If the words “upskill” and “reskill” are bantered about by executives in your organization, there’s a big opportunity for you to demonstrate your value. And if they’re not, they should be. According to LinkedIn Learning’s Workplace Learning report, L&D leaders’ abilities to identify, assess, and close skills gaps topped the learning and development priority list.
Here are some fast facts:
• The World Economic Forum predicts that employees will need an average of 101 days of reskilling and upskilling in the period leading up to 2022. That’s less than two years away.
• On average, the shelf life of a skill is less than five years.
• Soft skills have been identified as the skills of the future and are growing in importance. They transcend individual jobs and cannot be replaced by automation, digitization, and artificial intelligence.
How can you leverage this situation to demonstrate your value? Competency models identify what organizations need people in particular roles to do for the organizations to succeed and create competitive advantage. These models intrinsically motivate people to mastery, ensure people remain relevant as skills change, and provide people with road maps for how to be great. If the competency models define the required skills, then you need to make sure you have or create competency-based learning to close the gaps.
In this webcast, you’ll learn how to:
• Create a thriving competency-based learning initiative.
• Identify, assess, and close skill gaps.
• Recognize what type of competency-based learning works to build skills of the future.
• Help employees learn how to learn.
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Cheryl Lasse is SkillDirector’s managing partner. Her goal is helping people and companies achieve their potential. She has extensive experience with competency model development and implementation and enjoys sharing her knowledge and passion with others. She believes people are intrinsically motivated to excel if they are given access to a competency model for their role, the opportunity to assess themselves against that model, and personalized learning to help them close gaps and meet aspirational goals. This philosophy has been embodied in the Self-Directed Learning Engine, the engine behind the ATD Skill Tracker. Lasse has a strong background in consulting, marketing, and sales—mostly in technology companies—in which training has played a chief role throughout her career. She holds bachelor’s degrees from Syracuse University in computer science and HR and a master’s of business administration from the University of South Florida.
Lesley Roddam is SkillDirector’s customer success manager. She has extensive experience applying technology to achieve organizational impact in various settings. She shares her passion for lifelong learning with customers by helping them maximize the value they deliver to their organization. This results in the ability for their people be great at their jobs. Roddam holds a bachelor’s degree in computer science from the University of Florida.
