The Importance of Reskilling in Today's Workforce

~30% of the water industry workforce is set to retire soon, leaving a massive gap. But there's a counter-trend emerging. 💡 What if we could reskill and/or upskill this retiring workforce to bridge the gap? The utility industry is facing a significant challenge in the form of rapid #workforce attrition. In the #water industry alone, ~30% of the workforce is retiring right now as part of the 'Silver Tsunami'! Approximately ~600k skilled employees, with deep knowledge lost to retirement. With no clear sight of replacement... However, there is a #countertrend arising that might work in the #utility industry's favor. Boomers are showing signs of unwillingness (what will I do?) or inability (I need the money!) to retire completely. Instead, they are taking up new careers and learning new skills to continue earning an income. It makes health sense too. Research shows that there is an 11% reduction in lower all-cause mortality by adopting a "second or third act" in one's career. The convergence of trends presents the utility industry with a golden opportunity. By reskilling or upskilling we can extend some Boomer time in the workforce by providing them with new skills in areas like product development, becoming the Human Interventionists in the #AI revolution and design. By partnering with Gen Z's who are native to these new technologies, we can create a powerful combination of experience + fresh perspectives that will benefit the utility industry and extend the time we have to bring in new employees. Some of those Gen Z'ers might even decide to stay in the industry (gasp!). However, not all retiring employees may be willing to adapt to new knowledge. In such instances, we must accept that it might be time for them to retire. They deserve their time hanging out with their loved ones. #Knowledge is the new currency in today's economy, where technology augments and amplifies abilities. It is time for the utility industry to avoid losing out on the skills and implicit knowledge its people possess. We can create a future utility that works for all involved by reskilling and upskilling retiring workers. Especially if some of the longevity gurus (no shade) get their way and we all end up living into our 200's!

𝗪𝗵𝘆 𝗦𝗸𝗶𝗹𝗹𝘀 𝗠𝗮𝗽𝗽𝗶𝗻𝗴 𝗕𝗲𝗮𝘁𝘀 𝗟𝗮𝘆𝗼𝗳𝗳𝘀 𝗶𝗻 𝗮 𝗗𝗼𝘄𝗻𝘁𝘂𝗿𝗻 When economic pressure hits, most organizations default to the same playbook: ▪️Cut headcount ▪️Freeze hiring ▪️Hope for a quick rebound But here’s the truth: layoffs are a blunt instrument. They create short-term savings, but long-term gaps in capability, morale, and trust. There’s a better strategy: 𝗥𝗲𝘀𝗸𝗶𝗹𝗹. 𝗥𝗲𝗱𝗲𝗽𝗹𝗼𝘆. 𝗥𝗲𝗮𝗹𝗶𝗴𝗻. ✅ Skills mapping helps you see who you have, what they can do, and where they can grow. ✅ It replaces guesswork with insight. ✅ It turns workforce planning into a strategic asset, not a reactive scramble. The data is clear: ▪️87% of executives say they are facing skills gaps today or expect them in the next few years (McKinsey) ▪️Yet only 28% of companies are actively using skills data to make workforce decisions (Deloitte) ▪️Companies that reskill vs. lay off save up to 70% on costs associated with severance, recruiting, and onboarding (World Economic Forum) ▪️Reskilled employees show 20% higher engagement and 15% longer retention (LinkedIn Workplace Learning Report) Organizational Development helps make this real: ✅ Conduct skills inventories and gap analyses ✅ Create internal mobility programs ✅ Build reskilling pathways tied to business needs ✅ Align strategy to people, not just positions Don’t cut talent to save costs, repurpose it to unlock value. In a downturn, skills mapping isn’t a nice-to-have. It’s your lifeline. #OrganizationalDevelopment #OD #SkillsMapping #Reskilling #JulyODInsights #WorkforcePlanning #Retention #TheManagementSherpa #ODInAction #FutureOfWork #LayoffsVsReskilling

𝐀𝐠𝐞𝐧𝐭𝐢𝐜 𝐀𝐈: 𝐑𝐞𝐝𝐞𝐟𝐢𝐧𝐢𝐧𝐠 𝐖𝐨𝐫𝐤 𝐚𝐧𝐝 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐓𝐚𝐥𝐞𝐧𝐭 𝐢𝐧 𝟐𝟎𝟐𝟓 #Agentic #AI is more than just the next step in automation—it's actively reshaping the nature of work itself. Moving beyond deterministic coding, technical teams are now transitioning towards higher-order activities: from planning complex workflows and orchestrating tools, to making strategic, contextual decisions that demand human judgment and creativity. 🔹𝐀𝐠𝐞𝐧𝐭𝐢𝐜 𝐀𝐈 𝐢𝐬 𝐟𝐮𝐧𝐝𝐚𝐦𝐞𝐧𝐭𝐚𝐥𝐥𝐲 𝐚𝐥𝐭𝐞𝐫𝐢𝐧𝐠 𝐰𝐡𝐚𝐭 𝐢𝐭 𝐦𝐞𝐚𝐧𝐬 𝐭𝐨 “𝐝𝐨” 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐰𝐨𝐫𝐤: ▪Roles are evolving: Traditional coder positions are making way for roles like AI trainers, prompt engineers, workflow designers, and agent architects. ▪Skills in demand: The value is shifting towards creativity, strategic problem-solving, adaptability, relationship-building, tool orchestration, and contextual leadership—blending technical fluency with human-centric capabilities. ▪Team structures: As digital agents handle repetitive tasks, organizations are flattening hierarchies and building more agile, interdisciplinary teams, where tech and business collaborate more closely than ever. 🔹𝐓𝐡𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐈𝐦𝐩𝐞𝐫𝐚𝐭𝐢𝐯𝐞: 𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝 𝐒𝐤𝐢𝐥𝐥𝐬 𝐯𝐬. 𝐀𝐯𝐚𝐢𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲 👉𝐓𝐚𝐥𝐞𝐧𝐭 𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝 ▪AI literacy, tool orchestration, prompt engineering ▪Contextual decision-making ▪Relationship management, adaptability 👉𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐯𝐚𝐢𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲 ▪Severe shortage: Fewer than 100,000 agentic AI professionals globally, with demand projected to double by 2026 ▪Annual growth in demand at 300% (on a low base) ▪Salaries at a premium—exceptional talent often receives a 100% premium 🔹𝐖𝐡𝐲 𝐓𝐡𝐢𝐬 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 ▪Organizations lag behind: 85% of firms have not yet implemented agentic AI, and 73% of employees don’t fully understand its impact on their work. ▪Reskilling is essential: Over 80% of HR leaders plan to reskill teams for a future where human-AI collaboration is the norm. ▪Talent, not just tech, is the true bottleneck: Companies that prioritize reskilling, upskilling, and cross-disciplinary hiring will own the competitive edge. 🔹𝐇𝐨𝐰 𝐭𝐨 𝐋𝐞𝐚𝐝 𝐭𝐡𝐞 𝐂𝐡𝐚𝐧𝐠𝐞 ▪Invest in AI literacy and multidisciplinary learning. ▪Redefine roles to blend technical and human-centered abilities. ▪Build new pathways for creative, strategic, and adaptive talent. Agentic AI isn’t just bringing digital labor to the enterprise—it’s rewriting the playbook for what high-impact teams look like, and creating a race for talent that’s as strategic as it is urgent. 𝐒𝐨𝐮𝐫𝐜𝐞/𝐂𝐫𝐞𝐝𝐢𝐭: https://lnkd.in/g7rY_xNv #AI #DigitalTransformation #GenerativeAI #GenAI #Innovation  #ArtificialIntelligence #ML #ThoughtLeadership #NiteshRastogiInsights 

How can today's workforce adapt to the rapid pace of automation and technological change? The workplace is transforming faster than ever before, driven by advances like data analytics, artificial intelligence, and automation. While some jobs may be at risk, workers willing to continuously gain new skills can thrive in emerging roles. Critical Considerations • Automation will transform tasks but not fully eliminate human roles. Work will require new skills. • Retraining could add $6.5 trillion to global GDP by closing skills gaps. But it requires long-term investments. • A majority of workers are willing to learn amid industry disruptions, but a minority of organizations connect reskilling and upskilling to strategy. • Technical skills like data analytics will be in high demand across industries. Data literacy and data-informed decision-making is becoming essential. • Organizations need to implement responsible AI ethics frameworks and foster cultures of lifelong learning. To navigate this era of change, stakeholders should focus on: Workers • Seek training in digital skills like data literacy and analytics. • Stay adaptable and open to retraining. • Advocate for company programs to support continuous learning. Organizations • Align training initiatives with business strategy. • Reskill at-risk workers proactively. • Implement ethical AI frameworks and data governance. Educators • Integrate hands-on data skills into both technical and non-technical programs. • Foster lifelong learning capabilities in students. Policymakers • Fund digital training and infrastructure. • Provide incentives for employer-supported upskilling. • Enact AI accountability and data privacy laws. #FutureOfWork #DataLiteracy #DigitalTransformation #SkillsOfTheFuture #LifelongLearning https://lnkd.in/evp3vAxv

As summer comes to an end, millions of kids are heading back to school. This annual ritual reminds me of the importance of lifelong learning and skills development. Everyone should have access to the education and training required to thrive in the era of automation and AI. Recent data underscores the imperative to reskill and upskill our teams. Per IBM, 40% of executives estimate their workforces will need to reskill in the next 3 years to adapt to AI. According to the World Economic Forum, the number is even higher, estimating that over 50% of all employees will require reskilling by 2025. In the new “2023 Employment Outlook” report from OECD - OCDE retraining and upskilling were at the top of the list of needs. I understand firsthand the seismic beneficial impact of new technologies on the nature of work. Rote tasks are increasingly being handled by software automation powered by AI, freeing human workers to focus on higher-value analysis, creativity, strategy, and innovation. Entirely new jobs are emerging that leverage the power of automation, AI, and machine learning. But it’s not just about technology. LinkedIn’s Future of Work report 92% of executives said that “people skills are more important than ever.” To fully capitalize on the promise of intelligent automation, companies must invest in their greatest asset – their people. Training, upskilling, and reskilling will allow the workforce to complement leading-edge technologies rather than compete with them, and free our teams to focus on higher-value analysis, creativity, strategy, and innovation. The future lies in harmonious collaboration between people and technology. A company that commits to developing its workforce will unlock unprecedented productivity, innovation, profitability, and purpose. The back-to-school season serves as an important reminder that the need for learning never ends.

Upscale and Reskill Talent at Manufacturing Sites In today's rapidly evolving manufacturing landscape, companies continuously seek innovative ways to enhance productivity, improve efficiency, and stay ahead of the competition. With the integration of Artificial Intelligence (AI) to upscale and reskill talent at manufacturing sites and leveraging AI-driven solutions, organizations can optimize operations, empower their workforce, and achieve unprecedented success. 1. Identifying Skill Gaps through Data Analysis Machine learning algorithms and predictive analytics can analyze vast data and identify skill gaps within the manufacturing workforce. By examining factors such as employee performance, historical data, and industry trends, organizations can gain invaluable insights into areas where upskilling and reskilling efforts are required. This data-driven approach enables targeted training programs, ensuring employees receive the specific knowledge and skills needed to thrive in their roles. 2. Personalized Learning Paths It is crucial to provide personalized learning paths for each employee. AI-powered platforms can assess individual skill sets, learning preferences, and career aspirations to create tailored training programs. By offering personalized learning experiences, organizations can foster employee engagement and motivation and accelerate their professional growth. 3. Virtual Reality (VR) and Augmented Reality (AR) Training VR and AR technologies are revolutionizing training methodologies in the manufacturing sector. These technologies enable employees to simulate real-world scenarios, practice complex tasks, and develop critical skills in a safe and controlled environment. By leveraging VR and AR training programs, organizations can enhance the learning experience, boost knowledge retention, and improve operational efficiency. 4. AI-Enabled Performance Support AI-driven performance support systems provide real-time guidance and assistance to employees on the manufacturing floor. By utilizing sensors, IoT devices, and AI algorithms, these systems can monitor operations, identify potential bottlenecks, and offer actionable insights to optimize workflow. Furthermore, AI can provide instant feedback and suggestions to enhance employee performance, ensuring high-quality output and reducing errors. 5. Collaborative Robots (Cobots) Collaborative robots, "cobots," are designed to work alongside human workers, complementing their skills and capabilities. Cobots are equipped with AI algorithms that enable them to learn from human operators, adapt to changing production requirements, and perform repetitive or physically demanding tasks. Manufacturers can enhance productivity, improve workplace safety, and free up human resources for more complex and strategic assignments by deploying cobots. Embracing these best-in-class strategies will empower the manufacturing workforce, foster innovation, and pave the way for a successful future.

* STEM Skills are Plummeting in Importance * It caught my attention, too. Here’s the rest of the sentence: “…dropping from the top spot in 2016 to 12th place in 2023.” Wow. Proof is in the IBM report linked in the comments (p6, third paragraph). The entire report is worth your time. The report speaks at length about the changes coming in Talent – what we need, how we retain, etc. All leaders understand the cost of losing talent and the advantage of retaining good employees. We also understand the last 15 years have been difficult for most in obtaining adequate training for our teams. Reskilling won’t be a short-term fix – so we must start now to build those muscles. RESKILLING. Based on 3,000 executives surveyed by IBM, 1.4 billion people are estimated to need reskilling *in the next three years* as AI and automation are implemented. Yet only 28% of CEOs in another 2023 IBM study have assessed the potential impact of generative AI on their current workforce. Takeaway: Workforce strategy and planning is tedious; it takes time. We conveniently forget that we should have been working on this for years. Be proactive with your senior leadership teams and start the process now.  The value? Besides all the human capital goodness that retention delivers, companies who reskill forecast a 15% growth premium (compared to other tech adopters). Companies who reskill AND emphasize AI are projected to see a 36% higher rate of revenue growth than their peers. Share those #s; the ROI is there. There are other important points in the report worth considering. These aren’t new concepts, but we still work to get it right. In the Age of AI, the terms of engagement are changing – we may find new methods that help us: > Build our operational models toward outcomes (not effort). > Develop and prioritize people skills to drive team performance. > Improve connection between Executives, Employees, and Meaningful Work. How are you identifying your corporate AI strategy? Are you communicating that view to your Board, your employees, and your customers? Every company needs a blueprint that highlights their plan (or plan for a plan) on various AI fronts – from talent and culture, to product and delivery and supply chain, regulatory impacts, industry and competitive impacts. You wouldn’t build a house without a blueprint – and you shouldn’t run your company blindly into the future of AI without one, either. I can help your teams build this critical corporate framework so everyone understands where impacts and investments will intersect with AI for your business. ------- 𝗜’𝗺 𝗧𝗼𝗻𝘆𝗮 𝗝. 𝗟𝗼𝗻𝗴 and I help industries harness AI to help teams ignite innovation 🔥, optimize delivery 📈, and amplify value 📣. 🎯 ... follow | connect 🔔 ... stay updated about AI and leadership transformation #️⃣ ... join the conversation at #transformwork 👠... read my book: 🌪️ "AI and the New Oz: Leadership's Journey to the Future of Work" 🐒

The World Economic Forum estimates that more than half of all employees around the world will need to upskill or reskill by 2025 to embrace the changing nature of jobs.  #AdventHealth has identified five trends we are proactively addressing, and in this series of posts I’m sharing each trend alongside the action we are taking in response. The second trend: the need to upskill. The rise in generative artificial intelligence demands that we reexamine our ways of working, identifying skills development opportunities that cannot be addressed by AI.  In health care specifically, our nursing population is younger and less tenured than pre-2020, creating a need to upskill a half a million nurses between now and 2025 to fill a significant gap.  In response, AdventHealth embeds learning throughout the organization as an inherent part of our team member culture, with a focus on continuous personal and professional growth and ongoing skills development.  Where do you see the greatest need for upskilling in your organization?   (Source: World Economic Forum, Goldman Sachs, Gist Healthcare, The Josh Bersin Company) 

The PwC 2024 Global AI Jobs Barometer report provides a comprehensive analysis of the future of work, where Artificial Intelligence (AI) is poised to play a significant role. By examining a vast dataset of job postings, the report identifies trends in job creation and displacement across various sectors. The findings suggest a surge in productivity, postulating a potential labor productivity increase by 8-10% within three years (2027). However, this may be accompanied by evolution of job roles and re-imagined functions that underpins those roles pretty comprehensively. On the other hand, the report also forecasts new job creation at a rate of 5-7% within the same timeframe. These new positions will likely be in areas requiring collaboration with AI and human-machine interaction. The report highlights the imperative need for reskilling and upskilling initiatives, as approximately 20-25% of workers may require new skills within three years to adapt to the transforming job market demands of the AI-driven economy. This underscores the critical need for educational systems and training programs to evolve rapidly, equipping workers with the necessary skills to thrive in this new environment. The report suggests a continued trend of automation, with a growing demand for skills complementary to AI capabilities. The future of work will not be a competition between humans and AI, but rather a collaborative effort between the two to achieve greater efficiency and innovation. By understanding and leveraging AI's capabilities, workers can position themselves for success in the coming years. Extrapolating the trend lines beyond the report's three-year scope, we can anticipate a significant growth trajectory, potentially yielding labor productivity increases of 19.4% and 43.1% in five and ten years, respectively, as modeled by the exponential growth equation. In conclusion, AI is poised to drive a substantial increase in labor productivity. The key takeaway is that the future of work requires embracing change and preparing for a world where humans and AI collaborate. By equipping the workforce with the necessary skills to thrive in this AI-driven economy, fostering a culture of lifelong learning, and implementing robust reskilling programs, we can navigate the challenges and create a future that benefits all. #pwc #jobs #ai

A report on the future of job by the World Economic Forum's has shed light on an alarming trend: the accelerated pace at which automation is impacting our workforce. According to their findings, a staggering 85 million jobs are expected to be displaced within the next five years, calling for immediate attention and proactive measures to address this major disruption. By the year 2025, automation will spearhead a new division of labor between humans and machines, affecting businesses across 15 different industries in 26 economies worldwide. This revelation pushes us to reevaluate our strategies and embrace the opportunities that lie within this transformation. While the numbers may sound daunting, it is crucial to view this shift with a balanced perspective. The advent of automation does not exclusively portend pessimistic outcomes for individuals seeking employment and professionals; rather, it serves as a noteworthy conduit or societal advancement and technological innovation. By recognizing and harnessing the potential of automation, we can pave the way for a future where humans and machines work harmoniously. The key to seizing this opportunity lies in upskilling and reskilling our workforce. As automation takes over repetitive and mundane tasks, it opens up avenues for us to focus on higher-value and creative work, and remain competitive in the job market. Moreover, organizations must play an active role in this transformative journey. Investing in employee development programs and fostering a culture of adaptability and continuous learning will be crucial in navigating the automation wave. Encouraging employees to acquire new skills and adapt to emerging technologies will not only secure their own employability but also ensure the long-term success of businesses. As professionals, we must stay informed about the evolving landscape and the skills that will be in high demand. Industries such as technology, education, healthcare, and finance, among others, are expected to experience significant disruptions. By aligning our expertise with the needs of these changing industries, we can position ourselves as valuable assets, ready to tackle the challenges and opportunities that lie ahead. The future of work may look different from what we have grown accustomed to, but it also presents an exciting realm of possibilities. By embracing automation, upskilling, and fostering a culture of adaptability, we can shape a future where humans and machines collaborate effectively, driving innovation and progress across industries. Let's not fear the rise of automation but rather seize the opportunity to reimagine work, unleash human potential, and build a future where technology empowers us to achieve greater heights. #futureofwork #upskilling #lifelonglearning #Worldeconomicforum #LinkedIn Link to the full article in the comment section below