Who is Super Hero of the New Era in Companies?

The super hero of the new era in companies is HR, since HR leaders now drive performance by reshaping talent, structures, and skills to match rapid technological and social change.

2020 was a year of major change for individuals and institutions alike. After a heavy pandemic period, it is worth pausing to reflect on what this shift means for the future of work.

We are living through one of the most important periods of the century. Amid a flood of information, foresight, and rumors, business leaders carry the responsibility of making sense of it all. Whether you are a business owner or a professional, protecting and growing what you have built requires a clearer understanding of this period and the near future. Adapting and transforming quickly is no longer optional.

Am I the Leader of the Near Future?

A recent report by McKinsey & Company, "Skill shift: Automation and the future of the workforce," highlights how talent and competency needs are evolving and how companies can adapt.

The report compares workplace skills in 2016 versus projected needs in 2030. While the results aren't shocking, interpreting them correctly is key to positioning ourselves for what's ahead. The importance of physical and basic cognitive skills is set to decrease by 15%, while social and technological skills will grow by 55%. This makes it clear: the leaders who will create the values ​​of the future will be socially engaged people who have embraced technology. Looking at today's most successful business figures, this pattern is already visible.

These findings raise important questions for every leader. Can I perceive this new era clearly and honestly? How open am I to change? What level are my social and technological competencies? Ultimately, the question becomes: "Am I one of the leaders of the near future?"

Our Employees' Profiles are Changing

Once leaders make this personal assessment, the next challenge is organizational adaptation. As automation and AI advance, the need for physical labor keeps decreasing. McKinsey's research shows that company managers at nearly every level expect an average 20% decrease in workforce over the next three years.

The key question is whether this workforce simply disappears, or whether new types of profiles emerge to replace it. Institutional leaders predict that the 20% workforce decrease will be offset by only 6% new profiles.

In my assessment, these rates will shift more dramatically. I estimate that 50% of companies' current employee profiles will change in the near future, and that many current leaders are not yet ready for these new profiles needed and job descriptions. We once assumed this change would unfold gradually through natural selection across the business world. The pandemic revealed we never had that much time.

Super Heroes of the New Era

C-Level and HR leaders will play the most critical role in this transformation, restructuring companies to meet new needs, identifying the right profiles, and retraining and managing talent. HR, already the most strategic part of the companies, may well become the shining star of this new era as the key driver of company performance.

This change points toward leaner, more flexible, and more people-oriented working structures ahead. As always, simplifying and becoming leaner is easier said than done.

Frequently Asked Questions

Who is the super hero of the new era in companies?

HR leaders are emerging as the super heroes of the new era, driving company performance by adapting talent strategies, reskilling employees, and shaping new organizational structures.

Why are social and technological skills more important now?

McKinsey research shows social and technological skills rose in importance by 55% between 2016 and 2030, while physical and basic cognitive skills declined by 15%, reshaping what makes an effective leader.

How much will employee profiles change in companies?

While company leaders predicted a 20% workforce decrease replaced by 6% new profiles, the author estimates up to 50% of employee profiles will change in the near future, especially after the pandemic.

What role do C-Level and HR leaders play in this transformation?

C-Level and HR leaders are responsible for restructuring companies, identifying new talent profiles, and retraining employees to meet the demands of the new business era.

How can leaders prepare for this new era?

Leaders should assess their openness to change, evaluate their social and technological competencies, and honestly ask whether they are ready to lead in this transforming business landscape.