The Next Generation of Billionaires: How do they turn ideas into strategies and transform challenges into great financial opportunities.

How transform challenges into great opportunities from Rhetoric to Reality in the Digital Age of Change? How to close Digital Divide and bridge Executive Digital Skills Gaps? What is the list of the TOP most in-demand skills, abilities, and competencies necessary for C-level managers and C-suite executives?

Is your organization at risk? How to build the right Corporate Human-Centric Culture of a coherent Skills-First framework through the Upskilling and Reskilling approach to modernize, restructure and digitalize organizations? Is there a lesson learned from the 10 richest billionaires and talented business executives with a Net Worth of more than $ 100 billion?

Learn from the right talented high-tech expert with the right skillset and digital mindset how to turn ideas into insights and how to transform challenges into great economic, scientific and economic opportunities in the digital age of unprecedented change and in the disruptive era of emerging technologies? Is your organization at risk? What is Enterprise Risk Management (ERM)?

Does your organization use a "Skills-first approach" to unlock the potential of employees for democratizing access to economic opportunities and pathways to good jobs? What is a Glass Ceiling in the organization's traditional culture? Can a "Skills-first approach" create more robust talent executive pipelines to address digital skills gaps?

Advanced Science and Cutting-edge Technologies: How to increase sophisticated use of artificial intelligence (AI) Technology and big data for jobs and skills mapping? Having the right talented executives with the right skillset within an organization remains a critical concern as they look to reinvent a business model, reduce costs, streamline inefficient processes, and manage external economic pressures.

How to define the “Jobs of tomorrow”? Discover the TOP Global Risks for 2023: Micromanagement, glass ceiling, digital skills gaps, the organizational inability to attract the right executive talent with the right leadership digital competencies. What does constitute the most important barriers preventing digital and industry transformation? Technology literacy remains one of the fastest growing in-demand skills, with millions of unfilled job vacancies related to digital and technology roles globally. Technological disruption also continues to create demand for wholly new roles, such as generative AI prompt engineering.

Is there a fundamental difference between Human Resources (H/R) Capacity Building and Capacity Development? The world will need more millions additional teachers to meet sustainable development goals related to education. The International Labor Organization (ILO) estimates that, as part of changing demographics and the professionalization of the sector, 300 million new roles related to childcare and eldercare might be needed in the global care economy.

With regard to hiring, many successful organizations are adapting their assessment systems to be more skills-oriented, considering candidates with skills acquired through alternative methods such as micro-credentials. When it comes to development, organizations are shifting the way they promote their employees, from a job-centric approach to a skills-centric approach.

What is Digital Transformation? How to build a Corporate Human-Centric Culture of Trust to help build and retain critical skills within the organization? An efficient " Skills-first approach" aims to avoid redundancies. Instead, organizations develop and implement policies that allow workers to leverage transferable skills from roles that are disappearing towards new tasks and responsibilities, while supporting them with reskilling, hands-on-training, and redeployment into new and emerging jobs.

How to leverage technologies to close digital divide, bridge executive digital skills gaps and develop the foundations for digital transformation and skills-first adoption? Does your Human Resources (H/R) team of experts help your senior executives understand what skills their employees have and what they will need in the near future to achieve their business objectives?

Will your organization further examine the macroeconomic benefits of implementing an effective "Skills-first approach" at scale and provide a full quantitative analysis of the potential cost-driven benefit? How to generate a digital skills-first integrated system?

How to design, implement, and execute a "Putting Skills First" Initiative to Drive Digital Transformation for Accelerating Innovation and Streamlining inefficient manual and paper-based processes? Is your organization at risk? Who is responsible for assessing, managing, leading, overseeing and mitigating organizational systemic risks? About operational risks?

Learn more from the right talented high-tech expert with world-class experience, hands-on expertise, the right skillset, growth mindset and extraordinary leadership competencies how to: 1) unlock hidden high-tech talent pools 2) support talent mobility and redeployment 3) increase productivity 4) promote diversity, equity, and inclusion 5) build the global executive skills-first talent pool.

The Upskilling and Re-skilling approach is tailored by a former Professor of Phycology to attract and hire the right highly talented professionals based on their excellent skills, abilities, competence, knowledge, and, more importantly, the right competencies for the specific job, duty and responsibility. How to turn the traditional Human Resource (H/R) recruitment process on its head in this way could help address the growing skills challenge and drive digital transitions?

Is your organization at risk? A Digital Framework for Action toward a Corporate Human-Centric Culture of Trust presents a coherent skills-first framework for C-suite executives and demonstrates how some organizations are already benefiting from digital transformation. The organization's "Skills-first Approach" offers an opportunity to build more robust executive and leadership talent pipelines for millions of jobs of tomorrow.

Organizational Model, Culture, and Structure in the Digital Age of Change: It simultaneously has the potential to benefit millions of individuals to transition into management and executive roles that are a better match for their existing skills or that recognize and make use of these skills for the first time. This pertains to a wide variety of cohorts of highly talented professionals – ranging from experts, analysts, strategists, visionaries, and innovators seeking executive career transitions to more rewarding, futureproof or higher productivity fields to those who have struggled to access more traditional labor markets.

How do you assess organizational effectiveness, readiness, preparedness, and competitiveness? Digital Skills Gaps and Labor Shortages are two of the most pressing concerns facing societies and economies today. The negative impact on businesses, for example, is immense.

These talent executive shortages with the right digital skills come at a particularly critical time for businesses, with many of them challenged with reinventing their business models in response to a range of external and internal drivers ranging from economic and geopolitical uncertainty to stakeholder and competitive pressures. Multinational organizations, multilateral institutions, and global multi-billion-dollar high-tech business companies across all industries identify digital skills gaps and an inability to attract the right executive talent as the key barriers preventing industry transformation.

How to describe the jobs of tomorrow? This report highlights one key element of a potential solution. A “skills-first” approach to hiring and developing people has the potential to transform the way that labor markets operate, delivering significant benefits not just to business, but to our wider society and economy.

Is your organization at risk? How do you describe the critical roles, duties and responsibilities of C-level managers, C-suite executives and Board of Directors in your organization? Do you have a 21st century high-tech Human Resources (H/R) and Human Capital (H/C) Department or Office to attract, hire, train and retain the right talented professionals with the right skillset?

How to design, implement and execute a Corporate Strategic Operating Plan? Is there a fundamental difference between a Strategic Plan and Operational Plan? Learn more from the right High-Tech expert about the right "skills-first approach". It should focus on whether a C-level manager or C-suite executive has the right skills and competencies for a particular role, rather than having the right degree, job history or previous job titles.

How to assess competencies and measure competencies? What is benchmarking? About brainstorming? Digital transformation requires that businesses get the right skills they actually need for a particular job, but more than that, it democratizes access to good jobs for those people who have the competencies but not the right formal qualifications for a role.

What is a Glass Ceiling? About micromanagement? How to remove the key corporate barriers to highly talented professionals with extraordinary digital competencies for applying their skills and contributing? Learn more from the right high-tech expert. A corporate "Skills-first approach" strategy vastly increases the potential pool of executive talent from which they can draw.

Digital Transformation can help provide organizations with the specific executive talent they need to deliver on today’s priority business outcomes, whether that be fueling innovation, enhancing customer experience (CX), managing costs, or entering new markets. Delivering such a fundamental change requires more than simply the involvement of Human Resource (H/R) teams. To make it work will require the involvement and collaboration of senior executives, decision makers, smart data-driven strategists, and policymakers at the highest level.

Good governance, internal controls, and best practices: How to create the right digital framework and platform for action which organizations can use to shape their skills-first approach. Does a skills-first approach have the potential to deliver a significant win – for individuals, for businesses, for our society and the economy? As a successful high-tech expert, I hope to inspire organizations to take the right positive action. The term “skills-first” is increasingly used by a wide range of organizations across the private and public sector to describe a new approach to talent management that emphasizes a person’s skills and competencies – rather than degrees, job histories or job titles – with regard to attracting, hiring, developing and redeploying talent.