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Top 10 skills, Future of jobs report, World Economic Forum
  • Developments in genetics, artificial intelligence, robotics, nanotechnology, 3D printing and biotechnology are all building on and amplifying one another.

  • More comprehensive and all-encompassing than anything we have ever seen.

  • Smart systems—homes, factories, farms, grids or cities—will help tackle problems ranging from supply chain management to climate change

  • Technology provides faster and more accurate technical data, data is everywhere and easily accessible. Data is the raw material that enables automation, smarter ways of working and artificial intelligence.

  • Artificial Intelligence takes over labour intensive jobs

  • This explosion of data is changing how we work and what jobs are going to be available in the future.

  • This explosion of data is changing how we work and what jobs are going to be available in the future.

  • The ability to anticipate and prepare for future skills requirements is increasingly critical for businesses, governments and individuals to fully seize the opportunities presented by these trends.

  • The 4th Industrial Revolution competitive advantage lays NOT with technology; technology is a survival requirement for all organization, if you are not up-to-date with technology, you will not even be in the race.

  • Competitive advantage will be with an organization's workforce ability to adapt fast and problem solve within and between its teams to meet its customers' needs. 

  • "In an environment where new skills emerge as fast as others become extinct, employability is less about what you already know and more about your capacity to learn'". Jonas Prising, Chairman & CEO of Manpower Group

  • We are seeing big shortage in people with the skills to turn that data into insights and value.

  • Some of the skills key to our current labor market aren’t even on the list for 2020.

  • 65% of children entering primary school today will ultimately end up working in completely new job types that don’t yet exist.

  • Enterprise digital fitness is a requirement easy to put in place, how about instilling the curiosity to learn, adapt and learn fast with enthusiasm? How do you create a new environment for new types of talent in a workplace that fosters the type of thinking that cultivates creating what's next.

  • Most organizations’ employees simply don’t have the skill sets required to take on the digital change they’re tasked with rolling out. Companies must begin by preparing their workforce appropriately in technology but also in reshaping the way the organization connects with its customers and partners.

  • The true challenge for CEOs who want to be more nimble isn’t rapidly adopting tech; it’s about ensuring that you have the correct mix of employees that you need, and the right skill sets and capabilities.

  • Human capital is the most pressing issue we have to face right now. It’s not robotics and AI — even though these are what dominate executive board meetings and news stories.

  • The key question for most CEOs is: How do we change our organizational capabilities so that our people can respond and leverage the new technology that's available to them while building extraordinary people skills.

  • There has never been a time where intellectual and emotional intelligence needed to go together as they do today and moving forward. 

  • We are seeing an increased need for emotional intelligence, creativity, and critical thinking. As Artificial Intelligence is impacting the workforce and automation as a high speed; it replaces some existing skills and 

  • Emotional Intelligence: translating and delivering data to humans in human terms.

  • Continuous Learning and Skills Development Are Essential to Success for organizations and individuals.

  • The areas that computers still struggle with include creativity, problem solving and connecting with people on a human level.

  • Think hard about how much of what you do every day is repetitive and could potentially be done by intelligent robots or computers.

  • Once you have figured out which parts of your job will be difficult to automate, try to focus on those. Try to develop your skills in those areas and reshape your job to do more of those things that robots can’t. How ready are you? How prepared are our youth?

  • A shift to lifelong learning is absolutely essential.

  • A company’s ability to thrive in the Fourth Industrial Revolution is about the mindset its executives foster in employees. It’s far more broad than building technical skills; how do you develop creativity and emotional intelligence?

  • Think hard about how you begin to instill a high level of curiosity, creativity and problem solving in your people.

  • How can you encourage them to collaborate and work as part of a team? That’s the real core of retooling your workforce.

  • Is an employee a collaborator? Does he or she know how to use various social capabilities to solve problems? How open is this person to be doing just that?

  • NO matter how sophisticated the technology the company adopts, their business won’t be able to truly absorb it because they haven’t prepared their people.

  • Organizations need the right executive leadership team in place who actually appreciate how this type of transformation needs to happen.

  • You need the right culture. A company needs a culture that supports the type of transformation ahead;  breaking down silos and not letting hierarchies get in the way. It means thinking and deciding more quickly and, in most cases, embracing working in new ways.

The 4th Industrial Revolution =
Emotional Intelligence revolution.
What is the 4th Ind. Revolution?
4th Ind revolution

There has never been a time where intellectual and emotional intelligence

needed to go together as they do today and moving forward.

 10 competencies, 4 are purely social skills; the World Economic Forum defines these four skills:

o   Coordinating with Others: Adjusting actions in relation to others’ actions.

o   Emotional Intelligence: Being aware of others’ reactions and understanding why they react as they do.

o   Negotiation: Bringing others together and trying to reconcile differences.

o   Service Orientation: Actively looking for ways to help people.

All of these traits rely heavily on emotional intelligence, skills that can be learnt through Equine Assisted Learning. And if the recommendations of The World Economic Forum aren’t enough to convince you to adapt, or if you’re thinking that genius alone might suffice, research reinforces that people with strong emotional intelligence are more likely to succeed than those with high IQs or relevant experience.

Today, and moving forward, the question is about bridging the gap and bringing both together IQ and QE together, and then amplifying that blend: Intellectual + Emotional Intelligence go hand-in-hand.

Let's break this down in to practical terms:

IQ - Technical skills: Bill Gates said on the future of jobs: 'workers proficient in the subjects of science, mathematics, engineering and economics will be the agents of change for all institutions'. That of-course is understandable since there will be a compelling need for coding, programming, numerical, design and mechanical skills.

EQ - Personal abilities: the future is bringing  a fast-paced, complex, constantly evolving, interwoven world of connections, simulations and algorithms.  Employers, employees, leaders and organisations as a whole need to be equally fast-paced, complex thinkers, constantly evolving, flexible and interconnected; they need the right industry skills (numerical, scientific, technological, etc), but essentially, blended with core personal abilities such as:

  • Flexibility,versatility and adaptability to be equally fast-paced.

  • Critical-thinking, analytical skills and risk tolerance to efficiently resolving complex issues with minimal stress.

  • Quick learners, creativity, multi-skilled & multi-tasking to be constantly evolving without stress.

  • Balanced, focused and cognitively flexible to able to think through multiple concepts simultaneously 

  • Cooperative, collaborative and cross-cultural communicators to be interconnected 

Let's expand on a few skills emphasised globally as we speak:

-          Learnability: 'In an environment where new skills emerge as fast as others become extinct, employability is less about what you already know and more about your capacity to learn'. Jonas Prising, Chairman & CEO of Manpower Group

-          Creativity: "Combining creative skills (design, ideation & product development) and people skills (emotional intelligence)" Richard Branson, founder of Virgin Group and business magnate.  IBM survey of over 1500 CEO's from across the globe including Branson, cited creativity as the defining characteristic of tomorrow's leading organisations.

-          Social skills: David Demig, Associate Professor of Education & Economics at Harvard University, resembles the modern workplace with pre-school classrooms where we learn social skills such as empathy and cooperation, which later in the workplace show up as sharing, caring, collaboration and effective negotiation skills.

-          Service Orientation: "Human interaction in the workplace involves team production, with workers playing off of each other’s strengths and adapting flexibly to changing circumstances. Such non-routine interaction is at the heart of the human advantage over machines." A recent research paper by the National Bureau of Economic Research indicates that strong social skills will continue to become more important as robots and automation take more jobs. 

-          Multi-skilled: Sebastien Turbot, Curator & Director at World Innovation Summit for Education, says we need workers who combine "acumen with creativity, 'collaboration with good communication, and innovation with complex problem solving'.


 Some of the crucial areas addressed today that we must all contribute to:

-          Gender parity: closing the gap between male-female workforce participation. Some of the key skills needed & mentioned above, such as multi-tasking, critical thinking, analytical skills and collaboration are often mastered by women. We should hire by talent, not gender, to ensure maximising on potential and outcomes.

-          Youth involvement: up-skilling the younger generation & encouraging their participation in the workforce from an early age. The more exposed they are to early work experience, the better equipped and empowered they will be - technically & personally - to adapt and contribute in the work industry. Millennials are the future, so we need to look at them as such and engage them.

-          Education systems: align the education industry with the work industry. Invest in teaching people skills and emotional intelligence to equip them from early on to be versatile, adaptable, collaborative, understanding, effective, motivated, optimistic, hopeful and caring, so they can innovate, cooperate, interact, create and contribute.

-          Human Capacity: hire, train and invest in people's 21st century skills in the workplace. If we want workers with flexibility, adaptability, sociability and creativity, who are critical thinkers, quick learners, complex problem solvers, and are able to communicate, collaborate, innovate and generate results, then we need to invest in enhancing emotional intelligence as none of the above-mentioned skills are purely technical, but all rooted to personal competencies and abilities! Technical skills alone are no longer sufficient or relevant in today's digitally interconnected era, let alone tomorrow's virtually interwoven era.

-          Leadership - effective vs efficient: today leadership is about influence, impact and effectiveness in bringing people together towards a common goal. Tomorrow, it will be about efficiency and speed in taking people forward. As we move into this fast-paced, complex, constantly evolving and highly volatile era of innovation and creation, leaders need to be quick - not just effective - in all their attributes; quick decision making, quick problem solving, quick critical thinking, quick flexibility & quick adaptability, and most importantly, quick in leading & engaging others to move them and their organisation forward, fully aligned with the same speed & direction the work industry is going.        

If there is one consistent message from start to finish, it is in the importance of equipping ourselves with the right technical skills and the necessary personal skills. 

Employers, leaders, schools, organisations or government entities

How are you personally & collectively preparing yourselves and your people

for this 4th Industrial Revolution?

Equine Assisted Learning (EAL)
is a learner based educational and experiential experience with horses while NO riding is involved  
It is an effective approach to human development
that encourages Emotional Intelligence Development in participants.
What is EAL
What is EQ

EAL is Research backed

The EAL method is supported by a 5-year research study from the University of Calgary, Saskatoon and Regina. 

Equine Assisted Learning has proven to be useful, powerful, positive, educational, and creative in developing multiple types of life skills for individuals from diverse social background:


  • Self-awareness

  • Emotional awareness

  • Self-confidence

  • Self-control

  • Trustworthiness

  • Adaptability

  • Conscientiousness

  • Innovation

  • Achievement drive

  • Commitment

  • Initiative

  • Optimism

  • Critical thinking

  • Empathy

  • Service orientation

  • Developing others

  • Leveraging diversity

  • Understanding others

  • Communication

  • Leadership

  • Conflict management

  • Building bonds

  • Collaboration and cooperation

  • Team capabilities

  • Resilience

  • Problem Solving

ONLY HORSES offer this Opportunity!

  • Horses are prey animals: Emotions are created and regulated by the limbic system both in humans and horses; the horses’ limbic system is highly effective, and their flight instinct is very much operating; even though horses have been domesticated for centuries, their prey animal nature is still highly efficient and active making them “super emotions scanners”. A horse can hear a heart beat 3-miles away and will pick up any subtle changes in the human limbic system.

  • Horses give immediate feedback: Participants experience an immediate positive reinforcement to their emotional change because the horse’s behaviour will change as fast as the participant emotional state or behaviour changes. This also applies to energy within a group of participants, making EAL very efficient in team building exercises.

  • Horses are genuine!: Their feedback is consistent and reliable. A horse’s behaviour is ALWAYS the results of a specific stimuli.

  • Horses are large and powerful animals: Accomplishing a task with a horse despite its intimidating size; building trust with this majestic animal and being able to communicate with it without judgement is rewarding; it is a confidence builder for participants who, overcoming their fears and insecurities, will carry over the experience over to dealing with other challenges and intimidating situations.

  • Horse’s non-verbal communication system and perception are very acute, reliable, systematic and consistent; providing facilitators with opportunities for teachable moments that would not have been recognized otherwise. 

  • Horses socially function in a very structured and respected hierarchy that is never challenged without immediate and clear correction making a clear parallel with the workplace environment. Through the exercises, the horse is always a member of the team that other team members must communicate with; a lack of communication, team work or authenticity will be picked up by a horse before any humans can identify it, allowing facilitators an insightful view of the dynamics within a group or within an individual.

  • Horses will question contradictory behaviour:Horses will question and challenge the participants’ ability to lead. Each participant eventually learns that to be successful in the exercises, horses demand the development of honest relationships based on respect and trust which empowers individuals to carry the lessons into all aspects of life.

  • Horses create a positive emotional state: Recent studies conducted by the Institute of HeartMath provide a clue to explain the bidirectional "healing" that happens when we are near horses. According to researchers, the heart has a larger electromagnetic field and higher level of intelligence than the brain: A magnetometer can measure the heart's energy field radiating up to 8 to 10 feet around the human body. While this is certainly significant it is perhaps more impressive that the electromagnetic field projected by the horse's heart is five times larger than the human one (imagine a sphere-shaped field that completely surrounds you). The horse's electromagnetic field is also stronger than ours and can actually directly influence our own heart rhythm! Horses are also likely to have what science has identified as a "coherent" heart rhythm (heart rate pattern) which explains why we may "feel better" when we are around them. . . .studies have found that a coherent heart pattern or HRV is a robust measure of well-being and consistent with emotional states of calm and joy--that is, we exhibit such patterns when we feel positive emotions.

EAL follows the BuildingBlock™ Curriculum

  • Participants engage in objectives driven exercises and find themselves learning valuable insights about themselves and others and spontaneously seeking and achieving change in a fun and safe environment.

  • Horses provide opportunities to attain immediate, honest and observable feedback with cause and effect situations

Experiential learning relies on the value of personal and independent reflection from which insights will emerge as the participants interact in the group; experiential learning happens when;

  • A learning experience (a teachable moment) through the exercise/challenge is offered

  • Individuals are encouraged to reflect, describe, communicate ideas

  • Team and individuals come to conclusions drawn from reflection on specific situations at hand

  • Conclusions are followed by individually journaling the progress.

  • New learning is applied as a building block to previous experiences

  • A parallel is made between the learning moment and life


The focus is not on the “act of completion” of the exercise but rather each individual participant’s “Journey in Learning”.


  • EAL develops Emotional Intelligence via immediate, honest and observable feedback with cause and effect situations.

  • Improvement of personal awareness while enhancing verbal and non-verbal communication skills

  • BuildingBlock™ Curriculum allows repetition of skills through multiple approaches; at each session, participants will apply skills in multiple various ways: skills are read, heard and written at each sessions and applied multiple times through each session leading participants to build a habit in just 12 weeks.

  • Learn empathy and willingness to accept responsibility while developing healthy relationships

  • Receive insight into group dynamics while enhancing problem solving skills

  • Learning to breakdown defensive barriers and appreciate other team members

  • Development of patience while considering the needs of others

  • Empowerment to expand comfort zones while building confidence and self esteem

  • Being challenged in a non-judgemental way

  • Develop personal work ethics, responsibility and appropriate assertiveness

  • Learn the importance of hierarchy and appreciating the value of community

  • Provide an appreciation for differences and diversity

  • Ability to be smart risk takers and fair minded team players

  • Impulse control while improving decision making skills

  • Having fun while remaining mindful and engaged

EAL current applications:

  • Develop existing and future workforce needed skills

  • Youth/Adults Life and Professional Skills

  • Bullying Prevention and Resilience

  • At risk individuals

  • Physically or emotionally impaired individuals                        

  • Leadership development in schools and workplaces               

  • Team Building exercises

  • Personal Development

  • Mental Health and  Resilience to Stress

EAL Formula

Horses + Objective based Exercises + Effective Facilitation + Experiential Learning

= Positive Lasting Change 

Research on Equine Assisted Learning

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5-year University Research onUEquine Assisted Learning

Equine Assisted Learning in the Media

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Western Horse Review:

These unique programs are contributing to the wellbeing of First Nations youth

Strathmore Times: "It's helped him dealing with people, (.....) and taking it over to with the siblings and other kids," said Tammy, Chayton's mom.

Financial Press:

Bill Robinson, Vice President Human Resources, Husky Oil attests, “(...) working with horses (...)  can also be instrumental in developing effective teams that are aligned and working towards a common purpose. The fact that the benefits are evident almost immediately makes for a fantastic team building event that can actually produce results.

How Equine  Assisted Learning contributes to the wellbeing of First Nations youth in treatment for volatile substance misuse

When the youth are “actively engaged with the horses, they become their true self” one leader explained.

"Both the horses and the children may have had negative experiences with past relationships and are seeking trust and connection"

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