2 phase shifts are happening with AI and GTM which are changing the way people work and the skills they need. Today advances in technology are changing the demand for skills at an accelerated pace. The 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗵𝗮𝗹𝗳-𝗹𝗶𝗳𝗲 𝗼𝗳 𝘀𝗸𝗶𝗹𝗹𝘀 is 𝗻𝗼𝘄 𝗹𝗲𝘀𝘀 𝘁𝗵𝗮𝗻 𝗳𝗶𝘃𝗲 𝘆𝗲𝗮𝗿𝘀, and in some tech fields it’s as 𝗹𝗼𝘄 𝗮𝘀 𝘁𝘄𝗼 𝗮𝗻𝗱 𝗮 𝗵𝗮𝗹𝗳 𝘆𝗲𝗮𝗿𝘀. Companies have a critical role to play in addressing this challenge, and it’s in their best interests to get going on it in a serious way right now. Among those that have embraced the reskilling challenge, only a handful have done so effectively, and even their efforts have often been subscale and of limited impact, which leads to a question: 𝗡𝗼𝘄 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝗳𝗼𝗿 𝗮 𝗿𝗲𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴 𝗿𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻 𝗶𝘀 𝗮𝗽𝗽𝗮𝗿𝗲𝗻𝘁, 𝘄𝗵𝗮𝘁 𝗺𝘂𝘀𝘁 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗱𝗼 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗶𝘁 𝗵𝗮𝗽𝗽𝗲𝗻? 1️⃣ Reskilling Is a Strategic Imperative 2️⃣ Reskilling Is the Responsibility of Every Leader and Manager 3️⃣ Reskilling Is a Change-Management Initiative 4️⃣ Employees Want to Reskill—When It Makes Sense 5️⃣ Reskilling Takes a Village Source: HBR You are not alone. We are here to help. This is exactly why we built BigSpring and it is in our DNA.
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In the age of AI, reskilling is racing up the organisational agenda. And there's an important distinction between reskilling vs upskilling: developing competencies in a completely new domain vs enhancing existing skills. Harvard Business Review has written about the 'five paradigm shifts' being observed, as companies start to think about how, why and when to reskill. https://lnkd.in/eJBBB_UR | Reskilling is a strategic imperative | Reskilling is every leader and manager’s responsibility | Reskilling is a change management initiative | Employees want to re-skill when it makes sense | Reskilling takes a village Many of us, at the mid-point of our lives, instinctively seek out a career pivot. More often than not motivated by a desire to align what we do with who we are - the quest for purpose and self-actualisation. So perhaps a positive reframe is possible? Amidst all the AI-driven uncertainty and anxiety, can we embrace organisational reskilling programs as an opportunity - a platform for personal and professional reinvention?
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🚀 Embrace Change, Secure the Future: The Power of #Reskilling! 🌏 The world is evolving at a breathtaking pace! 🔍 Did you know that by 2030, it's estimated that 85 million jobs may be displaced due to automation, #AI, and #technology? Yet, here's the good news: with every challenge comes an opportunity. 💡 #Reskilling is the key! It's not just an option; it's a necessity for the workforce of tomorrow. Here's why: 1️⃣ #Future-Proofing: Reskilling equips you with the skills that match the future job market. It's your shield against obsolescence. 2️⃣ Economic #Prosperity: A well-prepared workforce drives economic growth. For every dollar invested in reskilling, the economy gains multiples in return. 3️⃣ Global #Competitiveness: Nations with adaptable, skilled workforces lead the global stage. 🌐 4️⃣ Personal #Empowerment: Embracing change through reskilling empowers individuals to take charge of their careers and create lasting impact. Let's not fear change; let's seize it! 🚀 Invest in reskilling now💪🌟 #ReskillForTheFuture #EmbraceChange #FutureOfJobs
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Embracing the reskilling revolution: Preparing your workforce for the future 🚀 In this era of rapid technological advancements, reskilling has emerged as an urgent call to action. The widespread integration of advanced technology and generative AI in all industries is transforming the job landscape at an unprecedented pace. According to the Organization for Economic Co-operation and Development (OECD), around 1.1 billion jobs are expected to be impacted by technology by the end of this decade. To navigate this evolving landscape successfully, organizations must prioritize reskilling their employees as a crucial first step towards future success. Here are a few steps to help you steer the transition. 🎯 Identify Future Requirements: Kickstart your reskilling strategy by comparing your organization's future needs with your current workforce. 📊 Quality Assessments & Master Coaching (courtesy of Metaxio!): Conducting in-depth skills assessments and engaging Master Coaches to create personalized development plans for individuals or teams are key components of your action plan. 💡 Mutual Gains: Align company needs with personal aspirations to encourage employees to embrace reskilling, enhancing their value to the organization and securing their careers for the future. 🤝 Smooth Transition: Acknowledge the personal impact of reskilling and provide Master Coaching and support to address anxieties and doubts, ensuring effective change management. 🔝 Unlock Potential: Embrace the reskilling revolution as an opportunity for growth and advancement. Bridge skills gaps, unlock new career paths, and elevate overall potential. 🔧 Human & Technology Interaction: Cultivate a workforce equipped to navigate the dynamic interplay between humans and technology, guiding technology with human insight and judgment. By conducting quality assessments, adopting robust coaching programs with qualified Master Coaches, and prioritizing reskilling, organizations can provide their workforce with the necessary skills to thrive in the near future. If you're interested in delving deeper into this topic, Metaxio can help you address the reskilling challenge everywhere in the world in the language of your choice. Together, let’s create a future where human potential and cutting-edge technology work hand in hand to achieve remarkable and sustainable results. 🌟
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“Reskilling in the age of AI” By Jorge Tamayo, Leila Doumi, Sagar Goel, Orsolva Kovacs-Ondreijovie, Raffaella Sadum Harvard Business Review 9-10/2023 Advance in technology at an accelerated pace changes organisations’ demand of skill sets unprecedentedly to meet expected tougher market environment, the research suggested that 5 paradigm should be well aware of. 1) Reskilling is a strategic imperative Making reskilling a strategic imperative allows organisations to build competitive advantage quickly by developing talents that are company-specific and not readily available in the market. Besides, this reduces layoffs and build in-house talent pool for future needs as well. 2) Reskilling is the responsibility of every leader and manager Top management should ensure the management teams understand the shared responsibility for implementing reskilling programs and there should be metrics link with performance assessment. 3) Reskilling is a change-management initiative Organisations should review the talent demand and supply both internally and externally. Besides, the recruitment policy should be changed by considering reskilled staffs after proper evaluation. It is commonly happened that middle managers considering the reskilled candidates aren’t the best candidates of the vacancies, so middle managers should be involved in design and delivery of reskilling program so as to avoid the misconception. It is also found that if the destination job roles are clearly described in advance, the reskilling programs are more effective and this matches and integrates reskilled staffs. 4) Employees want to reskill Reskilling is time and energy demanding for staffs, in order to make the program works, staffs should be treated as partners with respect, especially that happens with job loss. Moreover, the reskilling program should offer some degree of guaranteed outcomes, it is quite obvious staffs do make costs and benefits analysis on their own on reskilling programs. Furthermore, it is better if intensive training takes place in official working hours, otherwise, staffs will burnout given the energy and mental space is limited. 5) Reskilling takes place in an ecosystem Organisations intend to arrange a reskilling program can work with other industry players by partnership. They can also partner with nonprofits to reach diverse talent. In addition, it is always a good option to cooperate with local colleges and training providers. In this rapid changing era, organisations will develop ways to learn from the today reskilling investment.
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Reskilling nonprofits for fundraising in the Age of AI is going to take more than a few online courses and new hires. It's a full change management project requiring strong leadership, significant investment, and cultural buy-in across the organization. This Sept/Oct Harvard Business Review article (summarized below in Dionís Guzmán's post) maps out key 'reskilling in times of disruption' challenges ahead for organizations of all types, including nonprofits and charities. 5 paradigms to start with: 1. Reskilling Is a Strategic Imperative 2. Reskilling Is the Responsibility of Every Leader and Manager 3. Reskilling Is a Change-Management Initiative 4. Employees Want to Reskill — When It Makes Sense 5. Reskilling Takes a Village
The future of work isn't about fearing AI, but embracing it as a transformative tool. This article from Harvard Business Review sheds light on the evolving landscape of work in the era of AI: [ 1 ]Reskilling Is a Strategic Imperative During times of disruption, when many jobs are threatened, reskilling initiatives are critical, because they allow companies to build competitive advantage quickly by developing talent that is not readily available in the market and filling skills gaps that are instrumental to achieving their strategic objectives—before and better than their competitors do. [ 2 ]Reskilling Is the Responsibility of Every Leader and Manager Traditionally, reskilling is considered part of the overall corporate-learning function and implementation of the program is often siloed within HR, and its failure or success is measured very narrowly—in terms of the number of trainings delivered, the cost per learner, and similar training-specific metrics. Reskilling investments need a profound commitment from HR leaders, of course, but unless CEOs take the leap and decide to championship this challenge it’s very hard to obtain the relentless and distributed effort that such initiatives require to succeed. [ 3 ]Reskilling Is a Change-Management Initiative To design and implement ambitious reskilling programs, companies must do a lot more than just train employees: they must create an organizational context conducive to success. To do that they need to ensure the right mindset and behaviors among employees and managers alike. From this perspective, reskilling is akin to a change-management initiative, because it requires a focus on many different tasks simultaneously. [ 4 ]Employees Want to Reskill—When It Makes Sense Many of the companies admit that one of their biggest challenges was simply persuading employees to embark on reskilling programs. That’s understandable: Reskilling requires a lot of effort and can set a major life change in motion, and the outcome isn’t guaranteed. But workers may be more willing to engage in reskilling than prior data suggests. BCG data shows, for example, that 68% of workers are aware of coming disruptions in their fields and are willing to reskill to remain competitively employed. [ 5 ]Reskilling Takes a Village Companies have tended to think of reskilling as an organization-level challenge, believing that they have to do the job by and for themselves. But many of the companies where we interviewed have recognized that reskilling takes place in an ecosystem in which a number of actors have roles to play. Governments can incentivize reskilling investments by means of funds, policies, and public programs; industry can team up with academia to develop new skill-building techniques; and NGOs can play a role in connecting corporate talent needs with disadvantaged and marginalized talent groups. Coalitions of companies may be more effective at the reskilling challenge than single organizations are.
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Reskilling: A Strategic Imperative for Companies in the Age of Automation and AI In the coming decades, millions of workers will need to be reskilled to adapt to the rapidly changing technological landscape. Companies have a critical role to play in this process, but to date, few have taken it seriously. In an article published in the Harvard Business Review, authors Leila Doumi Sagar Goel Orsolya Kovacs-Ondrejkovic Raffaella Sadun & @Jorge Tamayo present 5 new paradigms for leaders and employees: https://hbr. org/2023/09/reskilling-in-the-age-of-ai 1. Reskilling is a strategic imperative. Companies need to invest in reskilling to remain competitive and ensure that their workforce has the skills required to succeed in the future. 2. It is the responsibility of every leader and manager. Reskilling cannot be delegated to HR or other departments. Every leader and manager needs to be involved in identifying and developing the skills of their team members. 3. Reskilling is a change-management initiative. Reskilling is not just about teaching people new skills. It is also about creating a culture of continuous learning and adaptation. 4. Employees want to reskill—when it makes sense. Employees are more likely to participate in reskilling programs if they believe that the new skills will be valuable to them and that they will have the opportunity to use them in their work. 5. Reskilling takes a village. Companies cannot reskill their workforce on their own. They must partner with educational institutions, government agencies, and other organizations to create a comprehensive reskilling ecosystem. Companies that embrace these paradigm shifts will be better positioned to succeed in the age of automation and AI. In short, reskilling is essential for companies to remain competitive in the rapidly changing technological landscape. Every leader and manager needs to be involved in this process, and companies need to create a culture of continuous learning and adaptation. Employees are more likely to participate in reskilling programs if they believe that the new skills will be valuable to them and that they will have the opportunity to use them in their work. Companies must also partner with other organizations to create a comprehensive reskilling ecosystem. #reskilling #automation #aiandbusiness #talentmanagement
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According to Boston Consulting Group (BCG) here are five factors that organizations must address to thrive in this rapidly evolving era of automation and AI. 1️⃣ Reskilling is a strategic imperative. 2️⃣ Reskilling is the responsibility of every leader and manager. 3️⃣Reskilling is a change management initiative. 4️⃣Employees want to reskill when it makes sense. 5️⃣Reskilling takes a village.
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