Whilst business practices are always changing to meet market demands, new legislation and customer needs, the Coronavirus Pandemic has highlighted the urgent need to reskill staff and work differently
To meet the challenge, many companies have designed a talent strategy that develops employees’ critical digital and cognitive capabilities, their social and emotional skills, and their adaptability and resilience.
Remote working, gaining traction before the crisis, has become firmly established as a channel for communication.
Managers are working out how to lead their teams virtually as they build social capital and maintain cohesion without the benefit of informal coffee, lunch, or chance chats in the corridor or by the printer.
As leaders draft new business models for the post- pandemic era, reskilling and upskilling the workforce is top priority.
McKinseys provide a useful framework that outlines the key steps:
- Rapidly identify the skills your recovery business model depends on
- Build employee skills critical to your new business model
- Launch tailored learning journeys to close critical skill gaps
- Start now, test rapidly, and repeat
- Act like a small company to have a big impact
- Protect learning budgets (or regret it later)
- Now is the time for companies to double down on their learning budgets and commit to reskilling. Developing this muscle will also strengthen companies for future disruptions. I recommend reading the following article regarding that topic – “To emerge stronger from the COVID-19 crisis, companies should start reskilling their workforces now “ from Mc Kinsey website.
To find out how dancing lion advise on reskilling contact us to learn more.