Strategies for Skills Development and Transformation

Over the past 10 weeks, I’ve interviewed 35 talent and learning leaders at Fortune 1000 companies for a report I’ll be releasing this fall. One of my favorite questions has been the very first one: 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐭𝐨𝐩 𝐭𝐡𝐫𝐞𝐞 𝐩𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐞𝐬 𝐫𝐢𝐠𝐡𝐭 𝐧𝐨𝐰?” With 105 priorities and counting, the responses vary widely given differences in industry, scope, and role (VP of Learning, talent, talent management, leadership development) but here is a slice of what has been shared so far: ➡️ AI and work transformation: Clarify what AI means for the workforce, its implications for roles, and how teams can adopt it to accelerate development and efficiency. ➡️ AI Coaching Pilot: Launch an AI-powered coaching pilot program across the organization to scale leadership development support. ➡️ Generative AI Upskilling: Upskill employees and leaders to effectively use generative AI in day-to-day work ➡️ Future of Work & Workforce Planning: Prepare for disruptions to job architecture by integrating human and digital workforces. Rethink responsibilities, structures, and collaboration models. ➡️ Change management: Embed change management capabilities at all levels, particularly around AI adoption. ➡️ New leadership Behaviors: Equip leaders with new capabilities to thrive in a changing environment, including adaptability, resilience, and the ability to lead in an AI-augmented workplace. ➡️ Skills and Career Paths - Creating paths by prioritized skills in our organization ➡️ Rethinking the Function: Redesign the talent and learning function to reflect disruption caused by AI ➡️ Change Leadership: Navigate a period of executive turnover and transition by stabilizing the leadership team, clarifying roles, and building confidence with functional business leaders. ➡️ Facilitating Connection: Partnering with our employee experience and workplace teams to use in-office team days for learning and connection ➡️ Linking Performance and Development: Redesign performance processes to connect directly to development, helping employees understand what growth means in practical and tangible terms. ➡️ Manager Development: Continue to strengthen manager capability and resources, ensuring managers are equipped to drive performance and support employee development ➡️ VP and SVP Development: Support and accelerate the growth of new vice presidents and senior vice presidents as they step into expanded leadership roles. ➡️ Building a Leadership Bench : Develop and execute a strategy for strengthening the leadership bench, with a focus on preparing our Top 200 leaders ➡️ AI/Learning : Using AI internally within the learning function and focusing on key skills in AI for client-facing practitioners ➡️ Academies For AI/Data Roles: Developing and rolling out an academy for our AI & Data Product Employees I’d love to hear your perspective: What stands out most to you about this list, or what themes are you seeing in this list?

If you’re looking to build your skills in HR Transformation & People Operations, a few reflections from my own journey: 💡 Focus areas that matter: - Understand the business model – transformation starts with how people drive growth and culture. - Operate at both levels – the macro (strategy, governance) and the micro (process, experience). - Balance tech with humanity – systems scale, but culture sustains. - Prove impact with data – without metrics, it’s just a story. - Partner broadly – HR doesn’t transform in isolation. - Embrace ambiguity – often you’re building the plane while flying it. 🌍 Where I first built these muscles: At GE, leading mobility and shared services across APAC and Africa. At Meta, navigating crisis and operations globally. And at Braze, rebuilding the APAC People Team for both structure and speed in a high-growth SaaS context.

A country’s true strength lies 𝐢𝐧 𝐢𝐭𝐬 𝐩𝐞𝐨𝐩𝐥𝐞'𝐬 𝐩𝐫𝐞𝐩𝐚𝐫𝐞𝐝𝐧𝐞𝐬𝐬 𝐭𝐨 𝐚𝐝𝐚𝐩𝐭, 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐝𝐞𝐥𝐢𝐯𝐞𝐫. Yet, as per the Institute for Competitiveness, a staggering 88% of India’s workforce remains in low-competency roles. As India positions itself as a manufacturing and innovation hub—from diamond cutting in Surat to semiconductor fabs in Dholera, from pharma clusters in Hyderabad to FMCG warehouses across North India—we need to ask: 𝐀𝐫𝐞 𝐰𝐞 𝐭𝐫𝐮𝐥𝐲 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐨𝐮𝐫 𝐲𝐨𝐮𝐭𝐡 𝐭𝐨 𝐦𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐩𝐚𝐜𝐞 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲 𝐨𝐟 𝐬𝐞𝐜𝐭𝐨𝐫𝐚𝐥 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧? 📍 In textiles, global retailers are turning to India for ethical, large-scale sourcing. But automation in garment units demands machine supervisors, CAD designers, and textile engineers—not just tailors. 📍 In electronics, chip design and smart appliance assembly require workers trained in microelectronics, IoT integration, and embedded systems. 📍 Pharmaceuticals and medical devices—poised to cross $130 billion by 2030—need skilled professionals for regulatory affairs, quality assurance, cold chain logistics, and clinical data handling. 📍Public infrastructure—with over ₹10 lakh crore in projects under the National Infrastructure Pipeline—demands site supervisors, BIM modelers, safety engineers, and sustainability officers. 𝐈𝐭’𝐬 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐬𝐡𝐢𝐟𝐭 𝐟𝐫𝐨𝐦 𝐠𝐞𝐧𝐞𝐫𝐚𝐥 𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐭𝐨 𝐣𝐨𝐛-𝐫𝐞𝐚𝐝𝐲, 𝐬𝐞𝐜𝐭𝐨𝐫-𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜, 𝐟𝐮𝐭𝐮𝐫𝐞-𝐚𝐥𝐢𝐠𝐧𝐞𝐝 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭. This transformation must be driven through below focused actions: 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲-𝐀𝐜𝐚𝐝𝐞𝐦𝐢𝐚 𝐂𝐨-𝐃𝐞𝐬𝐢𝐠𝐧 𝐨𝐟 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 Institutions like TCS iON, NSDC, and Flipkart's Supply Chain Operations Academy are setting a precedent. But deeper collaboration is required with universities, ITIs, and polytechnics to ensure skills match real-world job descriptions. 𝐁𝐨𝐨𝐭 𝐂𝐚𝐦𝐩𝐬 𝐚𝐧𝐝 𝐑𝐞𝐚𝐥-𝐖𝐨𝐫𝐤 𝐒𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐋𝐚𝐛𝐬 Be it EV repair, CNC programming, logistics management, or e-pharmacy dispatch—India needs immersive, hands-on skill environments in every district. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐞𝐫𝐬 Teachers, mentors, and facilitators must constantly evolve. Exposure to industry, internships in real plants and warehouses, and digital pedagogy training are non-negotiable. 𝐏𝐮𝐛𝐥𝐢𝐜-𝐏𝐫𝐢𝐯𝐚𝐭𝐞 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬 𝐟𝐨𝐫 𝐒𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 Brands like Maruti Suzuki, Siemens, Infosys, Ashok Leyland, and Aditya Birla have invested in training institutes. Scaling this through government collaboration will create deeper impact. Because building highways, airports, and data centers is only half the story. The real progress happens when every young citizen becomes competent enough to build, manage, and evolve these systems. #skillsdevelopment #employmentskills

I ran $10bn transformation projects at McKinsey. We were taught the 'Influence Model' Companies using all 4 parts are 8x more likely to undergo a successful transformation. 1. Understanding & Conviction Leaders assume everyone understands the "why" because they've said it once.(Stanford research calls this the "curse of knowledge.") To make transformation work, you need to: → Build a change story. This answers: "What's happening in the market? Why can't we stay the same? What happens if we don't change? What does success look like?" → Make sure employees hear the message multiple times (7 times min.) → Don't only rely on townhalls. Use 1:1s to build conviction. 2. Role Modeling People don't listen to what leaders say. They watch what leaders do. Don't go back to business as usual To make role modeling work, you need to: → Identify 3-5 informal influencers per team. Not managers. The people others actually watch. Get them on board first. → Leaders must do something visibly different in the first 30 days. Cancel an old meeting. Promote someone who embodies the new way. Reallocate budget publicly. → Find teams already doing it well. Make them visible. People copy what gets rewarded. 3. Formal Mechanisms You can communicate the vision. But if your incentive still rewards the old behavior, nothing changes. To make formal mechanisms work, you need to: → Change KPIs, don't just add new ones. Adding "customer satisfaction" on top of 15 existing metrics means it gets ignored. → Update performance review criteria in the first 90 days. If reviews still evaluate old competencies, the new behavior is optional. → Create visible consequences for resistance. If senior people ignore the new direction and nothing happens, you've told everyone the change is optional. 4. Skills & Capability Most companies treat training as a launch event. One workshop. One e-learning module. Then they're surprised when nothing changes. To make capability building work, you need to: → Train by role. Frontline needs hands-on tool practice. Managers need coaching skills. Executives need message alignment. → Train just-in-time, not just-in-case. Training 3 months before people need the skill means they forget. Train the week before. → Create practice environments. Let people make mistakes in a sandbox before going live. → Build ongoing coaching for the first 90 days. Office hours, help desks, embedded support. This is where most companies under-invest. Most companies focus on training and systems. But if people don't understand why, and don't see leaders changing first, training doesn't stick and systems get bypassed. All 4 parts. At the same time. That's what makes it work.

Is Your Company's Skill Menu Sizzling or Fizzling? Embarking on a skills-first journey is like preparing a gourmet feast: you need the right utensils, a well-stocked pantry, and a chef’s mindset ready to experiment. Let’s break it down: Toolset: Your Kitchen Equipment 💡 Upgrade Your Gadgets: If your tech is outdated or failing, investing in advanced skills management platforms can help. These high-tech blenders seamlessly integrate skills data to uncover and optimize employee capabilities. 💡 Enhance Existing Appliances: Sometimes, your trusty skillet just needs seasoning. Optimizing current systems to incorporate skills data boosts efficiency without a complete overhaul. 💡 Avoid the Rusty Toaster Trap: Keeping outdated tech and expecting top-tier results? That’s like burning toast and calling it crème brûlée. Assess and update tools to match your culinary ambitions. Skillset: Your Secret Sauce 💡 Data-Driven Recipes: Combine market trends with internal assessments to pinpoint which skills are hot and which are past their prime. 💡 Specialized Entrée: Focus on critical skills that drive business success. Instead of offering a five-course meal with endless options, serve a specialized entrée that delivers real impact. 💡 Continuous Learning Buffet: Encourage employees to assess their skills and develop new ones to stay marketable. Who doesn’t love an all-you-can-learn buffet? This fosters adaptability and strengthens your talent pipeline. Mindset: The Head Chef’s Philosophy 💡 Leadership Commitment: Leaders should don the apron first, modeling a skills-first approach. If the head chef won’t taste the soup, why should anyone else? This must be a business-driven effort, with HR as the strategic sous-chef, guiding, assessing, and enhancing the recipe. 💡 Cultural Activation Strategies: Spice things up with initiatives that make embracing change as irresistible as fresh-baked cookies. A culture of innovation keeps the transformation cooking. 💡 Promote a Growth Mindset: Reward continuous learning and resilience. When employees feel empowered to develop new skills, they stay agile and ready for whatever’s next. Remember, expecting change without changing your approach is like trying to bake a cake without preheating the oven. With the right tools, essential skills, and an open mindset, your organization can cook up a recipe for success that’s both delicious and sustainable.

Unlocking the true potential of digital transformation goes beyond implementing the latest technology—it’s about investing in people. 💡 As organizations increasingly adopt AI, machine learning, and automation, the real differentiator lies in empowering the talent behind these tools. A recent trend we're seeing is the shift towards “human-centered digital transformation”—where upskilling and collaboration are prioritized to maximize the impact of digital initiatives. When leaders invest in developing their teams' capabilities, they create a culture of innovation and resilience that accelerates transformation and drives long-term growth. It’s about equipping teams to leverage technology in ways that align with business strategy and customer needs. 1. Focus on Skill Development: Prioritize continuous learning to keep pace with evolving tech landscapes. 2. Foster Collaboration: Break down silos to enable cross-functional teams to innovate and solve complex challenges. 3. Empower Change Agents: Encourage a mindset of agility and experimentation to navigate digital disruptions effectively. This approach boosts digital initiatives' success and ensures that organizations are agile, adaptable, and poised for sustainable success in a rapidly changing world. #DigitalTransformation #Leadership #TechTalent #AI #Innovation #ChangeManagement

Transforming Workforce Education: Essential Insights for Career Services Professionals The traditional "build-it-and-they-will-come" approach to workforce education is obsolete. Here's what career services professionals need to know about the emerging landscape: The Problem: Fragmented Skills Development Despite widespread agreement on the need for reskilling, we lack shared definitions and coordinated strategies. Universities, employers, and governments are talking past each other, creating surface-level solutions rather than meaningful workforce transformation. The Solution: Strategic Pathways Over One-Off Programs The future lies in long-term, collaborative partnerships between universities and industries—not transactional exchanges. This means: Modular, customizable programming that evolves with industry needs Continuous, adaptive learning rather than finite credentials Co-creation with employers instead of isolated program development Critical Shifts for Career Services Move from reactive to proactive: Don't just respond to employer requests—help shape the skills narrative Quality over quantity: Focus on meaningful, demonstrable outcomes rather than credential proliferation Strategic partnerships: Build enduring relationships that create sustainable talent ecosystems Evidence-based decisions: Use labor market data to inform (not dictate) program development The Leadership Opportunity Career services professionals are uniquely positioned to bridge academia and industry. You speak both languages, understand research, and can build trust with community partners. The opportunity is to become strategic co-creators of workforce development rather than just service providers. Bottom Line The institutions that thrive will treat workforce education as a strategic imperative connecting economic development, social equity, and national competitiveness—not just a technical problem to solve with disconnected solutions. https://lnkd.in/eVru8iDH

The World Economic Forum's 'Top skills for 2025'- a clear framework to align your learning and development strategies! If you are wondering how to use this information to develop your team, here's a few ideas 💡 👉Audit Current Programs Compare existing training initiatives with the top skills for 2025 and identify gaps. 👉Tie Skills to Roles Show how the skills map directly to the responsibilities of each role in the organization. 👉Develop Targeted Content Design workshops, e-learning modules, or on-the-job training focused on critical areas like analytical thinking and active listening. 👉Create a Skills Inventory Tool Develop a simple self-assessment tool to help employees rate themselves and reflect on strengths and weaknesses ( I like to use competency tools- the visual works really well!) 👉Mentoring and Coaching Pair employees with mentors or coaches to guide their development in critical skills. 👉Use Development Plans Collaborate with employees to create individual development plans targeting both short-term needs and long-term aspirations. 👉Microlearning Modules: Offer bite-sized learning resources on priority skills to reduce barriers to learning ( Short videos work really well here). 👉Integrate into Appraisals Include questions about employees' progress in skill areas during performance reviews. So... How is your organization preparing employees to develop the skills that will be most critical in 2025 and beyond? I'd love to hear about any innovative approaches or challenges you've encountered. Leave your comments below 🙏 _____________________________________ I'm Catherine- A Lean Business and Leadership Coach. Follow me for daily insights on Lean, leadership, coaching, strategy and organizational behaviour.

Digital transformation isn’t about tools or platforms, it’s about people. Technology only delivers value when the workforce has the skills, confidence, and support to use it effectively. Organisations that are seeing real impact are taking a deliberate, people-centred approach: • Assess opportunities by benchmarking skills against business priorities • Select scalable solutions that blend trusted platforms with in-house expertise • Engage leadership by positioning learning as a driver of transformation • Phase the rollout, starting small and scaling through structured hub • Celebrate progress to build momentum and confidence • Embed for impact by integrating learning into onboarding and career paths When learning is continuous and connected to outcomes, transformation lasts. Discover how Kimberly Clarke successfully established a culture of continuous upskilling, ensuring everyone is aligned to the learning and business strategy. https://lnkd.in/egwcj2ZF How are you putting people at the center of your digital transformation? Pluralsight #digitalTransformation

Skills are now the currency of work. But without a clear way to assess them, it is difficult to know where to invest. There is a lot of talk about organizations becoming skills-based, yet most still lack reliable approaches for identifying and evaluating employee capabilities. Strategic skills assessment requires combining methods to gain a comprehensive view of an employee's proficiency and growth potential. Use the infographic as a preliminary guide for where to look. Then, the focus should be on developing the critical skills necessary to sustain a competitive advantage for businesses and individuals. Here are the resources to help build that engine: 1️⃣ Learning & Development Program Build and scale employee capability through targeted learning practices that are structured to grow with your organization’s needs. Core Practices: https://lnkd.in/gncHk37m Advanced Practices: https://lnkd.in/g_qPMJmW Emerging Practices: https://lnkd.in/gYtpvBsA 2️⃣ Employee Skills Assessment Standards and Methods Explore validated ways to assess skills across the employee lifecycle and identify which mix of methods works best for your goals. https://lnkd.in/gvqG8SAh 3️⃣ Building Skill Stacking in Organizations Support continuous development by enabling employees to stack new, adjacent skills that keep them relevant and ready for what’s next. https://lnkd.in/gPKwVHkJ 4️⃣ Experiential Development: A Superior Learning Approach Accelerate employee growth through experiential development with hands-on methods that outperform traditional skills learning approaches. https://lnkd.in/gwEKRAMf 5️⃣ Harnessing Informal Learning Measurement for Rapid Skill Growth Capture and act on learning happening outside formal programs, using indicators that reflect actual growth and impact. https://lnkd.in/gBh4QeRc 👉🏽 All of these resources are available on the Wowledge platform. ~~~ Click Carlos Larracilla and follow me [+🔔] for daily resources from Wowledge. ⤷ We’re ending the cycle of reinventing the wheel in HR by providing a shortcut to amplifying HR impact with: ✔ A scalable system of best practices. ✔ Expert-built guides and execution-ready tools. ✔ A customizable Strategic HR Roadmap.