Tuesday, 26 September 2017

Global Certification Industry for Cultivating 21st Century Leader

Certifications are galore. There are two things which employers search for in the professionals. The tangibles and the intangibles. The certifications can easily testify the tangibles but intangibles are something which is outside the sphere of the certifications.

Getting to the basics, let’s segregate the tangibles and the intangibles. The tangibles are the skills of certain abilities. The examples can be Microsoft Office, grammar, communication skills, vocabulary, Hadoop, SAS, designing, Adobe Photoshop, and so on.

You can test these abilities in written tests and the interviews that are conducted. As for the intangibles, there are different attributes which can’t be tested. For example, emotional intelligence, resilience, critical thinking, adaptability, creativity, empathy, problem-solving, conflict resolution, management skills, and curiosity.

There’s one parameter that is intangible and tangible at the same time and certifications can also prove that. The skill of the learning attitude. If a candidate is seen to continuously complete certifications from time to time, that proves that the candidate is ready to improve the competencies on a regular interval of times.

The international standards bodies have to adapt to the evolving nature of the capabilities that are needed to craft the leaders of the 21st century. The online credentialing systems development will still take time to reach the level of leadership skills that physical environs can teach. But even the physical international standards bodies have failed to address the needs of inculcating the attitudes of leadership skills in the present generation. There is a long way to go to ensure before the baby boomers retire and the generation X and millennials are taught to transition and fill the shoes of future leadership roles.

The soft skills are as much important as the other skills that the certifications can prove. In the real-world scenario, implementing the learned abilities from the online courses become difficult. The global certification industry is certainly trying to catch up with the pace of soft skills needed to be future leaders.

The frameworks must be developed by the international standards bodies to incubate the students under some sort of leadership development courses through micro training, seminars, conferences, mentorship, and training. At workplaces, peer groups must be formed where learning is transferred from one person to another. Teams must be of the utmost importance because until that is there, individualism will rule the roost.

The global certification industry is gearing up to bear the torch of creating the leaders of tomorrow. The top performers have to be identified in the initial stages of their career and promoted to higher positions. The curriculum designers have to create personalized and contextualized content for the individuals and the managers have to see to it that these performers are indoctrinated with the leadership process. Before we look at a bleak future where we gape at the lacuna that is widening between the leaders who are retiring and the individuals who aren’t ready yet to take on the reins- the new credentialing systems have to win the world.


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