Help Young Talent Develop a Professional Mindset
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There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs. In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing? They’re lacking soft skills.
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Help Young Talent Develop a Professional Mindset
- 1. A PROFESSIONAL MINDSET HELP YOUNG TALENT DEVELOPDEVELOP
- 2. WHAT BUSINESS LEADERS EXPECT VS WHAT RECENT GRADUATES OFFER
- 4. Hay Group surveyed 450 business leaders and 450 recent graduates based in India, the US, and China. A massive 76% of managers reported that entry-level workers and recent grads are not ready for their jobs.
- 5. Skills New Professionals Have
- 6. Skills New Professionals Have ambition
- 7. Skills New Professionals Have commitment ambition
- 8. Skills New Professionals Have commitment ambition passion
- 9. Skills New Professionals Have commitment ambition passion tech smarts
- 10. Skills New Professionals Have intelligence commitment ambition passion tech smarts
- 11. Skills New Professionals Lack
- 12. Skills New Professionals Lack intelligence commitment ambition passion tech smarts soft skills
- 13. New grads don’t value emotional intelligence’s role in professional environments. And we know these qualities are necessary for strong motivation, sustained focus, and productive collaboration.
- 14. • Collaborative • Adaptable • Resilient • Open to Diversity • Cool-Headed • Empathetic • Clear Communicator • Good Listener • Self-Disciplined
- 17. THE GRADUATE’S MINDSET 69% believe soft skills get in the way of doing their job well.
- 18. THE GRADUATE’S MINDSET 69% believe soft skills get in the way of doing their job well. 70% believe their technical skills are more valuable than their soft skills. 69% believe soft skills get in the way of doing their job well. 70% believe their technical skills are more valuable than their soft skills.
- 20. THE LEADER’S MINDSET 91% believe employees with refined soft skills advance faster.
- 21. THE LEADER’S MINDSET 91% believe employees with refined soft skills advance faster. 85% see technical skills as the basic necessity for new hires, while soft skills are what set them apart.
- 22. THE LEADER’S MINDSET 91% believe employees with refined soft skills advance faster. 85% see technical skills as the basic necessity for new hires, while soft skills are what set them apart. 90% believe employees with strong soft skills deliver a better commercial impact.
- 25. PROMOTE SELF-REGULATION The signifiers of emotional self-regulation are easily identified. A person who knows how to self-regulate possesses:
- 26. acceptance of uncertainty and change PROMOTE SELF-REGULATION The signifiers of emotional self-regulation are easily identified. A person who knows how to self-regulate possesses:
- 27. acceptance of uncertainty and change integrity — specifically, the ability to say no to impulsive urges PROMOTE SELF-REGULATION The signifiers of emotional self-regulation are easily identified. A person who knows how to self-regulate possesses:
- 28. an inclination towards reflection and thoughtfulness acceptance of uncertainty and change integrity — specifically, the ability to say no to impulsive urges PROMOTE SELF-REGULATION The signifiers of emotional self-regulation are easily identified. A person who knows how to self-regulate possesses:
- 30. TEACH TIME MANAGEMENT Introduce specific time management methods. When you’re interrupted, practice asking yourself: Can this wait? You’ll find that the answer is almost always Yes. Communicate this clearly — and kindly.
- 31. CREATE A MENTOR PROGRAM
- 32. CREATE A MENTOR PROGRAM This is an opportunity for new grads to:
- 33. CREATE A MENTOR PROGRAM make connections This is an opportunity for new grads to:
- 34. CREATE A MENTOR PROGRAM practice face-to-face communication make connections This is an opportunity for new grads to:
- 35. CREATE A MENTOR PROGRAM practice face-to-face communication make connections hear interesting career stories This is an opportunity for new grads to:
- 36. CREATE A MENTOR PROGRAM practice face-to-face communication make connections hear interesting career stories see another aspect of the organization This is an opportunity for new grads to:
- 37. CREATE A MENTOR PROGRAM practice face-to-face communication make connections hear interesting career stories see another aspect of the organization get a big picture perspective This is an opportunity for new grads to:
- 39. The HR and EI Collection is designed to fill the gaps in your learning and development library. HR executives, senior leaders, and management coaches can tailor team trainings or one-on-one sessions to address common performance obstacles. Visit morethansound.net to find the right collection for you. THE HR & EI COLLECTION LEARN MORELEARN MORE
- 40. THE HR & EI COLLECTION LEARN MORELEARN MORE
- 41. LEARN MORELEARN MORETHE HR & EI COLLECTION the EI Overview
- 42. LEARN MORELEARN MORETHE HR & EI COLLECTION the L&D Primer
- 43. LEARN MORELEARN MORETHE HR & EI COLLECTION the C-Suite Toolkit DANIEL J. SEIGEL WARREN BENNIS ERICA ARIEL FOX CLAUDIO FERNÁNDEZ-ARÁOZ BILL GEORGE TERESA AMABILE HOWARD GARDNER GEORGE KOHLREISERFEATURING LEADERSHIP: A MASTER CLASS hosted by Daniel Goleman * Bonus Interview with Peter Senge LEADERSHIP:AMASTERCLASS
- 44. LEARN MORELEARN MORETHE HR & EI COLLECTION the Coaching Program
- 45. LEARN MORELEARN MORETHE HR & EI COLLECTION the Focused Leader
- 46. LEARN MORELEARN MORETHE HR & EI COLLECTION the Competency Builder
- 47. LEARN MORELEARN MORE MORE THAN SOUND morethansound.net illustrations by bryant paul johnson