© PHOTO: Private Photo

Transforming Job Titles for the Future: Isabella’s Advice for Employers to Harness Employee Skills

There are a lot of new job opportunities available today, which can mean it makes it difficult for people looking for a job to know what exactly skills are needed.  Knowledge of the newest technology before Universities have been able to set up a stadium to cover them.  Isabella, what are your thoughts on these new opportunities and what advice do you have for landing the position?

IsabellaPeople have mixed feelings about jobs being taken over by AI. But at the same time, there are new jobs available that didn’t exist before and require in-person work. For example, jobs like social media managers and influencers are relatively new.

Surprisingly, many of these new jobs don’t need a specific education degree. Instead, they look for people with the right skills and talents. This means that people who have the required skills can get these jobs, even if they never thought about them before.

One problem these days is that job titles can be confusing. The same job may have different titles, which can be misleading for job seekers. To deal with this, I believe it’s better to focus on the skills and the knowledge of your education and career you have rather than just job titles. When I do coaching sessions, I ask people to look at different job descriptions and pick five roles they find interesting. This helps them see how their skills match with different jobs, even if the job titles are unfamiliar.

This is the same for an employer, they know the need for a role but do not know what to title this new position.  Have you any advice for employer?

Isabella – I would suggest that they take the time to identify the skills their team members already possess. Instead of just giving them promotions to the next level that might seem obvious, consider creating new job titles that align with their existing skills. This way, employees can feel recognized and motivated to grow within the company, and it opens up more opportunities for career development.

As many companies are still communicating towards men, do you think this approach will be more attractive to women and support them with future opportunities?

Isabella – Indeed, I do think so. Historically, certain job titles have been associated with specific genders. For example, when you think of “Construction,” it’s often perceived as a male-dominated field. However, if we shift our focus away from the titles and instead look at the required skillset, we create a more inclusive environment. This approach can make job opportunities more appealing to women and provide them with better support for their future growth and development.

Do you think those looking for their first job or deciding on further education, should be thinking of this?

Isabella – Yes, I believe this is essential for not only those seeking their first job or deciding on further education but also for individuals who are currently unhappy in their current job but unsure about their next steps. It’s crucial to consider these opportunities, especially if they complement your existing skills.

Many people might feel hesitant about making a change in their career or pursuing further education because they fear leaving their previous experience behind and starting from scratch. This mindset is something that we need to change. It’s important to recognize that gaining new skills and knowledge can enhance your value in the job market and open up new doors for career growth. While the transition may involve starting at a lower level initially, it can lead to long-term personal and professional development.

What you say, highlights the importance of the Leaders/Managers’ awareness of the employee skills they have within the company?   

Isabella – It’s crucial for leaders and managers to be aware of the skills their employees possess within the company. When conducting employee reviews on a regular basis (quarterly or annually), leaders should create a safe and supportive environment where employees feel comfortable sharing their aspirations for the future. This includes expressing their interest in developing skills in a different direction from their current role.

In some company cultures, this may not be an easy question for employees to answer, as they might fear judgment or limitations. To address this, some companies have taken proactive steps to foster a positive work environment. For instance, I know of a company that provides access to a psychological counselor, allowing employees to discuss their career goals and ambitions in confidence. This counselor support the employee and can also talk with managers to explore potential opportunities that align with the employee’s desires and skillset. Such practices encourage open communication, employee growth, and ultimately benefit the company as a whole.

SheSkillz Global Platform has a skillset matching function, similar to what you have described, also in anonymously.

Isabella – The anonymous mode is crucial as it addresses people’s concerns about change and potential perceptions from employers. Historical family opinions can also influence career choices. The anonymous platform empowers individuals to explore opportunities without fear of judgment, making for more fulfilling career decisions.

With these changes and considerations, hierarchical/pyramid structures may not exist, which will incur changes to other standard processes, such as salaries that match a level in the company.  Will leadership roles become more difficult?

Isabella – The key skill for leaders will be people skills, and I believe individuals with a psychology background would excel in leadership positions. A leader’s role isn’t that of a micromanager, but rather the glue that holds the team together. They must motivate team members, provide direction, offer support, and resolve disputes so the team can perform at its best.

Regarding salaries, they will (continue to) be based on factors such as the company’s type, the leader’s experience, and additional perks like shares and benefits.

If you were 25 today and had just finished your education, what would you look for in an employer?

Isabella – At 25 years old, you have lots of energy to put into your career. It’s important to find a job that recognizes, values, and takes care of your enthusiasm so you don’t get burned out too quickly. Look for a company that offers a supportive environment for your personal and professional growth, and gives you the flexibility and freedom to thrive. It’s also essential to find a job that feels meaningful, as many people wonder about the value of their work later in their careers.

What type of leader would you look for?

Isabella – I wouldn’t necessarily seek a specific type of leader; instead, I’d trust my instincts. Meeting the person and having a conversation would be crucial in making a decision.

A relationship with a leader and being happy in the workplace could help you grow and offer you future opportunities, would you advise people to consider this over the salary when looking for a career?

Isabella – Certainly, personal circumstances can heavily influence this decision. While having a positive relationship with a leader and feeling happy in the workplace can foster growth and create future opportunities, the salary aspect is also significant. It’s essential to strike a balance between job satisfaction and feeling valued financially. Sometimes, even if you enjoy working with someone, a low salary might make you feel undervalued and unsatisfied.

In such cases, it’s crucial to consider the quote, “run to, not run from.” If changing companies means losing valuable experience, consider evolving within your current position or seeking opportunities elsewhere that offer both a fulfilling work environment and fair compensation. Finding the right balance can lead to a rewarding and successful career journey.

It’s said that careers in sustainability should be attractive to women and their thought process/skill set, why do you think this is the case?

Isabella – Certainly, the attractiveness of careers in sustainability to women varies depending on the sector. For instance, in IT, the field is not as appealing to women due to its male-dominated nature. Technology jobs have historically been perceived as more suitable for men. On the other hand, NGOs (Non-Governmental Organizations) are often female-dominated.

To promote gender equality in all sectors, it’s crucial to have strong female role models who can inspire and pave the way for other women to pursue careers in any field they desire. Breaking gender barriers and fostering inclusive work environments will lead to a more diverse and equitable workforce across all sectors.

How can sustainability sector companies attract females to their roles?

Isabella – To attract females, sustainability companies should prioritize diversity, use SheSkillz Global, and implement anonymous recruitment for a focus on skills.

The latest research states 9/10 have a bias towards women, which means women also have a bias towards women.  What do you think when you hear this?

Isabella – It’s natural for us to want to survive and our decisions can be influenced by what we’ve learned from the past, like thinking “it’s just the way things have always been done.” But I believe the younger generations will bring about positive changes. Many of us are already learning about and embracing the idea of gender equality without even realizing it. This progress will help create a fairer and more inclusive world for everyone.

When we hear a job title and automatically think of a male, is this because there is a lack of female role models in these positions?

Isabella – As a mother, I see that adults, parents, and the current generation have a responsibility here. If my daughter wears blue, people might assume she’s a boy because of traditional color norms. It’s like putting her in a box from a young age. Parents have a big role in caring for their children without limiting them based on gender stereotypes, which can persist into their future. The way we view male roles is often shaped by our upbringing and societal beliefs.

Not long ago I had a speech in a Webinar organised by Women’s Sport International where many women raised education material and how books for children are changing, but yet there is no change in university material.  Have you noticed any changes in your education?

Isabella – During my early education, the content was heavily gender-biased and lacked inclusivity. Although it has improved over time, even in my recent continuing education in coaching and counseling, I still come across many non-gendered and less inclusive materials. On a positive note, I’ve encountered some children’s books that do include diversity in terms of disabilities, race, and body shapes. However, there is still much progress to be made, and investing in promoting inclusivity should be a top priority.

From the discussions, meetings and interviews I have with women, the outcome is often “women need to be more active when it comes to helping other women”, what is your view on this comment?

Isabella – There tends to be a lot of competition among women, unlike what we often see among men. Women sometimes view each other as competitors, and this mindset seems to be ingrained in our brains without us realizing it. I agree that we should aim to support and encourage one another. Becoming aware of this behavior allows us to correct and change it for the better in the future. It’s essential that we work towards breaking down these barriers and fostering a more supportive and collaborative environment among women.

I personally know I make a point to congratulate women, as I know how important the feeling of recognition is and I want to support all women.  From a young age I made a promise my self: “No woman would say that I did not help them.“

Isabella – Another excellent example of awareness is when you feel triggered by a woman’s actions, even if they aren’t directly impacting you. In such situations, take a moment to reflect on why you’re feeling this way. It might reveal personal areas that need attention, rather than being solely about the other person’s actions. For instance, if you find yourself feeling jealous or annoyed by someone, it’s worth exploring the underlying reasons. This introspective process can lead to some intriguing self-discoveries and self-improvement discussions.

I would now like to ask you, to imagine you are 85.  When you look back on your life, what would you like your legacy to be?

Isabella – My aspiration is to leave behind creations that bring happiness to people, whether it’s a recipe or a beautiful garden. Additionally, I hope to leave a positive impact on everyone I’ve interacted with throughout my life.

I am 100% sure you will reach this goal, just by being who you are, Isabella.

Last question: What 3 tips would you give to employers looking for employees in the future?

  1. It’s essential to be aware of personal and company biases. Before hiring, consider what you truly expect from the job position. Instead of predefining a specific person, start with a blank slate and focus on the skills needed. This approach can help overcome existing biases.
  2. Prioritize skills over job titles. Minimize job titles to be more specific and emphasize the required skills for each role. This ensures a more accurate evaluation of candidates’ abilities.
  3. Invest in coaching, counselling, and providing a safe space for employees to express their views freely, both personally and professionally. Creating an environment where open communication is encouraged will contribute to the growth and development of the workforce.
+ posts



Leave a comment

Your email address will not be published. Required fields are marked *

Interview with Guro A. Johnsen, Founder and CEO of SheSkillz Global, done by Sylwia Orczykowska
10 mins
If someone said that you “negotiate like a woman,” what would you think? Would you think they meant you were too emotional? Would you take it as an insult…
4 min Read
WordPress Image Lightbox