The impact of Dx goes far beyond our existing work. It also creates completely new jobs and requires a new set of skills and competencies across the institutional community. In this section, we’ll discuss what to expect from the effect Dx will have on the workforce and how those changes in workforce can support and enable Dx.
Responding to the pandemic created multiple new challenges for leaders related to the workforce, making it more important than ever to help staff feel connected to institutional mission and to focus on collaboration and communication as important skills.
Responding to the pandemic created multiple new challenges for leaders related to the workforce, making it more important than ever to help staff feel connected to institutional mission and to focus on collaboration and communication as important skills.
A workforce that enables Dx is characterized by greater institutional accountability for career growth and talent management, along with increased emphasis on work/life balance, flexible schedules, and work locations. This results in better workforce engagement and increased retention.
A workforce that enables Dx is characterized by greater institutional accountability for career growth and talent management, along with increased emphasis on work/life balance, flexible schedules, and work locations. This results in better workforce engagement and increased retention.
Proportion of respondents to our 2022 workforce survey who identified work/life policies as a reason for staying or leaving their current position.
“We've seen cross-functional meetings that before were almost impossible to schedule. We've seen a different style of project management now because we've had to be able to turn on a dime. We're embracing rapid decisions and rapid action. And we're able to see a little bit of diversity because now we can reach out and expand—we can bring in people from all over.”
Institutions are improving effectiveness in areas such as communication, as well as evaluating and improving team cultures and behaviors.
Institutions are improving effectiveness in areas such as communication, as well as evaluating and improving team cultures and behaviors.
The Universitat Oberta de Catalunya developed a project management process that facilitated Dx efforts by shifting governance and workforce models, leading to more agile development and growth.
Proportion of respondents to our 2022 workforce survey who identified work/life policies as a reason for staying or leaving their current position.
“We've seen cross-functional meetings that before were almost impossible to schedule. We've seen a different style of project management now because we've had to be able to turn on a dime. We're embracing rapid decisions and rapid action. And we're able to see a little bit of diversity because now we can reach out and expand—we can bring in people from all over.”
The Universitat Oberta de Catalunya developed a project management process that facilitated Dx efforts by shifting governance and workforce models, leading to more agile development and growth.
Transformation of Work and Skills
Institutional Workforce Management
Diversity, Equity, and Inclusion
Transformation of Work and Skills
Institutional Workforce Management
Diversity, Equity, and Inclusion
The temporary shift to a remote workforce during the pandemic has evolved into permanent hybrid teams for many colleges and universities. Leaders can be more effective in this new normal by leveraging the Dx framework as a roadmap to make the most of this new way of working.
Learn more about these topics in the following articles.
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