3. Self-learning – people taking the lead
This brings us to the last and most important re-skilling pillar. Organizations can bring in the best-curated learning content, give it the context that makes it relatable and ride on collective intelligence, but unless people become the custodians of their own learning, doing what they are supposed to do in the flow of their daily work, the needle just won't move.
Domain expertise, digital quotient, professional and leadership skills — all of these are essential for any role in any field. Employees need to take the time in their day to add new skills to their repertoire, and organizations need to make it easy for people to include this learning in the flow of daily work. They need to map learning opportunities to their daily calendars. For instance, imagine a client engagement executive has an upcoming meeting with an aero-engineering manufacturer. A short video on how analytics and data from flight records help inventory optimization (thus, reducing cycle time for parts replacement) is going to ensure the conversation at that meeting is far more outcome-driven. Or, someone is presenting to the C-suite. A course on effective presentation skills is essential prep and a no brainer.
Ralph Waldo Emerson might have liked us to believe a man is what he thinks about all day long. In today's world of tomorrow, we need to change it. A man or woman is what they learn and apply all day long.
The article was authored by Piyush Mehta, Chief Human Resource Officer at Genpact, and was first published in BusinessWorld.