Skills shortages have been a significant topic of conversation across specific industries and the economy for many years. But perhaps what is new, is the increasing pace of technological change. Mark Onisk, Chief Content Officer, Skillsoft, talks about how companies need to not just fill immediate gaps but also prepare for future challenges.
In an era marked by rapid technological innovation and evolving market demands, 83% of organisations report significant skill gaps within their workforce. This alarming statistic highlights an urgent need for enterprises to proactively address employee capabilities and experience to remain competitive.
Given this context, making progress is not just about filling immediate gaps but also about preparing for future challenges. In particular, the contemporary workplace is shifting due to technological innovations, global connectivity and changing employee expectations. This reality makes it more critical than ever for businesses to cultivate environments where continuous learning and skills development are encouraged and embedded in the fabric of their organisational culture.
In many ways, this is nothing new – skills shortages have been a significant topic of conversation across specific industries and the economy for many years. However, what is perhaps different today is the sheer pace of change brought about by transformational technology trends. For example, the arrival of Generative AI (GenAI) is leading organisations to question what their skills and training requirements will look like in the years ahead. So, how can leaders and their teams focus their investment and efforts to ensure that learning and development (L&D) strategies meet the needs of their stakeholders?
- Build a learning culture
Although it represents a long-term commitment, establishing a learning culture is one of the most effective ways to promote continual skill development and adaptability, ensuring an organisation’s sustained competitiveness even as the world changes.
The challenge is that creating a learning culture within an organisation is a complex objective, requiring commitment from leadership and a well thought out strategy. Getting the foundations right is imperative, and organisations that can allocate specific times for learning activities, endorse participation in workshops and conferences and provide all the necessary resources and financial support for professional development will be in a good place to ensure it becomes a cultural norm. These initiatives convey that the business values continuous learning and is willing to invest to ensure its workforce is always focused on development.
Providing various learning resources is crucial to cater to diverse preferences and styles. Organisations can maximise inclusivity by offering multiple options, from online courses, in-person workshops, webinars and simulations to case studies, discussion circles and coaching. This approach also considers the different learning needs of employees based on their roles, experience levels and locations, making on-going learning attractive to all.
Recognising and rewarding learning efforts is equally important. Whether through public recognition, career advancement opportunities or financial incentives, acknowledging employees’ dedication to learning fosters a positive learning environment. It encourages continuous skill development as part of a cultural baseline. - Create the right environment
Cultivating a learning community within the organisation is essential for building long-term learning success. This involves creating platforms for employees to seek help, share insights and learn from each other. These interactions foster a collaborative learning environment and build a supportive network among employees.
Moreover, embracing a growth mindset within the organisation encourages employees to view abilities as skills that can be developed through dedication and hard work. This perspective motivates them to embrace challenges and step out of their comfort zones.
A safe learning environment is also critical. Employees should feel free to ask questions and make mistakes without fear of judgment. This openness encourages experimentation and innovation, leading to a more dynamic and adaptive workforce. Creating the right environment is also about aligning learning initiatives with organisational goals to put learning in a broader context, demonstrating its relevance and importance in achieving business objectives. - Optimise upskilling
Upskilling has a considerable role in ensuring modern organisations remain adequately resourced and adaptable. In particular, understanding the current skills inventory is the foundation of any learning and development programme. Many teams increasingly use various types of assessments to identify skill gaps and potential risks, and this understanding enables them to tailor their upskilling initiatives to impart knowledge and equip employees with the skills necessary to perform their roles effectively.
Effective upskilling is also a question of mindset. In today’s digital-first environment, it could be argued that every organisation is a technology company, regardless of its core business. This reality necessitates rapid upskilling of digital skills, particularly those reshaping job roles.
In addition, selecting the right training partner is crucial. Several questions should guide this decision: Does the partner offer relevant content? Is their material updated promptly to reflect emerging technologies? And, importantly, can they align with the organisation’s skills framework? The answers to these questions ensure that the training provided is effective, timely and in sync with the organisation’s objectives.
With all these considerations in place, measuring the success of upskilling initiatives should also be prioritised. Ideally, it should go beyond tracking course completions to evaluating the pace of skill acquisition, the application of these skills in practical job roles and the value derived from training partnerships. - Leverage digital learning tools Online Learning Management Systems (LMS) and digital e-learning platforms are essential in ensuring L&D strategies remain relevant and effective. The best examples offer diverse courses accessible anytime and anywhere and cater to the varied needs of an international or remote workforce by providing the flexibility and personalisation necessary for the best learning experiences.
In addition, platforms with AI models for skill transformation must be considered. These platforms prescribe a comprehensive and seamless pathway for any organisation looking to achieve a range of performance outcomes, from literacy to competency to proficiency and mastery, via a blend of modalities, improving the richness of learning for all. By aligning these learning experiences with the desired performance outcome based on audience and job role, enterprises can improve their AI ‘maturity level’ and workforce capability. Ultimately, with the correct application and training, GenAI will impact what we learn through the curriculum and skills we focus on, how we learn by leveraging the immersive capabilities of GenAI and how we work to realise the greatest benefits of the technology.
In addressing a current or looming skills gap, a comprehensive approach not only puts organisations in a strong position to bridge current skill gaps but also positions them to adapt swiftly to future challenges and opportunities, ensuring sustained growth and competitiveness in a rapidly evolving technology-led landscape – all essential qualities for success in the years ahead.
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