Quick snippets from our morning read on Tuesday, 16th March 2021
Today’s morning read is an article by Lisa Patrick on reskilling and career change.
There’s a reskilling revolution happening. The COVID-19 pandemic of 2020 has spurred the evolution of how business is done. Whether positioning a new brand or as an authority in the marketplace it’s critical to realize there is a new awareness of the skillsets required by both staff and clients.
Businesses large and small are rethinking the requirements of employees as well as the technology necessary to deliver products and services to clients. This awareness is driving entrepreneurs in the technology and training industries to position themselves to win by offering courses specific to those skills.
Businesses aren’t the only ones rethinking their futures. Given the significant disruption in the workforce and high unemployment rate related to COVID-19, individuals in the workforce are considering career changes as part of their post-pandemic plans. According to the Strada Education Network, of those individuals who have an interest in pursuing additional professional development and training, 64% say they will be looking to change careers, rather than get another job in the same field. This is a process known as “reskilling.” In fact, a recent report on CNBC.com estimates that approximately 17.6 million Americans will not be able to return to their pre-pandemic jobs, which will require them to learn new skills.
If you are a thought leader looking to support your clients through this upheaval, you are most likely considering how your expertise (content) can lend itself to the mass desire for reskilling. An effective way to do that is to ensure you position your expertise as learning programs that are developed through the lens of Edge Learning. Edge Learning is the continuous process of developing the peripheral skills that have the most impact on a person’s ability to achieve a successful and fulfilled life. Edge Learning is not about memorizing facts, technical skills, or understanding how to effectively use the tools of business. Instead, it seeks to develop a person’s soft skills.
Changing careers
This is not surprising given the current state of the employment market. Though the unemployment rate has since dropped slightly, the employment landscape has permanently and undeniably shifted since April, when a staggering 22 million Americans found themselves unemployed. Given the significant disruption in the workforce, it is not surprising to find that many are thinking about how a career change fits into their post-pandemic plans.
Edge skills that are readily transferable are most desirable by workers considering a change of careers. In volatile markets, it is feasible that workers can expect to work through multiple opportunities before landing positions that best suit them. On the employer side, it has become painfully obvious that HR departments are expected to hire for multiple iterations of teams over the years. It is rare that workers and employers form long-term partnerships in today’s ever-evolving business landscape.
Training content developers need to be aware of not only the latest formats for delivering training but the multitude of avenues for distribution. With the increased development of technological resources, various users of content have their own specifications or requirements for delivery styles and formats. On top of that is the importance of keeping content relevant by analyzing it against the current marketplace needs and having a system for updating it.
It is important to carefully evaluate your thought leadership and the creation of your professional development programs to ensure they meet the needs of the current climate. Edge Learners know that the quality of expertise they receive will make a difference in how quickly they are able to create new opportunities. Learning experiences must be engaging and providing amazing outcomes. They must be delivered in multiple formats to meet the various learning styles of those who will take the courses.
Content created for Edge Learners must meet specific criteria to gain traction and succeed in the coming years. Those deeply involved in the reskilling revolution are bound to be cautious in their evaluations of various training programs.
They want solid results as quickly as possible and will denounce any content or training programs that simply don’t deliver.
There are four red flags to avoid when attracting Edge Learners.
Read the rest of the article here.
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