Bringing Upskilling to life
Like it or not, upskilling, reskilling, cross-skilling etc… is going to be big news in 2023. Josh Bersin has highlighted it as one of the biggest HR trends for 2023. Deloitte are going big on Skills Based Organisations.
Whilst I’ve been thinking about this from an L&D perspective, two smarter people had already been on the case. So I absolutely recommend you read Teresa Rose & Markus Bernhardt’s series of articles published via the Learning Guid, looking at the challenge we face in upskilling, and diving into the legacy of competency models. (The first two articles are here & here.)
I don’t think I can add to those articles. I think they do a great job of highlight the need, the background, pitfalls, and the way forward.
It’s not surprising that my thinking is concerned with HOW.
Yesterday I wrote this post on LinkedIn…
A simplified approach to upskilling:
A connected vision: align all relevant stakeholders
Identifying need & priorities: what data proves the skills gap?
Define skills: what do they actually look like in your org?
Measuring & benchmarking: how can you assess your people?
User journey mapping: what is the journey to growth?
Design & delivery: insight led design, personalised & relevant
Mapping it out
This morning I had a quick play in Miro to try and explore what that might look like. There’s a lot of moving parts. But I think it’s doable with the right care & effort.
What do you think? What’s missing? I’m keen to explore & expand this.
So the big thing in upskilling is that many orgs cannot assess the skills of their staff in any meaningful way. They struggle with to define those skills at a granular enough level. And then they lack robust assessment mechanisms if the skill is hard to tie back to objective measurements 100% (which most skills are). So I’d like to see your model zeroing in further on these areas.