Acceleration in innovation

In periods of social setback, such as now with the corona crisis, we see innovations gaining ground faster. How does this show itself in the labor market?

In my previous blog I mainly talked about the positive labor developments that are also taking place during this corona period. In addition, we notice this period that due to this acceleration of innovation talents also have to develop other capacities.

Tech platforms set the standard
For example, innovation requires more “tech savvy”, in other words, technically skilled employees in all fields. It is often thought that innovations increase the demand for die-hard programmers, this is of course partly true, but it also requires an adjustment of the capacities of employees working within the traditional fields such as within the government or at banks. In the Netherlands, we see that the advance of tech platforms is pushing out the old champions. Where in the past the demand for traineeships was high, you now see that talent is also developing more and more interest in working at tech platforms such as Adyen and Takeaway.


The key question is of course: “How do you develop these capacities when you are traditionally trained?”. Examples include graduates in Law, Economics and Psychology. In my opinion, this is of course partly achieved through training, but I am also very much in favor of the 70:20:10 learning framework. This framework reasons that everything you learn on the job is achieved in three ways.

The main focus is on learning on the job. In other words: learning by doing and learning about your work during the work itself (experiental learning). In addition, you learn 20% through your colleagues through interactions, coaching and collaboration (social learning). Finally, approximately 10% is learned through training or courses (formal learning). Many organizations use this 70:20:10 model to drive innovation. A perfect example of this is Google. Google makes maximum use of the knowledge of its own employees through their peer-to-peer knowledge-sharing program Googler2Googler. As Laszo Bock, head of People Operations Google said: “Your best teachers already work for you, let them teach!”.

Future opportunities
Therefore, do not let yourself be influenced by a decrease in the number of traineeships offered at this time and show your self-starting ability. Start with a starter position, or with a working studentship during your student days and learn the newly desired capacities during your work. Do not hide behind a new extra master’s degree or training, dare to make choices and go to the labor market to learn and develop.










Written by Maurits ter Poorten

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