Bridging Skills Gaps

New data shows why it's important to invest in closing the green skill gap: According to LinkedIn’s latest Climate Talent Stocktake, we need to at least double the green talent pool by 2050 to keep up with employer demand. In fact, we are seeing the share of job postings requiring green skills has been growing 2x as fast as the share of workers who have green skills from 2021-2024. Addressing the green skills gap is an economic necessity and critical climate strategy. As the world works towards meeting ambitious climate targets, green skills will offer both a competitive advantage in an already competitive job market and will help us collectively move faster towards a more climate-resilient future. On a personal note, a career that uses green skills is also incredibly rewarding and fulfilling!   Dig into the data in the LinkedIn Global Climate Talent Stocktake: https://lnkd.in/gH4tNQ2v Access Learning Resources and the actions needed to help close the green skills gap: ✅ https://lnkd.in/ghrGWKxu ✅ https://lnkd.in/gP7a6ViY

Are we overlooking one of the Nordics’ most valuable talent pools? Across Sweden and the Nordic countries, we continue to face labour shortages in key industries, yet data shows that many qualified migrant women are employed in roles far below their level of education and experience. According to the European Union Labour Force Survey (2020), over 40% of migrant women in the EU are overqualified for their jobs and the pattern is visible right here in Sweden and across the Nordics. Talk about one of the biggest missed opportunities in our labour market... When talented people can’t fully contribute because of bias or outdated hiring systems, it’s not just an individual setback but a systemic loss of innovation and perspective. As we discuss labour shortages and talent gaps, maybe it’s time to ask a different question: 👉 Are we truly using the talent we already have, especially in Sweden and the Nordics? Maybe it’s time we stop judging talent only by titles or certificates and start seeing the real skills, stories, and strengths behind them. #Inclusion #Diversity #DEI #Leadership #FutureOfWork #TalentDevelopment #InclusiveHiring #SocialImpact #WorkforceInclusion #GlobalTalent #Migration #Integration #CareerEquality #HumanPotential #Innovation #SustainableGrowth #Sweden #Nordics #InclusiveWorkplaces #InternationalProfessionals #SwedishLabourMarket #TalentInclusion #EqualOpportunities #WomenInWork #UntappedTalent

Traditional hiring methods often prioritise degrees over practical skills, potentially overlooking many talented individuals — especially women. New data from LinkedIn's Economic Graph reveals that a shift toward skills-based hiring can help bridge this gap. In Singapore, for instance, such an approach could boost female representation in traditionally underrepresented occupations by 10%. Read on to explore our latest article, where experts reveal the benefits of a skills-first strategy and outline the steps companies can take to build more inclusive teams. How should organisations rethink recruitment to open more doors for women? Let us know in the comments. #IWD25 Read more: https://lnkd.in/gkSZwnMm ✍️: Neha Jain Kale 📊: Silvia Lara (LinkedIn Economic Graph team)

Hiring based on skills sounds obvious, but it's not always the way things are done. Job titles and previous employers often get you in the door – but LinkedIn data shows that skills-focused hiring can open opportunities and expand the talent pool in many key sectors. I always enjoy getting the chance to write about LinkedIn's data, especially when it aligns so well with what people in the sector are telling me. The latest edition of the Workforce Report explores data analysis from Silvia Lara and shows the potential impact of skills-based hiring in the UK – notably, creating opportunities for greater representation of women in male-dominated sectors such as AI and construction. Dr Julia Stamm emphasised the importance of women in AI roles, pointing to transferable skills from various fields, including marketing and social impact. I'm also glad I had the chance to highlight a few inspiring women who won She Shapes AI awards for their work in AI. Many are sharing their insights in the comments – take a look at the full report and share your own thoughts on how hiring shifts could reshape the workforce. #IWD25 #WorkforceInsights

I am coming back from a fulfilling week in New York, where UN Climate Week took place. It is halftime for the 17 SDGs (https://sdgs.un.org/goals) agreed in 2015 with the aim to be reached by 2030. Goal number 13 “Climate Action” is usually focusing on sustainable finance, infrastructure, and technology innovation but seldom on the people dimension. This is why Johann Daniel Harnoss, PhD Tanya Mondal and I had a closer look to this facet and discussed the results of our latest brief “Will a Green Skill Gap of 7 Million Workers Put Climate Goals at Risk” (link in comment). Investments on climate-friendly projects are increasing, projects to advance global decarbonization efforts are on the rise. While this is great news, we need to ensure that people with the right skills are also available to carry out those projects. Currently we rather face a bottleneck of qualified workers in all parts over the world. Countries that already suffer from a shortage of workers are especially challenged. Most of these countries are situated in the global north and belong to the largest CO2 emitters. I believe it is self understanding that especially here, decarbonizations efforts are a must. This is why skilling needs to become a priority to increase the amount of qualified green workers - locally but also on a global scale. Skill partnerships between countries that need qualified talent and those that can provide talent, including private and public institutions can be a pathway to solve these challenges. So far, such initiatives are happening on a small scale. But we need to scale up, training green-skilled workers effectively, to reach set climate targets.   We could discuss these ideas and many more with a group of great people and all agreed: we need to find ways to put the people dimension on the agenda of global policy makers and speed up. #climate #climatemigration #skill #skillpartnerships #greenenergy #greenskills Thank you. BCG Henderson Institute IOM - UN Migration The World Bank Labor Mobility Partnerships (LaMP) Ugochi Daniels Stephanie Dei Rebekah Smith Jason Wendle Faith Taylor Betsy Fisher Dr. Raphaela Schweiger Dr. Koko Warner Bidjan Nashat Charles Kenny David Khoudour, Ph.D. Wolfgang Blau Ronnie Goldberg and many more...

🌍 Why are so many companies struggling to make progress in their green transitions? One key reason I’ve long argued is the lack of human capital. Sustainability isn’t just about technology, policies, or financial commitments—it’s about people. Without a workforce equipped with the right skills, even the most ambitious climate goals risk becoming unattainable. The newly released Global Green Skills Report 2024 from LinkedIn paints a clear picture of the challenge ahead. Despite growing momentum in climate commitments, the supply of green talent is lagging far behind demand: 🌱 Demand for green skills grew 11.6% globally in 2023-2024, but supply only increased by 5.6%. 🚨 By 2050, half of all jobs in the green economy may lack qualified candidates unless we double the size of the green talent pool. 💼 Workers with green skills are already 54.6% more likely to get hired, showing the immense career opportunities in this space. The report also highlights demographic and industry trends: 👩🎓 Gen Z: A generation eager to tackle climate challenges, but only 1 in 20 have green skills today. 👩🔬 Women: Despite progress, the green gender gap persists, with women significantly underrepresented in green roles. 🏗️ Industries in focus: Utilities, construction, manufacturing, and tech are at the forefront of the transition, with soaring demand for skills like sustainable procurement, renewable energy management, and environmental policy. This data reinforces what many of us have felt for years: we cannot decarbonize the economy without upskilling and reskilling the global workforce. Closing the green skills gap is as much about delivering on climate promises as it is about creating pathways to new economic opportunities. 🟢 How do we move forward? It’s clear that governments, businesses, and educators need to come together to build the workforce of tomorrow. Initiatives like workforce training programs, green certifications, and cross-industry collaboration will be pivotal. Take a moment to explore the report—it’s packed with valuable insights for professionals across industries. What steps do you think can companies, governments, and individuals take to accelerate the green skills transition? #Sustainability #GreenEconomy #SkillsForTheFuture #Leadership

Most employees don't know how to apply their company's sustainability strategy 🌎 A recent survey by AimHi Earth found that 93% of employees are unsure how to apply their company’s sustainability strategy to their day-to-day work. The survey, conducted with over 1,000 professionals, highlights a critical disconnect between organizational goals and individual actions. While the sample size is small, the results send a strong message. Many companies have ambitious sustainability strategies, but these strategies often remain abstract, leaving employees without clear guidance on how to implement them in their roles. This disconnect limits the potential impact of these initiatives. Bridging this gap requires translating sustainability strategies into practical actions. Companies can achieve this by providing role-specific examples, offering training, and ensuring that sustainability is embedded into operational processes rather than existing as a separate initiative. Clear communication is also essential. Employees need to understand how their contributions align with broader sustainability goals. When this alignment is achieved, it can drive greater engagement and make sustainability a tangible part of daily business operations. This survey underscores an important reality: for sustainability strategies to succeed, they must go beyond policies and reports. Ensuring employees can connect these strategies to their work is key to turning intentions into measurable impact. #sustainability #sustainable #business #esg #climatechange #climateaction

Fostering climate action with AI? IBM is investing $30m. 71% of business leaders anticipate a heightened emphasis on sustainability skills in hiring, and 92% plan to invest in sustainability training in the next year. Sustainability skills are in demand and so is the need for climate action. IBM recently announced the $30m investment to help bridge the skills gap and empower individuals to make a tangible impact on our planet. It includes two new initiatives: 1. IBM SkillsBuild- free sustainability courses designed by IBM experts in sustainability and technology fields. ⬜ The target is to skill 30 million people by 2030, with a focus on underrepresented communities. ⬜ It includes free training connecting technology to ecology and climate change and includes AI, cybersecurity, and ESG reporting. 2. IBM Sustainability Accelerator- a pro-bono program dedicated to supporting environmentally at-risk communities around the world. ⬜ 5 new projects focused on water management solutions in 🇦🇪 UAE, 🇮🇳 India, 🇧🇷 Brazil, 🇺🇸 USA and 🇦🇺 Australia. ⬜ Projects target water access, quality, flood forecasting, and sanitation infrastructure planning. Sustainability and AI expertise are both key players in shaping our future. It's at that intersection we'll see even more great stuff happening. What do you think? ⭐ I'll include a link to the press release and learning in the comments. 👇 #IBM #AI #technology #Sustainability #TechForGood #futureleadership

𝗪𝗵𝘆 𝗚𝗲𝗻 𝗭 𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗲𝘀 𝗶𝗻 𝗜𝗻𝘀𝘂𝗿𝗮𝗻𝗰𝗲 𝗦𝗮𝗹𝗲𝘀—𝗔𝗻𝗱 𝗪𝗵𝘆 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗡𝗲𝗲𝗱𝘀 𝗮 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝗖𝗵𝗲𝗰𝗸 The insurance industry loves to say it’s “investing in young talent,” yet 80% of new advisors quit in Year 1. And let’s be blunt—it’s not Gen Z’s fault. It’s a training problem. 𝙒𝙝𝙮 𝙂𝙚𝙣 𝙕 𝙎𝙩𝙧𝙪𝙜𝙜𝙡𝙚𝙨 𝙞𝙣 𝙄𝙣𝙨𝙪𝙧𝙖𝙣𝙘𝙚 𝙎𝙖𝙡𝙚𝙨 (𝘼𝙣𝙙 𝙃𝙤𝙬 𝙏𝙧𝙖𝙞𝙣𝙞𝙣𝙜 𝙁𝙖𝙞𝙡𝙨 𝙏𝙝𝙚𝙢) 1️⃣ Too Much Product, Not Enough Selling → Weeks of policy training but freeze in real client meetings. 2️⃣ Weak Active Listening → Focus on their pitch, not on what the client is actually saying. 3️⃣ Struggles with Rejection → Expect clear career paths but quit when sales are unpredictable. 4️⃣ Poor Negotiation & Objection Handling → Clients say, “I need to think about it,” and Gen Z backs off. 5️⃣ Lack of Business & Financial Literacy → They know the product, but can’t sell it as a solution. Without fixing these gaps, Gen Z advisors lose confidence, underperform, and leave. 𝙏𝙝𝙚 𝙁𝙞𝙭: 𝙏𝙧𝙖𝙞𝙣 𝙇𝙞𝙠𝙚 𝙄𝙩’𝙨 2025, 𝙉𝙤𝙩 1995 🚫 The old model? 📚 Front-load training with knowledge → Throw them into sales → Hope for the best. ✅ The new model? 🔹 AI-Powered Sales Coaching → AI listens to calls and flags tone, interruptions, and missed buying signals. 🔹 Sell While Learning → Advisors get live feedback while they work. 🔹 Smarter Role-Plays → AI-driven simulations adapt to responses, forcing advisors to think, not recite scripts. 🔹 Personalized Development → AI tracks sales performance and assigns training based on real weaknesses. 💡 Example: AI detects an advisor interrupts too much and assigns training based on real weaknesses. 📊 Companies using AI-driven coaching see a 25% increase in retention and sales. 𝙏𝙝𝙚 𝙉𝙚𝙬 𝙈𝙤𝙙𝙚𝙡: 𝙇𝙚𝙖𝙧𝙣 𝙖𝙨 𝙔𝙤𝙪 𝙀𝙖𝙧𝙣 🚫 Old Model: Train for weeks → Sell → Fail → Quit. ✅ New Model: Train → Sell → Get AI Coaching → Improve → Sell Better. How it works: 🔹 AI supervises live sales calls and flags skill gaps. 🔹 Advisors get instant feedback after every interaction. 🔹 Trainers and managers coach based on real sales data, not gut instinct. 🔹 Training never stops—it evolves as advisors grow. 🚫 No more “train first, sell later.” ✅ Gen Z learns as they earn—getting better while making money. 𝙏𝙝𝙚 𝘽𝙤𝙩𝙩𝙤𝙢 𝙇𝙞𝙣𝙚 🚫 Gen Z isn’t struggling because they are lazy—they’re struggling because they’re being trained for a sales process that no longer exists. 🚫 Too many trainers have never actually sold. If you haven’t worked the field, shadow top advisors, listen to real client calls before coaching others. 🚫 Sales managers must evolve. The best leaders update their skills as much as their teams do. ✅ AI-driven, real-time coaching is the game-changer. The future of training isn’t just about learning the product—it’s about learning how to sell it while selling. What do you think?

A striking disconnect exists between what we as advisers think clients value and what clients actually care about. This UK data mirrors the challenges we face in Australian advice: The biggest perception gaps: While advisers rank "peace of mind" as their top value driver (~70%), only about 20% of clients prioritise this We think we're valued for understanding unique needs, but clients rate this significantly lower Advisers significantly overestimate the importance of technical explanations and financial concept communication What Clients Actually Value: Having a good reputation Demonstrating ability to save money Clear fee structures Return maximisation This data suggests we need to realign our service propositions. While we focus heavily on the emotional and relationship aspects, clients appear more focused on tangible outcomes and practical deliverables. Of course, this can be explained by: Professional bias—overvaluing technical and emotional aspects because advisors are immersed in this daily. Client experience gap—clients can't see behind the veil only the tangible, suggesting explaining this is critical. Professional identity challenge: advisors see themselves as counsellors, but clients see technical service providers Other industries face these challenges: healthcare, legal, and software development. These industries deal with these challenges in this way: Implement measurable outcome tracking Create tangible value scorecards Develop hybrid pricing models Regular value demonstration touchpoints Digital tools for progress visualisation The common thread across successful solutions is creating systematic ways to demonstrate value in terms clients naturally understand and appreciate. The solution appears to lie in better alignment of three key elements: Value Communication The profession needs to bridge better the gap between: Technical excellence (which clients expect but don't emotionally value) Relationship quality (which advisers overvalue) Tangible outcomes (which clients actively seek) Service Model Evolution Serving two masters: A relationship-based service wrapper A transaction-based delivery system We should evolve towards an integrated professional service model where: A technical competency foundation Measurable & transparent outcomes Relationships enhance rather than define the value proposition Professional Identity The future lies not in abandoning relationship skills or doubling down on technical aspects alone, but in creating a new professional paradigm where: Value is demonstrated through measurable client outcomes Technical excellence is assumed rather than celebrated Relationship skills facilitate rather than substitute for professional value In essence, the profession needs to mature beyond the false dichotomy of technical vs. relationship-based service to create a new model where both elements serve to deliver and demonstrate clear client value. #financialadvice #financialadvisors #superannuation