Creating a Path From Problem to Solution
Turning a problem into an outcome-based solution – IT&T organisations can only get from A to B when they first know what B will look like
Effective reskilling is reliant on outcome-based solutions that drive a programme towards a purposeful goal, not a loose idea of improvement.
Achieving the skills a business needs is impossible without first knowing what talent the business already has and will need in the future. Effective reskilling programmes that aim to solve these problems must answer four important questions:
1 What skills do I already have and what skills will I need in the future?
A: This is an inventory of the skills that the business already has and what may be lacking, plus the skills the company will need to achieve its long-term organisational goals.
2 How do I discern which workers are prime for reskilling?
A: The inventory will reveal those workers who either show basic understanding of missing skills, or those who reveal best potential for career progression by their work ethic and productivity results.
3 What outcome do I hope to achieve with the skills training?
A: Training programmes that set out to deliver a pre-determined outcome, (for example, create a new business unit with specialist skills), will always produce better results than programmes that are implemented based on loose and inconclusive ideals of improvement. The goal of the training must determine the scope and type of training deployed.
4 How do I motivate the trainees to join the programme?
A: Incentives, in the shape of clear career progression, are powerful motivators for programme participation. Rewards may be presented as ‘milestones’ – complete the programme and this is for you – or as ‘licences’ – if you want to move forwards, you must first complete this.
Careful consideration must be given to the desired outcome of any training programme
Outcome first, programme second.
IT&T organisations must give careful thought to the outcome they are wishing to achieve from their reskilling programmes as the outcome will shape the approach to training and the type of implementation model employed. Additionally, where will the outcome sit within the organisation’s ESG? Does it impact any current or planned environmental, social or governance policies? Reskilling programmes will typically have little effect on environmental or governance rules, but they can have major impact on the social element. Outcomes must be aligned to support the organisation’s social policies, particularly those surrounding worker well-being, equality, diversity and inclusion.
Worker support is essential for programme success.
IT&T workers will need time to readjust and pivot to effectiveness if they take up a new role or assume different job responsibilities after reskilling. Organisational support during and after training is essential to ensure the programme achievements are not lost through impatience to increase productivity or overloading the worker’s newly-won skills.
Support means covering incomes that may be reduced during training (common to roles where target bonuses comprise a large part of compensation), as well as emotional support and training encouragement. (Programmes with intermediate milestone rewards may produce stronger results than those that simply drive towards a final goal).
