When employees in your organization face unfamiliar challenges or opportunities, are they equipped to dive right in? New situations or new roles may require additional skills.

When employees in your organization face unfamiliar challenges or opportunities, are they equipped to dive right in? New situations or new roles may require additional skills.

Phil Jarvis, Director of Global Partnerships at Career Cruising, writes: “Accelerating technological advances have rendered many jobs obsolete, raised the skills requirements of the remaining jobs in all sectors, and are producing new types of jobs at an unimagined rate. More formal education, technical training, and soft skills are now demanded of workers in all job sectors, but especially in new and emerging career fields. Employers need people who can problem-solve and innovate, collaborate effectively with others of diverse backgrounds, have a thirst for learning, are responsible and dependable, and are fully committed to their employer’s success.”

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What can you do, as a learning and development professional, to help employees gain creative and critical thinking skills?

When you’re asked to consult with a

manager in your organization about employee development needs, you use critical thinking skills to assess the problem and recommend solutions. You observe the context, gather information from a variety of sources, interpret and analyze data, recognize unstated assumptions and values, and hypothesize solutions. These are skills that employees in other areas of your organization need, too.

You may work with teams using brainstorming or other techniques to entertain a whole range of ideas when there is no fixed solution to a problem. This is one aspect of creative thinking — generating ideas by exploring many possible solutions, often in a spontaneous free-flowing manner. Creative thinking also includes making connections between seemingly disparate things to come up with new perceptions and hypotheses.

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