Leaping over the skill gap with the power of skill agility

The global business environment is changing faster than ever before. But here’s the thing: who’s really coming out on top? Surprisingly, studies show that 70% of employees lack the skills they need to truly succeed at their jobs, and an equal percentage of managers aren’t satisfied with their company’s learning and development (L&D) programs. This means that the training being offered isn’t making a real impact on businesses, which leads to even less investment in L&D initiatives. It’s a never-ending cycle that’s holding us back.

What if we could turn things around? Here’s the truth: organizations and learning leaders need to be constantly adapting to stay ahead of the game.

It’s so much more than a skills gap

Being adaptable means knowing the skills you have right now and the ones you need to achieve your goals in the future. You might have a skills gap, either on an individual level (where you lack the skills for your dream job) or at an organizational level. So, do you know what skills your organization needs? If you do, you’re already one step ahead because you’ve figured out what you have and what you’re missing.

Let’s call this skill agility—our ability to respond to business challenges and develop skills at the same pace as the market.

Achieving skill agility involves a few key steps: assessing, bridging, and cultivating the necessary skills. 

1. Assessing
2. Bridging  
3. Cultivating

“Today’s learning landscape is undergoing a substantial evolution in not only the way people operate at work but what’s needed of the work itself. Businesses and jobs are deemphasizing titles and requiring new unique skillsets, as rapid advancements due to automation and artificial intelligence (AI) threaten to render obsolete a vast majority of technical roles and amplify the importance of human-centered competencies.”

Corporate Learning Network: Unboxing Skill Agility

Assess: Identifying What You’ve Got

Once you know what skills you need, it’s time to figure out what skills you already have within your workforce. This involves taking stock of educational achievements, work experience, training, and assessments done by individuals or their managers. A good starting point is to look at job descriptions. After all, when people joined your organization, they were likely assessed for the skills needed for their specific roles. You might be surprised by the hidden talents your team possesses, skills that you haven’t tapped into yet!

You can bridge the gap through various strategies. While hiring new talent or acquiring skills externally can be an option, the best approach is often focusing on internal skill development. Trust me, this isn’t some optional extra—it’s the key to success. The skills your organization needs are always changing, and the only way to keep up is by being adaptable and proactive.

Here are a few first steps to take:

1. Review Job Descriptions: Start by examining the job descriptions of your employees. When they were hired, they were likely assessed for the specific skills needed for their roles. This can give you valuable insights into the existing skill sets within your workforce.
2. Educational Achievements: Look into the educational backgrounds of your employees. Identify any formal education or certifications that may contribute to their skill sets.
3. Work Experience: Consider the previous work experiences of your team members. Past roles and responsibilities can reveal additional skills that may be relevant to their current positions.
4. Training and Development: Evaluate the training and development programs your organization has offered to employees in the past. Determine if these programs have effectively equipped employees with the necessary skills.
5. Assessments: Gather data from performance evaluations, skill assessments, and any other relevant tests or assessments conducted by individuals or their managers.

Bridging: Closing the gap 

Once you have identified the skills your organization needs and have assessed the current skill set of your workforce, the next step is to bridge the skill gap. This involves taking proactive measures to ensure that your employees acquire the necessary skills to meet the evolving demands of the business environment. Here are some strategies to bridge the gap:

1. Internal Skill Development: Focus on developing the skills of your current employees. Provide them with training opportunities, workshops, and resources to enhance their abilities. Internal skill development not only helps address the skill gap but also boosts employee engagement and loyalty.
2. Tailored Learning Programs: Design learning programs that align with the specific skill requirements of different roles within your organization. Customized training can address skill gaps more effectively than generic training approaches.
3. Continuous Learning Culture: Foster a culture of continuous learning within your organization. Encourage employees to take ownership of their skill development and provide them with the tools and support they need to grow professionally.
4. Mentoring and Coaching: Implement mentoring and coaching programs to facilitate knowledge transfer and skill development. Seasoned employees can share their expertise with newer team members, promoting skill development in a practical and supportive manner.
5. External Skill Acquisition: While internal development is essential, don’t overlook the potential benefits of hiring new talent or collaborating with external partners who possess the required skills.

By actively bridging the skill gap through these strategies, your organization can stay agile and adaptable in a rapidly changing business landscape.

Cultivating: continued growth

Cultivating skill agility is an ongoing process that involves staying ahead of the curve and proactively preparing for future skill demands. Embracing skill agility ensures that your organization is not just surviving but thriving in a dynamic business environment. Here are some key steps to cultivate skill agility:

1. Anticipate Future Skill Needs: Continuously monitor industry trends and anticipate the skills that will be in high demand in the future. Stay informed about technological advancements, market shifts, and changing customer needs.
2. Upskilling and Reskilling: Invest in upskilling and reskilling initiatives to prepare your workforce for future challenges. Identify skills that will become increasingly important and provide training opportunities to develop those skills.
3. Agile Learning Platforms: Utilize agile learning platforms and technologies that enable employees to access learning resources on-demand and at their own pace. Embrace innovative learning methods such as microlearning and gamification to make skill development engaging and effective.
4. Empower Employees: Encourage a growth mindset and empower employees to take ownership of their skill development. Offer them the autonomy to explore new areas of interest and provide opportunities for them to apply their newly acquired skills.
5. Measure and Adjust: Continuously measure the effectiveness of your skill development initiatives. Gather feedback from employees and managers to understand their needs and adapt your strategies accordingly.

By cultivating skill agility within your organization, you equip your workforce with the tools and mindset necessary to navigate the ever-changing business landscape with confidence and adaptability.

Looking Ahead

From 2015 to 2021, skills needed for the same job have changed by about 25% globally. By 2025, experts predict that members’ skills will have changed by a staggering 40%. This just goes to show how crucial it is to stay ahead of the curve and be prepared for the evolving skill demands of the future. Embracing skill agility means you’re not just surviving, you’re thriving.

In this fast-paced business world, we can’t afford to ignore the need for constant adaptation. The sad reality of skill gaps and dissatisfaction with L&D initiatives calls for a proactive shift towards skill agility. By identifying the required skills, assessing what you already have, and prioritizing skill development, you can break the cycle and embrace the power of skill agility. This will not only lead to your success but also empower you to navigate the ever-changing business landscape with confidence and flair.

Accelerate learning with Totara

We’ve barely scratched the surface of adapting to the future with skills. Ready to dive deep? Watch Lars Hyland, CLO at Totara and Lori Niles-Hofmann, Senior Learning EdTech Strategist as they discuss what steps HR can take now to prepare their people and organizations for the challenges ahead.