Every time I have the privilege of being in the company of Paul Donders – Partner and Chairman of the Board of Xpand International, he refers to one of their core principles of growing and developing people in DIGNITY and DESTINY. Not since the second world war did we as a global population have such great need to better understand these two co-essentials when it comes to our people. Though www.moneyweb.co.za stated that “Early projections by the South African Reserve Bank (SARB) are that the 21-day lockdown, aimed at curbing the spread of the coronavirus, could see around 370 000 job losses and 1 600 businesses being declared insolvent in the country” these numbers seem small in comparison to a global view on the matter. As the leader of multiple small businesses, a scholar and consultant, I wish I could provide any meaningful response to this crisis, but, unfortunately, the reality is that like most leaders in my shoes, there seems to be little we can do to change this reality.
Therefore, never before did Mary Engelbreit’s words rang so true “If you don’t like something change it; if you can’t change it, change the way you think about it.” Take for instance 4,000 plus retrenchments of SAA, or the latest announcements by the Edcon Group; I am convinced their leaders would have done everything in their power to keep their people in employment, but neither they nor you or I can change this reality. So the question is how we can change our perspective concerning the situation? A conversation that we have currently not only taken up with business leaders, but union leaders as well.
The Trauma of SCARF
Reality Check – within the next 6 months, you may be staring major retrenchment of your staff in the eye. However, it is not so much the fact that your circumstances will force you to let them go, rather how you send them off. According to the SCARF model of acclaimed neuro-leadership expert, Dr. David Rock, there are arguably five significant emotional trauma triggers in most people. These aspects include a person’s Status (or self-worth), Certainty, Autonomy, Relationships, and Fairness. Research indicated that a significant violation of any one of these elements has the potential to cause the same level of neurological trauma compared to its physical traumatic counterparts. So can you imagine a single event that could trigger all five aspects of SCARF at the same time? This is the reality of retrenchment! First, a person’s status in life is strongly associated with their job. Second, it places most people in a position of absolute uncertainty concerning the future, especially on the financial side. Third, it reduces their options, therefore impairing their autonomy. Fourth, they are forcefully being removed from their vocational relational network. And the final aspect, most people deem it to be highly unfair.
It’s a Matter of Dignity and Destiny
Here then enters the aspect of dignity. Losing your job is hard enough for most people, but how it is dealt with is quite often the final death blow. Can we as business leaders make a commitment towards at least ourselves that we will try and do our best to at least keep our people’s dignity intact when we have to go down this inevitable path? This would be a great start, but is there something else we can also do for these individuals whose sweat and labor were poured out to help build our companies?
The reality is that due to Industry 4, the projected job losses for the USA is in any case set at 73 million during the next 10 years. Yet at the same time, there is a forecast of 110 million new jobs for the same period. The begging question is therefore not so much in how to retrench the 73 million workers with dignity, but rather release them into a destiny of 110 million new jobs?
An Artificial Intelligent Response
Fact, it is not possible to take this great number of people through any human-lead career intervention. The sheer size of the population simply does not allow for it. But this is where the early stages of AI technology can already make a huge difference. Moving towards a functional enabling role, the traditional career counselor has to make way for the AI system that can provide a quick and cost-effective solution for the retrenched population globally.
This is one of the critical questions that Pieter de Villiers – Head of Research and Development at Shadowmatch, and his team has been grappling with during the past few years. Following more than five years of data collection from, amongst other institutes and businesses, the University of South Africa (UNISA), they could design, construct and now release a validated and reliable automated AI solution for career guidance. A system that is globally unparalleled in its reporting, functionality, costing and accessibility.
From a feedback point of view, the system provides an individual, starting at the age of 14, with an interactive and audio-visual supported interface on topics such as (a) the future of work – being fully Industry 4 enabled, (b) broad-base focus of your career, (c) stability and dynamic content of your career, (d) practical or theoretical career, (e) complexity index, as well as numerous career guideline tips for the individual’s unique profile. The report also takes your age and experience into consideration as it will provide you with a short, medium and long term career perspective, starting at your current position bracket in life.
Concluding Thoughts
As a business leader, why not make the commitment to yourself and your people to not only retrench them with dignity, but also to make this one investment in their destiny through an AI career guidance solution. These two acts of kindness can significantly reduce the traumatic effects that the SCARF reality will have on these people. Let’s for a moment put ourselves in their shoes… What would this have meant for me and you?
Post Script
For more information on the Shadowmatch career report, please visit and consider their supporting video presentations at www.careermatch4me.com/login and their parent site at www.shadowmatch.com. The AI system is available to business on three contract options (a) pay-as-you-go, (b) bulk purchases, or (c) system rental that is by far the most cost-effective model with full accessibility to all of its functionalities. For more information on these options, please contact the author of this article – Dr. Marcel Hattingh, CEO of CCI Professional, at marcel.hattingh@cci.ac.za / +27 (0)83 608 7139, or any of the CCI Professional consultants.
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