a set of soft, hard, and deep skills. And depending on the urgency of the solution, there will be no time to get the patient out of the coma. There are no shortcuts when it comes to learning.

It's impossible to be an expert in every topic. In seeking problem solving methodologies, consider this as a wonderful opportunity to engage diverse resources in the organization to identify and include new thought-partners in the improvement process. Expanding the team can be symbiotic - you learn and teach. Enrolling functional, generational, regional, and industry perspectives - particularly those that might not normally be called on to participate - can also enable a broader coalition of change champions to own and sustain the improvements, as well.

One of the biggest chalenge in any organization is to work wich people with difficulties in beeg flexible. It has been critical and as much as common with the superspecialization of the talents. Most of them are prepared to act only in one specific task. If there is a surprise in the working process and you ask them to act in a diferent task or field, they became paralized and say: I was employed to do only this specific task. I don't know and has not the obligation to do a different task. Its very fristrating to me, trained to be a polivalet talent and multifacetic leader.

When undergoing a cultural change, it's natural to seek guidance from sources with expertise and experience in the culture you're transitioning into. Therefore, staying connected with trusted individuals who have mastery in the field you're moving towards is crucial for arriving with a foundation on how to act, think, and lead teams from new perspectives. Delevoping problem-solving skills requires a process that includes numerous errors and learning experiences, and maintaining contact with experts in the field can make the process a lot smoother.

In Africa we use to say "no one is able to go so long walking alone". Changes are good oportunities to build bridges and strong networks toward making face to challenges. This networks remain strong even after the end of the turbulence. This is a great legacy for the team and whole the organization.

The best way to be proactive is to have obsesion on planing. As Peter Drucker uses to say, the "'best way to be prepared for the future is to plan it". In my opin it gos beyond having a plan of execution, but involves also a plan for emergency or imprevisible situations, which are out of the plans. Unfortunatelly its not easy to cultivate the culture of prevention. Most part of the society (and organizatios) are good on reacting to disasters after they occur. The big secret is to avoid the open. This hability shapes powerful skills on the talents of the organization.