Meta-Competencies in Economy 4.0: Self-Awareness, Self-Development, and Coaching as a Soft Competence Development Toolkit
Artykuł w czasopiśmie
MNiSW
0
brak dyscyplin
| Status: | |
| Autorzy: | Lucjan Izabela, Brodaczewska-Ruszniak Karolina, Rarot Halina |
| Dyscypliny: | |
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| Rok wydania: | 2025 |
| Wersja dokumentu: | Drukowana | Elektroniczna |
| Język: | angielski |
| Numer czasopisma: | 4 |
| Wolumen/Tom: | 28 |
| Strony: | 1314 - 1328 |
| Efekt badań statutowych | NIE |
| Materiał konferencyjny: | NIE |
| Publikacja OA: | TAK |
| Licencja: | |
| Sposób udostępnienia: | Otwarte czasopismo |
| Wersja tekstu: | Ostateczna wersja opublikowana |
| Czas opublikowania: | W momencie opublikowania |
| Data opublikowania w OA: | 30 listopada 2025 |
| Abstrakty: | angielski |
| Purpose: This article aims to pinpoint the key competencies of the future requisite for navigating towards Economy 4.0 and its major changes to the job market. Emphasis is laid on the significance of self-awareness and self-development as meta-competencies that drive the operational efficacy at both individual and organisational level. The authors also highlight how coaching has emerged as a strategic tool for building soft skills, particularly relevant for Economy 4.0, where cognitive, social, adaptability skills are increasingly taking centre stage. Design/Methodology/Approach: This article draws upon a critical analysis of literature encompassing socio-economic megatrends, tomorrow’s competencies, and instruments supporting the professional development of individuals and organisations. The study incorporates empirical research findings gathered from 86 employees representing diverse organisational types. The collected data underwent statistical analysis employing fundamental descriptive measures, which helped gauge how respondents rated their own skills, how self-aware they were about their development needs, and what types of professional training and development they preferred. Findings: Research findings indicate that respondents demonstrate high self-evaluation of their professional competencies, encompassing theoretical and practical aspects, expertise, and accountability for assigned tasks. Social and emotional competencies received similarly elevated assessments, particularly interpersonal skills, motivational capacities, and adaptive abilities. In contrast, coaching, job rotation, and mentoring are named less frequently, despite being perceived as valuable instruments for fostering the development of soft skills. The obtained results corroborate that self-awareness and self-development constitute pivotal competencies, enabling effective performance amid dynamic economic and technological transformations. Practical Implications: The findings underscore the imperative for implementing a systemic approach to employee competency development. It should blend formal and informal learning, tailor growth plans to the individual, and strategically employ tools like coaching, mentoring, and blended learning. Organisations that cultivate a culture conducive to self-awareness, reflectivity, and lifelong learning acquire the tangible capacity to mitigate the skills gap, enhance innovative potential, and establish a durable competitive edge within the digital economy landscape. Originality/Value: The article offers substantial value by integrating a theoretical perspective on megatrends and future skills with empirical findings examining employees’ self-assessment of competencies and the developmental practices that they pursue. The study’s key contribution is the strong emphasis on self-awareness and self-development framed as top-tier competencies that underpin adaptability, learning capacity, and effective functioning in a dynamic professional setting |
