Forward

Starter Kit: Future of Work Skills

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Welcome to Forward!
As you start your Forward journey, we’re excited to share the first of many
workbooks: The Future of Work Skills Starter Kit. This workbook is exclusively for
you, and you do not have to submit it as part of the program.

The way we work, learn and live is changing at an unprecedented speed.

Research by the McKinsey Global Institute has has identified 56 distinct elements
of talent (DELTAs) that are relevant for success no matter the sector or
occupation we work in. These foundation skills are important because they enable
us to:
• Add value beyond what can be done by automated systems and intelligent
machines
• Operate in a digital environment
• Continually adapt to new ways of working and new occupations
The research showed that higher proficiency in these skills is already associated with
a higher likelihood of employment, higher incomes, and job satisfaction.

Use the four steps in this workbook to learn about these 56 foundational skills
and think about which ones matter to you the most at this specific period of your
career. Do not feel overwhelmed with the need to work on all of them. It is a journey,
and in each phase of your career, some DELTAs will be more important than others.
Some of them you will learn through the Forward program and others you may learn
in other ways.

Best wishes,

The McKinsey Forward team McKinsey & Company 2

Future of Work Starter Kit
Foundational skills to thrive in the future of work
Step 1: Learn about the 56 DELTAs (Skills & Attitudes)

You can also check out the Appendix of this document to understand
what the DELTAs mean and what ‘being great’ at each one looks like.

Cognitive Interpersonal

Critical thinking Planning and ways of Mobilizing systems Developing relationships

1. Structured problem working 17. Role modeling 21. Empathy
solving 5. Work-plan 18. Win-win negotiations 22. Inspiring trust
2. Logical reasoning development
19. Crafting an inspiring 23. Humility
3. Understanding biases 6. Time management and vision 24. Sociability
prioritization
4. Seeking relevant 20. Organizational
information 7. Agile thinking awareness

Communication Mental flexibility Teamwork effectiveness

8. Storytelling and public 12. Creativity and 25. Fostering inclusiveness 28. Collaboration
speaking imagination 26. Motivating different 29. Coaching
9. Asking the right 13. Translating knowledge personalities 30. Empowering
questions to different contexts 27. Resolving conflicts
10. Synthesizing messages 14. Adopting a different
11. Active listening perspective
15. Adaptability
16. Ability to learn

Self-leadership Digital

Self-awareness and self-management Digital fluency and citizenship

31. Understanding own
emotions and triggers
32. Self-control and regulation
33. Understanding own
strengths
34. Integrity 46. Digital literacy 48. Digital collaboration
35. Self-motivation and 47. Digital learning 49. Digital ethics
wellness
36. Self-confidence

Entrepreneurship Software use and development

37. Courage and risk-taking 39. Energy, passion, and 50. Programming literacy 52. Computational and
38. Driving change and optimism 51. Data analysis and algorithmic thinking
innovation 40. Breaking orthodoxies statistics

Goals achievement Understanding digital systems

41. Ownership and 43. Grit and persistence 53. Data literacy 55. Cybersecurity literacy
decisiveness 44. Coping with 54. Smart systems 56. Tech translation and
42. Achievement orientation uncertainty enablement
45. Self-development

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 Future of Work Starter Kit
Foundational
Step skillsyou
2: Pick 3 DELTAs to want
thrive
to in theon
focus future of work
in the next 3 months

Reflect on why your chosen DELTAs are important to your career and
how you would rate your current proficiency. Refer to the Appendix to
see what ‘great’ looks like.

DELTA 1:
Why is this skill important to me?

How would I rate my current Beginner Intermediate Advanced

proficiency in this skill? (Tick the one
that is most applicable)

DELTA 2:
Why is this skill important to me?

How would I rate my current Beginner Intermediate Advanced

proficiency in this skill? (Tick the one
that is most applicable)

DELTA 3:
Why is this skill important to me?

How would I rate my current Beginner Intermediate Advanced

proficiency in this skill? (Tick the one
that is most applicable)

Description of proficiency level ratings:

Beginner: I have had limited to no practice with this skill
Intermediate: I have had some practice with this skill in my daily work
Advanced: I have had extensive practice with this skill and have achieved the desired proficiency level

McKinsey & Company 4

Future of Work Starter Kit
Foundational skills to thrive in the future of work
Step 3: Pick 3 people who will help you work on your goals.

Fight the natural instinct to keep your goals to yourself. Select

supporters and accountability buddies who will help you stay on track.

The 3 people you I will engage on my goals are:

Supporter 1:

Supporter 2:

Supporter 3:

Tips:
• Choose people who have enough exposure to your work and progress in
the specific domains in which you have set your development goal. These
could include your teammates or other peers, direct reports, managers, or
even your partner or friends, depending on the nature of your goals.
• Reach out to them to let them know about your learning intentions and
goals. Tell them that you have enrolled in the Forward program too!
• Regularly check in with them over the next 3 months to see you how you
are progressing.
• Celebrate your progress with them in 3 months, no matter how far you’ve
gone.

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Future of Work Starter Kit
Foundational skills to thrive in the future of work
Step 4: Review your 3x3x3

Review your 3x3x3 plan and come back to this workbook whenever
you need!

You have just designed your —“3x3x3”— a memorable baseline

method for designing professional development goals in a way that
aligns with the practices of effective learning.

In simple terms, 3x3x3 encourages you to define three

development goals, over a three-month period and, engage
three other people to support you in those goals and hold you
accountable. It’s a framework that we use in varying forms to help
ourselves put intentional learning into practice.

Article
How to unlock
learning: The power
of 3
Click to
learn more

We wish you well on your journey of continuous learning and

development and encourage you to regularly revisit this
workbook to refine your learning goals and set new ones.

McKinsey & Company 6

Appendix – Definitions of
each DELTA and Desired
Proficiency Level

McKinsey & Company 7

Definitions and methodology (1/7)
1. Definitions and calibration
Cognitive
Skill group DELTA Definition
Critical thinking 1 Structured The ability to solve difficult
problem solving problems with nonobvious
solutions (for example,
climate change) by breaking
them down into simpler
parts
2 Logical The ability to draw logical
reasoning conclusions based on facts,
statements, or arguments
and to identify the strengths
and weaknesses of those
arguments
3 Understanding The ability to recognize
biases when possibly irrelevant,
preexisting patterns affect
our thinking process
4 Seeking The ability to identify the
relevant information and facts
information needed to draw a
conclusion
Planning and 5 Work-plan The ability to identify, group,
ways of working development and sequence the tasks
needed to achieve a certain
goal and to assign deadlines
and responsibilities
6 Time The ability to identify urgent
management and important activities,
and prioritize them appropriately,
prioritization and choose the most
efficient way to complete
them
7 Agile thinking The ability to work
iteratively, continually
testing assumptions and
prototypes to create an
effective solution swiftly and
to constantly improve and
adapt in changing
circumstances
Desired proficiency level
When faced with complex
problems, individuals are able to
break them down into parts,
identify root causes of each part,
and find solutions
Individuals are able to draw
sound conclusions from facts
and assess the strength of
others' arguments
Individuals are aware of biases
in their thinking and can usually
ensure they do not impair their
thought processes and decisions
Individuals can assess whether
known facts and information are
sufficient to draw a conclusion
and can identify missing
information
Individuals are able to identify all
project activities, the critical
path, and interdependencies and
assign deadlines accordingly
Individuals prioritize activities
daily, assesses their importance
and urgency, and allocate time
accordingly
Individuals are comfortable
testing imperfect concepts and
continually iterating solutions
McKinsey & Company 8
Definitions and methodology (2/7)
1. Definitions and calibration
Cognitive (Continued)
Skill group DELTA Definition
Communication 8 Storytelling and The ability to convey to all
public speaking types of audiences the
desired messages and
emotions through word
choice, tone, and gestures
9 Asking the right The ability to ask questions
questions that elicit relevant
information from others and
that can create or break
consensus in a debate
10 Synthesizing The ability to communicate
messages a large amount of
information concisely and
insightfully
11 Active listening The ability to be present,
remember what is being
said, and acknowledge it in
following conversations and
decisions
Mental flexibility 12 Creativity and The ability to use
imagination imagination to generate
ideas, concepts, products,
or ways of working that are
both original and valuable
13 Translating The ability to identify
knowledge to situations where knowledge
different can be applied in a different
contexts context
14 Adopting a The ability to adopt others'
different perspectives in their use of
perspective products and services
15 Adaptability The ability to be open to
changing the way of doing
things even if it requires
effort or learning new skills
16 Ability to learn The ability to learn new
topics both within and
outside formal learning
programs
Desired proficiency level
Individuals adapt word choice,
tone, and speed of speech
depending on the messages and
emotions they want to convey to
different audiences, large or
small
In a conversation, individuals
think of possible questions and
ask those that would best move
the discussion forward
Individuals are able to
synthesize a large amount of
information into short messages
that provide only those relevant
insights that have an impact on
the future
In a conversation, individuals
are present, remember what is
said, understand others'
motivations and needs, and
considers these in the future
Individuals regularly imagine
new ideas, concepts, procedural
steps, and products, without
being asked to be creative
Individuals can apply knowledge
or experience from one area to
understand topics and create
ideas in other contexts
When saying, giving, or
designing something, individuals
consider how diverse recipients
may react or use a product in
various situations and contexts
Individuals easily adapt to new
situations or ways of working,
even when new skills are
required
Individuals can quickly and
independently learn
competencies beyond their area
of expertise
McKinsey & Company 9
Definitions and methodology (3/7)
1. Definitions and calibration
Interpersonal
Skill group DELTA Definition
Mobilizing 17 Role modelling The ability to role model a
systems certain behavior and
generate in others the
willingness or desire to
emulate it
18 Win-win The ability to explore the
negotiation interests and needs of
others and propose
solutions that increase
benefits for all parties
involved
19 Crafting an The ability to develop an
inspiring vision ambitious vision that
mobilizes people to
achieve it
20 Organizational The ability to understand
awareness how large groups of people
can cooperate and
coordinate and the ability to
navigate organizational
procedures
Developing 21 Empathy The ability to understand
relationships and share the feelings of
another
22 Inspiring trust The ability to inspire trust
through reliability, honesty,
and genuine concern for the
needs and wishes of others
23 Humility An attitude of letting one’s
accomplishments speak for
themselves, without seeking
the spotlight or holding
oneself in overly high
esteem
24 Sociability The ability and willingness
to interact with others with
language, tone, facial
expressions, and behaviors
that convey a sense of
comfort and appreciation
Desired proficiency level
Individuals adjust behavior in
front of others to inspire them to
behave similarly
Individuals approach
negotiations by seeking
opportunities to increase
benefits for all parties involved
Individuals are able to bring to
life an idealized future that
inspires a large group of people
to realize that vision
Individuals understand
organizational procedures, roles,
and decisions-both formal and
informal-typically involved in
most organizational efforts
Individuals understand how
different personalities feel and
react in various circumstances
and make others feel better
through appropriate actions and
behaviors
Individuals consider the needs of
other human beings to be as
important as their own and
inspire trust by acting
accordingly
Individuals are aware of their
accomplishments but let them
speak for themselves and
consider themselves as a small
part of a larger team
Individuals act in a friendly and
sociable manner toward others,
making them feel comfortable
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Definitions and methodology (4/7)
1. Definitions and calibration
Interpersonal (continued)
Skill group DELTA Definition
Teamwork 25 Fostering The ability to appreciate
effectiveness inclusiveness diversity and create
psychological safety that
fosters different points of
view and ways of thinking
from people of any
background and orientation
26 Motivating The ability to understand
different what motivates people with
personalities different personalities and
circumstances and use such
insights
27 Resolving The ability to identify,
conflict surface, and solve a conflict
in a way that is conducive to
both progress and good
team dynamics
28 Collaboration The ability to strive for
collective goals and
coordinate effectively to
achieve them
29 Coaching The art of facilitating the
performance, learning, and
development of another
person
30 Empowering The ability to delegate
activities and decisions
while setting expectations
and goals
Self-leadership
Self-awareness 31 Understanding The ability to identify
and self- own emotions situations that trigger an
and triggers emotional reaction and to
management understand when and how
emotions affect decisions
32 Self-control and The ability to be rational and
regulation control emotions and
patterns of behaviors, even
in emotionally charged
moments
Desired proficiency level
Individuals appreciate diversity
and foster different points of
view and ways of thinking from
people of any background and
orientation
Individuals understand what
motivates people with different
personalities and circumstances
and use these insights to
encourage action
Individuals consider
disagreement to be normal and
tend to identify and address
potential conflicts
Individuals create opportunities
for collaboration so that team
results exceed the sum of
individual contributions
Individuals can facilitate the
performance, learning, and
development of other people,
providing constructive feedback
and helping them think through
alternative ways of doing things
Individuals entrust others with
achieving critical goals and hold
them accountable for successes
or failures
Individuals know and foresee
situations that will trigger
emotions affecting their
judgment in predictable ways
Individuals can control their
emotions and habits in a way
that they never interfere with
their work performance
McKinsey & Company 11
Definitions and methodology (5/7)
1. Definitions and calibration
Self-leadership (Continued)
Skill group DELTA Definition
Self-awareness 33 Understanding The ability to accurately
and self- own strengths identify areas of personal
excellence
management
(Continued)
34 Integrity The quality of being honest
and having strong, steadfast
moral principles
35 Self-motivation The ability to maintain high
and wellness motivation and energy by
knowing and pursuing
personal long-term goals as
well as restorative activities
36 Self-confidence The quality of trusting in
one's abilities, personal
characteristics, and
judgments
Entrepreneur- 37 Courage and The ability to take risks in
ship risk-taking the hope of great
achievement,
notwithstanding uncertainty
and potential loss
38 Driving change The attitude of aiming for
and innovation continuous improvement
through innovation
39 Energy, The ability to keep a positive
passion, and attitude and gain energy by
optimism pursuing a challenging goal
40 Breaking The ability to identify and
orthodoxies expose situations where
orthodoxies and
conventional wisdom may
hinder progress
Goals 41 Ownership and The attitude of feeling
achievement decisiveness responsible for achieving an
outcome, taking decisions
and actions that drive
progress without delays
42 Achievement The ability to distinguish
orientation ends and means and
change the strategy to
achieve goals
Desired proficiency level
Individuals know their strengths
so well that they can predict
challenges and can succeed
even beyond their areas of
expertise
Individuals are honest and have
strong moral principles that
guide them in any situation
Individuals know which activities
give daily energy and long-term
purpose, keeping them
motivated
Individuals trust their abilities
and judgment and are very self-
confident in most situations
Individuals are willing to take
risks, if necessary, to achieve
something great, even in the
face of uncertainty and potential
loss
Individuals believe that there is
always a better way to do things
and continuously strive for
innovation and improvement
Individuals are able to keep a
positive attitude and find the
energy to face challenges and
complexity
Individuals often challenge
conventional wisdom and
orthodoxies and show
alternative views or paths that
may lead to progress
Individuals feel responsible for
achieving outcomes, understand
how their work fits into the work
of others, and make decisions to
move things forward
Individuals always distinguish
ultimate goals from the means to
achieve them and can change
strategy to achieve those goals
McKinsey & Company 12
Definitions and methodology (6/7)
1. Definitions and calibration
Self-leadership (Continued)
Skill group DELTA Definition
Goals 43 Grit and The ability to persevere
achievement persistence despite obstacles
(Continued)
44 Coping with The ability to operate
uncertainty effectively in situations with
high uncertainty or when
things do not go according
to plan
45 Self- The ability to reflect on
development personal performance and
seek feedback from others
to continuously improve
Digital
Digital fluency 46 Digital literacy The ability to handle digital
and citizenship data, use popular software,
access digital services, and
interact with Al
47 Digital learning The ability to develop valid
knowledge of selected
subject areas from a broad
range of digital information
48 Digital The ability to collaborate
collaboration effectively through digital
channels, including email,
videoconference, file-
sharing platforms, and other
messaging applications
49 Digital ethics The ability to understand
how ethics translate to the
digital world
Desired proficiency level
Individuals are able to persevere
in their pursuits, expecting
setbacks and obstacles and
overcoming them to achieve
goals
Individuals consider uncertainty
to be the default state and keep
operating effectively, unaffected
by unexpected changes
Individuals continuously seek to
improve and invite others to
provide suggestions and
feedback to gain an outside
perspective that enriches self-
reflection
Individuals regularly use the
internet, access services
digitally, use popular software,
and understand that online
activity creates data that others
can use
When seeking to learn
something, individuals can draw
upon online resources, knowing
how to identify the most reliable
sources
Individuals use various digital
channels to work with
colleagues and are capable of
picking the most suitable ones
Individuals understand that
digital interactions and tools
have ethical impacts (for
example, privacy, accountability,
algorithm bias) and can take
extra measures to avoid creating
harm to themselves or others
McKinsey & Company 13
Definitions and methodology (7/7)
1. Definitions and calibration
Digital (Continued)
Skill group DELTA Definition
Software use 50 Programming The ability to understand the
and development literacy principles of software
development and coding
51 Data analysis The ability to analyze large
and statistics volumes of data using
complex analytical methods
to generate statistically
robust insights
52 Computational The ability to translate real
and algorithmic problems into models or
thinking algorithms that people and
computers can more easily
process
Understanding 53 Data literacy The ability to understand the
digital systems processes and alternative
strategies for data creation,
collection, validation, and
storage
54 Smart systems The ability to use smart
devices to improve the
efficiency of day-to-day
activities
55 Cybersecurity The ability to protect IT
literacy systems from unauthorized
access as well as
proactively avoid threats
and devise crisis-
management plans
56 Tech translation The ability to act as a bridge
and enablement between technology experts
and business experts or
customers
Desired proficiency level
Individuals are familiar with the
principles of software
development and can
understand basic code
Individuals are able to analyze
large sets of data and use
statistical models to draw
conclusions or make predictions
Individuals are able to convert
real-world problems into a model
or algorithm
Individuals are able to
understand how data are
created, collected, validated,
and stored
Individuals understand how
smart devices can be used to
improve a product or process
Individuals understand hacker
strategies, foresee which data
hackers might want, and take
precautions to avoid threats
Individuals identify opportunities
to deploy new technologies, can
build business cases for them,
and can explain benefits to
users or business owners
McKinsey & Company 14
Chapter heading sample – level 3

Exhibit title
We hope you
enjoyed
reflecting on
your future of
work skills!

McKinsey & Company 15