Continuous learning is the platform for purpose-driven work and a long, happy career

Over the past few years, disruptors like globalization, technology transformation and generational shifts have led us to re-think a lot of “givens” about our workforce. Newer generations in the workforce are looking for meaningful work in organizations that give them a sense of purpose. We’re already seeing artificial intelligence, particularly in the form of robotic process automation, eliminating many repetitive processes in the workplace, and allowing employees to focus on value-adding activities, like technology development, analysis and strategy.

The result is a business environment focused not on collecting data, but on turning it into actionable solutions. Given the increased sophistication of human work, employers are putting in additional effort to retain top talent, in large part through the creation of a purpose-driven work environment. It’s a net win for employees, but to become part of this talent category, they must do their part by adopting a mentality of continuous learning and a career-long commitment to upskilling, even as students.

As we get into a new school year, I’ve been thinking about the skills entry-level tax professionals will need to meet future client needs. Beyond understanding tax law, these future professionals should learn to code and educate themselves on the following:

• Data analytics and data visualization;
• Advanced technologies like cloud computing and blockchain, which are expected to reshape tax operations;
• The latest developments in cybersecurity and privacy law, which will impact how accounting firms use technology and communicate with clients; and,
• Unconscious bias in artificial intelligence and the ethics around new technologies.

Today’s students need to approach their education and future professional lives with a continuous learning mindset. Accounting firms can also help by providing a variety of courses and work experiences that enable these skillsets. These trainings can be hosted by the employer, or the employer can sponsor the employee to participate in outside programs. For example, there are an increasing number of mass open online courses (MOOCs), or “open loop universities,” in which participants experience learning in both classrooms and practical settings and experiential education through cultural immersion.

As these skills are learned and focus on technology in the workplace soars, future professionals may find it even more challenging to stay present. Digital disruption is literally disruptive, and many people find digital tools are harmful to their productivity and well-being. Employers can help by offering mindfulness trainings, which are designed to assist people in training themselves to stay in the moment, so they can really listen to one another during meetings and conversations or focus on a specific task. 

The ability to “stay” is essential to collaboration and will be a defining quality in tomorrow’s leaders. The Transformative Age calls for open-minded, agile leaders who can prepare their people for constant change and help them find ways to keep succeeding and growing. That means being able to work with their people to navigate disruptive change, seek diverse viewpoints to find innovative solutions, and, whenever possible, “see around corners” to anticipate change.

With AI developments a daily occurrence, our workforce must be ready to transition from working with computers to working alongside computers to preparing for the inevitable fusing of humans and technology, replete with implanted chips, smart tattoos and computer-brain interfaces. We must all be ready to work together and with technology as one cohesive team without losing the human element. Doing so will require a unique skillset that isn’t a part of the typical accounting curriculum. It will be up to employers whether to spin their wheels trying to recruit those rare talent unicorns or take transformative action to upskill their current and future workforce. 

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