Who should actually change?

The labor market experts usually talk about “skill shortage” when, in a specific country, candidates don’t have the “right” skills that market actually needs. Lack of competences, knowledge, abilities and so on.  This “talent mismatch” often generates difficulties in recruiting highly-skilled profiles. Consequently, companies have to recruit more often candidates abroad or to invest on the locally available candidates’ training.

That’s an interesting trend to be explored and studied, however I would consider the opposite point of view as well: the “companies’ mismatch”. It happens, for instance, when the company doesn’t adapt to the market conditions, digital evolution or new generations.

It happens when organizations obstinately keep their antiquated approach without reviewing their own standards, despite the new reference frame.

Old-style managers who manage millennials, old technologies that are not adequate anymore, old processes and procedures providing more damages than advantages, obsolete leadership behaviors that are no more effective nowadays.

As well as job seekers need to strength their skills accordingly with the labor market trends, organizations should do the same, adjusting continuously themselves accordingly with the new environment, technologies and stakeholders’ generation/culture/needs.

How many companies are forcing “circles to fit in their square”?

Unfortunately, they are not just a few. Furthermore, they often don’t mind if that square is what the market and its stakeholders actually require!

They sometimes want that square just because it has always been that way or, even worst, because the effort to change it requires energy and time…. and this will be the beginning of their decline, sooner or later.

Readiness to change, flexibility, lateral thinking and continuous improving are skills that an employer should guarantee. The world is changing quickly and what worked a couple of years ago (or even yesterday) couldn’t be suitable anymore… The solution can not be forcing the “newest circles to become old square”, of course.

The best solution is to be on point, innovating ideas and implementing different behaviors, processes and tools consistently. Employers should lead the change and encourage their employees to do the same, as George Bernard Shaw said “Progress is impossible without change, and those who cannot change their minds cannot change anything.”

Many candidates told me they feel frustrated in their current job, mainly because they feel pressed and unheard.

They actually were circles in a square system.

They would have expressed their talent and potentialities, they would have contributed to enhance the organization, they would have brought new ideas and they would have innovated the processes somehow…. but they were not allowed to do so. Companies’ rigidity turn off their enthusiasm and, at the end, many of them have brought their initiatives and will to change somewhere else.

“Openness to evaluate things differently” is one of the most important chances to be caught by a forward-looking company, at least if it wants to keep its talented employees within the organization and to attract new ones!

Let’s get it then!


Enza Artino,
International Service Manager c/o Wyser; Coaching Competence Center Manager c/o Gi Group


Enza Artino,
International Service Manager c/o Wyser; Coaching Competence Center Manager c/o Gi Group