Prepare your employees for growth
Recently, LinkedIn released the results of a user survey as a list of the top 11 in-demand skills in 2024. [1] According to LinkedIn research, those skills are:
Adaptability Communication Customer Service Leadership Project Management Management Analysis Teamwork Sales Problem Solving Research
Their research revealed that more than half of LinkedIn users will have jobs that will be enhanced or disrupted by AI in the future, but the human element remains important and the value of soft skills is now increasing. It has increased even more than before. Think about it. Most of the skills listed involve human interaction.
Identify skill gaps and choose the right learning partner for success
How do you decide which of these skills are most needed for your organization’s success?Organizations want to hire people who already have strong communication, adaptability, interpersonal, and leadership skills when they hire them. Developing those skills within your workforce could be a way to gain a competitive advantage.
Finding your biggest needs is part of what a good learning service provider (LSP) can do for your organization. This is why partnering with the right LSP is key to creating a training plan that drives progress and excellence.
A good LSP will be able to:
Analyze your organization’s company and team needs Identify soft skills gaps based on current training and other factors All pieces of the puzzle, including interviews with subject matter experts (SMEs) and stakeholders Research that considers internal voting and interviews with stakeholders
For example, the American Organization for Nursing Leadership (AONL) sought to help experienced nurses face the challenges of transitioning from clinical to managerial roles. They partnered with AllenComm to uncover the skills nurses need most to prepare them to meet this challenge head-on. AllenComm spoke with nursing SMEs and other AONL stakeholders to find out several things, including how these nurses need flexible training programs that increase their confidence and awareness and provide them with the support they need to succeed. I made my needs clear. AllenComm also identified the appropriate objectives, structure, gaps, and required content for the program. We then designed and developed a program to meet those objectives and needs.
Start now for future success
In an ever-changing business environment, companies must be proactive in developing employees who are equipped with the right skills and ready to face challenges. Learning leaders like you need to look ahead and prepare for 2025 by creating a plan now to address critical skill development training needs and adjust as the landscape changes and evolves. This early preparation supports the organization’s growth plans and allows time to gain stakeholder buy-in.
We need workers who are ready to respond to change efficiently and effectively. This level of agility creates a more agile organization in the face of industry and economic change. According to ATD, organizations with agile training and development strategies thrive in unpredictable and rapidly changing environments. [2] These organizations adapt more quickly to technological advances, market changes, and new business models. However, an organization’s agility depends on the capabilities of its employees. Employees with the trait of agility are more resilient and adaptable and are able to take advantage of new opportunities. Take a moment to think about how you can support the development of employee agility to drive organizational growth.
Prepare for growth through skill development
Organizational growth requires strategic planning and skill forecasting to drive success. It’s not just about improving the skills of your employees. By investing in your team as individuals with unique needs and goals, you can grow your business over the next year. This preparation improves employee satisfaction and allows you to start new initiatives at the beginning of the year rather than playing catch-up later. According to the World Economic Forum’s Future of Work Report 2023, almost half of all employees will need to be reskilled by 2025 to keep up with changes in technology and business. [3] By proactively putting the right skills training at the top of your list, you can create a more resilient workforce that can effectively contribute to your growth efforts. This preparation includes technical skills and essential soft skills such as communication, leadership, and problem solving, which are essential for innovation and strong team dynamics.
Ensuring stakeholder buy-in for effective implementation
One of the key challenges when launching a strong skills development program is getting buy-in from other departments and stakeholders. Stakeholders need to understand that investing in training now will have long-term benefits, including increased productivity and employee retention. Brandon Hall’s research highlights the importance of aligning L&D efforts with business objectives to gain executive support. Clear communication about the value of these programs, backed by data on ROI, helps ensure leaders are on board. Involving stakeholders early in the planning process, listening to their views, and demonstrating how corporate training aligns with strategic goals can increase commitment to initiatives. can.
Determine the right skills for future success
Having a clear idea of where to start with upskilling/reskilling your team will help you focus on the business-critical skills your organization needs. Recognizing the different types of skills required by employees, anticipating future developments, and preparing for upcoming changes are important steps to success. By partnering with an experienced learning consultant, your organization can gain strategic insight, tailor your training programs to meet future challenges head-on, and get a strong start into next year.
Skills development can often be divided into three categories:
Professional development skills. These focus on how the individual wants to grow personally and are optional. Job requirements or gap-filling skills. This may include a certification, part of a degree, or part of a promotion. Organizational goal-driven skills. One example might be upskilling your sales team to become product experts and better articulate value in conversations with customers.
A good LSP comes into play by identifying the skills that your organization most needs to work on. LSPs can collect and analyze the right data to determine the right skills that will best move the organization forward. Seasoned LSPs meet with leaders, business units, and other stakeholders to uncover skill needs, whether soft or hard, that are critical to future success. We then design skills development programs that make it easier to adapt to future initiatives, guide where to invest your training and development budget, and address complex challenges within your company.
For example, the International Association of Fire Chiefs (IAFC), an organization of leaders representing firefighters and emergency responders, aims to increase the number of paid and volunteer firefighters with the skills needed to respond to the growing number of incidents and calls for service. They needed a learning solution to train first responders. We provide services to our community while maintaining high standards of service.
IAFC partnered with AllenComm to conduct the skills training. This equips fire department personnel with the necessary skillsets to transition into combination teams when needed, builds a collaborative team culture to work together effectively to protect and serve, and provides a strong commitment to the community. Developed interpersonal leadership skills for successful advocacy. AllenComm has designed and created three customizable, versatile and adaptable learning solutions that allow learners to choose and take only the courses they need.
Choosing a learning solution for long-term success
To start the new year off right, you need to implement a skills training solution that provides a strong learning foundation and a learner experience (LX) tailored to the needs of your learners. An experienced LSP will have the ideal combination of tools to achieve your organization’s goals, including a content library, industry association partnerships, and a customized LX platform designed to attract and retain learner interest. can be recommended.
conclusion
L&D leaders must start now by evaluating their current training programs and defining their strategic goals for the coming year. This includes identifying existing skills within the team, identifying gaps that may impact future efforts, and ensuring alignment with broader organizational goals. By proactively addressing these areas, companies can prepare their employees for growth and increase their ability to adapt to challenges and change.
Partnering with a professional learning consultant or LSP can be beneficial for organizations looking to effectively create or coordinate skills development programs. Our skilled partners can help you analyze your needs, design solutions, and develop training that meets your business goals and supports your employees’ unique growth journeys. Companies like AllenComm bring the expertise to create customized e-learning solutions that close skills gaps and prepare teams for future demands. By focusing on strategic readiness and providing the right support, organizations can build resilient, skilled workforces that can excel in 2025 and beyond.
References:
[1] Most in-demand skills in 2024
[2] From Fragile to Agile: The Future of Learning and Development
[3] “Future of Work” Report 2023
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