3 Steps to Analyzing your role in the Gig Economy

We are entering into the age of the Gig Economy. By 2020, 40% of you will be working on contract instead of full-time. As technology changes at a rapid pace, the way this world works changes too. That said, you will likely have changed careers and expertise by then as well. Most career playing fields would have changed by 2020. For many of you, this is already happening. Are you prepared to shift as the world shifts?

In previous generations career paths were straight and narrow like the game of checkers. One could stay in a single career their entire lifetime. Now career paths are as complex as a game of chess. The strategies and directions one could go in are endless. It could take years to master and some never will.

Building your career path takes time and it's an iterative process. In our last blog 3 steps to uncover your polymath DNA we talked about looking inward and discovering your skills and capabilities.

Now look outward. You have a myriad of directions you can go in and the thought of this is overwhelming. Let’s first follow these steps to analyzing the possible environments around you and the potential paths that can be taken.

LOOK OUTWARD

Look at the current trends in your field. Create a doc and start plotting your own data.

1. New Values

What's becoming valuable in your industry/specialty as well as in tangent spaces?

List what you see as valuable and why.

How do you see these changes happening in your space vs in tangent spaces?

2. New Players

Who is disrupting these industries and how?

What companies do you see changing the landscape and what are they doing?

Are they new players in the industry or existing companies shifting direction?

How would you profile these companies?

3. New Skills

Look into the future, what new skills in these industries are becoming popular?

List and analyze the new skills that are surfacing. What does it take to acquire them?

After spending time exploring it's time to take action and look for patterns. In our next blog 3 Steps to Uncover your Polymath DNA, you will use this information to marry your inner abilities and outward potentials.

There are always other possibilities out there for everyone. You just have to take the time to look for answers within yourself. Find out what's relevant to you. 

What are you willing to learn and develop? 

How do your skills fit in the emerging industries and specialties? 

What skills are you missing or need to work on?

At Yeh IDeology we have developed a methodology that will make your dream job a reality. If you are looking to identify the opportunities you are missing, you need to schedule a Strategy Call with Angela Yeh.

 

 

Expert Advice: Angela Yeh’s 3 Tips for Recruiting Top Talent

by Victoria Taylor (Creator.WeWork)

The below article was published Dec. 8,2016 on Creator.WeWork

Angela Yeh has been in the design recruiting industry for 20 years—long before innovation and strategy were buzzwords. So the founder of Yeh IDeology (pronounced “Yay ideology”) knows from experience about the challenges companies face when they’re trying to attract top-notch creative change management talent.

1. Know what people are saying about you. “Don’t get so caught up in drinking too much of your own company’s Kool-Aid that you’re not aware of what others are saying about your brand,” Yeh warns. “The world is way too small and too transparent to not be mindful. If you want the brightest talent, you need to cultivate self-awareness and clarity on the employer side. Tell the best of your story, but also be ready to frame all aspects of your story. Talent is looking for authenticity. If talent doesn’t see consistency between the branding and what they are hearing from the talent market, they aren’t going to bite.”

2. Offer benefits tailored to personal growth.“Businesses in every industry have to realize they aren’t competing in their own small pool, but across all industries for the best of the best today,” says Yeh. “That has created such a high demand for talent that it’s created a talent’s market at the premium level. The best potential employees want work they are proud of, quality of culture, and quality of life, as well as growth, expansion of opportunities, and top compensation. Set high expectations on what you’re looking for, but also be ready to offer something of value to talent’s growth needs.”

3. Know what you’re actually looking for. What does “innovation” mean to you? Yeh says it can be considered “a broad term, but your specific definition can be different.” Regarding your own definition, “Be clear about the goals, challenges, and actions you are truly looking for.” Also, innovation can be incremental as opposed to paradigm shifting, and both are valid depending on what’s best for your company’s innovation initiative. Be honest and clear what scale of innovation you want to help determine the type of talent that’s right for the job,” she explains. “No point in hiring a paradigm shifting change agent when your company is only needing a laser-focused subtle shift.”

Innovation Integration

"This is an exciting time for design. It is the foremost industry responsible for innovation in business today. Business now sees investment in innovation as an essential element to success. Design is finally reaching its pinnacle, and in the next five years it will be an essential aspect of all businesses in one form or another.

Angela Speaks at IDSA Detroit!

What does it takes to be a successful designer that every corporation or consultancy wants to hire? It's more complicated today now than ever. Do you know what skills and experiences you need to acquire to be hired? Let's bridge the gap between what employers value and talent's perception of that. Much of what we think we know is often skewed and misinformed.

Building a Culture of Trust in the Workplace

Trust is a pretty tricky thing. Sometimes building it and learning to rely on others is hard. Whether you’re the manager of a workplace, an employee, or even if you’re just someone who is trying to forge relationships with other humans, trust is something that’s earned — not handed out on every corner along with a free book of coupons. Read these 4 tips to help create, nurture, and keep it.

We Always Talk About Engaged Employees. But What About Engaged Employers?

There’s been a lot of buzz over the last few years in every industry about how important it is to have engaged employees. And if you own your own business, you know how critical it is to have staff members who not only buy into your mission and values, but who also feel a sense of purpose for what they do. Employees who know “the why” are more productive, more motivated, and essentially do their jobs better than those who don’t.