Workforce Development Programs

AI isn’t just transforming how work gets done, but how people grow throughout their careers (https://deloi.tt/44qMFZb).     As foundational tasks become increasingly automated, young professionals are missing out on hands-on experiences that traditionally built confidence and developed proficiency. Meanwhile, tenured professionals are being asked to embrace new technologies that feel unintuitive.     This isn’t just a two-way learning curve, but a huge human capital opportunity.     Evolving our development strategies to meet people where they are means moving beyond traditional mentorship into something more dynamic. More reciprocal. More relevant to today’s rapidly evolving workforce.     Two-way mentorship brings together the AI fluency of early-career professionals and the leadership experience of those with more tenure. As emerging professionals help their senior colleagues build AI literacy, their counterparts can provide general guidance on topics like communication and navigating ambiguity.     This drives more than just individual progress – it creates org-wide workforce transformation. 

Have you seen the newly released U.S. Department of Labor AI framework for workforce development? In my latest article, I took a moment to break the new policy down into bite-sized points and included source links to save you some time. It's easy to overlook federal AI guidance, especially when the pace of AI innovation surpasses the pace of general AI understanding. But if you care about workforce modernization, artificial intelligence policy, or long-term business growth, this one deserves your attention. Last week, the U.S. Department of Labor issued Training and Employment Guidance Notice 07-25 outlining how AI should be integrated into federally funded workforce systems. This is not a theoretical conversation anymore. The World Economic Forum reports that 44 percent of core job skills are expected to change within five years. McKinsey & Company’s 2025 State of AI survey shows that 65 percent of organizations are already using generative AI in at least one function. When employer operations shift, workforce systems must follow. Here is what this federal AI framework signals for leaders: 🔹 Workforce modernization is moving from digitization to intelligence. Labor market analysis, job matching, and service delivery are expected to integrate AI with oversight. 🔹 Governance is not optional. Transparency, documentation, and compliance are embedded in the guidance. 🔹 Public and private sectors are converging. Agencies will look for partners who understand both AI capability and regulatory expectations. If you operate in education, workforce development, HR tech, national economic strategy, or business growth and modernization, this affects you. The most strategic leaders I know do not wait for headlines to force adjustment. They study policy signals early and position accordingly. How is your organization preparing for AI integration inside public workforce systems? If this perspective is useful, let's connect ~Dr. Kiesha King and subscribe to my newsletter for more on education strategy, AI workforce modernization, leadership and sustainable business growth. Disclaimer: All views are my own and do not represent the views of my employer or any affiliated organization.

As someone who has spent decades at the intersection of technology and workforce development, I've witnessed many transformations. But none compare to the fundamental shift we're seeing today. Our new research reveals a compelling paradox: while young adult unemployment has reached 6.6%, AI is simultaneously making many technical roles more accessible to those just starting their careers. 50-55% of early-career workloads are now AI-augmented, enabling entry-level professionals to contribute to complex projects from day one. Last week at AWS Summit New York, we announced an exciting initiative through AWS Academy that will reach 2.7M college students and early-career professionals globally. We're providing AWS Academy students with free AWS Skill Builder subscriptions and certification vouchers to help them build the AI and cloud skills needed for today's high-growth roles. I believe AI presents an unprecedented opportunity to democratize access to technical careers and accelerate innovation. For those willing to embrace this transformation, the possibilities are limitless. Read the blog to learn about the five fastest-growing roles being transformed by AI and how we're helping build the next generation of cloud builders. https://lnkd.in/eBuiM6FS #AWS #FutureOfWork #AISkills #CloudCareers #WorkforceDevelopment

𝘛𝘩𝘦 𝘴𝘬𝘪𝘭𝘭𝘴 𝘨𝘢𝘱 𝘪𝘴 𝘢 𝘱𝘦𝘳𝘴𝘪𝘴𝘵𝘦𝘯𝘵 𝘢𝘯𝘥 𝘨𝘳𝘰𝘸𝘪𝘯𝘨 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦. While demand for talent remains high, the hiring rate has fallen sharply, and a shocking number of job openings remain unfilled even as the number of unemployed people is steadily rising. One major reason for these developments is a growing disconnect between the skills employers need and those job seekers have. To meet this challenge, we need to rethink how we approach talent development. Reskilling and upskilling are a necessity. Businesses can’t wait for the perfect candidate with the perfect skill set to show up—they need to invest in developing the skills of the workers they already have. How? There’s mentorship, training programs, and leveraging technology like AI. All these can ensure workers are equipped with the skills we need today and in the future. But it’s not just about developing one’s in-house talent. Employers must also be open to diversifying their approach to attracting external talent, including identifying and engaging with untapped talent pools—people who might not have followed traditional career paths but have the skills to thrive in the right environment. In an era characterized by rapid technological change, employers must take a proactive, forward-looking approach to investing in talent, offering the right opportunities for growth, and developing skills that align with tomorrow’s needs. Only through these efforts can we close the skills gap and build a future-ready workforce.

Most corporate training follows this pattern: - 3 days of training. - Hundreds of slides. - Polite feedback forms. And almost zero change in behaviour. I once looked at a programme that had: • 16 hours of lectures • 6 hours of discussion • A few “reflection activities” And when people went back to work on Monday? Nothing changed. -Not because the facilitator was bad. -Not because the participants were lazy. -Because the learning design was broken. Here is the uncomfortable truth about training: -People do not learn from listening. -People learn from doing. So I started using a very simple rule when designing workshops. The 3–30–300 Rule. 3 minutes → Explain the business problem 30 minutes → Teach the key skills 300 minutes → Practice in real work That is it. Most programmes invert this. They spend 300 minutes explaining concepts and 3 minutes asking people to apply them. Then everyone wonders why nothing sticks. But the moment you flip the ratio, something powerful happens. -People stop being passive participants. -They start becoming active problem solvers. They practice. They experiment. They make mistakes. They improve. And suddenly learning starts showing up where it matters: At work. So the real question every L&D professional should ask is this: If this training disappears tomorrow, will performance actually drop? If the answer is no, the programme was probably just information. Not learning. I turned this thinking into a simple visual framework. Take a look at the infographic below. And I am curious: How much of your training time is spent on input versus application? Let me know in the comments. ___ Save this for later (three dots, top right). Share with friends → ♻️ Repost. ----- If you need corporate learning support, let me know! ----- For more such ideas/content, follow me: Zubin Rashid ----- #LearningAndDevelopment #TalentDevelopment #CapabilityBuilding #PerformanceImprovement #StrategicLnD #Upskilling #Reskilling #BusinessAlignment #WorkforceTransformation #ContinuousDevelopment #LeadershipGrowth #EmployeeGrowth #LearningStrategy #SkillsDevelopment #HRStrategy #OrganizationalAgility

In Feb 2024, a mid-sized company was on the brink of collapse. Employee morale was at an all-time low, turnover rates were climbing, and competition was leaving them in the dust. The leadership team was overwhelmed, unsure how to navigate the storm. That’s when our team stepped in. We knew the organization had untapped potential—it just needed a strategy rooted in the 5 Pillars of Organizational Development (OD) to unlock it. Here’s how we partnered with them to create a transformation: 1. Leadership Development: We began by identifying gaps in leadership skills. Through tailored training programs, we turned managers into inspiring leaders capable of guiding their teams with clarity and purpose. The shift was immediate—teams felt motivated and aligned with a shared vision. 2. Culture Alignment: The company’s values were disconnected from its day-to-day operations. We conducted workshops to redefine their mission and integrate these values into every aspect of the organization. Employees now felt a renewed sense of purpose and belonging. 3. Workforce Development: Recognizing the need for upskilling, we rolled out a series of training programs to enhance technical skills and soft skills. Employees were equipped to take on new challenges, and their confidence soared. 4. Change Management: Resistance to change was a major roadblock. We implemented a structured change management plan that included transparent communication, training, and leadership support. This helped employees navigate transitions with ease and resilience. 5. Performance Management: We introduced clear performance metrics and a feedback-driven culture. Employees received regular coaching, and successes were celebrated. This approach created accountability and fostered a sense of achievement across the board. Within months, the organization saw a complete turnaround. Productivity increased, employee engagement hit record highs, and they reclaimed their position as a leader in their industry. Organizational Development isn’t just about fixing what’s broken—it’s about building a sustainable framework for growth and success. What challenges does your organization face? Let’s talk about how we can help you transform your workplace! #OrganizationalDevelopment #LeadershipTransformation #CultureAlignment #WorkforceDevelopment #ChangeManagement #PerformanceExcellence #BusinessTurnaround

Engaging workshops are highly misconceived these days Audience engagement has been redefined in 2026 We feel we are speaking to the audience, and their responses are doing the job in the background But what gets missed is the relevance to their goal behind sitting for that 2-4 hour session with questions in their mind That’s where most corporate training quietly breaks down. Not because of poor delivery But because of a disconnect between the training room and real work. Here’s what actually goes wrong: - People sit through content that sounds good but doesn’t reflect their day-to-day reality. - They follow structured activities but don’t get space to question, challenge, or relate. - They participate but not honestly because the room doesn’t feel safe enough. And once they’re back at work, the learning feels distant. So they default to what they’ve always done. If you want training to actually translate into behaviour, here’s what needs to shift: 1. Start with their reality, not your framework Use their language, their challenges, their context. Relevance drives attention. 2. Loosen the structure to allow real conversations Not every moment needs an activity. I focus more on unscripted discussions personally because they reveal much more than planned activities 3. Create space for honest participation People need to feel safe to disagree, admit gaps, and share what’s actually happening at work. 4. Co-create learning instead of delivering it The more participants shape the discussion, the more ownership they feel towards applying it. 5. Prioritise applicability over completeness It’s better to use one idea well than to understand ten concepts superficially. Training doesn’t fail because people don’t understand. It fails because they don’t see themselves in it. The shift is simple: Move from designing a perfect program → designing conversations that are reflective and eye-opening #learninganddevelopment #facilitation #softskillstraining #corporatetraining #corporatefacilitation

April is Second Chance Month. It makes sense that it is paired with Financial Literacy Month, as it is an opportunity to understand the financial impact of having a criminal record. Take a minute to take in this FACT - Approximately 77 million Americans, or 1 in every 3 adults, have a criminal record. A criminal record—which can be an arrest record, criminal charges, or a conviction—creates barriers to jobs, occupational licensing, housing, and higher education opportunities. People make mistakes, break the law, for a whole host of reasons and that should not mean that their future is permanently impaired. When we deprive people, who have done all they are required to do, from accessing pathways to financial stability, we all lose. I met the extraordinary Noella Sudbury a couple of years ago as she was starting her company RASA Legal to bring down the cost of expungement services. I learned so much from her about this issue, about Clean Slate Laws, and how we can ALL do something to welcome, accept and include folks that have a criminal record. Needless to say she had me at HELLO when it came to becoming an investor and champion, and I always tell the Noella/RASA story as the BEST example of why I do early stage investing and what it means to check EVERY box to green-light an investment. Connect with her! What you can do, thanks to Clean Slate Utah. 1) Shift your mindset - There is no archetype of a person with a record — people from all walks of life, with all different backgrounds can (and do) have records. One of the most impactful ways we can all support the Clean Slate movement is by recognizing that people with records are our neighbors, friends, and family, and they are all people who have paid for their mistakes and deserve a second chance. 2) Share Your Story, or Listen to Someone Else's - Share your story to help end the stigma around people with records. If you don’t have a record, then listen to the stories of people who do. 3) Support Directly Impacted People Share, donate to, or join community organizations led by people who have records and support businesses that hire people with records. 4) Wear Purple for Clean Slate Day: Friday 4/12/24 Show your support for Clean Slate policies and #SecondChances by wearing purple on Friday, April 12th (or any day this weekend). Post a photo on social media in your purple and tag us @cleanslateutah to share! 5) Contact Congress to Support The Clean Slate Act We need your support to ensure people with federal records have a real opportunity for a second chance too. Join us in advocating for H.R. 2930, the Clean Slate Act.You can learn more about this important bill and send a message to your representatives in Congress. I will ADD - be open to employing people that have a criminal record. REACH out to RASA and Noella to learn more. #cleanslateact #cleanslate #secondchancemonth #financialliteracymonth #legaltech #utah #cleanslateutah #criminalrecords #financialinclusion #rasalegal

🎙️ "Workforce planning is evolving - and in some organizations, being reinvented - to become a key differentiator in a dynamic, artificial intelligence-powered world." Workforce planning needs to evolve because the old model - forecasting headcount and roles based on stable assumptions - no longer holds in a world shaped by rapid AI adoption, skills decay and unpredictable markets. In this environment, workforce planning must anchor the future of work by aligning human, machine and organisational capacity in real time, rather than treating it as a static exercise. In their article for Deloitte, 'Reinventing workforce planning for an AI-powered, uncertain world', Susan Cantrell, Russell Klosk (智能虎), Zac Shaw, Kevin Moss, Christopher Tomke, and Michael Griffiths identify five key shifts to achieve this: 1️⃣ From planning for a single future to planning for multiple futures: 🔎 Build agility by modelling a range of scenarios, embedding resilience and alternative talent paths. 2️⃣ From planning based on jobs to planning based on work: 🔎 Move from fixed roles to tasks, skills and outcomes, including human-machine blends. 3️⃣ From visible capability to unlocking hidden capability and capacity: 🔎 Identify undervalued talent, non-traditional roles and internal mobility, as well as human-machine hybrids. 4️⃣ From static, manual planning to autonomous, dynamic planning: 🔎 Leverage real-time data and AI agents to monitor workforce signals, trigger interventions and continuously adjust. 5️⃣ From silos to synergies (horizontal and vertical): 🔎 Embed workforce planning across business units and levels, democratise data and involve people closest to the work in decision-making. These shifts reposition workforce planning from a support function into a strategic capability - enabling organisations to adapt faster, deploy talent smarter and harness human-machine potential for both business and human outcomes. 🔗 The article is featured in the November edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/ekVuREn8 🔗

Companies talk about "people first" but hesitate to give people a real second chance. A candidate takes a two-year break to care for an aging parent. When they’re ready to return, every interview ends with: “We loved speaking with you, but we’ve decided to move forward with someone else.” Not because they can’t do the job but because someone saw a gap, not the story behind it. What most leaders forget is this: an opportunity can change someone’s entire life. In ESG and people sustainability, this is the part we often miss. Inclusion is about who we give chances to. Here’s a framework I use to build second-chance hiring into real business practice: 1. Audit your filters. Are your job descriptions eliminating qualified people before they apply? Focus on skills and potential not just work history. 2. Add context to interviews. Ask why someone took a gap. Ask what they learned. You’ll hear stories of resilience, not red flags. 3. Partner with return ship and upskilling programs. There are platforms helping people restart. Use them to widen your hiring pool with real support. 4. Create low-barrier trial projects. Short-term contracts or pilot roles help you test fit and give people a chance to prove themselves. 5. Track internal mobility. Don’t just hire fresh. Promote and shift people internally who’ve outgrown their roles but haven’t been seen. People don’t need handouts. They need belief. What’s one opportunity someone gave you that changed your path? 📌 Want to learn more about Magnetizing Talent and Sustainable HR Frameworks? Check out my website:     https://lnkd.in/gPWrAisT #AnyutaDhir #SustainableHR #BeingHumanelyResourceful #HumanResourcesThoughtLeader #KeepLearningKeepPreserving