When you empower your people with the skills they need to remain viable, you empower your organization to thrive. 90% of employees I surveyed for my book felt they had to update their skill set at least yearly to keep up with the demands of their roles, but fewer than half of them said their organizations offered the necessary training. I also found that employees were a startling 15 times more likely to leave their organization within a year if they weren’t given the opportunity to learn.
The concept of the "growth mindset" is comparable to one of "lifelong learning." According to Wikipedia (my apologies to Webster), Lifelong Learning is the "ongoing, voluntary, and self-motivated pursuit of knowledge for either personal or professional reasons. Therefore, it not only enhances social inclusion, active citizenship, and personal development, but also self-sustainability, as well as competitiveness and employability."
I'm on board with that definition. In fact, it’s why I was so pleased to work with Skillsoft recently, contributing guidance to their new Digital Leadership Self-Assessment, developed using research from MIT Sloan Management Review and Deloitte. In as little as 15 minutes, the Self-Assessment can help you discover your current level of digital maturity — overall and per competency — and determine an aggregated digital leadership maturity score for your organization. You'll receive personalized learning recommendations to further your knowledge and improve return on investment in Skillsoft's Leadership Development Program.
Incidentally, there's more to that Oz story. A tornado may have tossed Dorothy into a new world, but in the end, clicking her heels brought her home, transformed. In the same way, the right technology can offer us the means to deliver our message to our own new world. But it's our people who will continue to shape it.