Future competencies: what will determine success in the next decade?

The world of work is changing fast – which skills will matter most?

Which future competencies will be key to career success and organisational growth?

The top competencies of the future

According to the WEF survey, the most sought-after will be:

• analytical thinking,

• resilience, flexibility and agility,

• leadership and social influence,

• creative thinking,

• motivation and self-awareness,

• technological literacy,

• empathy and active listening,

• curiosity and lifelong learning,

• talent management,

• systems thinking.

“Lifelong learning is like an endless upgrade for our minds – in business and in our personal lives. It opens the door to innovation and helps us keep pace with the competition and adapt to new challenges,” says Jana Lvová, General Manager, CZ and SK, Mastercard.

“At a time when AI is taking over, step by step and month by month, roles that until now only educated professionals could fill, continuous learning is the only way to stay relevant at work,” adds Vít Horký, Co-founder and Chairman of the Board, Czech Founders.

“The brain is a muscle too, and it should be put to work. Lifelong learning opens up new perspectives, builds relationships and strengthens our value. What moves us forward most is stepping outside our comfort zone – that is where real growth happens,” says Pavla Nýdrle, campaign director for President Pavel.

What do future competencies mean for leaders and organisations?

How do you become a future-ready leader? A focus on developing key skills is not just about personal growth. It also has a fundamental impact on how organisations select and develop their teams.

For leaders, this means:

• Active learning of their own: A leader cannot expect the team to be innovative if they do not make learning a priority themselves.

• Supporting learning in teams: Companies will need to build an environment that encourages experimentation, mistakes and rapid adaptation.

• Conscious hiring: Recruitment will need to weigh not only technical knowledge but also soft skills such as flexibility, empathy and creativity.

• Strategic planning: The ability to analyse trends, anticipate future needs and prepare employees for them will be crucial.

Developing future competencies therefore means combining personal development, smart people leadership and building a future-ready organisation.

The most effective are comprehensive development programmes that emphasise current trends and the latest insights but, above all, make room for sharing experience and build a community whose members inspire and motivate one another to keep growing.

How to develop future competencies

• Learning by doing: It is not just about courses, but above all about actively applying new knowledge in practice.

• A multidisciplinary approach: Combining skills from different fields (technology, the humanities, leadership).

• Mentoring and sharing experience: Learning from a wide range of people – not only managers, but also colleagues and external experts.

• Working proactively with technology: Testing and using new tools in everyday practice – at home and at work.

“I like to combine learning with learning by doing and with carrying principles across industries. Learning from the people around me is key for me,” adds Pavla Nýdrle.

Further findings from research

A McKinsey Global Institute study confirms that by 2030, 50% of jobs will require advanced digital skills. The LinkedIn Learning Report 2024 highlights the growing importance of leadership, communication and adaptability.

Visualisation: future competencies

Summary

Future competencies are not just fashionable trends – they are the key to long-term success in a dynamic labour market.

Organisations that develop these capabilities systematically stand a better chance of becoming truly future-ready.

The future belongs to those who never stop learning.