Juggling multiple platforms and passwords can be a real headache. Enabling SSO simplifies this process, making it easier for everyone involved. Here’s why you should consider implementing it:

• Enhanced Security: SSO boosts your organization’s security by reducing the need for multiple passwords, which lowers the risk of credential reuse. Additionally, it supports the enforcement of security policies like Multi-Factor Authentication (MFA), making unauthorized access more difficult.
• Streamlined Access: No one enjoys the hassle of managing numerous usernames and passwords. With SSO, learners can use a single set of credentials across multiple systems. This not only saves time but also reduces frustration, allowing learners to dive into their courses faster.
• Easier Administration: SSO automates user management, cutting down the time admins spend administering accounts on the Skillsoft platform. This streamlined process means admins can focus more on strategic tasks rather than mundane administrative duties.

Keeping your learning platform’s branding and interface design consistent with other organizational platforms is a pro move. It promotes familiarity, reduces cognitive load, and builds trust in the learning environment. Here’s how to make it work for you:

• Brand Recognition: Familiar branding elements reinforce brand recognition, instilling a sense of trust and affiliation with your organization. When learners see familiar logos, colors, and typography, they feel more connected and at ease.
• Consistency and Cohesion: Consistency is key. When your branding is consistent across the learning platform and course materials, it creates a cohesive and unified experience. This reduces cognitive load and makes navigation easier for learners.
• Professionalism and Confidence: A well-branded platform exudes professionalism. This inspires confidence in learners, encouraging them to engage more deeply with the content. They’re more likely to take the learning experience seriously and commit to it.
• Personalization: Custom branding allows for personalization, tailoring the learning experience to the preferences and interests of your learners. This deeper connection can significantly increase overall engagement.

By integrating learner data and preferences, you can offer tailored content recommendations and learning journeys to each of your learners, leading to a more engaged and motivated group. Here’s how to achieve that:

• Tailored Content Recommendations: Use learner data to recommend specific courses and materials that align with their interests and career goals. This helps them get familiar with your online learning platform and understand your expectations.
• Strategic Assignments: Direct your learners to specific experiences and assets that align with your business goals. Skillsoft Percipio allows you to design and assign both live and on-demand skilling experiences using your own content or content from other providers. This flexibility means you can create learning journeys that are perfectly aligned with your organization’s strategic needs. 
• Skill Benchmarks: Recommend or assign Skill Benchmarks aligned with your organization’s strategic goals. Skill Benchmarks are short diagnostic assessments that measure individual proficiency and offer personalized course recommendations. Each assessment provides a score to align learners with appropriate levels of learning. After a set period, learners are encouraged to retake the assessment to track their progress.

Begin by identifying the key learning objectives and strategic needs of your organization. Gather or create content that aligns with these objectives, and then use Skillsoft Percipio’s tools to design and assign these custom learning experiences. Regularly update and refine these learning paths to keep them relevant and engaging.

Digital badges are tangible symbols of achievement that drive engagement across various dimensions. When learners earn a badge, it’s a clear acknowledgment of their hard work and progress. By tying badges to specific learning goals or milestones, you give learners targets to aim for, fostering a sense of achievement and driving continued engagement.

Skillsoft makes it easy to create and customize digital badges with its Badge Designer tool. Here’s a quick overview:

• Preloaded Templates: Skillsoft has preloaded the Badge Designer tool with optional templates for course, track, and journey badges. These templates can serve as your design starting points.
• Design Elements: Use various design elements such as backgrounds, images, and icons to create unique badges. The design tool also supports custom attributes like dynamic text, asset titles, and notifications for when learners earn the badge upon completion of an asset.
• Blockchain Security: Skillsoft Digital Badges are secured and validated via blockchain, ensuring an unchangeable record of who earned the badge, when they received it, and who issued it. This adds an extra layer of credibility and security.

Re-engagement emails serve as a gentle nudge that can reignite interest and prompt action among those learners who may have become disengaged. Re-engagement emails should be:

• Personalized: Addressing specific reasons for disengagement shows that your organization values each learner’s participation and is invested in their success. 
• Actionable: Whether it’s a link to a new course, a reminder of upcoming deadlines, or a prompt to revisit a favorite module, clear actions can drive immediate reengagement.
• Open to Feedback: Re-engagement emails also serve as an opportunity for learners to provide feedback or seek support. This demonstrates your commitment to their success and helps overcome any barriers to engagement they may be experiencing.

Concerned that you might overwhelm your learners with too many emails? Don’t worry! Each re-engagement email includes an opt-out option, allowing learners to choose if they no longer wish to receive them. Plus, the email series stops as soon as they log back into the learning platform.

Implementing a re-engagement email campaign is straightforward. Start by identifying learners who have reduced their engagement. Craft personalized, value-driven emails with clear calls to action and, if possible, include special incentives. Monitor the responses and adjust your strategy based on the feedback you receive.

Hot Tip: Make sure you’ve also enabled welcome emails. Skillsoft Percipio can send an initial welcome email to all new and updated learners who have not received one before, along with a series of subsequent reminder emails. These are proven to increase user engagement and site traffic.

Skillsoft CAISY™ is an AI-powered coach designed to help learners practice difficult conversations and refine their communication skills in a safe and supportive environment. Here’s why it’s a game-changer:

• Practice Real-Life Scenarios: Practical application reinforces the relevance of the skills being taught, helping learners see the direct impact on their personal and professional lives.
• Safe and Supportive Environment: Learners can practice difficult conversations without the fear of judgment or negative consequences, which is crucial for building confidence and competence.
• Growing List of Scenarios: Whether it’s handling conflict, giving constructive feedback, or navigating tricky negotiations, there’s a scenario to suit your needs.
• Personalized Feedback and Guidance: Skillsoft CAISY™ empowers learners to identify areas for improvement and track their progress over time, fostering a sense of ownership and accountability in their development journey.

By implementing these six tips, you can significantly enhance engagement and the overall learning experience on the Skillsoft Percipio platform. From enabling SSO and consistent branding to personalized learning and digital badges, these strategies will help your organization achieve its strategic objectives.

When Martin joined Skillsoft in May 2022, the company had recently transitioned to a public entity. This shift necessitated a thorough evaluation and enhancement of the existing compliance program. “We moved from taking the basic steps required of a new public company to developing a robust, risk-focused compliance program,” Martin explains. This involved the implementation of comprehensive policies, controls, and ongoing risk assessment to ensure that the company was well-equipped to handle its new public company status.

A significant part of this transformation was the enhancement of the policy framework, particularly in key risk areas like artificial intelligence (AI). “Skillsoft is actively utilizing AI across the business to enhance the learning and training we provide to our customers,” says Martin. This has required the development of AI-related policies and the establishment of AI advancement and responsible ethical use committees to oversee compliance and ethics from a comprehensive standpoint.

Looking for advice on how to build your own organization’s AI policy? Read more.

The role of the CCO at Skillsoft has expanded to include oversight of cybersecurity, enterprise risk management (ERM), ESG (Environmental, Social, and Governance), and data protection. Martin has brought in compliance and ESG professionals, a Data Protection Officer (DPO), and other key team members to create a cohesive risk and compliance unit. “Skillsoft has a fabulous team in place to help us reach the next phase in the future of work,” said Martin. “Our goal is to have visibility into key risk areas throughout the company and to be more proactive from a compliance standpoint in addressing risk.” 

Data protection and privacy have become core focuses for Martin’s team, especially given the increasing amount of data companies handle and the stringent regulatory environment in Europe. “A DPO is critical to an effective compliance program, helping us navigate customer concerns both in contracting and throughout our relationship,” he emphasizes.

“Data protection is top of mind for regulators and companies in the U.S. and worldwide. Everyone is focused on enhancing data protection measures,” he observes. Additionally, the new Securities and Exchange Commission (SEC) reporting requirements for cyber-related incidents have added another layer of complexity to the compliance landscape.

Learn more on the world’s first major AI regulation act here. 

According to Martin, no two days are alike in his role. “A typical day involves various meetings and work on expected issues, but unexpected challenges always arise,” he says. These can range from corporate governance and contract issues to data breaches and whistleblower complaints. Despite the unpredictability, Martin finds this aspect of his job enjoyable.

Emerging issues, like AI and also gaining prominence. “Over the last year, we have accelerated our focus on ESG and now Skillsoft is sharing our metrics. We’ve developed and submitted ambitious science-based targets regarding our Scope 1, 2 and 3 GHG emissions in line with SBTi criteria. We are committed to demonstrating strong corporate citizenship,” Martin states, highlighting the importance of ethical considerations in compliance, not just meeting the letter of the law.

For Martin, the most rewarding aspect of his job is tackling interesting issues and learning about new topics. “It’s about figuring out how to be proactive,” he says. He believes that compliance programs must transition from being reactive to proactive. “How can you help the company perform better? How can you reduce risk? How can you introduce transparency into the business and assist people in doing the right thing?” Martin asks.

He emphasizes the importance of working directly with the business as a partner so that employees approach the compliance team early in new or challenging situations. This proactive approach helps in embedding compliance into the company culture.

Skillsoft’s unique position as a leading provider of compliance training to Fortune 500 companies allows it to mirror its teachings within its own organization. “We live our own compliance training in the same way we help customers do that around the world,” Martin explains. Skillsoft’s focus on value drivers and culture ensures that the company remains at the forefront of compliance best practices.

Reflecting on the broader compliance industry, Martin notes that the focus has shifted from reacting to the aftermath of the COVID-19 pandemic to areas like data analytics and ongoing monitoring of risk and controls. “More compliance professionals are starting to use and understand the importance of data analytics,” he says. Tailoring risk assessments and training for company-specific and industry-related risks is now a priority, as well as early detection of potential compliance issues.

Continuous and ongoing monitoring, coupled with risk assessment, are areas ripe for improvement. “That’s where we get into effective use of data analytics in a compliance program. AI will help with advancing these important compliance program elements,” Martin asserts, noting that regulators are also keen on these advancements. Enhancing the effectiveness of compliance programs through these technologies is a key focus for the future.

Balancing compliance and legal responsibilities, Martin’s insights offer a valuable roadmap for compliance professionals navigating this evolving landscape. The journey from reactive to proactive compliance is challenging but essential for ensuring your company has a risk based and effective compliance program, fostering a culture of transparency and ethical behavior within organizations.

If you want to lead in your industry, empowering your workforce through thoughtful employee development plans (EDPs) is key. By creating personalized plans for career growth, companies not only meet the evolving expectations of their employees but also build skills and leadership from within — along with a culture of loyalty, engagement, and innovation that can dramatically boost retention. 

Let’s explore how you can create impactful, actionable, and lasting EDPs that will truly benefit both your employees and your business. 

An Employee Development Plan (EDP) is a structured framework designed to help employees improve their skills, grow in their current roles, and pursue long-term career goals. It provides a roadmap for professional development and helps align personal aspirations with company objectives.

The plan serves as a mutual agreement between the employee and employer, ensuring that both parties are working toward a common goal: personal and professional growth that drives business success.

An effective EDP should include specific goals, actionable steps, timelines, and measures of success:

Personalized Goals: Reflecting both the employee's short- and long-term career aspirations.
Skills Gap Analysis: Identifying strengths and areas for improvement.
Clear Objectives: SMART (specific, measurable, achievable, relevant, time-bound) goals that are aligned with company priorities.
Action Steps: Specific tasks, training, or projects to achieve development goals.
Resources and Support: Tools such as mentorship, training, or certification programs.
Regular Review: Periodic check-ins to track progress and adjust the plan as necessary.

EDPs offer a multitude of benefits for both employees and employers. These plans help unlock both individual and organizational potential, driving performance, engagement, and retention.

Clarity and Focus: Employees gain a clear understanding of their career trajectory and how to reach their goals.
Motivation and Engagement: With a structured plan in place, employees feel valued, leading to higher morale and a stronger work ethic.
Skill Growth: EDPs encourage the continuous learning of new skills that are essential for both personal and professional success.

Increased Retention: Employees are more likely to stay with a company that invests in their growth.
Better Succession Planning: EDPs prepare employees for leadership roles, ensuring a strong internal pipeline of talent.
Increased Performance: Employees with clear goals and resources tend to perform better, contributing more to the company’s overall success.
Consistency and Efficiency: With structured development plans, you’ll create a streamlined, time-efficient process that supports consistent employee growth across the company.

Let’s break down how to create a successful EDP that will both empower your employees and support organizational objectives:

Step 1: Assess Employee Skills and Goals
Start with a comprehensive assessment of the employee’s current skills and career ambitions. Conduct a skills evaluation and have a conversation about their goals. This ensures the development plan is aligned with both their personal aspirations and the company’s needs.
Pro Tip: Encourage employees to self-reflect on their strengths, weaknesses, and future aspirations. 

Step 2: Set Clear Objectives
Once you’ve established the employee’s goals, create specific objectives that align with them. These should follow the SMART goals framework to ensure they are clear and achievable. For example, if an employee wants to move into a leadership position, an objective could be: "Complete leadership coaching and lead a small team project within six months."
Pro Tip: Focus on actions that are trackable, realistic, and tailored to the unique qualities uncovered in the assessment.

Step 3: Outline Action Steps and Resources
After setting objectives, outline the concrete steps needed to achieve them, such as practical training sessions, gaining certifications, or participating in key work projects. Be sure to also identify the resources needed, whether it's access to learning tools, mentorship, or external courses.
Pro Tip: Break large goals into manageable steps to keep employees motivated and lessen workload stress.

Step 4: Review and Update the Plan Regularly
An EDP should be a living document, updated regularly as the employee progresses. Schedule regular check-ins to assess progress and adjust. Flexibility is key, especially as company goals or roles shift.
Pro Tip: Use reviews as an opportunity to celebrate successes and set new goals.

Remember, employee development plans require access to the right learning resources to succeed. For example, here's how one of our customers leaned into transformative learning at scale with Skillsoft Coaching:

Willis Towers Watson (WTW) is a global advisory, brokerage, and solutions powerhouse who are committed to the equitable professional development and personal growth of their people.

Based on their deep commitment to developing tomorrow’s leaders, WTW needed a streamlined learning platform that offered transformative, interactive learning experiences to empower personal development along with skill proficiency. Working with Skillsoft, WTW launched the Manager Effectiveness Program in 2023, in multiple languages and featuring over 100 offerings across five modules, translated into a digital format to reach thousands of potential new leaders. Utilizing Skillsoft Coaching, their program is now an integral part in key leadership development initiatives across the company, including their Women’s Leadership Program.

“Through Skillsoft’s personalized coaching and the integration of a women’s self-assessment tool, our leadership development program for women achieved remarkable success. The depth of the coaching, aligned with tailored assessments, empowered these leaders to navigate their careers, advocate for themselves, and overcome feelings of Impostor Syndrome," said Clark Backus, Global Head of Leadership Development, WTW.

Employee development is an ongoing partnership between employees and organizations, built on trust, mutual goals, and shared success. When you commit to guiding your employees on a tailored development path, you signal that their contributions matter, that their growth is valued, and that their success is linked to the company’s overall vision. This level of support translates into higher engagement, greater retention, and an empowered workforce ready to innovate and excel.

Start now — and watch as your organization thrives through the growth and development of your most valuable asset — your people. 

Here’s a simple template that you can use to get started:

For individuals, certifications bring about many perks. Often, they earn professionals a higher salary and better job prospects. Many have reported receiving a bonus at work as a result — even promotions. 

For employers, having certified staff helps establish leadership in the market and win business. Internally, these employees exemplify professionalism and bring their expertise to deployments, launches, and troubleshooting. 

To put a dollar figure on it, nearly half (45%) of IT leaders say certified staff add $20,000 in value or more to the business over their non-certified counterparts. That could manifest in faster, higher-quality work performance, a closure in skill gaps, or improvements to staff turnover and morale.

Investing in certifications pays back in more ways than one. For employees and their employers, the work put in to earn these credentials is a win-win. 

But today, the road to certification looks different virtually everywhere. 

The problem with this is that employees often bear all or most of the responsibility of training. And even if their employer is willing to help or cover the cost, the curriculum is convoluted and fragmented. 

Anyone who’s earned a noteworthy certification can attest to the challenge of simply getting to exam day. 

Thankfully, that’s changing.

This New Feature in Skillsoft’s AI-Driven, Online Learning Platform Will Help

Skillsoft is rolling out a new feature to address these challenges head-on. Skillsoft’s Certification Paths formulate a coherent, easy-to-follow process to help employees unlock these credentials in less time.

In essence, it’ll help administrators more easily track which credentials their workforce has and create intuitive, automated paths to certification for learners.

Since every certification comes with different requirements, providing end-to-end clarity to employees is a significant first step. Setting up the path manually requires a significant upfront push from learning and development. 

“Earlier, we would prepare the entire journey, providing an exhaustive list of resources to learners and sharing certification paths through creative communication or through orientations,” said Ravishankar Sharnagat. “Having this in place would help streamline that process and bring clarity to employees. It would also help provide a clear understanding of who within our well-trained and certified talent pool can be deployed on new and specific projects and initiatives.” 

In the backend, administrators can create paths using a new “concise” theme and set the program's parameters. Within this path, administrators can enter exam information, allow proof of certification uploads, and see which skills employees are building. 

Administrators will also see which certifications are up for renewal or set to expire. This can help inform plans to prevent lapses. 

What learners see is a clearer view of their progress, the skills they’ll build, and the requirements to become certified. As they complete assessments, courses, books, and more, a progress indicator will continually reflect their work. A set of actions within each path will guide learners to the next step, whether obtaining a voucher or scheduling their exam.

What’s new? 

• The Certification Center — A central location for certification training that improves organization and access. 
• Practice Tests — Ahead of exam day, learners will have access to practice exams to boost their confidence. 
• Bonus Material — Added resources will help learners understand the requirements of certification. 
• Proof of CertificationTracking — When building the path, administrators can allow learners to upload their new certified status.

What’s coming soon? 

• Ongoing updates to the Certification Center 
• Learning notifications to engage learners
• Voucher management for administrators

Certifications from Microsoft, Google, AWS, CompTIA, and many others are highly sought after by individuals — and their employers.

Having certified staff can fulfill requirements, like the DoD’s 8140, and satisfy clients’ demands for secure, high-quality solutions built, delivered, and maintained by experts. 

Only, the process isn’t easy today. 

Most organizations have an opaque view of their workforce’s credentials and skills, making it nearly impossible to know which employees can lend their expertise to new strategic projects and initiatives as they emerge. 

Skillsoft’s Certification Paths will help organizations improve the management of this process, giving administrators more ways to track and validate their workforce's capabilities.

“In today’s rapidly evolving enterprise landscape, technical certifications are key. But they can be difficult for administrators and learners to track and share,” says Gina Smith, PhD, Research Director for IDC’s IT Skills for Digital Business practice. “Skillsoft Certification Paths aims to tackle such issues by providing comprehensive certification management for administrators and a centralized hub for learners to access all their certification needs.” 

Get more information about this new feature by reaching out.

So, what exactly are power skills, and why are they important?

Also known as soft skills, power skills encompass intangible and uniquely human traits such as written and oral communication, public speaking, and critical thinking. These skills have become increasingly crucial in the era of Generative AI, highlighting the importance of adaptability and problem-solving capabilities. 

According to Skillsoft’s 2023 Lean into Learning Report, employers are prioritizing power skills across organizations. In fact, the report showed that the top 20 digital badges earned by learners last year were focused on the art of power skills. Furthermore, a survey from Salary.com has power skills consistently ranking among the most in-demand skills that organizations seek from employees.

Essential for helping with individual career growth, power skills are transferable across industries, making it easier for professionals to alter career paths or progress up the career ladder at an accelerated rate.  

Let’s take a look at the most important power skills you can develop this year.

1. Effective Communication

Communication is always the key to business success. In this era of hybrid and remote work, employees must be able to communicate across a multitude of channels and platforms. Clear and concise communication is a timeless skill that every employee needs to consistently nurture. It is not only essential to build strong relationships with colleagues, clients, and stakeholders, but also to aid in collaboration and project success across industries, regardless of what role one has in a company. 

Effective communication involves the ability to clearly and compellingly convey messages, and more importantly, it involves the ability to understand the needs of others and respond to feedback. From new managers giving their first performance review, to sales leaders looking to pitch a new product, every employee needs to learn how to communicate with their peers, direct reports, and leadership team to achieve business results.

2. Problem Solving

In the age of AI at work, both leaders and employees are expected to meet new challenges and solve new problems more often than ever. 

The speed with which problems are acknowledged and solved can have a profound impact on a team’s ability to function successfully. That’s why having strong individuals who are ready and willing to address problems is critical. Employees who are adept at problem-solving can effectively navigate complex business challenges and support organizational focus and continued success, making them important members of any team. 

3. Leadership

A good leader has the ability to motivate and inspire their team to reach new heights. They are able to set a clear vision for the future, communicate it effectively, and establish a culture of accountability and excellence. Above all, an exceptional leader possesses the ability to guide their team towards achieving a common goal.

Leadership skills are crucial for professional success, as they are highly sought after by employers across various industries and job roles. In today’s world of teamwork and collaboration, leadership is an essential quality that distinguishes top-performing individuals from the rest. 

4. Critical Thinking

Critical thinking is a major component of strategy and decision-making. To master critical thinking, one must carefully gather and analyze facts and use their observations to make informed judgments.

The power of critical thinking lies in its ability to equip individuals with the tools to tackle complex problems with a strategic and analytical mindset. By taking responsibility for their decisions, and being self-aware and accountable, critical thinkers are able to navigate the challenges of the workforce with confidence and ease.

5. Emotional Intelligence

Employees with high emotional intelligence are adept at empathizing, building strong relationships, effectively managing teams, and dealing with workplace stress. They also excel in understanding and responding to their own and others’ emotions which enhances decision-making and conflict resolution. 

Some ways that leaders can help improve their team’s emotional intelligence are by promoting work-life balance, implementing emotional wellness programs, modeling healthy mental wellness practices, and providing mental health training for all employees.  

6. Strategic Thinking

Strategy skills—in which you analyze a situation and set goals systematically—are an important quality for anyone in the professional landscape. Employees and leaders who can develop and maintain a strategic vision over time can support effective resource allocation, anticipate potential changes, develop scenarios and responses, and flexibly adjust to different types of internal and external challenges. 

Strategic thinking skills also enhance problem-solving abilities, boost capacity to manage change, and encourage innovative thinking. 

7. Teamwork 

Teamwork goes beyond just working with others—it requires communication, collaboration, and a shared commitment to work towards a common goal.

In professional settings, good teamwork can help foster creativity and innovation by integrating different viewpoints and leveraging each member’s strengths to drive exceptional outcomes. Effective teamwork is critical in achieving organizational goals and working as part of a collaborative team can also enhance job satisfaction, contributing to a positive work environment.

8. Time Management

Excelling in time management centers around the ability to set priorities, organize tasks, and allot time across different activities. 

Good time management skills can help individuals avoid the stress and anxiety that comes from procrastination or missed deadlines, resulting in a healthier relationship with professional tasks. Furthermore, those who can effectively manage their time are more likely to be seen as efficient and reliable, helping them to make a positive impression and stand out in the workplace.

9. Adaptability & Agility 

It’s impossible to avoid unexpected challenges. That’s why adaptability and agility are essential for both people and organizations.

By embracing adaptability, teams can respond quickly and effectively to changing circumstances, allowing them to remain versatile and composed under pressure. Moreover, it can help individuals and teams stay motivated, engaged, and committed to achieving their goals while also helping them quickly bounce back from challenges.

10. Resilience

In a professional environment, employees must be able to forge ahead when faced with challenges. 

Resilience is a mindset that allows people to see failure and setbacks as opportunities for growth and learning. Rather than quitting or blaming external factors, resilience can empower people to view failures and setbacks with new eyes, critically analyzing and taking control of difficult situations. Armed with newfound knowledge, they get back up again, stronger and more confident than before.

In order to thrive amidst change, fostering a culture of continuous growth is imperative. Power skills are an essential part of thriving in today’s workforce and they can help professionals thrive in their roles and advance in their careers.

By prioritizing growth through reskilling and upskilling, and committing to developing power skills through training, individuals and organizations can set themselves apart while staying agile and confident in the new world of work. 

To help build these crucial skills, Skillsoft’s CASIY Conversational AI Simulator is designed to recreate realistic work scenarios that can help professionals improve on the most valued power skills.

Start enhancing your power skills with Skillsoft CAISY™ today.

Lack of Time Leads Top Five Barriers to Skilling

Skillsoft’s research found a lack of time was the top barrier to upskilling, chosen over ten percentage points more often than the next closest barrier, lack of options (42% vs. 30%). The third most popular choice was poor support from leadership (26%), followed by lack of relevant content (26%) and lack of budget (24%).

Organizations must create a culture of learning, enabling and empowering talent to continuous and effective talent development programs, ensuring their employees have the skills they need to innovate and drive the business forward. As generative AI (Gen AI) disrupts the status quo, organizations must diminish the barriers and provide access to necessary skills to help talent understand and use these technologies to augment their work and, in some cases, be more productive. It’s important to address hurdles employees may be experiencing in their skilling journey for the future health of the company.

Learning and Development Programs Must be as Diverse as Talent and Their Needs

The top three training models respondents want more investment in are online, video-based training (39%), interactive or experiential training (37%), and live instructor-led training (37%). Evaluating what skills teams need and taking a multi-modal approach to learning can help address a lack of options and relevant content. 

While the method may be different, leaders must strive to provide talent development programs that deliver holistic and effective skilling to the entire organization. Our research found that almost 75% of respondents feel that their organization's talent development programs have significant gaps. To overcome these challenges, organizations should consider implementing comprehensive and interactive learning solutions that empower employees and help them develop essential skills.

Greater Alignment is Needed on the Skills Most Critical for Success

Skillsoft’s research found that the same four categories of skills – power, technical, AI, and leadership – are most important to senior leaders, management, and individual contributors. Power skills, often referred to as “soft skills,” include competencies like communication and emotional intelligence, while technical skills cover areas like cloud computing and data analysis. AI skills involve aptitudes like prompt engineering and identifying hallucinations. Lastly, leadership skills encompass proficiencies like decisiveness and delegation.

Executive teams ranked these four skills:

• Leadership (24%)
• AI (23%)
• Technical (22%)
• Power (20%)

Management and their teams ranked these skills:

• Power (24%)
• Leadership (23%)
• Technical (22%)
• AI (13%)

The biggest difference between these leaders and their employees is how they see AI’s current importance as well as the perceived effectiveness of AI skills training. 72% of individual contributors rated AI-specific training programs as poor to average, down to 60% for middle management, and 44% for executives. There are multiple potential causes for these differences, from a lack of communication and direct priorities to a training program that doesn’t cater well enough to differing levels of experience. Given the third most common barrier to skilling was poor support from leadership, it’s likely the insights that influence leadership are not the same as those shaping the rest of the organization.

These rankings can also inform companies on what skills their employees are actually using day-to-day. While AI tools like CoPilot or ChatGPT may be integrated in the workforce, lower usage numbers could be due to managers and their teams being confused in how to utilize it.

Skills Gaps Make Workers Question Their Job Security 

Economic headwinds and shifting job markets have affected how employees see themselves in their roles. Their skills, or lack thereof, have also impacted how they view their job security. According to Skillsoft’s research, 41% of respondents say they’re somewhat or strongly concerned about being replaced or shifted into an undesirable role due to a lack of skills.

Management and above are more likely (57%) to have these fears and are prioritizing technical skills (24%) alongside AI (20%), closely followed by power and leadership skills (both 20%). Despite the previously mentioned overall sentiment ranking technical skills lower down the list, this focus could be in response to the rise of AI tools in the workplace. However, the World Economic Forum estimates 12 million more jobs will be added to the workforce than are displaced due to AI, making AI implementation more about reskilling and transferable skills, change management, and internal mobility.

The longevity and prosperity of businesses revolve around a commitment to building an engaged, dynamic workforce. Unfortunately, barriers like a lack of time, miscommunication of priorities, and shaken confidence in job security are hindering growth. Organizations can help their employees meet their skilling goals, help keep their workforce happy and engaged and remain competitive and agile. But it won’t happen overnight nor without investment in creating a culture of learning. To ensure skilling efforts continue effectively, business leaders must:

• Encourage employees to set aside time regularly for upskilling, whether that be reading an informative book or completing an online skills course. Consider even developing a new policy for this time to demonstrate the importance upskilling has to an organization. This can also help encourage managers to support their direct reports on their skilling journey.
• Improve skilling programs through evaluation and iteration of current training initiatives and ensure they offer multimodal and blended learning options that cater to different learning styles and preferences. Additionally, organizations should explore how they can utilize new and emerging techniques such as gamification, AI-coaching, and adaptive learning to enhance the engagement and retention of learners. Don’t discount the value of establishing core skill priorities with department and team leads so employees can feel validated and productive with their training time. 
• Ensure effective L&D modalities. Considering respondents’ confidence in skills is necessary for success, ensure the modalities of talent development programs are appropriate and effective for the intended learners. Surveys, focus groups, and other data gathering avenues will help understand current competencies and provide a path for employees to share what they find most useful for different topics.
• Communicate directly with department and team leads for wider priorities. When talent see their leadership prioritize learning and investment in skills, they’re more likely to do so as well. Once an effective, iterative skilling initiative is set in place for principal skills like power and leadership skills, pursuing more specialized pathways will show employees their perspectives matter.
• Establish actionable and benchmarkable skills the company is focusing on to assuage anxiety on the future of jobs and the business. By benchmarking skills, organizations can identify the gaps and strengths of their workforce, align talent development programs with business goals, and motivate employees to improve their skills and competencies. Benchmarking can also help communicate the value and relevance of the skills leadership prioritizes and how they can contribute to the success and growth of the company and its employees.

Skillsoft’s State of Enterprise Skilling research highlights employees value programs that help them acquire and improve the skills they need to succeed in their roles and advance their careers. However, many organizations are falling short of providing effective and engaging skilling opportunities that address the needs and preferences of their workforce. By investing in talent development programs that align with business goals, offer a blended, multi-modal approach, and allow leaders to track results and iterate, organizations can foster employee growth, enhance business sustainability, and boost productivity, innovation, and competitiveness in the digital age.

Research Methodology

Skillsoft’s research survey was conducted online in July 2024 through the Pollfish platform. The survey yielded 2,500 complete responses from full-time workers across various industries and roles in the United States, United Kingdom, Germany, and India.

Education doesn't stop once formal schooling ends. Instead, it continues throughout one's career, driven by a desire to grow, adapt, and succeed in an ever-changing environment. When leaders assume that some people aren’t capable of learning new skills, they design L&D programs that exclude rather than include, frustrating individual potential and limiting growth. That mistake can have a significant impact on employee retention — and eventually, on the bottom line. 

So, if we accept that every employee has the potential to learn new things, why do so many L&D programs fall short? Perhaps it's because L&D professionals are still learning how to design training that harnesses that potential. Just as one student interviewed last year for a New York Times Learning Network essay said, 

"Motivation in learning can differentiate for many different types of people. Beyond that, learning is not only grades and striving for A’s. It’s an experience, a world that opens doors and unlocks keys that lead to new discoveries."

By understanding what drives people to learn new things, organizations can open those doors, offering training that encourages exploration and development beyond compliance — and beyond hard skills which can quickly become obsolete.

In our latest IT Skills and Salary Report, 32% of respondents reported their main driver for training was preparing their organization for a new initiative, technology, or upgrade. And, after earning a certification, 62% reported the quality of their work improved. That's good news for their employers, because it speaks to a strong desire to contribute to their organization.

In fact, studies have shown that the main drivers for training are benefits to employers as well as to employees themselves: 

• 59% say it improves their overall job performance.
• 51% say it gives them more self-confidence.
• 41% say it helps their time-management skills.
• 33% say it's a factor in earning them a salary increase.

In other words, training must be approached holistically, offering both career and personal growth. Let's look at some of the top challenges to effective L&D design, and how to overcome them.

1. Lack of Motivation and Engagement
The Challenge: One of the most significant barriers to effective learning is a lack of motivation. Businesses often view training as a checkbox task tied only to compliance, rather than an opportunity for growth. This can lead to content that feels rigid, generic or disconnected from their employees.

The Solution: Make the learning experience relevant, personalized, and easy to navigate. This can be achieved through personalized learning paths based on roles, strengths, and career aspirations. At Skillsoft, we help businesses deliver tailored content that meets individual needs. And, our new AI-driven features will ensure learners can access the most relevant and practical resources quickly.

2. Poor Training Quality
The Challenge: Another major obstacle is the quality of the training itself. Outdated methods, lack of interactivity, or poor instructional design can render training boring and ineffective. When employees perceive training as low quality, they are less likely to engage fully, resulting in poor adoption, low retention, and reduced application of knowledge.

The Solution: To enhance the quality of training, organizations should focus on creating high-quality instructional design. This includes using multimedia elements such as videos, infographics, and interactive simulations that cater to different learning styles. Hands-on practice also makes the training more relatable and practical.

3. Off-Target, Time-Consuming Content
The Challenge: Training that doesn’t align with employees’ roles or company goals can lead to wasted time and resources. Content that isn’t tailored to specific needs can result in poor adoption, as employees may struggle to see the relevance of what they are learning. What's more, 46% of tech employees we surveyed said their current workload prevented them from training.

The Solution: Ensuring that training content aligns with both employee roles and company goals is crucial. Conducting needs assessments and involving employees in the training development process can help identify the skills and knowledge gaps that need to be addressed. Design training modules that can be completed in 15-minute segments. And, factor in time at work for learning without overburdening current workloads.

Here's how one of our customers tackled the challenge of building a new, self-driven L&D approach. 

Terri Souder-Basa, Director of Learning and Development at Curia, a global contract research, development, and manufacturing company, joined Curia specifically to tackle the challenge of building an L&D approach. As a first step, she had conversations with company leaders to understand the current landscape and what skills the company needed most.

“Across all the leaders I talked with, there were clear commonalities,” Terri says. “They were looking for things like accountability, commitment, communication, collaboration, ethics, and creativity.”

Those competencies became the foundation of Curia’s Leadership Model. Curia implemented iLearn, a custom-branded instance of Skillsoft’s AI powered learning platform that uses Skillsoft content to help employees live into the company’s identified leadership behaviors. To ensure what they provide is relevant, aligned, and approachable, Souder-Basa and her team worked with leaders to organize content into smaller groups called “Leadership Journeys."

Once employees started learning about the program, demand quickly surged, and Curia increased their program from 500 licenses to 2500. 

“Once people had a chance to experience iLearn, other people were coming forward to ask, ‘How can I get this, too?’” Terri says. 

Now that we've explored some of the practical challenges and solutions around L&D training, it's important to remember that good training programs are simply a reflection of considered company culture. Organizations need to strike a balance between allowing employees' curiosity and creativity to flourish, and ensuring they acquire training and skills that drive business success.

Where do you start? 

Foster an environment where experimentation and curiosity are valued. Encourage employees to take risks and explore new ideas without fear of failure. This can be done through innovation labs or dedicated time for personal projects. By supporting a culture of curiosity, you can drive continuous improvement and innovation within the organization.

Help employees see the connection between learning and their career progression. Offering clear pathways for advancement that are tied to specific learning milestones can motivate employees to engage with training programs. Seek feedback and nurture leadership development from within. 

Remember, everyone has the potential to be amazing. To unlock this potential, organizations must focus on overcoming the common barriers to learning and fostering an environment where employees are encouraged to explore, grow, and thrive. By addressing challenges such as lack of motivation, poor training quality, and irrelevant content, L&D professionals can create dynamic and engaging learning experiences that not only enrich employees’ lives, but also contribute to the company’s success.

Want more insights into the state of learning today? Lean into Learning with our annual report, and let us know how we can help.

Google Cloud – Professional Machine Learning Engineer

A certified Professional Machine Learning Engineer uses Google Cloud technologies to build, evaluate, and optimize machine learning models. They handle large datasets, create reusable code, and integrate responsible AI practices.

Professionals with these titles often work collaboratively to make AI/ML accessible throughout their organization and ensure project success. Much of this certification focuses on scaling and improving ML solutions over time.

Professionals must know model architecture, pipeline creation, and metrics interpretation to earn this certification. "Automating and orchestrating ML pipelines" counts for 21% of the current exam, testing professionals' ability to develop pipelines, automate training, and more. Further, a basic understanding of MLOps, application development and data governance will help come exam day.

The exam will also test professionals' ability to create low-code solutions, manage data and models, scale prototypes, and automate ML pipelines. While coding isn't directly tested, strong programming skills and experience with data platforms help. Basic proficiency in Python and Cloud SQL is necessary to interpret code snippets.

• Examcost: $200 USD
• Global Average Salary: $134,373
• Training: Google Cloud Skills Boost(from Google)

*Note: a new version of the exam launches Oct. 1, 2024, which will include more about working with and developing generative AI solutions.

AWS Certified – Machine Learning Specialty

The AWS Certified Machine Learning - Specialty credential is meant for those who will develop — from idea to deployment — machine learning models on AWS.

This certification confirms expertise in creating, training, optimizing, and deploying ML models using AWS. It's aimed at individuals in development or data science roles with over a year of experience managing machine learning/deep learning workloads on AWS.

Candidates should have two years of hands-on experience with ML on AWS, a grasp of fundamental ML algorithms, hyperparameter tuning skills, and familiarity with ML frameworks. The exam's largest portion, 36%, is devoted to modeling. This domain tests a candidate's ability to align business challenges with ML and then develop and optimize a solution.

To earn the certification, one must pass the current exam, which includes multiple choice and response questions. Further details, like the exam outline and passing criteria, are available in the exam guide.

• Examcost: $300 USD
• Global Average Salary: $136,595
• Training: AWS Skill Builder (from AWS)

Microsoft Certified: Azure AI Fundamentals

The Azure AI Fundamentals certification provides an opportunity to showcase your understanding of machine learning, AI concepts, and associated Microsoft Azure services.

The certification doesn't require a technical background, making it applicable to virtually anyone who's interested in AI and machine learning. This credential proves that professionals understand the fundamentals of this technology and how Microsoft Azure supports the development of AI solutions. Describing the fundamentals of machine learning accounts for the greatest portion of the exam.

Again, no prior experience in data science or software is required. Although, Microsoft recommends having some knowledge of cloud concepts and client-server applications. Training for this certification would also benefit those who plan to pursue others, like the Azure AI Engineer Associate (listed below).

For those still in college, passing the current certification exam may qualify you for credit. The skills assessed include understanding AI workloads and considerations, machine learning principles on Azure, and features of computer vision, Natural Language Processing (NLP), and generative AI workloads on Azure.

• Examcost: $99 USD
• Global Average Salary: $83,456
• Training: Course AI-900T00-A: Microsoft Azure AI Fundamentals - Training (from Microsoft)

Microsoft Certified: Azure AI Engineer Associate

The Azure AI Engineer certification validates a professional's ability to build and implement AI solutions on the platform, doing so securely and collaboratively. These professionals often work with others to conceptualize and develop the solution, and then deploy and integrate it.

Knowing this, these professionals should know programming languages like Python or C#, experience with APIs and SDKs. Naturally, these professionals must also know Azure and its capabilities. Unlike the certification mentioned earlier, this is best suited to those at an "intermediate" level in their careers, planning to pursue a role as an AI engineer, according to Microsoft.

To pass the exam, professionals must demonstrate their ability to plan and manage AI solutions on Azure, including content moderation, computer vision, natural language processing (this is most heavily tested), knowledge mining and document intelligence, and generative AI.

• Examcost: $165 USD
• Global Average Salary: $93,789
• Training: Course AI-102T00-A: Designing and Implementing a Microsoft Azure AI Solution – Training (from Microsoft)

IBM Certified Data Scientist – Machine Learning Specialist

For this certification, professionals must know how to respond to business challenges with ethically sound solutions. This includes knowing when and how to implement the appropriate model.

Professionals who hope to unlock this certification must know how to use Watson Studio and other IBM AI solutions to solve business challenges through exploratory data analysis and preparation, model implementation, and maintenance.

This is an advanced-level certification, and the bulk of the training offered by IBM for it is meant for intermediate- and advanced-level professionals. Most of it covers supervised learning (regression and classification), unsupervised machine learning, and deep learning.

• Examcost: $200 USD
• Global Average Salary: $88,333*
• Training: IBM Machine Learning Specialist - Training (from IBM)

Given the popularity of AI and the potential of the technology, there's more appetite to hire professionals with these skills — or train those who show an interest and aptitude for the work.

Employers that have professionals with these credentials on staff retain a competitive advantage over others in the market, which will ultimately help them win business, satisfy client requirements, and ensure in-house capability to get projects off the ground.

For individuals, these credentials naturally appeal to hiring managers, signaling credibility and third-party validation.  

But where should you start?

Codecademy offers a Career Path for aspiring machine learning specialists. Not only does it earn those who complete the path a certification, but it progresses learners through 59 hands-on projects, tests their knowledge, and exposes them to Python, SQL and algorithms.

Best of all, it's meant for anyone interested in learning the trade. Check out the syllabus to learn what it entails.

This list of machine learning certifications is based on survey responses from Skillsoft's IT Skills and Salary Survey conducted from May to September 2023. The survey asks respondents about their current jobs and experience, certifications and salaries, and more. Respondents encounter multiple choice and multi-select, open-ended, rank choice, and other types of questions while taking the survey. Technology providers, certification bodies, and Skillsoft distribute the survey to IT professionals worldwide.

When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand, and other factors. Salaries are not normalized for cost of living or location. Salaries denoted with an asterisk (*) fall below the 50-response threshold, presented only for continuity and not statistical relevance.

In listening to our customers explain what they need from their compliance training, we found that learners and administrators want more flexibility, more personalization, and more insight into outcomes. 

Traditional compliance training continually falls short in these areas. 

It’s rigid, offering one-size-fits-all training. It also makes it tough to drill down into the risks linked to individuals, preventing organizations from thoroughly understanding what they’re up against.

That’s why we set to work developing Skillsoft’s Compliance Suite, which centers personalized, risk-based training. 

This approach delivers compliance training to individuals based on their risk profile and then helps administrators analyze and understand the impact of the training — a stark contrast from the traditional way. 

What’s Different from Skillsoft’s Previous Compliance Training? 

For a long time, Skillsoft’s compliance training wasn’t fully integrated into Percipio, creating roadblocks to reporting and connections to learning management systems.

Not anymore. 

Skillsoft’s Compliance Suite brings all training material — served in 35+ languages — into Percipio. Compliance training launches inside the platform, creating a seamless experience for learners and administrators.

The Suite will also include a range of dashboards to help assess risks and measure training efficacy. The dashboards will yield more insights that compliance professionals can use to spot elevated risk areas, analyze performance, and report to stakeholders. 

What’s Included with Skillsoft’s Compliance Suite?

Percipio-native Training — Skillsoft’s entire compliance curriculum is in Percipio, improving the experience for both learners and administrators. In the months ahead, administrators will have more opportunities to customize courses, issue assignments in more languages, and connect this training to their LMS.

Risk Analytics — Available right away is a dashboard to help show completion rates, but more advanced dashboards are coming in the months ahead. These additional dashboards will reveal learner behavior, skill assessment scores, and engagement levels, helping compliance professionals become more proactive in their efforts to serve timely and relevant training.

Dynamic Content — Part of running an effective compliance program is delivering risk-based training. Is the training relevant to the individual based on the risks associated with their role, where they live and so on? That’s where Dynamic Content comes in. This time-saving feature was developed in response to the heavy workloads that many administrators struggle with when standing up complex training programs. Dynamic content greatly reduces the build time of highly personalized training. 

As the risks to organizations multiply, compliance professionals must adapt. 

Only, it’s easier said than done. 

The Accenture report mentioned earlier shows 72% of risk leaders say they can’t keep up with the change. 

Compliance teams are spread thin. For some, budgets have taken a hit. All the while, risks — new and old — continue to surface and the standards for compliance have never been higher. 

So, how do you develop a well-designed, well-thought-out compliance program that goes beyond checking the box?

Skillsoft’s award-winning compliance curriculum has helped organizations keep pace with emerging risks, laws and regulations. 

“With employees serving 73 markets in 26 states, each having a unique set of compliance training requirements, the Skillsoft Compliance Suite is invaluable for our company," said Lori Thompson, Director of Human Resources for national media company Lee Enterprises. "Dynamic Content allows us to easily manage the complexities of different state regulations and deliver the right training to the right employees at the right time. It’s a win-win for administrators and our talent.”

Now, we take another step forward in our journey to serve our customers and support their efforts to keep employees safe, stay in line with mandates, and reduce their chances of suffering the damages of non-compliance. Skillsoft’s Compliance Suite will reveal the finer details of the risks that organizations face today and provide more ways to combat them through learning. 

Reach out to see how our Compliance Suite can help you. 

In this series of interviews with managers across Skillsoft, we aimed to uncover the power skills that play a pivotal role in managing technical teams. Throughout the series, you’ll hear from distinctive technical leaders across the Skillsoft team, ranging from curriculum developers to a director of software engineering, to shed light on the unique challenges technical managers face in people management roles.

Reed Laverack, Senior Director of Engineering for Skillsoft’s Codecademy, is more than just a project manager – he's a people manager. Our conversation with Reed brought to light the importance of managing down, delivering insight into how to effectively convey vision and direction to your team while letting them take ownership of their work.

In 2018, Reed accepted a role as a senior software engineer, leading a team of engineers in rewriting a legacy program into a cloud-native application. 

During his time leading this project, Reed found himself drawn to the overall strategic direction of the business. He enjoyed leading the technical team and getting to apply the project management skills he’s honed during his previous roles.  

“I really liked looking at the big picture of it all. The best part of a project for me is planning it out, seeing what our end goal is, and figuring out how we get there. I was happy to get into the details – I'm an engineer at heart, and it's always fun to figure things out – but what I really loved was more of the bird's eye view of the project. I've also always liked working with people, so although I didn't have any experience with people management, and that was definitely an adjustment, I was excited to take that on.”

When his project came to an end and he reverted to being an individual contributor, Reed realized he missed the vision, mentorship, and strategic planning he experienced as the team lead. It was in 2021 that he accepted his first engineering manager role at Codecademy. 

Nearly three years and three promotions later, Reed now manages 40 engineers across six functional teams that handle the platform and enterprise portions of Skillsoft’s Codecademy.

As Reed adjusted to life as a manager – and especially as he moved up and became responsible for larger and larger teams – he looked to his first Skillsoft manager as a role model.

“One thing that Skillsoft and Codecademy, which was acquired by Skillsoft, do well is that the managers aren't just there for project management. Coming to Codecademy, my first manager here was very big in people management and taking care of engineers at an individual level. Early on, I saw how effective that style was. You need to have that trust, and if you don't focus on the people through those 1:1s and day-to-day interactions, they're not going to have trust in you in those moments where you say, ‘We don't know, but this is how we're trying to figure it out.’ People need to trust you enough to say, ‘I'll wait until you figure it out.’” 

When Reed first embarked on his new role, he encountered a significant learning curve as he familiarized himself with the myriad responsibilities it entailed. Eager to make an impact, he initially plunged headfirst into the work. However, he quickly realized that he had overlooked the importance of understanding how the team was already collaborating. To be truly effective in his leadership position and to cultivate trust among his team members, Reed recognized the need to take a step back and carefully observe.

Determined to gain a comprehensive understanding of the team's dynamics, Reed made a conscious decision to refrain from making any decisions for an entire month. During this period of attentive observation, he meticulously watched his team as they navigated their daily tasks and interactions. This deliberate pause allowed Reed to absorb invaluable insights into the team's strengths, workflows, and challenges.

“It was hard. It was really hard to step back and listen and let others take the lead on things, but at the end of that month, I knew exactly how the team felt. I understood how the company was interacting with the team, and I was much better equipped to be their voice. Being a manager means you’re responsible for people. The saying, ‘People don't leave companies, they leave bosses’ does ring true. That's definitely a scary thing day-to-day, and that’s why it’s important to listen.”

Throughout this experience, Reed honed several critical skills, including active listening, strategic thinking, and empathetic leadership. By immersing himself in the team's environment, he was able to identify opportunities for improvement and foster a more cohesive and collaborative atmosphere. Reed's commitment to understanding his team on a deeper level ultimately laid the foundation for a more unified and effective leadership approach.

With a growing team of 40 engineers, one thing Reed can’t be is a roadblock. Over his years in individual contributor and team lead roles, he’s learned what it means to make someone's job more difficult by not giving them the information they need. 

With a surplus of engineers and a deficit of managers, he believes managers can’t and shouldn’t make every decision. He supports passing down ownership of projects and making sure the engineers across his team have the space to develop their own leadership and project skills.

"As you grow in leadership, you start to see not just the whole picture of your team, but the whole picture of the company. It's really important for me to be able to understand what's going on at the company level and why we're not making certain things priorities, because I get asked that by my engineers and I need to have an answer for them. Because they don't see the full company vision like I do, I need to be able to bring them along on that decision journey so they can feel confident in where we're going.”

For him, this looks like planning quarterly meetings with his entire cohort to set the stage of what’s been planned out and what goals he wants the team to work toward. The greatest challenge, he says, is ensuring the team knows what’s happening at a company level so that they understand the "why" of timelines that have been set. 

Reed also recognizes that alongside managing down is making sure the team has enough time to develop their own skills, leadership, engineering or otherwise. He encourages his team to take ownership of their professional development and implores them to dedicate time in their daily routine to upskilling.

“I stress that it's not something I expect after hours, but being an engineer means you have to continually educate yourself. The industry is changing, and you have to put in time during the workday to upskill yourself and to keep up with the market.”

Reed's journey exemplifies the qualities of a strong leader who has truly mastered the art of managing down. His commitment to clear communication, trust-building, and continuous skill development has created a supportive and growth-oriented environment for his team.

By effectively delegating responsibilities while providing clear guidance, Reed has fostered a culture of empowerment and accountability. His ability to balance strategic vision with empathetic leadership not only enhances team performance, but also ensures his team is agile and ready to take on the technical challenges of tomorrow. 

Develop the technical leaders your organization needs. 

There are numerous you can celebrate and foster inclusivity within your multicultural community, both within and outside your workplace. Here are some suggestions:

• Organize a language exchange or a cultural event. You can invite your employees, clients, partners, and neighbors to participate in a fun and interactive activity, where they can learn and practice different languages and cultures. You can also showcase and appreciate the diversity and richness of your community through music, art, food, and stories.
• Support a local or global literacy project. You can donate, volunteer, or partner with a literacy organization that works with multilingual learners and educators. You can also sponsor or mentor a learner or a teacher who wants to improve their literacy and language skills. Or, you can also share your own literacy journey and inspire others to pursue their goals.
• Advocate for more policies and resources for multilingual education. You can use your voice and influence to raise awareness and demand action on the importance and benefits of multilingual education. Additionally, you can support and collaborate with other organizations and stakeholders who share your vision and mission. Perhaps you could join and contribute to the global conversation on literacy and multilingualism.

By recognizing multilingual education as both a fundamental human right and a strategic asset for your business and community, you can celebrate and promote inclusivity within your diverse community. This not only commemorates International Literacy Day but also creates a positive and long-lasting impact on society.

Recommended Reading

Multilingual education has become an essential tool for promoting inclusivity and understanding across diverse communities. By embracing the diversity of languages and cultures, we can create a more connected and harmonious society. To that end, below is a reading list of recommended books on multilingual education that celebrate the power of language and promote inclusivity. These books offer practical strategies for educators, policymakers, and anyone interested in promoting multilingualism and creating a more inclusive and connected world.

HAPPY INTERNATIONAL DAY OF LITERACY!

Reading is one of the best ways to enhance your power skills by exposing  you to different perspectives, ideas, and experiences. Did you know that reading can help you …

• Expand your vocabulary and improve your communication skills. Reading can introduce you to new words and expressions, as well as different styles and genres of writing. This can help you communicate more effectively and persuasively, both verbally and in writing.
• Boost your creativity and imagination. Reading can stimulate your brain and spark your curiosity, as you immerse yourself in fictional worlds or learn about new topics. This can help you generate new ideas, find innovative solutions, and think outside the box.
• Develop your emotional intelligence and empathy. Reading can help you understand and relate to different emotions, motivations, and perspectives, especially when you read fiction or memoirs. This can help you empathize with others, manage your own emotions, and handle conflicts and feedback better.
• Enhance your critical thinking and analytical skills. When reading, you may encounter situations where you need to evaluate and analyze arguments, evidence, and assumptions, as well as identify any errors in reasoning or flawed logic. This can help you think more clearly and objectively, make better decisions, and avoid errors and mistakes.
• Strengthen your leadership and collaboration skills. Reading can inspire you to learn from the examples and stories of successful leaders, as well as to adopt best practices and strategies for working with others. This can help you motivate and influence others, delegate and prioritize tasks, and foster a positive and productive team culture.

How can you celebrate National Read a Book Day and make reading a habit?

Celebrated on Sept. 6 every year, National Read a Book Day is a great opportunity to pick up a book and enjoy the benefits of reading. Here are some book recommendations to help boost your power skills!

Access any of these Power Skill Promoters on Percipio!  

National Read a Book Day is a perfect occasion to celebrate the joy and power of reading. Reading is an incredibly exciting way to enrich and amplify your power skills, ultimately turbocharging your personal and professional growth! By immersing yourself in a wide range of books, you can unlock new perspectives, sharpen your critical thinking abilities, and strengthen your strategic, persuasion, and negotiation skills. With each page turn, you're opening yourself up to a world of endless possibilities. So, grab a book and start reading today!

Don’t forget to check out the power skills development readable solutions in this month’s National Read a Book Day bookshelf in OFF THE SHELF book club!

Calculating the ROI of employee training programs can be complex, as the benefits of training often manifest over time in ways that aren't always or immediately financial. On top of that, many organizations struggle with:

• Poor reporting and data management. Without reliable data, it’s nearly impossible to link training initiatives to tangible outcomes in a trustworthy way. Moreover, without a robust data management system, organizations struggle to analyze trends over time or correlate training investments with specific business results, leaving the ROI of these programs largely speculative rather than being based on data.
• A lack of visibility into outcomes. When organizations cannot clearly track how training influences employee performance, productivity, or job satisfaction, it becomes challenging to assess the effectiveness of the program. This lack of visibility often stems from inadequate tracking systems, unclear training objectives, or the absence of follow-up evaluations to measure post-training impact. 
• Unsure of the most meaningful metrics. Without a clear understanding of which metrics best reflect the impact of training on business goals, organizations may focus on easily measurable but less meaningful indicators, such as participation rates or immediate post-training satisfaction. This misalignment can result in a skewed or superficial assessment of the training's effectiveness, making it hard to demonstrate its true value to the organization.

Measuring ROI for employee training programs isn't just about proving their value — it's about understanding how training impacts the business and how it can be refined to meet organizational goals. Not to mention, most learners within an organization want a way to evaluate their proficiency and skill growth. 

Therefore, measuring ROI for employee training programs requires a comprehensive approach that goes beyond basic cost-benefit analysis. Here are five of the best practices in developing that approach:

1. Set Clear Objectives

Before any training program begins, it’s crucial to establish clear, measurable objectives. What specific skills or behaviors should the training influence? What business outcomes are you aiming to improve? By defining these goals upfront, you create a baseline for measuring the training's effectiveness.

2. Identify Relevant Metrics

To accurately measure ROI, focus on metrics that align with your training objectives and broader business goals. Here are just some of the metrics that Skillsoft Percipio tracks in its Executive Dashboards:

• Adoption: Measures the percent of active users who visited Percipio over the specified time period. It shows how many are new versus returning users and what device they use.
• Discovery: Measures the average number of content accesses per learner.
• Learning: Measures how much time learners spend in the content they launch.
• Achievement: Measures completion rate, badges earned, and completion rate over time

3. Conduct Benchmark Assessments

Conduct assessments to measure knowledge gains, skill improvements, or behavioral changes. 

Skillsoft offers Skill Benchmark Assessments and Interactive Skill Benchmark Assessments to measure learners' proficiency across technology, leadership, and business skills and delivers personalized development paths. 

Available within Skillsoft Percipio, Skill Benchmarks are the only diagnostic assessments that measure learners' skills against objective learning standards — not merely how they compare to other learners. It enables organizations to answer deeper ROI-related questions such as:

• What are the most popular skills being developed?
• How many learners are engaged in learning skills?
• By how much have learners increased their skill in specific areas? 
• In which skill area is the workforce most proficient?
• What is the skill distribution of my learners?

4. Link Training to Business Objectives

It’s important to establish a clear connection between the training and business objectives.

In the Skillsoft Percipio dashboards, you can gauge how your learning programs and assignments align to your business objectives and how your learners progress through them.

Take required compliance training as an example. The objective or KPI may be to achieve 100% completion rates across all geographies. By having clear reporting mechanisms in place, like Skillsoft's dashboards, you can see how learners are progressing through their assignments, which employees have completed the training, and more. 

Having this data helps you, as a platform administrator or risk professional, understand where content resonates and where it doesn't. This, in turn, will spur ideas for what to do next, whether it's adjusting the program or communicating more with employees. 

5. Monitor Long-Term Impact 

The effects of training may take time to fully manifest, so it’s important to track relevant metrics over an extended period. Long-term monitoring allows you to see whether the initial benefits are sustained and whether the training contributes to ongoing improvements.

The Program Value dashboards in Skillsoft Percipio help you gain insight into the ongoing value Skillsoft courses contribute to your organization. The program provides financial metrics on how learning impacts your organization, including the value of skills and productivity. These estimates are standardized and are based in part on financial information provided by your organization and your contract value.

In fact, Skillsoft commissioned Forrester Consulting to conduct a Total Economic Impact™ (TEI) study to examine the potential ROI that organizations may realize by deploying our training solutions.

Check them out:

• See how Skillsoft compliance solutions can provide organizations with an ROI of 317% →
• See how Skillsoft tech & dev solutions can provide organizations with an ROI of 274% →
• See how Skillsoft leadership & business solutions can provide organizations with an ROI of 263% →

Measuring the ROI of employee training programs is essential for understanding the value of these initiatives and for making informed decisions about future investments. By following best practices and focusing on meaningful metrics, organizations can not only demonstrate the financial return on their training investments but also gain insights into how these programs drive business success. 

With the analytics, reporting, and dashboarding capabilities in Skillsoft Percipio, organizations have access to the data they need to prove why investing in employee training can help companies do more with less.

Because, ultimately, a well-measured training program is a powerful tool for enhancing employee performance, improving business outcomes, and ensuring that every dollar spent on learning and development is wisely invested.

See how Skillsoft Percipio can measure ROI for you to build a business case for employee training by requesting a demo.

In this series of interviews with managers across Skillsoft, we aimed to uncover the power skills that play a pivotal role in managing technical teams. Throughout the series, you’ll hear from distinctive technical leaders across the Skillsoft team, ranging from curriculum developers to a director of software engineering, to shed light on the unique challenges technical managers face in people management roles. 

In the dynamic world of tech education and leadership, Jiwon Shin stands out. As the curriculum manager of Skillsoft’s Codecademy programming and software development courses, she leads a team of five instructional designers and has already distinguished herself as a collaborative and compassionate leader. During our conversation with Jiwon, she shed light on the journey that brought her to Skillsoft and the skills she has found invaluable throughout her time as a people manager.

From an early age, Jiwon found herself drawn to teaching and mentoring others. She grew up in a family of educators and always found that teaching and caring for others came naturally. After earning her undergraduate degree in Computer Science, Jiwon pursued a master's at NYU Tish School of the Arts in Interactive Telecommunications. Here, her studies in motion and depth tracking technology, particularly in alignment with dance movements, underscored her interdisciplinary approach to technology and creativity. Her interest in coding was catalyzed by an early graduate school experience at Google’s Summer of Code, where she first started as a software engineer before transitioning into a mentorship role.

“I've always been interested in mentoring and helping other grad students learn how to program. The coding program was unique because it brought together different people from different backgrounds, some who loved art but were new to programming and others who were new to art and loved programming. And because I'd been living between the spaces for a while, I was able to help both sides understand and marry them together.”

Jiwon's career trajectory took a pivotal turn when she joined Codecademy as a curriculum developer. This role not only allowed her to hone her technical skills as a coding professional but also to delve into crafting educational pathways that would empower aspiring programmers, especially women entering technical careers. Her natural inclination towards teaching and mentoring played a significant role in shaping her desire to make complex technical concepts accessible to learners of all backgrounds.

As her responsibilities grew, Jiwon transitioned into a management role, initially guided by a mentor who recognized her potential as a leader.

After spending about three years in various curriculum developer roles at Codecademy, Jiwon’s manager at the time pushed her to consider her career trajectory for the next one, two, and five years. He wanted to see Jiwon succeed and was committed, as a manager, to positioning her for success. 

“My first manager at Skillsoft was great. He cared about what I did on the day-to-day but also encouraged me to think about what I wanted to a year or three years down the road. He really poked me into thinking about it sooner rather than later. He asked if I would ever want to be a manager and if I'd be interested in having a direct report. I told him why not? He gave me some informal mentoring opportunities within the department and really helped me to see management in a more bite-sized way.”

She recalled a project where she was asked to create a skill map for everything that someone was trying to be a front-end developer needs to know. She fondly described this as one of her first projects where she could dip her toes into strategic planning for the department. Jiwon was able to take a step back from individual course creation and think about the fundamental skills front-end developers need to be successful. Everything from designing user interfaces to implementation to debugging, this project allowed her to view curriculum development from a broader perspective. It also contributed to her interest in pursuing a management role where these projects become a primary responsibility, enabling her to develop her strategic planning and critical thinking skills.

It was in early 2023 that Jiwon was officially promoted to curriculum manager where she began her new manager journey. The transition from individual contributor, where Jiwon could rely on her technical expertise, to manager where she needed invaluable power skills like communication and active listening was an adjustment. 

Jiwon’s first direct report ended up being someone she already knew and had a personal friendship with. For Jiwon, this meant having to quickly adjust to having a friend as a direct report, and as a manager making sure she was setting healthy work and personal boundaries. Jiwon and her new direct report had to establish a clear definition of their professional relationship from the get-go and make sure they both felt comfortable with the new dynamic. Jiwon found that communication and autonomy rose to the forefront of her management style, because she had the trust with this team member from the beginning. 

“My biggest challenge of making the transition to manager was that everyone is different. Everyone cares about different things and works differently. I know that's a fact, but acknowledging it from the manager's perspective, I feel like does need a bit more time to click. In the context of a classroom, a teacher knows every student learns differently. But then if you're not teaching, and you are people managing, it takes a moment to acknowledge that. You learn quickly that something might’ve worked well with my first report does not necessarily work with well with my second or other direct reports.”

Currently, Jiwon leads a team of instructional designers who specialize in developing programming and software developer curriculum. Her role blends technical expertise with a deep commitment to fostering a collaborative and supportive work environment. She believes in empowering her team members to innovate and grow, reflecting her belief that effective management is about enabling others to achieve their professional goals.

“Something that is important to recognize on a technical team is you're never going to be an expert in everything. I could tell everyone that I'm an expert in all things programming and software development, but really, that's just not possible. So, instead, I approach my directs with a collaborative mindset, giving them the opportunity to be the expert and advise me on what they'd do in my shoes. Having a discussion and opening the space to let them share their opinions based on their expertise is really important.” 

One of Jiwon's pivotal growth areas as a manager was mastering difficult conversations. She approaches these with empathy and constructive feedback, ensuring that negative feedback is framed in a way that promotes growth and invites input from her team members on improvement strategies. This approach has proven not only to help build trust but also to cultivate a culture of continuous learning and mutual respect amongst her team members.

Rather than being seen as just a boss, Jiwon prefers the term advisor, reflecting her desire for her team to take ownership of their work and accomplishments. She believes in celebrating successes openly, giving her team visibility and recognition for their contributions.

Jiwon's emphasis on collaboration as a cornerstone of effective leadership resonates deeply in today's fast-paced and interconnected work environments.

Managers like Jiwon recognize that technical expertise alone isn't enough to drive success; fostering collaboration, communication, empathy, and mentorship among team members is equally essential. 

As technology continues to evolve rapidly, the ability of managers to navigate and harness the diverse strengths of their teams becomes a strategic advantage. Jiwon's insights serve as a compelling reminder that investing in power skills isn't just beneficial—it's imperative for nurturing high-performing teams and achieving sustained success in the ever-changing landscape of technology and innovation.

Leadership at work is crucial because it sets the direction and tone for the entire team. A good leader inspires and motivates employees, making them feel valued and driven to achieve their best. They often ensure that everyone is aligned with the company’s goals and can effectively navigate any challenges that come their way. 

Without strong leadership, teams can become disorganized and lack the cohesion needed to meet objectives. Strong leaders play a critical role in resolving conflicts, increasing efficiency, and cultivating a positive work culture across all types of organizations. For instance, they might mediate disputes between team members to ensure that everyone is aligned and working harmoniously. They might streamline processes or ensure that team members are working towards common goals. 

And importantly, effective leaders are keen to develop future leaders through mentorship and coaching programs, ensuring a pipeline of talent that can sustain the organization’s success over time. Without strong leadership, organizations may struggle with direction, communication, and overall morale, ultimately affecting their ability to achieve their goals.

In 2024, leadership trends at work are evolving to address ongoing global, technological, and societal changes.

Shift to remote work.

One major trend is the shift towards remote and hybrid work. Leaders are now focusing on building a strong culture for remote teams and embracing the “work from anywhere” mindset. This involves creating policies that support flexibility and employee well-being, such as wellness programs and flexible work hours, ensuring that team members feel supported and productive no matter where they are.

Adapt your approach.

Another significant trend is adaptive leadership, which is becoming increasingly important in our unpredictable world. Leaders need to be agile, making quick decisions and fostering a culture of continuous learning. This allows teams to thrive in dynamic and complex environments, staying resilient amid constant change. 

Embrace emotional intelligence.

There’s also a growing emphasis on emotional intelligence and empathy. Leaders are encouraged to connect with their teams on a human level, showing understanding and compassion to build a positive work culture.

Lead with purpose.

Purpose-driven leadership is also gaining traction, with leaders aligning organizational goals with a broader purpose to inspire their teams and drive success. Building trust within teams is crucial, and leaders are focusing on creating environments of psychological safety, inclusion, and transparency. This fosters trust and ensures that team members feel valued and heard. Additionally, as technology advances, leaders must be tech-savvy and leverage data for strategic decision-making, highlighting the importance of staying updated with technological trends.

Recognize your mid-level managers.

Lastly, there’s an increasing recognition of the challenges faced by mid-level managers, who often deal with burnout and feeling undervalued. Supporting these leaders through recognition and appreciation is essential for maintaining a healthy organizational culture. These trends underscore the need for leaders to adapt to the changing landscape, focusing on flexibility, empathy, and technological integration to navigate the complexities of modern work environments effectively.

Becoming a leader at work involves a combination of developing key skills, building relationships, and demonstrating initiative. Following, find some key steps you can take to become a better leader.

1. Lead by Example

Demonstrating integrity and commitment is crucial. Follow through on your promises and show up with energy and enthusiasm. By embodying the values and work ethic you wish to see in others, you set a standard for your colleagues to follow.

2. Create Strong Connections with Co-workers

Establishing connections with coworkers is vital. Engage in open communication, be trustworthy, and recognize the contributions of others. A positive work environment where employees feel valued can significantly enhance overall satisfaction and productivity.

3. Cultivate Emotional Intelligence

Understanding and managing your own emotions, as well as empathizing with others, is a hallmark of effective leadership. This involves being a good listener, encouraging team members to share their ideas, and addressing conflicts constructively. Leaders who excel in emotional intelligence can foster a supportive atmosphere that motivates others.

“I always tend to go back to leveraging empathy,” said Sharon Larson, Operations Director, Coaching at Skillsoft. “This involves leading by example, motivating, and inspiring others through action, and building a reputation for making things happen while earning respect and trust. Empathetic informal leaders give credit to the team, listen to concerns, balance pushing for growth with understanding, and consistently encourage and recognize their coworkers’ contributions.”

4. Always Ask for Feedback

Adopting a mindset focused on learning and improvement can inspire others. Be open to feedback and willing to adapt your approaches. This not only enhances your skills but also encourages your team to pursue their own development.

Said Debby Sirois, Principal Business Intelligence Analyst at Skillsoft: “Empower your employees by including them in decision making and change when possible. They will embrace the change if they feel they were part of planning and building it.”

Also, “don't be afraid of change,” said Carla Sparks Tingle, Sr. Management, Product Management at Skillsoft. “Yes, we all find change difficult, uncomfortable, and scary. Sometimes we really do not want to step out of our comfort zone -- even if that ‘comfort zone’ is not good for us. Lean into difficult things and be introspective. ‘Why does this scare me? What is the worst that could happen?’ Then, see if you can find a way to work around your answers. Being able to navigate waters of change and remain calm in the storm makes a leader others will want to follow or model.”

5. Ensure Upper Management Understands Your Vision

Articulating the organization’s goals and values helps align your team’s efforts. A leader should embody the mission of the company and inspire others to contribute toward shared objectives. This clarity can motivate employees to work collaboratively and effectively.

6. Be Innovative and Strategic

Encourage creativity and strategic thinking within your team. By promoting innovative ideas and recognizing the strengths of your coworkers, you can enhance team performance and drive the organization forward. A good leader not only has a vision but also a plan to achieve it.

7. Mentor and Show by Example

Taking on the role of mentor for new employees can demonstrate your commitment to the team’s growth. This not only helps others develop their skills but also showcases your leadership abilities to management, potentially paving the way for future promotions.

“Everyone has something to contribute,” said Sirois. “We are all different, but together, we can create great things through respect, collaboration, and valuing each other.”

At the end of the day, leadership is a power skill that employees with any title can develop and use at work. We lead ourselves, we lead each other, and someday we might lead within our organizations.

When in doubt? “Just be human,” said Sparks Tingle. “I lean on my human side more than anything. The world needs empathetic, passionate leaders who see people before business.” 

She continued: “Laugh at yourself. Laughter is such good medicine, and it breaks down barriers in difficult situations. Humans are complex, messy, funny, and full of mistakes. Life is a lot easier if you can simply embrace that imperfection.”

By implementing these strategies, you can cultivate the qualities of a leader that others admire, creating a positive impact on your workplace culture and driving collective success. Looking to build future-fit leaders at your organization? 

How do you know what's important to measure? Skillsoft encourages L&D professionals to look at their programs holistically, determining metrics that speak to both the business impact and the human benefits of their L&D programs. We've integrated some of our available Percipio reports as examples:

1. Completion Rates

• Report: Bootcamp and Leadercamp
• Details: Metrics on bootcamp and leadercamp activity, including completion status, highlight learner engagement and the perceived value of the programs.

2. Time to Competency

• Report: Assignment Detail by User
• Details: Shows each learner's progress on content items within assignments, indicating how quickly they achieve competency. Shorter times to competency suggest effective training.

3. Knowledge Retention

• Report: Content Evaluations
• Details: User responses from content evaluations reveal how well learners retain knowledge. High retention scores indicate the application of new skills.

4. Behavior Change

• Report: Channel Detail by User
• Details: Tracks learner activity within a channel, showing evidence of behavior change as learners apply content to their work.

5. Employee Engagement

• Report: Learner Activity
• Details: Near real-time metrics on learner activity, including time spent learning and completions, provide insights into engagement levels.

6. Productivity Improvements

• Report: Executive
• Details: Overview of learner activity, including logins and content accesses. Comparing these with productivity KPIs demonstrates how L&D initiatives impact productivity.

7. Return on Investment (ROI)

• Report: Internal and External Activity
• Details: Summarizes learner activity, including Skillsoft and custom content. Analyzing these metrics with financial data calculates the ROI of L&D programs.

8. Retention Rates

• Report: User Listing
• Details: Metrics on learning hours and last login dates help correlate L&D engagement with employee retention, making a case for ongoing investment.

9. Customer Satisfaction

• Report: Credentials
• Details: Tracks users earning credits for NASBA CPE courses, reflecting improved customer interactions and satisfaction, especially for client-facing roles.

10. Career Progression

• Report: Skill Benchmark Learner Details
• Details: Provides insights into Skill Benchmark Activity, linking L&D programs to career advancement and internal mobility.

Lexmark’s transformation from a printing hardware leader to a digital innovator highlights the importance of L&D metrics. Partnering with Skillsoft, Lexmark implemented initiatives like the Emerge program for high-potential leaders. Metrics showed 95% of learners applied their new skills at work, demonstrating the program's impact on leadership development from within.

The U.S. Department of Housing and Urban Development (HUD) is also advancing its learning culture with Skillsoft’s Percipio platform. HUD's IDEA Learning Highway, focusing on DEIA, has increased employee awareness around new federal mandates, with 98% of learners planning to apply what they learned. This success underscores the value of integrating diverse training resources and measuring their impact.

Effective metrics, paired with robust reporting tools, showcase the value of L&D programs to both the business and its people. By aligning L&D efforts with organizational and employee goals, quantifying both financial and human impacts, and presenting a clear ROI, you make a compelling case for continued investment in L&D. 

And, you ensure that what gets measured matters.

SMART professional development goals are carefully crafted objectives that guide your career growth. Unlike vague or broad goals (or the typical five-year plan), SMART goals provide clear direction and a structured path to follow straight from the gate. 

Each characteristic of a SMART goal ensures that you’re not only setting the right targets but also creating a realistic plan to achieve them:

Specific: Your goal should be clear and specific, answering the who, what, where, and why.
Measurable: It should be quantifiable, allowing you to track your progress and know when you’ve achieved it.
Achievable: The goal should be realistic and attainable, challenging you without being out of reach.
Relevant: Your goal should align with your broader career aspirations and be relevant to your current role and future ambitions.
Time-bound: There should be a clear deadline or timeframe to create a sense of urgency and focus.
 

Setting SMART goals is essential for guiding your career path and ensuring continuous growth. 

Here’s why they matter:

Clarity and Focus: SMART goals provide a clear, structured approach to achieving your career objectives. With well-defined targets, you can focus your efforts and resources more effectively.
Motivation and Accountability: Knowing exactly what you’re working toward — and how to measure your progress — keeps you motivated. SMART goals also hold you accountable, ensuring that you stay on track and make consistent progress.
Skill Development: In today’s job market, developing new skills is critical. SMART goals help you identify and acquire the specific skills needed to stay competitive, whether it’s mastering a new technology or improving leadership abilities.
Business Impact: When employees set and achieve SMART goals, they contribute to the overall success of their organization. Companies benefit from a skilled, motivated workforce that is aligned with organizational objectives, driving innovation and growth. And, SMART goals get you noticed. 

Setting SMART professional development goals requires thoughtful planning and a strategic approach. 

Here’s how to create goals that are both challenging and achievable:

1. Assess Your Current Position

Begin by evaluating your current skills, strengths, and areas for improvement. Consider your career aspirations and how they align with your current role. This self-assessment will help you set specific and relevant goals.

2. Research Industry Trends

Stay informed about the latest trends in your industry. Understanding where your field is headed will help you identify which skills will be in demand, allowing you to set measurable and time-bound goals that keep you ahead of the curve.

3. Define Your SMART Goals

Make your goals specific, measurable, achievable, relevant, and time-bound. This approach ensures that your goals are clear and attainable, providing a roadmap for success:

Specific: What exactly do you want to achieve? (e.g., “I want to improve my public speaking skills by attending a workshop and practicing in front of a live audience.”)
Measurable: How will you measure your progress? (e.g., “I will measure my progress by tracking the number of presentations I deliver and seeking feedback after each one.”)
Achievable: Is this goal realistic given your current resources? (e.g., “I have access to workshops and mentors, making this goal achievable.”)
Relevant: Does this goal align with your broader career objectives? (e.g., “Improving public speaking will enhance my ability to lead meetings and present ideas effectively in my role.”)
Time-bound: What is your deadline for achieving this goal? (e.g., “I aim to complete this goal within the next three months.”)

4. Divide Your Larger Goals into Smaller, Manageable Steps

This will make them less overwhelming and allow you to track your progress more effectively. Don’t hesitate to seek guidance from mentors and let your superiors see your commitment to growth.

Read next: The Dog Days of Training: How to Encourage Learning Year-round

Here are 10 practical examples of SMART professional development goals, each with unique insights and SMART tips to help you succeed:

1. Master New Technology

• Specific: Learn to use the latest AI software relevant to your industry.
• Measurable: Complete an online course and use the software in a project.
• Achievable: Allocate two hours weekly for study and practice.
• Relevant: Staying updated with AI will enhance your efficiency and innovation.
• Time-bound: Achieve proficiency within six months.

2. Improve Leadership Skills

• Specific: Enhance your team leadership by developing better communication strategies.
• Measurable: Lead three team meetings and gather feedback on your performance.
• Achievable: Utilize your company’s leadership coaching program.
• Relevant: Strong leadership will position you for future managerial roles.
• Time-bound: Implement these strategies within the next two months.

3. Build a Personal Brand

• Specific: Establish a strong LinkedIn presence by posting weekly industry insights.
• Measurable: Increase your connections by 20% and engagement by 30%.
• Achievable: Dedicate 30 minutes daily to content creation and networking.
• Relevant: A strong personal brand will attract new opportunities and connections.
• Time-bound: Achieve this within three months.

4. Expand Your Professional Network

• Specific: Attend two industry conferences and connect with five new peers at each.
• Measurable: Follow up with new contacts within a week of meeting them.
• Achievable: Use your company’s professional development budget to attend events.
• Relevant: Networking will open doors to collaboration and career growth.
• Time-bound: Complete this goal within the next six months.

5. Enhance Communication Skills

• Specific: Improve your written communication by completing a business writing course.
• Measurable: Submit five practice reports for review and feedback.
• Achievable: Set aside one hour per week for the course.
• Relevant: Strong writing skills are essential for clear and effective communication.
• Time-bound: Complete the course within three months.

6. Pursue a Certification

• Specific: Obtain a certification in project management.
  Measurable: Pass the certification exam with a score of 85% or higher.
  Achievable: Enroll in a prep course and study for five hours weekly.
  Relevant: A certification will enhance your credibility and job prospects.
  Time-bound: Earn the certification within six months.

7. Learn a New Language

• Specific: Achieve conversational fluency in Spanish.
• Measurable: Complete a language course and practice speaking with a tutor weekly.
• Achievable: Dedicate three hours per week to language learning.
• Relevant: Bilingual skills will enhance your ability to work in diverse markets.
• Time-bound: Reach conversational fluency within nine months.

8. Develop Time Management Skills

• Specific: Improve your time management by using a new productivity tool.
• Measurable: Track your time spent on tasks and reduce distractions by 50%.
• Achievable: Implement the tool and adjust your schedule based on its insights.
• Relevant: Better time management will increase your productivity and reduce stress.
• Time-bound: Achieve this goal within two months.

9. Gain Experience in a New Industry

• Specific: Transition into the tech industry by completing an internship.
• Measurable: Secure an internship and gain hands-on experience in a tech role.
• Achievable: Apply for internships that align with your skill set.
• Relevant: Gaining experience in a new industry will diversify your career opportunities.
• Time-bound: Complete the internship within the next year.

10. Write and Publish Thought Leadership Content

• Specific: Publish three articles on industry trends in reputable online publications.
• Measurable: Submit articles and track publication and readership.
• Achievable: Dedicate one day a month to writing and research.
• Relevant: Publishing thought leadership content will establish you as an expert in your field.
• Time-bound: Publish all articles within six months.

Achieving SMART goals requires continuous effort and adaptation. 

Here’s how to stay on track:

Regularly Review Your Progress

Set aside time each month to assess your progress. Are you meeting your milestones? If not, adjust your approach or timeline as needed.

Stay Flexible

The business world is constantly changing, and your goals may need to evolve too. Stay open to refining your goals to keep them relevant and achievable.

Celebrate Milestones

Recognize and celebrate your achievements along the way. This not only boosts your motivation but also reinforces the importance of your goals.

Seek Feedback and Support

Don’t hesitate to ask for guidance from mentors, peers, or supervisors. Their insights can help you overcome challenges and stay focused on your objectives. 

By being SMART, your goals will provide clarity and motivation, helping you build the skills and experiences you need to thrive in your career. Remember, the journey doesn’t end once you set your goals — maintaining them requires dedication, adaptability, and a commitment to continuous learning. Stay focused, stay flexible, and keep moving toward your future success.

Read next: A Champion’s Mindset: Power Skills We Can Learn from Olympians

While Women's Equality Day is a time to celebrate the advancements made towards gender equality, it is also an opportunity for organizations and individuals to reflect on their commitments to tangible actions. 

This means more than just issuing statements or hosting events; true commitment requires active efforts to address inequalities within workplaces and society as a whole. It involves creating policies that support equal opportunities, implementing mentorship programs, and fostering an inclusive culture where every voice is heard and valued.

An equal workplace is one where everyone, regardless of gender, has the same opportunities for advancement, pay, and professional development. Such equality fosters a corporate culture rich in innovation, diverse perspectives, and overall success. When employees feel valued and supported, they are more likely to contribute their best ideas and efforts, driving the company forward.

Especially in the tech industry, increasing women's representation is a moral imperative that can also lead to groundbreaking innovations, like the creation of wireless transmission technology by Hedy Lamarr, and the pioneering work on GPS technology by Gladys West. The underrepresentation of women in technology is not merely a statistic. It is a barrier that hinders growth within the industry. 

Although research consistently shows that diverse teams are more productive, creative, and effective in problem-solving, often outperforming competitors, many companies may not be fully prioritizing gender diversity across the organization from the top down. This lack of prioritization can result in missed opportunities for innovation and a failure to fully leverage the potential of a diverse workforce.

According to our latest Women in Tech Report, only 15% of women surveyed reported an equal ratio of men to women in the workplace. And a staggering 34% of women in tech are outnumbered by men at ratios of four-to-one or greater. 

The reality is women are disproportionately affected by systemic issues in the tech industry. There’s clearly an urgent need for systemic change and the implementation of strategies that promote gender balance.

Consider these stats...

• 46% of women in tech report ineffective leadership, management
• 38% report a lack of equity in pay
• 35% of women surveyed highlight a lack of equity in opportunities
• 24% report a lack of professional development, training opportunities
• 24% of women in tech highlight a lack of work-life balance 

The lack of equal representation, effective leadership, and development opportunities contribute to a less inclusive and supportive environment for women in the workplace. 

So, how can organizations reverse these trends?

Women in tech shared valuable insights on how companies can turn aspirations into reality. Here’s what they had to say:

• 52% of respondents say equitable pay is crucial. Ensuring fair compensation is foundational to creating a workplace where women feel valued and motivated to contribute their best.
• 37% of women want more coaching, mentoring, and career counseling opportunities. These programs can provide women with the guidance and support needed to navigate their careers and reach leadership positions. 
• 36% say professional development and training opportunities are vital. Access to continuous learning and skill enhancement is essential for women to stay competitive and advance in their fields. 
• 36% of women in tech want more family-oriented benefits. Offering flexible work arrangements and family support can help women balance their professional and personal lives, reducing stress and increasing job satisfaction. 
• 35% highlight an equitable work culture as an essential factor. A culture that promotes fairness and inclusivity encourages diverse perspectives and fosters a sense of belonging among all employees.

When organizations invest in women, they gain confident, highly skilled leaders who excel at work. This not only enhances career prospects but also empowers women to achieve their full potential and inspire future generations, creating a ripple effect of positive change.

The role of women supporting each other is a powerful force that complements organizational efforts. While companies can implement policies and create opportunities, the personal connections and networks women build among themselves are equally transformative. This solidarity forms a robust network of empowerment where women uplift each other, share knowledge, and inspire confidence. 

The strength of women supporting women cannot be underestimated. It fosters an environment where women feel encouraged to pursue their ambitions, knowing they have a community that understands their challenges and celebrates their successes. This network not only provides emotional support but also opens doors to new opportunities, resources, and collaborations that might otherwise remain inaccessible. 

Women in tech offered valuable advice to those aspiring to join the field:

• Invest in tech education, including certifications and degrees. 
• Try out different roles to find what you enjoy. 
• Find a mentor. 
• Invest in power skill development, such as communication and leadership. 
• Stay up to date with tech trends. 

By encouraging one another, sharing experiences, and providing mentorship, women can break barriers and create opportunities for growth. This solidarity not only boosts individual confidence but also strengthens the overall community of women in the workplace. 

Creating a more equitable world involves not only recognizing the invaluable contributions of women but also ensuring they have equal opportunities to succeed. By addressing the current challenges and investing in women’s development, organizations can pave the way for a thriving tech industry. 

The journey towards gender equality is ongoing, but with determination, collaboration, and proactive steps toward parity, meaningful progress is within reach.

For further insights and actionable steps to drive this change, access the complete report.

One of the most pervasive fears surrounding AI is that its advancement will result in widespread job losses, driving unemployment and economic instability. The anxiety stems from the idea that as AI and automation become more capable, they will render many current jobs obsolete. But, history tells a different story. Technological advancements have consistently led to both job displacement and the creation of new opportunities. The Industrial Revolution, for example, initially caused significant disruption to traditional jobs, but it also gave rise to new industries, from manufacturing to technology. Similarly, the rise of computers and the internet transformed job landscapes but also generated entirely new fields and career paths. 

AI is poised to follow this pattern; while it may automate certain tasks, it also opens doors to innovative industries and roles that we can’t yet fully envision. In fact, the World Economic Forum predicts that by 2025, AI and automation will displace around 85 million jobs globally while simultaneously creating 97 million new roles. 

So, the real challenge facing organizations and individuals alike is how to proactively manage the change. Implementing and investing in reskilling programs can ease the transition and ensure workers aren’t displaced, but moved into new roles.

If you’re looking for a beginner course to help you make sense of generative AI, Skillsoft offers An Introduction to Generative AI course, which starts with an overview of generative AI, exploring some notable examples of generative models, including OpenAI's ChatGPT and Google Bard.

Another fear related to AI is that these systems might perpetuate or even amplify existing social biases, thereby exacerbating inequality and discrimination. This concern is particularly pressing in areas like hiring, criminal justice, and lending, where biased AI decisions could have serious repercussions. This fear, while not unfounded, is often overstated because the technology itself is not inherently biased, but it does require ethical oversight to ensure these AI systems don’t inadvertently perpetuate historical biases which may be present in their training data. 

By embedding ethical principles into AI development—such as rigorous fairness audits, diverse data inclusion, and transparent decision-making processes—we can mitigate these risks and build AI systems that are not only effective, but also fair and inclusive. It’s just a matter of continual improvement and vigilance. This commitment to ethical AI not only fosters trust in the technology, but also helps create a more just and inclusive society, where technology serves to bridge rather than widen societal gaps.

That’s why, this Skillsoft course, Navigating AI Ethnical Challenges and Risks, is essential for everyone to gain a foundational understanding of the ethnical challenges and risks associated with generative AI. 

A significant fear associated with AI is that it will lead to pervasive surveillance and a profound erosion of personal privacy. This concern arises from the potential for AI technologies to collect, analyze, and leverage vast amounts of personal data, leading to unprecedented levels of monitoring that infringe on individual freedoms and privacy. As these AI technologies become more sophisticated, the prospect of continuous, detailed surveillance seems more plausible, raising alarms about how personal information might be used or abused.

This fear is also valid, but can be managed by stringent regulatory frameworks and data protection practices. Regulations like the General Data Protection Regulation (GDPR) are designed to safeguard personal information, and are continually updated to address emerging challenges related to AI. Furthermore, strong data protection laws can emphasize transparency and accountability, requiring organizations to clearly disclose how personal data is collected and used. With effective oversight, and adherence to these regulations, companies can help mitigate privacy risks, ensuring that AI technologies are implemented in ways that respect and protect individual privacy rather than undermining it.

Skillsoft offers a course on Privacy and Cybersecurity Risks that unpacks some of the most common privacy and cybersecurity risks when using AI, and highlights why organizations need an effective AI governance strategy to combat these concerns.

Another common fear with AI is that bad actors will exploit the technology for harmful purposes, such as creating deepfakes or launching automated cyberattacks. The rise of AI-driven tools capable of generating highly convincing fake images, videos, or audio clips raises legitimate concerns about misinformation and manipulation. Additionally, the potential for AI to automate and enhance cyberattacks adds a layer of apprehension regarding digital security. 

While this fear is legitimate, it’s important to recognize the potential for misuse exists with virtually any technology—consider the historical abuses of innovations from the telephone to the internet. That’s why organizations must focus on developing robust security measures and ethical guidelines to mitigate potential harms when it comes to AI. Collaboration among technologists, policymakers, and ethicists is essential to creating frameworks that effectively address these concerns. By fostering a proactive approach to security and ethical considerations, we can work towards ensuring that AI remains a tool for positive change, used responsibly and ethically.

To help further mitigate these concerns, Skillsoft offers an Establishing AI Guardrails and Governance course to build a foundational understanding of ethical guardrails and governance required to ensure AI tools are used responsibly and ethically.

Finally, another common fear is that AI will advance to such an extent that human skills and creativity will become irrelevant and these superintelligent machines will take over. This concern is fueled by the impressive capabilities of AI in performing specific tasks, from analyzing data to generating content. However, this fear overlooks a fundamental truth, which is that while AI possesses some prowess in targeted areas, it lacks the general intelligence, emotional understanding, and nuanced creativity that characterize human thought. 

AI systems can only operate within the constraints of their programming and data, and while they can excel in these predefined tasks, they do not possess the depth of human experience and insight. Far from rendering human skills obsolete, AI is more likely to complement and enhance human abilities. By working together, humans and AI can achieve greater productivity and spur innovative solutions that neither could accomplish alone.

This Skillsoft course, Leading in the Age of Generative AI, is designed to help leaders learn strategies that bridge human creativity and AI productivity to foster innovation, embrace experiments, and promote ethical usage to effectively guide your organization through this transformational time.

While it’s crucial to acknowledge and address the genuine risks of AI, it’s equally important to maintain a balanced view. AI presents significant opportunities for progress, innovation, and improvement in countless areas of our lives, but it does require us to stay informed, advocate for responsible development, and engage in proactive dialogue. Embracing the technology with a clear-eyed perspective allows us to navigate this exciting frontier with the proper balance of caution and optimism.

Interested in more about AI? Request a free demo now to check-out our Skillsoft and Codecademy courses and unlock the world’s most extensive course library in the world.

The modern workplace is increasingly characterized by a skills economy, where competencies and capabilities serve as the currency of career growth and business success. Within this context, the talent development lifecycle — from hiring and onboarding to ongoing development and succession planning — relies heavily on an accurate and dynamic understanding of employee skills.

In the Hiring Phase:

Organizations can use Human Resource Information Systems (HRIS) to analyze candidates’ resumes, focusing on extracting and mapping skills. These systems often play a crucial role in spotting keywords within resumes to determine candidate progression in the hiring process.

During Onboarding:

A thorough assessment of new hires’ skills allows for the customization of onboarding programs, accelerating the time to productivity and ensuring that employees start adding value immediately.

Ongoing Development:

Continual skill measurement informs personalized learning paths, helping employees develop competencies that align with both their career aspirations and the organization’s needs. This dynamic approach to L&D promotes a culture of continuous learning and improvement.

Succession Planning:

Understanding the skills across the workforce allows organizations to identify high-potential employees and prepare them for leadership roles. This proactive approach ensures a pipeline of future-fit leaders and minimizes disruptions during transitions.

By developing a comprehensive understanding of employee capabilities, organizations pave the way for strategic workforce planning, a critical component in shaping their talent development lifecycle.

Accurate skill measurement provides a clear picture of current capabilities, identifies gaps, and informs strategic decisions related to learning and development. As businesses strive to adapt to market changes and technological advancements, having a precise understanding of their employees' skill sets becomes indispensable.

Effective skill measurement impacts several facets of organizational success: 

• Strategic Workforce Planning: Understanding skill levels helps in forecasting future talent needs and aligning L&D initiatives with business objectives.
• Enhanced Performance: By identifying skill gaps, organizations can tailor training programs to address specific needs, leading to improved individual and team performance.
• Employee Engagement and Retention: Employees are more likely to stay with an organization that invests in their professional growth. Skill measurement enables personalized L&D pathways that enhance job satisfaction and retention.

When it comes to measuring skills effectively, organizations can employ various strategies to ensure accurate skill assessments. Utilizing an introspective approach that combines assessment methods with other evaluation techniques can provide comprehensive insights into your workforce’s skills.

Assessments and Surveys

Self-assessments and surveys are valuable tools for initial skill measurement. They allow employees to evaluate their competencies and provide valuable insights to talent development teams.

Implementation Tips:

• Standardized Questionnaires: Use standardized questionnaires to maintain consistency. Design them to cover a range of relevant skills.
• Regular Administration: Conduct self-assessments at regular intervals to track progress and identify trends.
• Anonymity: Ensure anonymity to encourage honest responses.

Managerial Assessments

Managers play a crucial role in assessing the skills of their team members. Their insights, drawn from daily interactions and observations, add another layer of accuracy to skill measurement.

Implementation Tips:

• Training: Provide managers with training on objective evaluation techniques to mitigate biases.
• Standardized Criteria: Use standardized criteria — like a skills framework — to ensure uniformity across different managers.
• Feedback Mechanisms: Implement feedback systems to review managerial assessments.

Performance Metrics 

Performance metrics provide quantifiable data linked to specific skills, making skill measurement more accurate. For instance, sales figures can indicate proficiency in negotiation and customer relationship management.

Implementation Tips:

• Identify Key Performance Indicators (KPIs): KPIs, OKRs, however you set goals at work, use them to help identify skills and gauge proficiency.
• Alignment with Roles: Relying on an employee’s KPIs, review the progress they’ve made toward achieving their goals. This can help determine skill gaps, as well as strengths.
• Regular Reviews: Regularly review and update KPIs to reflect changing business needs.

While measuring skills is essential for understanding current capabilities, indexing these skills is equally crucial for creating a structured and actionable framework. Indexing involves organizing skills and defining their proficiency levels, making it easier to manage and analyze the workforce’s collective expertise.

This structured approach to skill management helps in aligning organizational goals with employee development, ensuring that the right skills are built to meet business needs.

A well-designed skill taxonomy serves multiple purposes:

• Provides a comprehensive inventory of skills available within the organization, aiding in resource allocation and project planning.
• Helps identify skill gaps that need to be addressed through targeted training programs.
• Guides companies in aligning recruitment efforts with identified skill requirements. 

And a well-designed job architecture can:

• Facilitate career development by mapping out clear paths for skill progression and advancement.
• Support succession planning by identifying potential leaders and preparing them for future roles.

Skill Taxonomies and Frameworks

Skill taxonomies help in organizing skills into categories and sub-categories, making it easier to manage and analyze them. They provide a structured approach to understanding workforce capabilities.

Implementation Tips:

• Define Skill Categories: Identify skill categories relevant to your organization’s goals.
• Break Down Skills: Detail specific skills for each category.
• Establish Proficiency Levels: Set proficiency levels for each skill (e.g., beginner, intermediate, advanced).
• Communicate the Taxonomy: Disseminate the taxonomy clearly to employees and managers.

Digital Platforms and Tools

Technology plays a pivotal role in skill indexing. Digital platforms and tools streamline the process of data collection, analysis, and reporting. Leading tools in this space offer features such as skill assessment modules, learning management systems, and real-time analytics.

Implementation Tips:

• Integration: Ensure that digital tools integrate seamlessly with existing HR systems.
• User Training: Provide training to employees and managers on how to use these tools effectively.
• Data Security: Work with your IT team to implement robust data security measures to protect sensitive information.

Data Integration and Analysis

Integrating data from various sources — such as HR systems, performance management tools, and training platforms — provides a holistic view of skill levels across the organization. Advanced analytics can then be used to refine skill indexes and inform strategic decisions.

Implementation Tips:

• Identify Data Sources: Identify key data sources (e.g., LMS, TMS, performance management systems).
• Establish Protocols: Collaborate with your IT team to establish data integration and governance protocols. 
• Generate Insights: Gather data to help illustrate skill proficiency for stakeholders and inform future strategies.
• Training for HR Teams: Provide training for HR teams on how to use analytics tools effectively.

Developing the right skills and competencies across your workforce is crucial for organizational success. Measuring and indexing skills provides a solid foundation for improving your learning and development (L&D) strategies, upskilling and reskilling employees, and supporting talent development and succession planning. 

To assess your team’s current capabilities, Skillsoft’s Skill Benchmarks test learners’ knowledge of key concepts, while Interactive Skill Benchmarks challenge them to apply these concepts in realistic scenarios. This combined approach ensures a comprehensive understanding and practical application of skills. 

Learn more about how Skillsoft can help your organization build a highly skilled and adaptable workforce.

Read Next: Measure Mastery: How Interactivity Showcases Earned Skills

These programs allow companies to signal their organization's culture – not just in terms of the value it places on education and growth for its employees, but in creating an environment where its employees feel safe and welcome at work.

Ensuring your workforce constantly improves and builds upon their skills has tangible benefits at both the individual and collective level.

Year-round upskilling yields benefits like these:

1. Helps employees adapt to (often rapidly) changing technologies and market conditions
2. Increases efficiency and productivity
3. Increases employee retention by proving commitment and loyalty
4. Provides a competitive advantage due to a more skilled workforce
5. Fosters creativity and innovation
6. Provides opportunities for career advancement
7. Creates higher-quality output from employees
8. Addresses and closes existing skill gaps
9. Anticipates the future needs of the business and accompanying skills
10. Increases employee engagement and job satisfaction

Just as it can be beneficial to institute these practices, it can be harmful to withhold them. Without taking the deliberate steps to establish continuous learning and development, organizations often suffer a number of issues. Not least, their company culture can falter and employee turnover often increases.

But what's the right approach to encouraging employees to learn all year?

The first step toward promoting learning year-round is understanding that consistent, meaningful training is important to an organization's success. What's next? 

1. Assess and Plan

Identify skill gaps through assessments. Set clear goals aligned with company strategy and individual aspirations and create personalized learning plans tailored to each employee's needs and role. Review and adjust these plans regularly.

2. Provide Diverse Learning Opportunities

Offer a mix of online courses, hands-on opportunities and workshops, mentoring, and on-the-job training.

Plus, it helps to equip employees to learn in the flow of work. As employees encounter projects or situations at work, sometimes the best training isn't a formal course. Rather, it's better to view a short video and comb through forums or community pages to find answers.

3. Foster a Learning Culture

Allocate time for skill development, dedicating working hours to learning and development. Encourage social learning, mentorship, and a forum for the easy exchange of ideas.

This culture should trickle down from management, who should visibly and enthusiastically participate in and promote continuous learning. As part of this culture, support growth, celebrate achievements, and view mistakes simply as learning opportunities.

4. Consider Incentivizing Learning

Set aside rewards for individuals or teams that remain dedicated to learning to make the most of your learning and development budget. Link learning achievements to career advancement opportunities and recognize those employees with company awards.

Consider offering tuition reimbursement for job-related education – degrees, certifications, courses. Provide employees with access to tools that give them access to on-demand learning.

When possible, offer bonuses or salary increases for completing optional courses and allow paid time off for attending development-related workshops or conferences.

5. Monitor and Adjust

Conduct regular check-ins, measure results, and update learning content to reflect current needs and industry trends.

Just as teachers and parents work to combat their students'  "summer slide," talent development teams are responsible for the progression of their workforce. When employees stop learning and growing, their skills become outdated, leaving them and their organizations vulnerable in a rapidly evolving market.

Talent development leaders play a critical role in preventing this by providing continuous upskilling opportunities, enabling their teams to stay competitive, innovative, and ready to meet the challenges of the future.

Interested in more about upskilling? Request a free demo now  to check out the world's most extensive course library.

In 2024, we recognized excellence across six key categories:

Transformative Leadership Development

This category recognizes an organization that has built and implemented a best-in-class leadership development program. The hallmark of such a transformative program is that it makes a significant positive impact on the organization and supports strategic business goals.

Innovation in Developing Tech Talent

This award is given to an organization that tackled the tech skills gap head-on. Our honoree overcame tech shortage challenges by implementing innovative, impactful learning programs for its technology workforce.

Special Learning and Development Initiatives

This award recognizes an organization that has developed and implemented an especially noteworthy learning initiative and/or talent program. This year’s winner and special award mention delivered learning and development initiatives that solved complex organizational problems and demonstrated solid and sustained results over time.

Program of the Year

It’s hard to implement robust learning initiatives in our changing world, and this category recognizes the best of the best. The Program of the Year award goes to an organization that has used Skillsoft’s learning solutions to create a unique, cutting-edge learning program that solves clearly defined problems and makes a meaningful impact on both the organization and its employees.

Champion of the Year

This award honors an exceptional leader, an ambassador for talent development who takes an innovative approach to training. The Champion of the Year is someone who uses Skillsoft’s learning solutions — and a healthy dose of their own ingenuity and creativity — to deliver uniquely transformational learning experiences to their people and organizations.

Debut of the Year

This award recognizes and distinguishes the organization which has recently implemented Skillsoft solutions (post-January 2023), witnessed measurable impact, and unlocked desired outcomes with regards to their talent pool and the organization. In addition, this organization has set standards and paved a clear path for those willing to embark on an organization-wide initiative to incorporate talent and learning management solutions.

Impact Award: Transformative Leadership Development

 

• Winner: Conduent
  Conduent created a transformational learning program, People Management Fundamentals (PMF) aimed for Conduent people leaders, globally to fortify Conduent's core values in our people leaders focusing on three key areas:  the 3 Cs as they call it- Communicate, Coach and Care. The program aims leaders to be a human centric leader so associates feel understood, cared for, valued, and invested.
   
• Special Award: HCL Tech - Digital Foundation Services
  HCL embarked on a new training initiative for the leaders - Digital Transformation program for leaders which addresses the organizational need of building a strong technical leadership with very positive business outcomes such as cost saving, learning on the go, better conversion of deals by learners who went through the program, elevating HCL's position In market research and so on. 
   
• Special Award: UPL
  For UPL, building managerial and leadership capability Is one of their most important strategic learning focus areas. UPL runs custom development interventions for various levels of their managers and leaders, under the brand name UPLift. They launched 2 programs under this Initiative - UPLlift Managers program and UPLift Program for First Time Managers. The participants were able to practice their skills in a safe environment using the AI simulators and the

Impact Award: Innovation in Developing Tech Talent

 

• Winner: HCLTech Digital Business Services 
  As part of its Talent Transformation @ Scale initiative, HCLTech introduced a career-oriented skill-building program called the "Aspire Learning Journey – Supercharge your Potential” Program. The program prepares learners for changes in technology trends facilitating their career growth. The program’s goal was to create a systematic and sustainable approach – continuously upskilling and reskilling the existing workforce based on business outlook, demands and Industry / Technology Trends.
   
• Special Award:Ness Digital Engineering
  Ness launched two key initiatives, NessNext and TechForce Development which aligns learning with the organization business goals. Hack to the Future – is another forward-looking initiative, aimed at building Gen AI skills in their associates with an objective of unlocking numerous benefits to the organization.  They are also working on building Gen AI skills with the objective to automate repetitive tasks, generate code, and even assist in data management.
   
• Special Award: Apexon
  Apexon developed a comprehensive learning strategy encompassing technical and behavioral dimensions. For technical training, the company utilized specific technology courses to develop database proficiency and implemented a skill benchmarking system across beginner, intermediate, and advanced levels. Percipio was leveraged for skill assessments and personalized course recommendations. Behavioral training focused on expanding existing knowledge and aligning with future project requirements. To deepen the organization's commitment to innovation, a global Generative AI Hackathon was organized for 24 hrs bringing together several participants.

Impact Award: Special Learning and Development Initiatives

 

• Winner: Aditya Birla Group
  The ABG group designed and delivered the “Public Speaking and Presentation Skills Workshop” which was meticulously crafted to cater to the diverse learning preferences and needs of ABG's employees, comprising leaders, mid-level managers, and subject matter experts. The course was meticulously structured into four modules: pre-work, workshop, sustenance/practice, and final presentation. The thoughtful design of the course, coupled with the integration of cutting-edge VR technologies and real-time feedback mechanisms, delivered a comprehensive and immersive learning experience to all participants.
   
• Special Award: Coforge
  With a globally diverse team of over 26,000 individuals, Coforge celebrates 57 nationalities, each thread contributing to the rich fabric of the organization. Coforge launched Custom-curated Percipio-based COFORGE FOR ALL – DEI Academy: an expanded learning journey that equips all employees, from seasoned leaders to recruits, with the mindset, skillset & toolset to build a truly inclusive environment. What started as a pilot cohort has blossomed into a thriving program, catering to all our employees globally.

Program of the Year

 

• Winner: Adani Group
  The eLearning initiative at Adani, known as "eVidyalaya," started way back in 2014. From 2020, eVidyalaya 3.0 was launched powered by Skillsoft Percipio as knowledge resource and runs a series of blended learning programs supporting the learning needs of employees in various business units of Adani. In collaboration with Skillsoft, Adani has built Business wise academies for 25 Businesses and Service Function wise academies for each one of them.
   
• Special Award: L&T
  L&T’s strategic plan LAKSHYA 2026 aims to transform the businesses and focus on positioning L&T from an “Infrastructure Company” to a “Tech-Driven Engineering & Solutions Conglomerate”. The program is extensive, covering all L&T employees, and leverages various Skillsoft products. L&T has been successfully leveraging Skillsofts's AI-driven tools and content, achieving significant impacts. 

Champion of the Year

 

• Winner: Rajiv Arora, Adani group
  Rajiv has been instrumental in Defining the 3 year Leadership Development and Talent Roadmap for Adani with niche initiatives like Northstar, YLP, Takshashila, Fulcrum and the eVidyalaya in partnership with Skillsoft. He has designed and delivered interventions for all levels in the organizations by working closely with Skillsoft.
   
• Special Award: Sai Vadapalli, Yash Technologies
  Sai Vadapalli, as the Head of Learning & Development at YASH Technologies, has been instrumental in creating a robust culture of continuous learning throughout the organization. His visionary approach has transformed learning from a departmental initiative into a company-wide movement through YASH University Skillsoft platform, touching every employee at every level of the organization, right from New Hire initiatives like AMTP (Aspiring Minds Trainee Program), to role-based learning Initiatives. 
   
• Kartika Singireddy, Sonata Software
  At Sonata, Karthika has been instrumental in transforming the L&D function, fostering a culture of continuous learning and innovation. By leveraging data-driven insights and emerging technologies, she has developed and implemented high-impact learning programs that have significantly improved employee performance and organizational outcomes. 

Debut of the Year
 

• Winner: Brillio
  With 'Accelerate You' as the motto, Brillio firmly believes that its people are the greatest differentiators and enablers. The organization is committed to providing ample learning opportunities to empower every Brillian to pivot and adopt new skills and they are leveraging all solutions to establish a robust learning environment for its employees. Currently, we are collaborating with Skillsoft to explore opportunities to Implement our latest offering around AI- AI Accelerator program.
   
• Special Award: Bharti Airtel
  Airtel launched their LXP recently leveraging a range of Skillsoft solutions to deliver a tailored learning experience to their workforce. They aligned programs with their unified behavioral framework and enhanced learning experience using CAISY, Interactive scenarios, personalized learning paths & real-world applications yielding impressive outcomes

Leadership qualities and skills are not exclusive to those with fancy titles or corner offices. They are indispensable qualities for anyone looking to excel in their professional journey, whether you’re a manager, team lead, or an individual contributor. In today’s interconnected and collaborative work environments, effective leadership skills are essential for fostering teamwork, driving innovation, and achieving personal and organizational goals.

It’s a tricky question to answer. Since leadership is a set of competencies, it’s difficult, if not impossible, to isolate a single quality, mindset, behavior, or attribute that signifies a person will be a great leader. Great leaders tend to embody many qualities, all working in concert. 

Here are seven qualities of good leaders:

1. Self-aware
2. Collaborative
3. Passionate
4. Open-minded
5. Agile, Adaptable, and Flexible
6. Empowering, Motivating
7. Innovative

Integrity

Integrity is a cornerstone of effective leadership because it fosters trust and respect among team members. Leaders who consistently demonstrate integrity by adhering to ethical principles and being transparent in their actions create an environment where employees feel safe, valued, and motivated to perform at their best. This trustworthiness encourages open communication, collaboration, and a sense of unity within the team, which are crucial for achieving organizational goals.

Moreover, integrity in leadership sets a positive example for others to follow. When leaders prioritize ethical behavior, it establishes a culture of accountability and responsibility throughout the organization. It ensures that decisions are made not only for short-term gains but also with long-term sustainability and fairness in mind. Consequently, integrity-driven leadership builds a strong and resilient organization capable of weathering challenges and maintaining a positive reputation.

Communication

Effective communication influences the clarity, efficiency, and morale within an organization. Leaders who communicate effectively can clearly articulate their vision, goals, and expectations, ensuring that all team members remain organized and work toward common objectives. This reduces misunderstandings and errors, leading to smoother operations and increased productivity. Moreover, clear communication fosters transparency and trust, which are fundamental for building strong, cohesive teams.

Good communication skills also enable leaders to listen actively and empathetically to their team members, addressing concerns and feedback constructively. This open dialogue helps in identifying potential issues early and fosters an inclusive environment where employees feel heard and valued. By prioritizing effective communication, leaders can cultivate a positive organizational culture, enhance employee engagement, and drive sustained success.

Decisiveness

Decisiveness enables leaders to make timely and effective decisions that keep the organization moving forward. This decisiveness helps reduce delays caused by ambivalence, ensuring that projects remain on track and opportunities are seized promptly.

Moreover, decisiveness in leadership fosters a culture of action and accountability within the organization. When leaders consistently make informed and swift decisions, it sets a standard for the entire team to follow, encouraging proactive problem-solving and innovation. This decisiveness can also enhance morale, as employees feel more secure and motivated working under leaders who are confident and clear in their decision-making processes. Ultimately, a leader's ability to be decisive ensures that the organization remains agile, competitive, and capable of navigating challenges effectively.

Self-Aware

Great leaders are self-aware. They understand how their behaviors, words, actions, and even aspects like body language impact others. They seek feedback on their leadership. They try to see themselves through others’ eyes.

This reflection can be difficult for some people but is incredibly important for leaders. They know that perception is part of their reality. Great leaders need to be aware of their strengths and weaknesses. Self-awareness allows them to leverage their strengths effectively and work on improving their weaknesses. Self-aware leaders are better at managing their own emotions and understanding the emotions of others.

This skill is essential for building solid relationships, resolving conflicts, and motivating teams. Self-awareness helps leaders recognize their values and ethical boundaries. Ethical leadership is critical for gaining trust and respect from team members and stakeholders.

Collaborative

In today’s modern workforce, there’s a level of interconnectedness that we have never seen before. No longer operating in isolated, hierarchical environments, leaders now must thrive in a hybrid atmosphere that’s fluid and more democratized.

Connecting and collaborating intensively across the organization are necessary for success. As so many teams today are cross-functional. Connecting establishes valuable relationships for oneself and others across the organization. Today, we can connect and interlink through virtual platforms and tools in increasingly authentic and intuitive ways that were previously unimaginable.

As for collaboration, it often comes down to this simple statement: collaborative leaders will place team needs and priorities above personal needs and priorities, and they actively foster synergy within and across teams. Successful leaders actively involve others in making decisions that affect them, and likewise, they give credit to others where credit is due.

An important aspect of connection is communication. One can only happen with the other, and influential leaders can express their vision, goals, and expectations to their teams clearly. Communication goes both ways, and great leaders are also great listeners. Understanding team members’ ideas, concerns, and feedback fosters trust and gives leaders the critical information they need to make well-informed decisions for their team’s health.

Empathetic leaders understand their team members’ perspectives, feelings, and needs. This quality builds trust, enhances communication, and promotes a supportive and inclusive workplace. A collaborative leader is there to resolve conflicts when they arise. Leaders facilitating open and constructive communication can better address issues before they can escalate.

Passionate

There is a lot packed into this one: Successful leaders craft a transformative vision and share it with a sense of passion. They help their teams understand what to do, why they are doing it, and why it matters. Great leaders mobilize their teams to execute the vision and sustain momentum by constantly reinforcing that vision. This approach demands a consistent, authentic, and transparent communication strategy.

Passionate leaders tend to be influential leaders with relationships and networks within and outside the organization. These networks can be invaluable for broader collaborative efforts, troubleshooting issues, and staying informed about industry trends. Passionate leaders also tend to be enthusiastic leaders, and enthusiasm is contagious. Leaders who are excited about their vision and goals can inspire and energize their team while fostering a positive work environment.

So, while some leaders may be poor communicators, a passionate and enthusiastic belief in their vision is critical in today’s context. Great leaders work to develop the skills to communicate their passions effectively.

Open-Minded

Great leaders acknowledge and accept that they don’t have all the answers. They are learning as they lead the way forward. They can be open to diverse thinking and recognize that they must be decisive in a world of complexity, data overload, and rapid pace.

Being an open-minded leader means asking many questions and listening with an active ear and open heart. It means welcoming different perspectives, ideas, and opinions while creating an environment free from fear of judgment, ridicule, or punishment. The best leaders learn from anyone – a new hire, customer, supplier– and are open to what they hear.

Being open also means undertaking an objective data analysis before arriving at conclusions. The availability of so much data and the speed of processing that data, even in real-time, allows for so much extra input into decision-making that it can become difficult for a leader to focus on what’s important. However, leaders must understand when they have enough data to make a good business decision. They must be decisive to lead effectively. The best leaders can strike that delicate balance.

Agile, Adaptable, and Flexible

Great leaders today are aware of digital threats and opportunities, but they must go beyond simply being aware. They must actively demonstrate their ability to be flexible, agile and respond effectively to these changing environments. They can rapidly shift direction while working with and guiding the teams and individuals they lead. They can improvise when necessary and are open to change and new challenges.

Influential leaders guide their organizations through periods of change and transformation by persuading others that they can embrace new ideas and adapt to change effectively. In today’s rapidly evolving business-technology environment, leaders must quickly adapt to new technologies, market trends, and challenges. Learning agility ensures they stay relevant.

Learning-agile leaders are committed to personal and professional growth. They seek opportunities to develop new skills and knowledge to benefit themselves and their organizations. Leaders who are open to learning and experimentation are more likely to drive innovation within their teams and organizations. They encourage a culture of creativity and continuous improvement.

Empowering, Motivating

Effective leaders can look at every individual they lead and figure out how best to develop, coach, and motivate them as individuals to obtain the most outstanding outcomes from them. A truly effective leader empowers their team members to accomplish the business objectives and achieve their full potential.

Leaders who lack this skill risk the same level of impact, but in the opposite direction. Leaders who fail to empower their team members may see them leave or stagnate, likely resulting in outcomes that miss the mark.

Serving as a positive coach and mentor to team members can have an immeasurable impact on them professionally and personally. Learning to fill this role should be a priority for anyone who is or plans to lead others.

Innovative

Great leaders improve organizational performance through innovation. They encourage applying original and creative thinking to existing and emerging business models, processes, and products.

Developing the capability to envision, foster, and apply innovation is fundamental to leadership today. Driving innovation means using good judgment to determine how, where, and when that innovation will deploy to maximize business value. It also means finding ways to get the most creative thinking from the team. Creativity and innovation go hand-in-hand, and great leaders provide a welcoming home for original, imaginative thinking.

This skill brings the list of attributes to a close. By any name, when combined, they create great leaders, and great leaders build great teams that deliver exceptional results for their organizations.

+5 Hard Skills Every Leader Should Have

The above seven qualities are a tremendous overall metric of the skills and mindset of a leader. But, since leadership comprises much more than those general skills. If we’re to dig deeper into the role to give interested readers a look at the life of a leader, then there are some hard skills to consider in conjunction with the general attributes listed above. There are roughly five hard skills every leader should have:

Financial Management

Leaders must often make budgetary decisions and understand financial reports. Financial leadership skills: budgeting, financial analysis, and fiscal responsibility.

Project Management

Leading projects efficiently and effectively is a crucial leadership skill that involves project planning, resource allocation, risk management, and project evaluation.

Data Analysis

In today’s data-driven world, leaders need to be able to analyze data to make informed decisions, so they need skills in data interpretation, statistical analysis, and data-driven decision-making.

Strategic Planning 

Leaders must be able to create and execute long-term strategic plans; they must understand setting goals, formulating strategies, and aligning organizational objectives.

Technology Proficiency

Leaders need to be tech-savvy as technology becomes increasingly integrated into business processes. Leaders must develop skills in software use and technology tools relevant to their industry.

Top leadership personality traits

In addition to these hard skills, one should consider these five personality traits to improve leadership quality: extraversion, agreeableness, openness, conscientiousness, and emotional stability — all of which influence an individual’s leadership style and effectiveness.

It’s important to note that there is no universally “best” combination of personality traits and skills for leadership. Influential leaders can possess a variety of personality profiles, and success often depends on how these traits are leveraged and adapted to specific leadership contexts and situations. Furthermore, leadership skills can be developed and refined over time, allowing individuals to compensate for certain traits through training and self-awareness.

Becoming a great leader takes time. It doesn't happen overnight, but the good news is that all of the skills above can be honed over time with the right training. Consider the resources below to refine your skills and go from good to great: 

Learning Journeys 

Whether you're stepping into a leadership role for the first time or climbing the rungs, it helps considerably to have a collection of resources at the ready. Learning journeys are just that: a collection of books, courses, modules, and more to help new and seasoned leaders alike move through their careers with a wealth of information available on-demand. See our Management Essentials channel to get an idea of what's available. 

Coaching

Leaders have long benefited from having a coach in their corner, a person who can help them shift their thinking, broaden their perspective, and dial in their skills. Today, coaches aren't just reserved for the C-suite. Check out this guide to learn more about the benefits of coaching for managers. 

Interactive Training (with AI!)

One of the best ways to put knowledge to the test is through real scenarios that provide immediate feedback. Skillsoft's CAISY, or Conversation AI Simulator, gives managers at every level of their management journey the chance to continually refine their skills in a realistic, yet safe environment. The AI simulator can tailor the conversation to specific scenarios, like de-escalating conflict or more industry-specific scenarios. 

Leadership development strategies are an ongoing journey. Start with self-assessment, seeking feedback, and honing your emotional intelligence through coaching. Practice active listening and empathy to connect with your team. Embrace continuous learning through leadership training programs and mentorship. Foster a culture of innovation within your team and encourage open communication. Becoming a great leader involves a commitment to personal growth and a willingness to adapt to changing circumstances.

Leadership skills are the bedrock of success in today’s dynamic and competitive business world. Whether you’re an aspiring or seasoned leader, continuously refining and developing your leadership skills is vital for personal and organizational growth. Remember, great leaders are not born; they develop through a combination of self-awareness, collaboration, passion, open-mindedness, adaptability, empowerment, and innovation. So, take the initiative to cultivate these traits and inspire greatness in yourself and those around you.

To learn how to develop today’s great leaders, explore Skillsoft’s Leadership and Business Skills solutions. These resources can provide valuable insights and training to help you enhance your leadership skills and lead your team to success.

Learn about the coaches featured in this post.

Most importantly, reading helps you stay informed and up-to-date on the latest trends and developments in your field. Whether you're a product manager looking to launch a new solution, a manager seeking to improve your team's performance, or a CEO looking to stay ahead of the competition, reading can provide you with valuable insights and perspectives that can inform your decision-making.

Reading can also help you develop your critical thinking skills. When you read a book, you engage with the material on a deeper level by analyzing and synthesizing information to understand the author's message. This process of critical thinking is essential for effective decision-making, problem-solving, and innovation, all of which are critical skills for leaders in any field.

In addition to all the professional development benefits, reading is also about personal growth and enrichment. Reading can help you develop empathy and emotional intelligence, as you immerse yourself in the lives and experiences of characters from all walks of life. 

It can help you expand your view of the world and gain a deeper understanding of various cultures, perspectives, and ways of life. And let’s not forget that reading a book can provide you with a much-needed escape from the stresses of work and everyday life, allowing you to relax, unwind, and recharge your mental and emotional batteries. According to the University of Minnesota, reading can reduce stress up to 68%. More so than listening to music, having a cup of tea, or taking a walk.

So, on National Book Lover's Day, carve out some time to celebrate the joy of reading and the countless benefits it can bring to your life. Here are a few ways you can get involved:

Read a book

It may seem obvious, but the best way to celebrate National Book Lover's Day is by reading a book! Choose a book that interests you, whether it's a classic novel, a self-help book, or a biography. Set aside some time to read — either during your lunch break, in the evening before bed, or on your commute to work. If you aren’t sure where to begin, there are some recommendations below from the vast and ever-growing collection of readable solutions on Percipio, which includes digital books, audiobooks, and even book summaries.

Launch or join a book club 

Reading can be a solitary activity, but it doesn't have to be. Participating in a book club with colleagues or friends can be a terrific way to share your love of reading and engage in lively, thought-provoking discussions about the books you've read. You can even choose books that relate to your industry or field, and use the discussions as an opportunity to brainstorm new ideas and strategies. Alternatively, check out Skillsoft’s OFF THE SHELF book club, where we feature monthly selections, monthly bookshelves and provide discussion questions to help take your conversations to the next level. 

Share your favorite books

National Book Lover's Day is a fantastic opportunity to share your favorite books with others. Post about your favorite books on social media, share a shelfie, or recommend them to colleagues and friends. You never know who might be inspired by your recommendations.

Donate books you’ve read to a local library or charity

Reading is a privilege that not everyone has access to. Consider donating books to your local library, nearby school, or your favorite charity to help spread the joy of reading to those who may not have the means to purchase books on their own.

Even if you aren’t a self-proclaimed bibliophile who gets slightly giddy at the sight of a library or bookstore, books are for everyone! Take some time to celebrate National Book Lover's Day, and make reading a regular part of your personal and professional growth and development — it can be a powerful tool to help you excel in your career, achieve your goals, and become a more well-rounded individual. 

Happy National Book Lover's Day!

Looking for your next read? Here are 5 book recommendations. 

Start a free trial of Skillsoft Percipio today. 

Today, many businesses face challenges in identifying and categorizing employees' skills, aligning skill sets with organizational needs, and managing workforce development. In fact, the Salary.com report shows 86% of HR professionals haven’t inventoried or audited their workforce’s skills. 

This isn’t necessarily a small undertaking, but solving these challenges can tremendously impact an organization's ability to attract and retain talent and stay competitive in the market. A skills taxonomy is a part of that solution.

Going without one, however, presents some challenges. Here are three that HR and talent development teams face when they don't use a taxonomy:

1. Undefined Skill Requirements: Many HR professionals and talent development leaders struggle to clearly define the skills required for various roles within their organizations. This lack of clarity leads to inefficiencies in hiring, training, and development processes.
    
2. Fragmented Learning Paths: Without a structured approach, learning and development initiatives can become fragmented and inconsistent, leading to suboptimal results and wasted resources. This can also make it harder to get buy-in for future programs.
    
3. Difficulty Measuring Proficiency: Without a standardized framework, assessing employees' skill levels and tracking their progress over time can be challenging.

A skills taxonomy is a hierarchical framework that categorizes and organizes skills into groups and subgroups based on their relationships and similarities. It provides a structured way to identify, define, and measure skills within an organization. Unlike a skills ontology, which focuses on the connections between different skills, a skills taxonomy emphasizes the classification and hierarchy of skills.

What are the benefits of a skills taxonomy?

Clarity in Skill Requirements

A skill taxonomy provides a clear and standardized definition of skills required for different roles. This clarity helps HR professionals as they recruit prospective job candidates, assess current employees for promotions and more. What’s more, most HR professionals (57%) believe having one helps decrease bias in job definitions, according to the Salary.com report.

Streamlined Learning Paths

Since skills are categorized neatly, it makes creating learning paths easier for learning and development professionals. Having insight into skills and the levels of proficiency, L&D professionals can more easily curate training, group resources, and deliver them to employees. 

Effective Skill Assessment

A well-defined skills taxonomy allows talent development teams to assess employees' proficiency levels consistently and accurately. This assessment also helps identify skill gaps and tailor development programs to address those gaps effectively.

Enhanced Talent Management

By clearly understanding skill requirements and employee proficiency, talent development teams can make more informed decisions about promotions, role changes, succession planning, and more.

Talent development teams can create a skills taxonomy by identifying and categorizing the essential skills needed across various roles. They would then use this taxonomy to assess the workforce, identify gaps, and tailor training programs to address those needs.

Briefly, here's what it takes to develop a skills taxonomy:

1. Identify Key Skills: Identify the essential skills required for various roles within your organization. To gather insights, engage with stakeholders, including department heads, team leaders, and employees.
    
2. Categorize Skills: Group similar skills into categories and subcategories. For example, "technical skills" could include subcategories like "software development," "data analysis," and "network management."
    
3. Define Skill Levels: Establish proficiency levels for each skill, ranging from beginner to expert. Define and distinguish each level.
    
4. Map Skills to Roles: By mapping skills to roles, it helps create job descriptions, identify training needs, and plan career development paths. For example, Skillsoft’s Role Advisor helps with this by prompting employees to select their role, which then populates the associated skills. Then, the Role Advisor suggests training to continually progress their careers. Skills are mapped to roles using an AI algorithm. 
    
5. Implement and Integrate: Implement the skills taxonomy within your organization's learning management system (LMS) and other relevant platforms. Ensure that it is integrated with your talent management processes.

This simplified version of the process leaves out many of the nuances involved in developing a taxonomy or ontology. It can get complicated. Just getting a meeting on every stakeholder's calendar to discuss this idea sounds impossible.

Nowadays, it's less common for organizations to build a skills taxonomy in-house. Talent development teams more often work with an outside consultant to help with some portion of the work or lean into the solutions provided by existing partners.

Many companies offer services or software solutions, either independently or as part of an ecosystem, to define and classify skills, gather and organize data, and then use this information to guide decision-making for professional development, career progression, and more. This includes Skillsoft, including our aforementioned Role Advisor feature in Percipio, which draws from an AI-generated taxonomy.

Skillsoft also integrates with many learning management systems, human capital management platforms, and similar vendors to tie skill taxonomies to training. One example is our integration with Workday, which offers its customers a skills ontology called the Skills Cloud. It uses machine learning to discover skills and capabilities, and then connect the people with said skills to training and jobs. Our integration makes Skillsoft training available in Workday, among other functions.

Several companies overlap in this area, with some more specialized than others, taking in data from various sources — social media, resumes, project management tools, and so on — to paint a detailed picture of what an individual employee is capable of. At a macro level, platform administrators can see the composition of their organization and understand how skills flow in and out of the business. This helps inform their next move, whether that's training or hiring or a combination of the two.

Some may encounter potential challenges whether pursuing this in-house or going with outside help. That's next.

Potential Hurdles in Developing and Implementing a Skills Taxonomy

Developing and implementing a skills taxonomy can present certain challenges despite the benefits.

For starters, creating a comprehensive skills taxonomy requires significant time and effort. It involves gathering input from various stakeholders and ensuring that the taxonomy accurately reflects the organization's needs. For this reason alone, many talent development teams opt to work with consultants or companies that provide a satisfactory taxonomy or ontology that they can use internally.

Whether developed in-house or outsourced, when a skills taxonomy is settled on, its value must be communicated to the workforce. In this case, change can be hard for some. Establishing new standards or processes in talent management will require communication and transparency, which will go a long way toward settling fears of skill obsolescence or devaluation.

Then, the team must update it over time. "As the company changes, as the marketplace changes, as the technology changes, as the products you offer change, we have to reskill people on a regular basis," said Josh Bersin, HR research analyst, in this podcast. "We're all in a world of continuous reskilling or upskilling, and sometimes we need a lot of new skills because the job we're in is going away... so what a skills ontology is intended to do is organize these skills into a hierarchy."

Ongoing evaluation and maintenance of your skills taxonomy keep it relevant, providing several benefits, like staying current on skill gaps, future business needs, and more.

A skills taxonomy provides a structured approach to managing skills, ensuring clarity, consistency, and efficiency in talent management processes. They also help organizations stay competitive and achieve their strategic goals by addressing skill gaps, streamlining learning paths, and enhancing talent management.

As we face the next era of technological change, continuous learning and development will be key to remaining adaptable. Leveraging a skills taxonomy can help organizations embrace this change, drive growth, and unlock human potential.

As your team strives to support its workforce through learning and development, see how Skillsoft can help.

Our Platform Uses an AI-generated Taxonomy to Help Personalize Learning

Skillsoft Percipio uses an AI-generated skills taxonomy to create targeted learning paths. Percipio relies on AI/ML to map training to skills, and in doing so, learners get a personalized experience and find content that’s suited to their career aspirations. By using AI to complement ongoing assessments and activity in the platform, learners get clear direction on which training is best for them.

As learners onboard for the first time, they interact with our Role Advisor — a way to fully customize the platform to each individual’s preferences and interests. It also serves career-relevant training from the very start. 

Naturally, this helps LMS admins who want to speed up content delivery and encourage learners to invest in themselves.

See how the platform personalizes learning by requesting a demo.

I took a lot of time to get through my medical training and the rowing I wanted to do. In consequence, I made the transition back and forth a number of times. Both elite rowing and medical school and residency require full focus and significant energy, and I found I couldn’t devote myself to both at once. I went to med school for two years, took two years off to row, graduated two years later, started residency, took two years (what ended up being three years off because of the pandemic) to row again, and transitioned to medicine full time after the Tokyo Olympics.

It’s something I became better at as I did it. Something that helped me was to keep up with both skillsets year-round. So, I was working out while doing medicine, and doing some research when rowing was the focus to stay engaged in medicine. Being a student-athlete in the way someone is in high school or college is a delicate balance.

I dislocated my knee repeatedly as a middle schooler. My mom says I walked into the orthopedic office and exclaimed, ‘that’s what I want to do when I grow up.’ When I learned more about medicine as a career, I found that the balance between interacting with people and helping people in addition to staying academically engaged was the perfect balance for me. In fact, the orthopedist I saw as a middle schooler became my mentor - I ended up meeting with him one day a week for four years in his clinic. 

I miss it. I think it is a huge part of who I am and who I’ve become. I’m still friends with a number of people who actively compete and I’m the athlete representative on the High Performance Committee. I stay involved as a supporter and fan and I’m still a part of the Master's casual level. (We did confirm she’s actually casual about it – none of that six-days-a-week “casual.”) 

A big challenge for me was avoiding comparing myself to others. It was easy to see my college teammates and my medical school classmates graduate and get married and have kids. I could certainly get bogged down by comparing where I was in my personal life and career to people. It took me a long time to realize life’s not a race.

Communication and teamwork are huge in any job you do. Whether taking care of multiple patients or going through stressful situations with a teammate, they're all very helpful in learning those communication skills.

Persistence. It’s easy to get weighed down by big tasks and obstacles. In order to achieve, it’s necessary to break it down into cycles: weeks, days, training sessions, down to individual strokes.

Being receptive of feedback. Often, in the workplace, people are hesitant to give feedback – especially if critical. When it came to sport, when we received both positive and negative feedback, you came to realize it was a coach seeing potential in you and helping to develop that potential rather than criticizing you as a person.

There are so many more skills: time management, accountability, holding yourself to a high standard.

Sport becomes your focus, but different than a job, it's something you’re doing without expecting or guarantee of a prize.There’s a benefit given the experience you have and what you learn from it. You’re not really paid to do what you want to do and there’s no guarantee you’ll make an Olympic team. All these hours are done because of the passion for it.

In applying for residency, Gevvie went through the process of showing her research, highlighting her academic pursuits, and illustrating her skills in interviews. While there were plenty of boxes to check for scholastic pursuits, there weren’t any to mention the sport that had shaped her. 

However, as she went through her residency and spoke with leadership, there was an anecdotal consensus that former athletes were more likely to succeed – to the point that those application forms may start having a box for college athletes to check.

While directly applicable skills like bedside manner or research are hard to build with sport, skills like time-management and communication can help lead to success in all kinds of fields.

So, what skills should workers look to their sports idols for? 

Gevvie points to skills often first established in high school athletics: commitment and accountability. Young athletes meet roadblocks that force them to set strict priorities and boundaries while being honest with themselves and their leadership or risk missing chances they’ve spent years of blood, sweat, and tears working toward.

Translating to the workforce, employees can show commitment in their attention to detail, their willingness to learn new skills, and their engagement with day-to-day tasks. Additionally, adopting a mindset of curiosity and constantly seeking learning opportunities is a recipe for success. Accountability goes hand in hand with humility, an important power skill for workers and leaders alike. 

It’s hard for athletes in the public eye to hide their mistakes. Taking a note out of the late great Kobe Bryant’s book, owning those slips, turning them into learning lessons, and working doubly hard to ensure they don’t happen again is a medal-winning mindset.

Is It Worth All the Effort? Yes!

Cybersecurity certifications provide a competitive edge, validating professionals' skills and knowledge to potential employers. These certifications significantly increase your earning potential and open doors to advanced career opportunities and specialized roles. With cyber threats on the rise, certified professionals are highly sought after, ensuring job security and career growth.

For employers, having certified cybersecurity professionals on payroll ensures companies have robust protection against cyber threats, reducing the risk of data breaches and financial losses. These experts bring validated skills and up-to-date knowledge, enabling them to implement advanced security measures effectively. Furthermore, their presence enhances the organization's credibility and compliance with industry standards, fostering trust among clients and stakeholders. In some cases, employing certified staff is a necessity for doing business, including for organizations like the Department of Defense.

The Department of Defense's 8140 requirements are a set of guidelines and standards for training, certifying, and managing the cybersecurity workforce within the DoD. These requirements ensure that personnel possess the necessary skills and knowledge to protect defense information systems and networks. Compliance with 8140 is mandatory for both military and civilian employees engaged in cybersecurity roles, ensuring a unified and competent defense against cyber threats.

Key Benefits of Earning Cybersecurity Certifications

• Increased Earning Potential: Certified professionals often command higher salaries compared to their non-certified peers.
• Advanced Career Opportunities: Certifications open doors to specialized roles and advanced positions within the industry.
• Job Security: With rising cyber threats, certified professionals are in high demand, ensuring stable employment.
• Validated Skills and Knowledge: Certifications provide a concrete validation of skills, making professionals more attractive to employers.
• Enhanced Organizational Credibility: Certified staff increase an organization's credibility and compliance with industry standards.
• Reduced Risk of Data Breaches: Certified professionals implement advanced security measures effectively, minimizing the risk of cyber incidents.
• Industry Compliance: For some employers, especially those in defense, having certified employees is a requirement for doing business.
• Ongoing Professional Development: Certification processes often include continued education and keeping professionals' skills current and relevant.

The highest-paying cybersecurity certifications of 2024 include popular credentials that frequent this list and others, like Certified Information Systems Security Professional (CISSP), Certified Ethical Hacker (CEH), and Certified Information Security Manager (CISM). These certifications are renowned for their comprehensive coverage of cybersecurity principles and practices, making them highly sought after by top employers. Professionals holding these credentials can expect substantial salary premiums reflecting the critical value they bring to their organizations.

However, a breadth of organizations and companies help earn professionals generous salaries due to their rigorous certification training, renewal standards, and content refreshes. Below, you'll see many represented.

These are the top-paying information and cybersecurity certifications, according to 2,626 technical professionals who participated in Skillsoft's annual survey:

1. Google Cloud - Cloud Security Engineer pays on average $159,135.
2. CISSP - Certified Information Systems Security Professional pays on average $140,069.
3. AWS Certified Security - Specialty pays on average $138,053.
4. CRISC - Certified in Risk and Information Systems Control pays on average $133,616.
5. CISM - Certified Information Security Manager pays on average $131,967.
6. CDPSE - Certified Data Privacy Solutions Engineer pays on average $127,403.
7. CASP+ (Advanced Security Practitioner) pays on average $124,477.
8. CSC - Cyber Secure Coder pays on average $119,260.
9. DCA: Information Storage and Management v5 pays on average $118,887.
10. CCSM - Check Point Security Master pays on average $114,904.
11. CISA - Certified Information Systems Auditor pays on average $109,012.
12. CIoTSP - Certified IoT Security Practitioner pays on average $109,663.
13. Security+ pays on average $108,709.
14. CCSP - Certified Cloud Security Professional pays on average $104,987.
15. CySA+ (Cybersecurity Analyst) pays on average $103,271.
16. CEH - Certified Ethical Hacker pays on average $102,366.
17. CCSE - Check Point Certified Security Expert pays on average $101,740.
18. Microsoft Certified: Cybersecurity Architect Expert pays on average $94,321.
19. Microsoft Certified: Azure Security Engineer Associate pays on average $93,812.
20. (ISC)² Certified in Cybersecurity pays on average $84,470.

The Cybersecurity Average Certification-Holder (Worldwide)

• Average Age: 37
• % Manages a Team: 60%
• % Earned a Certification in Past Year: 57%
• Average Number of Certifications: 8
• Average Salary: $104,687

The average annual salary of those in the United States tends to be higher than the worldwide average, with few exceptions. However, because of lower response counts, some of these figures aren't as reliable. With more data, the figures may change, so these are presented for continuity to illustrate potential geographic differences.

1. Google Cloud - Cloud Security Engineer: $203,702
2. CISSP - Certified Information Systems Security Professional: $156,699
3. AWS Certified Security - Specialty: $166,449
4. CRISC - Certified in Risk and Information Systems Control: $169,065
5. CISM - Certified Information Security Manager: $167,396
6. CDPSE - Certified Data Privacy Solutions Engineer: $178,545
7. CASP+ (Advanced Security Practitioner): $151,925
8. CSC - Cyber Secure Coder: $146,776
9. DCA: Information Storage and Management v5: $124,484
10. CCSM - Check Point Security Master: $132,762
11. CISA - Certified Information Systems Auditor: $154,500
12. CIoTSP - Certified IoT Security Practitioner: $107,500
13. Security+: $121,653
14. CCSP - Certified Cloud Security Professional: $98,188
15. CySA+ (Cybersecurity Analyst): $121,043
16. CEH - Certified Ethical Hacker: $161,667
17. CCSE - Check Point Certified Security Expert: $106,683
18. Microsoft Certified: Cybersecurity Architect Expert: $147,740
19. Microsoft Certified: Azure Security Engineer Associate: $156,398
20. (ISC)² Certified in Cybersecurity: $107,870

The Google Cloud - Professional Cloud Security Engineer certification validates an individual's ability to design, implement, and manage secure infrastructure on the Google Cloud Platform. This certification demonstrates proficiency in ensuring regulatory compliance, managing security operations, and utilizing Google security technologies.

Globally, the Cloud Security Engineer certification earns professionals among the highest salaries of any certification, according to Skillsoft's findings. See a complete breakdown of what Google Cloud certifications pay.

The certification costs approximately $200 USD, and to earn it, candidates must pass a two-hour multiple-choice exam. Before attempting the exam, Google recommends having three or more years of professional experience, with at least one working in the Google Cloud platform.

Training Resources for this Certification

• Professional Cloud Security Engineer - Global Knowledge
• Google Cloud Fundamentals: Core Infrastructure - Global Knowledge
• Security in the Google Cloud Platform | Global Knowledge
• See similar courses from Skillsoft: Google Cloud Training

The CISSP (Certified Information Systems Security Professional) certification from ISC2 is one of the most well-known, respected credentials in the industry, often serving as a requirement for senior and leadership roles. It confirms one's proficiency in creating, executing, and overseeing a top-tier cybersecurity program. It also signifies a thorough grasp of cybersecurity and managerial principles and techniques, making it ideal for professionals looking to progress their careers in information security.

The CISSP certification costs $749 USD, and to earn it, candidates must have a minimum of five years of paid work experience in two or more of the eight domains of the CISSP Common Body of Knowledge. Candidates must also pass the exam, consisting of 100 to 150 questions.

Training Resources for this Certification

• Certified Information Systems Security Professional - Global Knowledge
• CISSP Certification Training Course - Global Knowledge
• See ISC2 courses and bootcamps from Skillsoft: ISC2 Training

The AWS Certified Security – Specialty certification validates the ability to secure data in the AWS cloud and handle complex security challenges. It showcases proficiency in managing security controls, understanding AWS security services, and handling incident response.

Worldwide, this certification earns professionals more than any other from AWS, according to Skillsoft's findings. See the top-paying AWS certifications.

AWS recommends at least five years of IT security experience and two years of securing AWS workloads. Professionals must pass a 65-question exam in 170 minutes to earn the certification, costing $300 USD.

Training Resources for this Certification

• AWS Certified Security – Specialty - Global Knowledge
• Architecting on AWS - Global Knowledge
• Security Engineering on AWS Cloud - Global Knowledge

The Certified in Risk and Information Systems Control (CRISC) certification from ISACA is designed for professionals in enterprise risk management. CRISC holders are skilled in identifying and managing risks through information systems controls. This certification benefits organizations by ensuring they have experts to manage risks and implement robust control programs.

This certification costs approximately $760 USD for non-members ($575 USD for members).

If you're comparing ISACA certifications like CRISC vs. CISM or CRISC vs. CISA, get a more detailed breakdown of each in this guide.

A GUIDE TO ISACA CERTIFICATIONS

Training Resources for this Certification

• Risk and Information Systems Control - Global Knowledge
• Certified in Risk and Information Systems Control Prep Course - Global Knowledge

ISACA's CISM is a globally recognized certification for enterprise information security management. Individuals who obtain this certification have demonstrated their skills in creating and overseeing an enterprise security program, making them invaluable to any organization.

CISM holders are among the highest-paid professionals in the industry, and the certification is listed among the top five highest-paying IT certifications in the United States.

The certification costs cost $575 for members and $760 for non-members.

Training Resources for this Certification

• Certified Information Security Manager Training - Global Knowledge
• Certified Information Security Manager Prep Course - Global Knowledge

The CDPSE - Certified Data Privacy Solutions Engineer certification from ISACA is for IT professionals who develop and deploy privacy solutions in their organizations. It confirms the ability to implement technical privacy controls and manage the privacy engineering for data protection and compliance. It shows proficiency in integrating privacy-by-design principles into technology platforms, products, and processes.

The certification costs $575 USD for non-members and $760 USD for members.

Training Resources for this Certification

• CDPSE - Certified Data Privacy Solutions Engineer - Global Knowledge

The CASP+ (Advanced Security Practitioner) certification from CompTIA confirms advanced cybersecurity skills and knowledge. It shows competence in enterprise security, risk management, and incident response, addressing key security issues and complex projects. This certification suits senior security engineers and leads aiming to enhance their expertise.

According to Skillsoft's findings, this is one of the top-paying certifications from CompTIA. Get a more thorough breakdown of what CompTIA certifications pay.

To earn the CASP+ (Advanced Security Practitioner) certification, candidates must pass a 165-minute exam consisting of both multiple-choice and performance-based questions. The cost of the exam varies by region. In the U.S., it's $509 USD.

Training Resources for this Certification

• CompTIA Advanced Security Practitioner CASP+ - Global Knowledge
• CompTIA CASP+ Certification Prep Course - Global Knowledge
• Courses for CompTIA CASP+ CAS-004 - Skillsoft

The CSC - Cyber Secure Coder certification from CertNexus verifies a developer's skill in implementing secure coding practices and cybersecurity principles in software development. It showcases expertise in recognizing and addressing common software vulnerabilities to create robust and secure applications.

The certification exam costs $350 USD, and to earn it, candidates must pass a 120-minute exam consisting of multiple-choice questions.

Training Resources for this Certification

• Cyber Secure Coder - CertNexus

The DCA: Information Storage and Management certification from Dell validates an individual's expertise in storage technology and data management practices. It demonstrates proficiency in understanding various storage architectures, backup and recovery, and data security. This certification is ideal for IT professionals looking to deepen their knowledge of storage solutions and advance their careers in data management.

It costs approximately $230 USD, and to earn it, candidates must pass a 90-minute exam.

Training Resources for this Certification

• Dell Technologies Information Storage and Management - Global Knowledge
• Recommended Training - Dell

The CCSM - Check Point Security Master certification is an advanced credential that validates an individual's expertise in managing and configuring advanced security settings within Check Point security systems. It demonstrates proficiency in complex security implementations and troubleshooting. This certification is ideal for IT professionals seeking to master Check Point's comprehensive security suite and advance their careers in network security management.

Candidates can earn this certification by first achieving their Certified Security Expert and then any two Infinity Specialist accreditations. Check Point automatically awards professionals who earn all of these credentials the Security Master certification.

Training Resources for this Certification

• Training & Certification | Check Point Software

The CISA - Certified Information Systems Auditor certification from ISACA validates a professional's expertise in auditing, control, and assurance of information systems. It demonstrates proficiency in assessing an organization's IT and business systems to ensure they are monitored, managed, and protected. This certification is ideal for IT professionals seeking to specialize in information systems auditing and control.

The certification costs $575 USD for members and $760 USD for non-members.

Skillsoft Resources for CISA - Certified Information Systems Auditor

• Certified Information Systems Auditor - Global Knowledge
• Certified Information Systems Auditor Prep Course - Global Knowledge

The CIoTSP - Certified IoT Security Practitioner from CertNexus verifies an individual's skills and knowledge in securing IoT (Internet of Things) devices and networks. It covers key areas such as IoT architecture, security protocols, and risk assessments. Earning this certification ensures that professionals are equipped to implement robust security measures in IoT environments. It's ideal for network administrators, software developers, solutions architects, and similar roles.

Candidates can earn it by passing an exam that assesses their proficiency in securing IoT ecosystems. It costs $350 USD.

Training Resources for this Certification

• Certified IoT Security Practitioner - CIoTSP - CertNexus

The Security+ certification from CompTIA is an entry-level credential that validates foundational skills in cybersecurity. It's often a job requirement, including for those working for the Department of Defense and similar organizations. It covers essential principles for network security, operations and architecture, and risk management, making it ideal for those beginning their careers in IT security. It's popular with recent graduates, those changing careers, and IT professionals who want to specialize in cybersecurity.

To earn this certification, candidates must pass a 90-minute exam consisting of multiple-choice and performance-based questions. The cost of the Security+ exam varies by region. In the U.S., it's $404 USD.

Training Resources for this Certification

• About CompTIA Security+ Certification - Global Knowledge
• CompTIA Security+ Certification - Global Knowledge
• Courses for CompTIA Security+: SY0-701 - Skillsoft

The CCSP - Certified Cloud Security Professional certification by ISC2 validates an individual's expertise in cloud security architecture, design, operations, and service orchestration. It demonstrates proficiency in applying best practices and policies to secure cloud environments.

The certification costs $599 USD. To obtain it, candidates need at least five years of professional work experience in IT, with three years specifically in information security and one year in one or more of the six CCSP Common Body of Knowledge domains. Additionally, candidates must pass a three-hour exam.

Training Resources for this Certification

• Earn Cloud Security Certification (CCSP) - Global Knowledge
• CCSP Certification Prep Course - Global Knowledge
• (ISC)2 Online Courses and Training - Skillsoft

The CySA+ (Cybersecurity Analyst) certification from CompTIA verifies an individual's ability to capture, monitor, and respond to incidents. It shows proficiency in using various tools and techniques to identify and combat cybersecurity threats. This certification is ideal for IT professionals looking to advance their careers in the field and builds on the Security+ certification.

The cost of the CySA+ (Cybersecurity Analyst) exam varies by region. In the U.S., it's $404 USD. To earn it, candidates must pass a 165-minute exam consisting of multiple-choice and performance-based questions.

Training Resources for this Certification

• CompTIA Cybersecurity Analyst+ - Global Knowledge
• Cybersecurity Analyst+ Prep Course - Global Knowledge
• Courses for CompTIA CySA+: CS0-003 - Skillsoft

The CEH - Certified Ethical Hacker certification from EC-Council is a credential that validates an individual's skills in identifying and addressing security vulnerabilities using the same knowledge and tools as malicious hackers. It demonstrates proficiency in ethical hacking techniques, penetration testing, and cybersecurity threat assessment. This certification is ideal for administrators, analysts, auditors, and engineers who want to specialize in ethical hacking and enhance their ability to defend against cyberattacks.

The cost of training for and sitting the exam starts at $2,199 through EC-Council. Other packages are available at higher price points. To earn it, candidates must pass two exams. The first runs four hours and consists of 125 multiple-choice questions. The second runs six hours, featuring 20 practical challenges.

Training Resources for this Certification

• Certified Ethical Hacker Certification - Global Knowledge
• Certified Ethical Hacker Training - Global Knowledge
• Courses for Ethical Hacking Intermediate - Skillsoft

The CCSE - Check Point Certified Security Expert certification is an advanced credential that validates an individual's expertise in configuring and managing Check Point security systems. It demonstrates proficiency in defending against threats, advanced user management, monitoring traffic, and more. This certification is ideal for systems administrators and network engineers seeking to enhance their skills in advanced security configurations and troubleshooting using Check Point technologies.

Live training through Global Knowledge to earn the certification costs $3,000 USD, and candidates must pass an exam that includes multiple-choice and hands-on components.

Training Resources for this Certification

• Check Point Certified Security Expert - Global Knowledge
• Check Point Cyber Security Engineering - Global Knowledge
• CCSA+CCSE Bootcamp - Global Knowledge

The Microsoft Certified: Cybersecurity Architect Expert certification validates an individual's expertise in designing cybersecurity strategies and implementing solutions that align with broader organizational goals. It demonstrates proficiency in securing hybrid and cloud-based environments, as well as the ability to design governance frameworks.

This certification is ideal for professionals seeking to advance their roles in cybersecurity architecture and management, and it's one of the highest-paying credentials from Microsoft, earning professionals in the US up to $147,740. See a more thorough breakdown of what Microsoft certifications pay worldwide.

The certification costs approximately $165 USD per exam, and candidates must pass the exam. There are three prerequisite certifications:

• Microsoft Certified: Azure Security Engineer Associate
• Microsoft Certified: Identity and Access Administrator Associate
• Microsoft Certified: Security Operations Analyst Associate

Training Resources for this Certification

• Microsoft Certification Training - Global Knowledge
• Microsoft Certified Cybersecurity Architect Expert - Global Knowledge
• See Certification Path

The Microsoft Certified: Azure Security Engineer Associate certification confirms a person's skills in implementing security measures, managing identity and access, and safeguarding data, applications, and networks in Azure and across hybrid or multi-cloud environments. It showcases an individual's ability to apply security best practices and address security vulnerabilities. This certification is ideal for professionals looking to progress in cloud security and management careers.

To earn the certification, candidates must pass a single exam, which costs approximately $165 USD.

Training Resources for this Certification

• Microsoft Certification Training - Global Knowledge
• Azure Security Engineer Associate - Global Knowledge
• See Certification Path

The ISC2 Certified in Cybersecurity certification is an entry-level credential that validates foundational knowledge in cybersecurity principles and practices. It is designed for individuals looking to start their careers in cybersecurity and focuses on essential skills required to secure a variety of IT environments. This certification emphasizes a comprehensive understanding of risk management, security operations, and incident response.

Like Security+, this certification is ideal for recent graduates, those early into their IT careers, or professionals who are changing careers. Relative to others, the cost to earn this certification is low, and it lends professionals who earn it the credibility needed to start their careers.

The certification costs $199 USD. To earn it, candidates must pass the exam.

Training Resources for this Certification

• Courses for Certified in Cybersecurity (CC) - Skillsoft
• (ISC)2 Online Courses and Training - Skillsoft

This list of cybersecurity certifications is based on 2,626 survey responses from Skillsoft's 2023 IT Skills and Salary Survey conducted from May to September 2023. The survey asks respondents about their current jobs and experience, certifications and salaries, and more. Respondents encounter multiple choice and multi-select, open-ended, rank choice, and other types of questions while taking the survey. Technology providers, certification bodies, and Skillsoft distribute the survey to IT professionals worldwide.

When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand, and other factors. Salaries are not normalized for cost of living or location.

Before we dive into the current challenges facing today’s tech leaders, let’s start by examining the demographics.

Historically speaking, the tech industry has been predominantly male-driven. However, looking at the year-over-year change in our survey demographics, we’re seeing more varied representation among tech leaders, with a growing number of women, minorities, and younger professionals stepping into influential roles. Learn more about the current state of the tech industry from our 2024 Women in Tech report.

With this year’s research, for example, there were some promising signs in regard to the gender balance among tech leaders. While men still outnumber women by three-to-one at the C-level, this marks a significant improvement over last year’s ratio, which was ten-to-one.

We also observed a trend toward younger tech professionals. Although most respondents were 35-44 years old again this year, the number of participants within the 25-34 age range more than doubled, while those in the 45-54 age range decreased 13 percentage points.

As technology continues to advance and globalize, we expect the demographic profile of tech leaders to continue on this path of inclusivity, reflecting a broader spectrum of voices and experiences that can navigate the complexities of the digital age. Let’s take a look at some of those current complexities…

Tech leaders are increasingly preoccupied with a complex array of challenges that keep them up at night. As they strive to stay ahead of technological advancements and market demands, these multifaceted issues not only test their strategic foresight but also their ability to lead effectively in a volatile and high-stakes environment.

Based on our report, here are some of the top challenges facing tech leaders today and how to combat them…

Resource and Budget Constraints

In our study, C-level tech executives cite two challenges as their biggest concerns: resource and budget constraints (31%), as well as workload (31%). These were followed by talent retention (27%) and talent recruitment (26%). 

Last year, the same group reported that talent recruitment and talent retention were their biggest challenges. It seems that while C-suite executives are concerned about finding qualified and skilled technical professionals to fill necessary roles, they’re more concerned about not having the budget to open critical positions. 

This is one of many reasons we’re seeing tech leaders focus their efforts on upskilling and reskilling their workforce. In fact, 43% of tech leaders are actively investing in training their existing employees. 

Why? Because by investing in the development of current employees, companies can fill skill gaps without the lengthy, uncertain, and costly process of recruiting new hires. Not only is this approach more cost-effective when closing gaps, but it also fosters employee loyalty and reduces turnover. 

Interested in learning more about the importance of reskilling and upskilling today’s workforce? Check out this blog →

Difficulty Filling Open Positions

It’s not unusual for tech executives to face unfilled positions within their organization, especially in the last 12 months. In this year’s survey, 68% of tech leaders reported having three or more unfilled positions on their teams, and more than half (56%) are having a hard time filling those positions. In comparison to last year, 67% of executives reported having a difficult time filling the openings on their teams.

So, while this is an improvement year over year, it still showcases one of the sticking points for tech leaders, which is the constant struggle to close skill gaps. 

Part of the issue tech leaders face when trying to fill open positions is either there are too few candidates on the market, or they're too expensive to hire. What could help here? Leaders and their respective organizations have taken several approaches to either recruit from different parts of the workforce — for example, recent graduates — or by upskilling high-potential employees or reskilling those who show an interest. 

Job Security and Satisfaction

From a macro-level, C-level tech leaders feel optimistic about their own job security, with 82% reporting they feel extremely or somewhat good. This figure does, however, represent a 5% drop in confidence from last year. On top of that, while 76% of tech executives still report being satisfied in their current role, that number is down 8% from 2023. To add on, we also saw a slight increase (+2%) in tech executives who are likely to look for a new position in the next 12 months.

So, what’s driving these trends? 

It’s likely a combination of factors. For starters, the rapid advancement of generative AI over the last year has created a pressure cooker for tech executives who have to balance deploying this new technology at scale, but doing so in an ethical and responsible way. Check out some of our courses focused on leadership in the age of AI →

Additionally, economic uncertainties and shifting business priorities, exacerbated by recent global events, have also contributed to job insecurity as companies face added budget cuts and restructuring initiatives compared to last year.

Those are the top challenges. Now, let’s dive into what their top priorities are as they look to tackle these obstacles:

Establish a Learning Program

Our study shows that most C-suite tech executives are prioritizing formal training, as 93% authorized training, and 76% of leaders say their employers offer training programs — up 6% from last year. 

Since the tech landscape always changes, it’s no wonder why training is a top priority for tech leaders. Ongoing professional development is one of the critical ways for tech leaders to ensure employees stay up-to-date with the latest skills and technologies. This not only boosts the overall efficiency of the workforce, but also fosters innovation by encouraging employees to bring new ideas to the table. 

Develop Power Skills

Power skills, often referred to as soft skills, are just as crucial as technical skills in today’s workforce because they underpin effective collaboration, leadership, and adaptability in the workplace. 

While technical skills demonstrate an employee's ability to use particular tools, power skills such as communication, problem-solving, and emotional intelligence enable individuals to navigate complex interpersonal dynamics and respond to changing conditions. 

Fortunately, tech leaders also consider power skills a priority, as our survey shows 68% of organizations offer leadership training that includes soft skills, which is up 5% from last year.

Invest in Cybersecurity and AI Skills

The two areas tech leaders plan to invest most heavily in the year ahead? Cybersecurity/information security and AI and machine learning (35% for both). 

Of course, these two are also the areas with the greatest difficulty in hiring, with C-suite leaders reporting cybersecurity and information skills as number one (38%) and AI and machine learning as number two (32%). 

It’s interesting to note that just a year ago, only 13% of respondents reported difficulty hiring talent for AI positions. That goes to show just how explosive the advancement of generative AI has been over the last 12 months. 

Not sure where to start with AI training? Here are 5 courses to make sense of AI →

Looking ahead, as digital natives enter the workforce alongside seasoned professionals, tech leaders will face challenges in bridging generational gaps and ensuring that training and development opportunities cater to a wide range of skill levels. 

Additionally, the rapid pace of technological innovation will demand that leaders prioritize agility and continuous learning, balancing the need for cutting-edge skills with the development of soft skills and emotional intelligence.

We will continue to capture the state of the tech landscape in our annual report as we look to continue to guide both current and future tech leaders in their strategic decision-making.

Want to read the full C-Suite Perspective report? Download it here →

REPORT METHODOLOGY

Skillsoft’s 2024 IT Skills and Salary Survey was conducted online from May to September 2024 using the Qualtrics XM Platform. Skillsoft and the sponsors of this report distributed survey invitations to professionals around the world. The survey was made available in blogs, newsletters, social media and Skillsoft’s website.

After cleaning the data, the survey yielded 5,711 responses from IT decision-makers and staff worldwide. The focus of this report is on the 219 C-level executives who completed the survey. 

It can be scary to think about the negative impacts of extreme heat on the environment, our infrastructure, the economy, and society. But that’s why it is so important to make an impact where we can—by keeping human beings safe in high temperatures.

In extreme heat situations, humans may suffer from myriad health issues, including: 

• Sunburn and Dehydration
• Heat Cramps and Heat Rash
• Heat Exhaustion and Heatstroke

Heat stress occurs when the body cannot maintain a normal temperature due to external heat. It is caused by high environmental temperatures, high humidity, physical exertion, and inappropriate clothing. At work, heat stress can happen when working indoors or outside.

Heat-related symptoms might include heavy sweating, weakness, dizziness, nausea, and headache to start. And while everyone is susceptible, industries like manufacturing, construction, agriculture, and mining are particularly at risk. Additionally, personal factors such as age, medical conditions, medications, and acclimatization status can influence susceptibility.

In the United States, the Occupational Safety and Health Administration (OSHA) provides guidelines for heat stress management, although there are no specific federal regulations. Other countries may – or may not – have specific regulations and guidelines to protect workers from heat stress.

Some of the common ways that people escape extreme heat are by staying hydrated, using cooling systems or fans, and wearing appropriate (breathable) clothing. However, for workers in certain types of jobs – like manufacturing – it can be very difficult to avoid the heat while on the clock.

That’s why OSHA proposed a new rule to protect workers from extreme heat this summer. 

The proposed rule would apply to all employers in general industry, construction, maritime, and agriculture sectors under OSHA’s jurisdiction. Employers would be required to develop a plan to assess and mitigate workplace heat hazards; develop emergency response plans and provide training for employees. The goal is to prevent and reduce heat-related occupational injuries, illnesses, and fatalities.

While the specifics of the rule are still in discussion, we do know that ensuring the safety of employees from heat stress in the manufacturing industry involves implementing a combination of engineering controls, administrative measures, and personal protective strategies. 

Engineering Controls

• Ventilation and Cooling Systems: Install fans, misters, exhaust systems, or air conditioning to improve air circulation and reduce indoor temperatures.
• Insulation: Insulate or shield hot surfaces and equipment to reduce ambient heat.
• Shading: Use shades or barriers to block direct sunlight or radiant heat from equipment.
• Heat-Reflective Coatings: Apply reflective coatings to roofs and walls to reduce heat absorption.

Administrative Controls

• Work Schedule Adjustments: Schedule heavy-duty tasks during cooler parts of the day (early morning or late afternoon).
• Frequent Breaks: Implement more frequent rest breaks in cooler, shaded, or air-conditioned areas.
• Hydration: Provide easy access to cool, fresh drinking water and encourage regular hydration.
• Acclimatization: Gradually increase workloads and exposure times for new employees or those returning from a prolonged absence to build heat tolerance.
• Training and Education: Educate employees on the signs and symptoms of heat stress and the importance of hydration and rest.
• Buddy System: Implement a buddy system where workers monitor each other for signs of heat stress.

Personal Protective Equipment (PPE)

• Cooling Vests: Provide cooling vests or other wearable cooling devices.
• Lightweight Clothing: Encourage the use of lightweight, breathable, and light-colored clothing.
• Hats and Sun Protection: Provide wide-brimmed hats and other protective gear to shield from direct sunlight.

Health Monitoring

• Regular Monitoring: Conduct regular health checks for signs of heat stress, such as dizziness, fatigue, confusion, or excessive sweating.
• First Aid Training: Train staff in first aid for heat-related illnesses, including heat exhaustion and heat stroke.
• Emergency Procedures: Develop and communicate clear procedures for responding to heat stress incidents.

Environmental Monitoring

• Temperature and Humidity Monitoring: Use devices to regularly monitor workplace temperature and humidity levels.
• Heat Index: Calculate the Heat Index or Wet Bulb Globe Temperature (WBGT) to assess the risk of heat stress more accurately.

Policy and Planning

• Heat Stress Policy: Develop and implement a comprehensive heat stress management policy.
• Emergency Action Plan: Establish and communicate an emergency action plan specifically for heat-related incidents.

By integrating these strategies, employers can create a safer working environment that minimizes the risk of heat stress and protects the well-being of their employees.

Skillsoft's Environmental, Health, and Safety solution has relevant courses that you can assign out to your team:

• Heat Stress Recognition and Prevention
• Heat Stress Impact: Precautions and Safe Work Practices
• Heat Stress Impact: Symptoms
• Heat Stress Impact: Treatment
• Heat Illness Prevention (Outdoor & Indoor Places) for Supervisors – Cal/OSHA
• Heat Stress Recognition and Prevention – Cal/OSHA

These courses are flexible and integrate seamlessly into your existing training regimen, ensuring a safe and productive summer for everyone. We even have general summer safety courses!

Stay safe this summer. Learn more.

The modern workforce is constantly evolving, and so are the skills that employees and organizations need to be successful. As we embrace new technologies like generative AI and adapt to emerging business needs like ESG, the ways in which we learn, what we learn, and ultimately how we work, is being redefined and reimagined.

That means, the companies that invest in their people are the ones investing in their future. According to McKinsey, the most effective organizations provide an average of 75 hours of training per employee annually. In return, they see higher promotion rates and achieve higher employee retention rates compared with companies that don’t heavily invest in learning.

However, while organizations look to learning programs as a way to overcome the skilling struggle, it’s challenging to know which skills tech professionals should invest in — and why.

Let’s take a look at the top five skills that tech leaders are struggling to hire for, as cited in our C-Suite Perspective report, and why these skills are also their top investment areas looking forward.

According to IBM’s Cost of a Data Breach Report, 95% of organizations have experienced more than one data breach, costing an average of $4.45 million.

Tech leaders know the value of cybersecurity skills, given the weight and cost of data breaches. The problem is — per the C-suite leaders we surveyed in our report — the number one area where they have the greatest difficulty hiring is cybersecurity and information security (38%), much of which stems from a workforce without necessary skills and certifications. 

In fact, it sometimes seems that tech’s bad actors are always a step ahead as tech leaders struggle to feel they have the proper security teams and protections in place to stop adversaries before they achieve their goals. As technology evolves, so do the tactics of cybercriminals, necessitating a constant need for skilled professionals who can anticipate, detect, and mitigate these threats. 

Moreover, with regulations like GDPR and CCPA placing stringent requirements on data protection and privacy, businesses will continue to be compelled to invest in cybersecurity professionals who can safeguard against emerging threats, ensure compliance, and uphold trust for today and tomorrow.

Interested in cybersecurity? Check out our Cybersecurity Career Journey

The demand for AI and machine learning skills has fluctuated for decades, however, with the recent technological breakthroughs, generative AI has emerged as one of the hottest commodities in the tech space. 

Per Forrester’s Artificial Intelligence Pulse Survey, 89% of AI decision-makers say their organization is expanding, experimenting with, or exploring the use of generative AI.  Given this surge in demand, it’s no surprise AI and machine learning skills ranks as the number two most difficult area for tech leaders to hire (32%).

As Forrester asserts, “The best technology solutions can’t overcome a fundamental lack of skills, inclinations, beliefs, and resources in the workforce.” 

Our data only reinforces this. When it comes to AI, just 24% of our respondents rate their organization’s skills in this area as somewhat high to high while more than 75% of respondents are not that confident. 

For AI use to grow within an organization, its employees must be skilled, reskilled, or upskilled to maximize its full potential. Since generative AI is a subset of machine learning, its skill base comes from many existing skillsets such as data science and data engineering, but it also includes newer skills like prompt engineering and Natural Language Processing (NLP) as well as AI ethics, model curating, and training.

Interested in AI and machine learning? Get our list of top AI courses

Analytics, big data, and data science have expanded to nearly all corners of business operations. By leveraging big data technologies and employing analytics and data science methodologies, companies can uncover patterns, trends, and correlations that inform strategic decisions, enhance operational efficiency, and drive innovation. 

While analytics, big data, and data science have been around for decades, 25% of tech leaders still report their workforces have skills gaps in these areas, and 30% say it’s a priority to invest in for their organization. 

That’s because data scientists possess the expertise to extract meaningful insights from vast datasets using advanced analytical techniques and machine learning algorithms. These insights help businesses across a variety of use cases, whether it’s to personalize customer experiences, optimize supply chains, or employ predictive maintenance and risk management — just to name a few. Skilled business analysts and data scientists who can interpret and harness data are crucial for organizations to innovate and stay ahead in the market. 

Interested in data science? Discover some of our courses

Cloud computing has remained a cornerstone of business operations since its emergence, underpinning the digital transformation journey of organizations across every industry.

Since cloud computing combines elements of both managing data and protecting that data from cybersecurity threats, the combination of these skills is highly in demand. In fact, according to our IT Skills and Salary Report, 82% of decision-makers say the demand for cloud computing skills is increasing within their organizations. 

One-quarter of tech leaders reported having critical skill gaps in cloud computing, and 22% maintain cloud as a top investment area for their organization.

As industries continue to migrate towards digital transformation and remote work trends persist, the demand for professionals skilled in cloud computing — from cloud architects and engineers to cybersecurity specialists and DevOps professionals — will remain high.

Interested in cloud computing? Explore our Cloud Career Journey

As businesses increasingly rely on software solutions to streamline operations, engage customers, and drive growth, there is a growing need for skilled developers who can create, maintain, and enhance these applications. Unfortunately, according to the C-Suite Perspective, 21% of tech leaders find application development skills one of the hardest to hire.

Developers proficient in programming languages like Java, Python, JavaScript, and frameworks such as React, Angular, and Node.js are highly sought after for their ability to build scalable, responsive, and user-friendly applications. Additionally, proficiency in agile development methodologies and DevOps practices is crucial for ensuring rapid deployment, continuous integration, and collaboration across development teams.

Interested in application development? See how Skillsoft’s Codecademy enhances core coding skills

Technology will only continue to evolve, which means the reskilling and upskilling tech workforces remains the bedrock of sustained success. Organizations need to be cognizant of their skill needs, and evaluate their upskilling, reskilling and recruiting efforts as the global talent pools shift around a never-stopping growth rate.

Embracing emerging tools and paradigms and continually updating skill sets will position tech teams to lead, create, and thrive in a future that demands expertise and the ability to embrace change with enthusiasm.

Want to read the full C-Suite Perspective report? Download it here

Reskilling is the process of learning new skills to enable a move to an entirely different role. Unlike with upskilling, which adds onto pre-existing skills, reskilling enables movement to a different area of focus or even a different field of work entirely. For example, an elementary teacher who learns coding to enter the tech industry. 

According to the University of Queensland, it’s estimated that people entering the workforce today will have 16 to 17 jobs across five to seven careers. With each career change, it may necessitate employees build new skills entirely. It’s also for this same reason that transferable skills become increasingly important as the workforce and market changes. Skills like adaptability, resilience, emotional intelligence and communication are universally beneficial. 

Though reskilling seems daunting, it is an essential move for organizations that are trying to align their business with the changing needs of the marketplace. For employees, it’s a way to broaden your skill set and remain relevant in your current career. Or, it could mean making a switch entirely.

The World Economic Forum says that 23% of global jobs will change over the next five years due to industry transformation, with over 1 billion people affected worldwide. This shift has already started, with SHRM saying that the market’s skill gaps will necessitate nearly half of workers to be retrained this decade. 

Much of this change has been ushered in by the increasing utilization of generative AI models like ChatGPT, which has replaced some of today’s jobs. What reskilling allows is for top performers to be retained by organizations and moved into new roles. 

This creates a win-win for companies and employees alike. It requires less onboarding and assures a good culture fit, while showing employees they are valued and needed. 

The benefits of reskilling current employees versus hiring new ones are numerous and far reaching, going beyond simply addressing changing organizational needs. They include: 

• Reducing layoffs 
• Reducing turnover
• Attracting talent
• Empowering employees

Reducing Layoffs 

Layoffs aren’t just bad for employees. Hiring is an expensive, time-consuming process. Additionally, layoffs can reduce employee trust in their organizations, affecting the performance of those employees who remain. 

Reducing Turnover

Voluntary employee separations are also reduced by reskilling efforts. SHRM data suggests that only one-third of employees were satisfied with their workplace’s commitment to professional development. By actively investing in their employee’s futures, companies demonstrate that they are a place for advancement rather than stagnation. 

Recruiting New Employees

By showing you encourage ongoing professional development, prospective employees feel they are applying not for a single job but for a career that they can advance in. A lack of professional development is often cited as a top reason for employees to leave their current post as well. 

Employee Empowerment

Stagnation can lower morale and cause employees to look elsewhere. To stave off these effects, more employers are encouraging their workforce to make lateral job changes internally or pick up gigs — sometimes temporarily — to build new skills and try out different career paths. This helps them explore new opportunities, without losing the talent. 

Reskilling your workforce requires a concerted effort, but it’s an achievable task for organizations when broken down into these steps:

1. Pinpoint What Skills Are Most Needed 

To identify the skills you need today and in the future, you must also understand the mission of the organization. What are the strategic priorities, the vision? Knowing that can help inform a job architecture and skills framework. In doing this work, it’s important to distinguish which skills are mission critical and those that can be immediately utilized. 

2. Identify The Employees You Would Like To Reskill

There are many factors to consider when choosing those to reskill, like relevant background knowledge, which jobs will wind down first, and which employees show an interest in reskilling. 

Recently, Lexmark’s business changed dramatically, forcing its employees to follow suit. The talent development team provided custom learning material and encouraged reskilling to retain employees and support the transition. Lexmark employees jumped at the opportunity, resulting in a 45% increase in training, which led to the company’s success. 

3. Encourage Your Employees To Adapt

Change is hard. Some employees may feel hesitant to change what they know or may struggle to pick up new skills. Communicate the value of taking training and building new skills. Work with individuals to create employee development plans that outline specific actions and resources to help guide their journey. Collect feedback and allow employees to help guide the process. 

Read Next: Individual Development Plans, Tips and Best Practices - Skillsoft

4. Offer Courses, Training And Coaching

It can often be difficult to know where to start when learning a new skill, so having a step-by-step guide can make employees feel like they are on the right path. By offering training, companies can guide their employees to learn exactly what is needed for their new role, demonstrating that they are invested in seeing their workforce thrive. 

5. Track And Analyze Results

The impact of reskilling is evident by looking at learning metrics, like these:

• Engagement
• Course completion time 
• Course scores
• Turnover rates

These metrics were very helpful for Puget Sound Energy, who recently had great success employing a virtual coaching program to help sharpen the skills of its leaders. 

While participants in the program got real-time, personalized feedback on their skills, the company was able to monitor the engagement, satisfaction, and performance of those attending. These metrics allowed them to get a detailed idea of how they were helping their workforce and how much employees were getting from the program. 

Every organization should identify ways to reskill and upskill its workforce to retain talent, while also keeping their skill base current. Reskilling is an essential strategy for keeping up with a changing world and ensuring employees remain engaged at work. 

Though reskilling can seem daunting, the best time to start is now. For first steps, check out our blog on transferable skills that may help with your reskilling efforts. And, read our blog on upskilling to understand the differences between the two strategies and the importance of both.

Read Next: What is Upskilling? - Skillsoft

On a day-to-day basis, a full-stack developer may work on a variety of tasks that encompass both front-end and back-end development.

For instance, they may work on end-user-facing apps or websites using HTML, CSS, and JavaScript to ensure people have a responsive, intuitive, and dynamic online experience. Additionally, they may also use languages like Python, Ruby, Java, or PHP to develop APIs that enable communication between the front-end and back-end.

Often, they create and manage databases using SQL or MongoDB, writing queries to store and retrieve data. They also set up and manage web servers, such as Apache or Nginx, configuring them to handle traffic and ensure security.

Regardless of front-end or back-end, these skills are also core to the job: troubleshooting and debugging, time and project management, and collaboration.

These developers must create and connect applications to databases, guaranteeing everything works. But doing so often means partnering with other developers and non-developers to progress projects.

They often integrate various components with other developers, designers, and product managers. This includes using version control systems like Git to manage code commits and facilitate teamwork.

The combination of these tasks showcases the versatility and comprehensive skill set that full-stack developers bring to their teams.

A well-rounded skill set allows full-stack developers to handle various aspects of web development. This versatility enables them to step into any part of a project.

Being proficient in both front-end and back-end means they can understand and optimize the entire development process, improving efficiency and collaboration within a team.

To excel as a full stack developer, one must be proficient in various programming languages and frameworks, like these:

Front-End Languages and Frameworks

• HTML/CSS - The foundational languages for creating the structure and styling of web pages.
• JavaScript - A versatile language for adding interactivity and dynamic elements to web pages.
• React.js - A popular JavaScript library for building user interfaces, particularly single-page applications.
• Angular - A TypeScript-based framework by Google for building robust web applications.
• Vue.js - A progressive JavaScript framework that is easy to integrate into projects and build complex applications.

Back-End Languages and Frameworks

• Node.js - A JavaScript runtime that enables server-side scripting, allowing developers to use JavaScript for both front-end and back-end development.
• Python - Known for its simplicity and readability, commonly used with frameworks like Django and Flask.
• Ruby - Often paired with the Rails framework, Ruby is known for its productivity.
• Java - A powerful, object-oriented language commonly used with frameworks like Spring for creating enterprise-level applications.
• PHP - Widely used for server-side scripting, often paired with frameworks like Laravel for web development.

Database Technologies

• SQL - The standard language for relational database management and manipulation.
• MongoDB - A NoSQL database known for its flexibility and scalability.

Other Essential Tools

• Git - A version control system that helps manage code changes and collaboration within development teams.
• Nginx/Apache - Web servers used for serving applications and ensuring they run smoothly and securely.
• Docker - A platform for containerizing applications, enhancing consistency, and simplifying deployment across different environments.

Read Next: The 7 Skills Every Full-Stack Developer Needs - Skillsoft

Working as a full-stack developer comes with many benefits. Due to their versatility and demand for these skills, they are highly sought after in the job market — which often means generous pay.

According to Indeed, full-stack developers in the United States can make anywhere between $80,000 and nearly $200,000 annually. The average is around $125,000. Other sources, like ZipRecruiter and Glassdoor, corroborate this.

But there's far more to the job than a generous salary.

For Josh Saunders, a full stack developer at Skillsoft, his favorite part of the job has to do with the problems he's tasked to solve and with whom he solves them.

"I'm someone who loves solving problems and puzzles and coding/developing is something that allows me to make a living doing so. Not only that, but there are often multiple ways to solve said challenges and finding the best way for the situation is often another puzzle itself," he said. "And because you're working in both the front and back ends of an application or a system, each task you're working on tends to be something new and different. This can help keep things fresh and different and keep your day-to-day work life from becoming monotonous."

As Josh described, full-stack developers must tap into both sides of their brain to solve problems creatively, working independently and as a part of a collective to solve a puzzle. The latter is an element that he enjoys about this line of work.

"I belong to a squad that I can collaborate with or bounce ideas and problems off," he said. "It really feels like you're part of a team that is trying to collectively reach a goal together, and I love that."

There are several paths to train as a full-stack developer, each catering to different learning styles and preferences.

One common route is through traditional education. Earning a degree in computer science or a related field provides a strong foundation in programming languages, algorithms, data structures, and software design. These programs often include practical projects and internships, offering real-world experience. Today, many job listings also require a bachelor's in an area like computer science — but not all.

In lieu of a college degree, some organizations look for candidates who can prove their experience and have the necessary skills. If you're not at the start of your professional journey and deciding on a college degree, you may find solace in knowing that a degree isn't the end-all-be-all. Instead, consider these alternative options:

Career Paths

Codecademy offers a Full-Stack Engineer Career Path that curates an extensive curriculum for aspiring developers. The path offers a number of projects, some history and theory, and the brass tacks of this line of work. In the end, Codecademy awards you with a certificate of completion (which you should celebrate). As those who have completed the path would attest, one of the best parts of this option is that you start coding immediately, now with AI assistance.

From day one, you get the background you need to put key to board, and start developing a styled, responsive website. Progressing onward, you delve deeper to focus on the back-end. Then, you prepare for the next step in your career and professional interviews.

Bootcamps, On-Demand and Live Courses

Another popular method is attending bootcamps. These intensive, short-term programs focus on full-stack development, teaching both front-end and back-end technologies through hands-on projects and teamwork. Many bootcamps also help with job placement, making them a good option for career changers or quick entry into tech.

Like bootcamps, live training courses provide hands-on instruction that's tailored to the individual. Self-directed learning is another option. This approach lets learners progress at their own pace with interactive tutorials and projects to apply their knowledge.

Interning, Freelancing and Networking 

Gaining practical experience through internships, freelancing, or contributing to open-source projects can be invaluable.

"Do you have a fun idea for a game, website, or application? Research how you can make it happen (even rudimentarily), attempt to code it, and struggle through it," Josh said. "It's cliché, but like anything else, the more you practice development, the better and more natural it will come to you."

Real-world projects provide insight into the challenges and workflows of full-stack development, helping to reinforce and expand on theoretical knowledge. Certainly, employers value this experience.

Codecademy's Career Center is a great resource to start with because it provides materials to close skill gaps, prepare for interviews through simulations, and check your job readiness.

While it won't happen overnight, committing to this line of work has several benefits that will challenge you to push yourself and support those around you. And remember, you don't have to do it alone. Working with organizations like Codecademy, Skillsoft, or Global Knowledge, you can build the skills.

Rahul Ankit works at Skillsoft, supporting the ongoing development of Percipio. Like Josh, he enjoys solving problems creatively and bringing ideas to life from start to finish. "It's incredibly rewarding to tackle challenges across the entire stack, from crafting intuitive user interfaces to optimizing database queries," he says. "This role allows me to continuously learn and grow, which keeps me motivated and excited."

In his day-to-day, he's constantly learning and pushing himself. Since the work varies, it helps challenge his thinking and forces him to adapt. This is true for his co-workers as well, who collectively all motivate one another to strive for better results. 

All in all, Rahul loves what being a full-stack developer entails. And here's his advice to all those out there who are thinking about this career path:

If you're interested in becoming a full-stack developer, my advice would be to start with a solid foundation in both front-end and back-end technologies. Learn HTML, CSS, and JavaScript for front-end development, and delve into languages like Python, Java, or Node.js for back-end development. It's also crucial to understand databases and how they interact with your applications. 

Practice building projects that integrate both front-end and back-end components to get hands-on experience. Take advantage of online tutorials, courses, and open-source projects to deepen your understanding and stay updated with industry trends. 

Additionally, cultivate a problem-solving mindset. Full stack development often involves troubleshooting and optimizing various parts of an application. Being able to approach challenges creatively and systematically will set you apart. 

Lastly, seek out mentorship and communities of other developers. Learning from experienced developers and networking with peers can provide invaluable insights and support along your journey.

Learning should be a personalized journey that adapts to learners’ unique preferences, goals, and pace. Gone are the days of one-size-fits-all solutions; it’s time to give learners a more innovative, intuitive approach to achieving their career goals.

Artificial intelligence (AI) is at the heart of our new features, acting as a learner’s guide through the vast information landscape. Here’s how our AI-driven tools will transform the learning experience:

AI Assistant

Our new AI Assistant adapts to each learner’s unique profile, delivering relevant and practical support and content recommendations. Learners can launch it to receive customized learning suggestions tailored to their role, learning history, and course completions. They will get interactive support by conversing with the assistant, asking follow-up questions, and receiving tailored guidance.

AI-Assisted Search

Searching for content has never been this efficient. The AI-Assisted Search feature identifies ambiguous queries, asks for clarification, and suggests more detailed related searches. It provides AI-generated explanations for search queries, enhancing understanding and context. With the AI Assistant enabled, learners can seamlessly click into the assistant for additional information on their search topics.

AI Learning Assistant for Coding Problems

For those subscribed to Codecademy’s Interactive courses, we are thrilled to introduce the AI Learning Assistant. This innovative feature offers real-time support and insights directly within the Skillsoft Percipio platform. The AI Learning Assistant provides immediate support, offering instant feedback and guidance on coding problems without requiring learners to leave their course. It also provides clear explanations of errors and coding concepts as part of the interactive course tasks.

Personalization alone does not guarantee an effective learning experience. To truly engage learners and foster an environment that encourages them to return, we focus on two critical elements: sequenced learning paths and intuitive design.

The Power of Sequenced Learning Paths

Sequenced learning paths are structured educational journeys guiding learners through content logically and progressively. This approach ensures that foundational concepts are mastered before moving on to more complex topics. 

Here’s why sequenced learning paths are so powerful:

• Building Strong Foundations: Learners start with basic concepts and gradually progress to more advanced material. This step-by-step approach helps solidify their understanding, making it easier to grasp complex ideas later.
• Reducing Cognitive Overload: Sequenced learning paths prevent learners from being overwhelmed with too much information at once by organizing content into manageable pieces. This helps maintain focus and reduces the likelihood of burnout.
• Tracking Progress: Structured paths allow learners to track their progress and see how far they’ve come. This can be incredibly motivating and encourages them to continue their educational journey.
• Personalized Learning: Sequenced learning paths can be tailored to individual needs, providing a customized experience that addresses specific knowledge gaps and learning preferences.

The Importance of Intuitive Design

Even the most well-structured learning paths can fall short if the platform’s design is not user-friendly. Intuitive design ensures learners can easily navigate the content, access resources, and engage with the material. 

Here’s why intuitive design is crucial:

• Ease of Use: The platform’s intuitive interface minimizes the learning curve. Learners can focus on the content rather than struggling to access it.
• Engagement: Visually appealing and interactive designs capture learners’ attention and make learning enjoyable. 
• Accessibility: An intuitive design considers the diverse needs of all learners, including those with disabilities, ensuring everyone has equal access to educational opportunities.
• Consistency: A consistent design helps learners know what to expect while navigating different modules, reducing confusion and creating a seamless learning experience.

We are thrilled to introduce you to our revamped design experience, crafted with your needs at the forefront. Our commitment to supporting your learning and career development goals has driven us to reimagine every element of our platform. The result? An intuitive, visually engaging, and personalized experience that empowers you to make the most of your time and skills. 

A User-Friendly Home Page

The journey begins the moment you log in. Our home page is designed to be your launchpad. A clean, modern layout offers a snapshot of your progress, upcoming tasks, and personalized recommendations — everything you need is at your fingertips.

Streamlined Navigation

We understand that your time is precious. That’s why we’ve streamlined our navigation to be more intuitive than ever before. Our new, simplified menu structure allows you to effortlessly find what you're looking for, whether it’s a specific course, a resource, or your profile settings. With fewer clicks, you can dive straight into your learning journey.

Personalized Experience

No two learners are the same, and our platform reflects that. By leveraging data-driven insights, we personalize your experience based on your interests, career goals, and learning history. Our recommendations are curated to align with your unique path, helping you discover new opportunities and stay ahead of the curve.

Visually Engaging Design

Visuals play a crucial role in how we process information and stay engaged. Our new design is not only functional but also aesthetically pleasing. Rich visuals, interactive elements, and a cohesive color scheme create an immersive experience that keeps you motivated and focused.

Relevant, Sequenced Content

Content is king, but context is queen. Skillsoft journeys are structured learning paths containing one or more tracks, which contain all the required learning content for a specific topic. A journey may also contain introductory or supporting resources as optional content to assist you. To complete a journey, you must complete each item within all the tracks, ensuring you comprehensively understand each subject. As a result, you’ll find it easier to connect the dots and apply what you’ve learned in real-world scenarios.

Confidence in Application

Ultimately, the goal of any learning platform is to equip you with skills you can confidently apply in your daily work. Our redesigned experience ensures that you acquire new knowledge and understand how to implement it effectively. With clearer pathways and practical insights, you can turn your learning into action and see tangible improvements in your performance.

Maximize Your Time

We know that balancing learning with other responsibilities can be challenging. Our new design helps you maximize your limited time by providing quick access to the most relevant content. Whether you have five minutes between meetings or an hour to dedicate, our platform is optimized to make every second count.

Our reimagined platform ensures a seamless, engaging, and effective learning experience for your learners. It is poised to significantly boost outcomes as we approach the future of work together. Let us know what your learners think.

Learning any new skill involves several critical stages. Let’s break them down:

• Awareness: The journey begins with recognizing the need for the skill. This could be sparked by a personal interest, a career requirement, or a life situation that demands new capabilities.
• Initial Learning: Here, you start grasping basic concepts. This might involve attending a workshop, taking an online course, or reading a book on the subject.
• Practice: Regular application of the skill is crucial. This stage is about repetition and getting hands-on experience, which helps in internalizing the learning.
• Proficiency: At this point, you achieve competence. You can perform the skill reliably and with some degree of confidence.

Did you know? It takes 2,200 hours for native English speakers to learn Mandarin Chinese. Language learning is a complex process that involves understanding grammar, vocabulary, pronunciation, and cultural nuances.

• Mastery: This is the pinnacle, where you become highly skilled through years of practice. Mastery is characterized by a deep understanding and the ability to innovate or teach others.

Did you know? It takes 10,000 hours to master a new skill, including 100 hours of intellectual learning and 9,900 hours of practice and refinement. This concept, popularized by Malcolm Gladwell in his book "Outliers," emphasizes the importance of consistent and deliberate practice.

Power skills are the essential traits that enable individuals to effectively navigate their environment, work well with others, perform well, and achieve their goals. Unlike technical skills, which are specific, teachable abilities that can be defined and measured, power skills are more abstract and harder to quantify. 

They encompass a range of interpersonal and cognitive abilities that are crucial for long-term success – but they CAN be taught.

Learning power skills is not a one-time event but a continuous process that involves multiple stages. Here’s why it takes time:

• Studying the Concepts: Initially, you need to understand the theoretical aspects of the skill. This could involve reading, attending seminars, or enrolling in courses.
• Practicing Through Activities or Scenarios: Real-world practice is essential. This might include role-playing exercises, simulations, or real-life applications.
• Receiving Feedback: Constructive feedback from peers, mentors, or supervisors helps in identifying areas for improvement and refining your skills.
• Reinforcing the Learning Through Application: Applying the skills in various contexts solidifies your learning and helps in adapting the skills to different situations.

More complex power skills—such as leadership, conflict resolution, and executive presence—tend to take longer to develop as they build upon foundational skills like communication, emotional intelligence, and critical thinking. These skills require a deeper level of self-awareness and the ability to navigate complex interpersonal dynamics.

Why is this important? Seventy-five percent of long-term job success depends upon mastery of power skills; only 25% on technical skills. In fact, workers with power skills training are 12% more productive than those without them. This increased productivity translates into a 256% ROI with power skills training, making it a worthwhile investment for both individuals and organizations.

Learning power skills takes time, but the benefits are lasting and impactful. Whether it’s improving your communication, enhancing your leadership abilities, or developing emotional intelligence, the journey of learning these skills is well worth the effort. 

Here are some ways that you can start your journey:

• Set SMART Goals: Specific, Measurable, Achievable, Relevant, Time-bound. Clear goals provide direction and help in tracking progress.
• Seek Feedback: Constructive input from others can provide valuable insights and highlight areas for improvement.
• Reflect and Adjust: Regularly evaluate your approach and make necessary adjustments. Reflection helps in understanding what works and what doesn’t.
• Stay Motivated: Track progress and celebrate milestones. Recognizing achievements, no matter how small, keeps you motivated and committed to your learning journey.

By understanding that learning takes time and dedicating yourself to continuous improvement, you'll be well on your way to mastering both technical and power skills. Remember, every expert was once a beginner – so be patient. 

Start today and embrace the journey!

The rapid pace of technological advancements and shifting industry landscapes means that professionals must constantly upskill to stay relevant.

Assess Your Current Skills

Start by evaluating your existing skill set to identify strengths and areas for improvement. Consider conducting a self-assessment or seeking feedback from colleagues and mentors. This process will provide a clear understanding of where you stand and what skills you need to develop to advance in your career.

Start Training

Knowing which skills to focus on is the first step. The next is to find the right training to close gaps or strengthen weak areas.

Depending on which skill area you’re targeting, it may be best to attend workshops or industry conferences, or participate in on-demand or live training, either online or in person. 

If you’re chasing an advanced role, the best training might include pursuing a certification or even a degree. Search job listings for the positions you aspire to and check the requirements. Many technical and specialized roles often require specific certifications or credentials, in addition to experience. 

Add to Your Portfolio

As you’re learning new skills, it helps to take on work that adds to your work portfolio. Take on projects or roles outside your primary area of expertise to broaden your skill set and gain a holistic understanding of your organization. 

Seeking out opportunities like these adds to your resume, and in the best case scenario, it can also help with internal mobility at your current employer.

Developing these transferable skills will empower you to excel in any career path, ensuring long-term success and adaptability.

Effective verbal and written communication are fundamental in any profession. Clear communication ensures that ideas are conveyed accurately and can significantly influence workplace relationships and productivity. Whether you’re delivering a presentation, writing an email, or discussing projects with colleagues, strong communication skills improve understanding and collaboration. 

In the healthcare sector, for example, clear and compassionate communication enhances bedside manner and patient care for nurses and doctors, ensuring patients feel understood and well-cared for during their treatment. Similarly, in the tech industry, software developers must communicate complex ideas clearly to both technical and non-technical stakeholders. This is akin to how educators need to explain complex concepts to students in an understandable way.

Proficiency in communication is not just about clarity but also about cultural sensitivity and emotional intelligence. Understanding and respecting cultural differences can enhance your ability to connect with a diverse workforce and global clientele, while emotional intelligence allows you to manage and respond to emotions effectively, fostering stronger interpersonal relationships.

Resources to help:

• Listen!: The Art of Effective Communication - Skillsoft
• Trust Building through Effective Communication - Skillsoft
• Effective Team Communication - Skillsoft

Leadership and management skills are indispensable for guiding teams and projects. Effective leaders inspire and motivate their teams, make sound decisions under pressure, and strategically navigate challenges to achieve organizational goals.

And, it isn’t just about managing people. It’s about setting a vision and fostering an environment where innovation thrives. Leaders must be adaptable, forward-thinking, and resilient. They need to balance short-term objectives with long-term vision, all while maintaining team morale and productivity. 

No matter the industry or role — whether in traditional sectors like finance and healthcare or technical fields like IT and engineering — leadership skills are universally valuable. Strong leadership abilities enable professionals across all fields to influence others, drive change, and deliver results effectively, making them essential for both individual and organizational success.

Resources to help: 

• Be the Model: Giving and Accepting Feedback as a First-Time Manager - Skillsoft
• Aspire Journeys for Leadership Online Courses and Training - Skillsoft
• Leadership & Business Skills Training Program | Skillsoft - Skillsoft

Problem-solving and critical thinking are vital across all industries, enabling professionals to identify challenges, analyze situations, and implement effective solutions. By approaching problems methodically and creatively, you can drive innovation and improve processes within your organization.

These skills apply to every industry. Problem-solving and critical thinking help healthcare professionals diagnose accurately, develop effective treatment plans, and adapt to complex patient needs, ultimately improving patient outcomes. In industries like manufacturing, these skills help identify inefficiencies, optimize production processes, and swiftly resolve issues.

Both skills help professionals question assumptions and explore alternative solutions. They require a mindset that evaluates information critically and makes reasoned judgments. 

Resources to help: 

• Critical Thinking - Skillsoft
• Skillsoft CAISY Conversational AI Simulator - Skillsoft

Regardless of your role, it’s likely you’re working with technology in some way. That could be at the point of sale, entering data into software, or even navigating your organizations many platforms. Given the ubiquity of technology today, everyone must become digitally literate.

Digital literacy encompasses understanding software tools, data analysis, and staying current with tech trends. Becoming familiar with the tools your organization uses helps you position yourself as an adaptable professional who’s driven to learn. 

This is especially true as applications that use artificial intelligence become more popular. The ability to use these apps in optimal ways can help in several ways to boost productivity, including automating repetitive tasks, analyzing data, and more. 

Resources to help:

• Unpacking the Future: Workforce Development Through an Era of Skill Disruption - Skillsoft
• 5 Courses to Make Sense of Artificial Intelligence - Skillsoft
• Unleash Your Tech Skills - Skillsoft

Adaptability isn’t just about surviving change — it’s about leveraging change as an opportunity to grow, innovate, and lead.

Adaptability helps professionals thrive in a dynamic job market. It involves being open to change and learning new skills as required. The ability to pivot quickly in response to new challenges or opportunities is highly valued by employers and can significantly boost your career prospects. 

In the retail industry, professionals who adjust sales strategies, embrace new technologies, and respond to customer feedback promptly stand out. And – in finance, those who adapt to regulatory changes, reassess risks and economic fluctuation, and devise innovative solutions excel in the market. 

Without adaptability and flexibility, you risk falling behind as industries evolve, making it harder to meet new demands and advance in your career. 

Resources to help:

• Adapting to Change – Skillsoft
• Skill Benchmark: Adaptability – Skillsoft

Emotional intelligence involves recognizing and managing your emotions and understanding the emotions of others. It plays a significant role in professional relationships and teamwork. High EQ leads to better interpersonal dynamics, conflict resolution, and overall workplace harmony.

Those with high levels of emotional intelligence are better equipped to connect with their team members, understand their needs and motivations, and foster a positive work environment. They are also adept at handling stress, navigating complex interpersonal dynamics, and leading with empathy and compassion.

Focusing on improving your emotional intelligence can help in these ways: 

• Self-awareness
• Self-regulation
• Social skills
• Empathy
• Motivation

Resources to help:

• The 4 Reasons Why Every Leader Needs High Emotional Intelligence - Skillsoft
• 7 Ways to Improve Emotional Intelligence in the Workplace - Skillsoft

Organizations need creative thinkers who can envision the future. Encouraging a creative mindset within any role can yield significant benefits.

Creativity drives innovation and problem-solving, leading to business growth and career advancement. By thinking outside the box, you can devise new approaches to challenges and contribute to the organization’s competitive edge.

Whether developing breakthrough products or improving customer experiences, creativity and innovation leads to solutions that differentiate companies in the marketplace.

Resources to help: 

• Innovation and Creativity – Skillsoft
• Skill Benchmark: Innovation and Creativity – Skillsoft 

Collaboration goes beyond mere cooperation — it’s about creating synergies where the collective effort produces greater results than individual contributions. Effective teamwork and collaboration are critical in achieving organizational goals. Especially in diverse teams, the ability to integrate different viewpoints and leverage each member’s strengths can drive exceptional outcomes.

Using manufacturing as an example, each phase of fabrication must build on the one that comes before it. On the floor, the team at one station must complete their work before another can complete theirs. The handoff between the two must happen seamlessly to get the work done quickly. Without teamwork and constant collaboration, production slows or stalls. 

The same is true for virtually any other industry, in which working with others is required.

Resources to help: 

• Collaboration – Skillsoft
• Leading Teams – Skillsoft  

Time management and organization skills involve effectively planning and controlling how much time to spend on specific activities to increase efficiency, productivity, and work-life balance.

These skills help professionals prioritize tasks, meet deadlines efficiently, and set realistic goals. Maintaining an organized approach to work can significantly enhance productivity and career advancement. 

In project management, effective time management ensures that projects are completed on schedule and within scope, leading to successful outcomes and client satisfaction. And – organization skills enable medical professionals to manage patient records accurately and deliver timely care.

Without time management and organizational skills, you may find yourself overwhelmed with tasks, missing deadlines, and experiencing higher stress levels, which can hinder professional growth and job satisfaction. 

Resources to help: 

• Time Management – Skillsoft 
• Personal Productivity – Skillsoft

In a world where who you know often matters as much as what you know, networking can dramatically influence career opportunities. Building and maintaining valuable connections with industry peers and mentors can open doors to new opportunities and provide support throughout your career. A strong network can offer advice, mentorship, and resources that are crucial for professional development.

Here's how to get started:

• Attend industry events and conferences: Engage with peers and experts to expand your professional circle.
• Leverage social media platforms like LinkedIn: Connect with industry leaders and stay updated on trends and opportunities.
• Engage in professional associations and groups: Join relevant associations and groups in your field to connect with like-minded professionals. 

Resources to help: 

• Networking and Building Relationships – Skillsoft
• Skill Benchmark: Building Collaborative Relationships – Skillsoft

Developing transferable skills is essential for advancing your career. These skills will not only set you apart in job interviews, but also help you stay resilient in the face of change. Skills like these also form a solid foundation for taking on more responsibility at work, whether that’s a more specialized role or one in management.

To help build skills like these, Skillsoft’s CAISY Conversational AI Simulator is designed to recreate realistic work scenarios that can help professionals work on their Power Skills, like those listed above. Learn more about how CAISY works and try it out for yourself. 

Read Next: Meet Skillsoft CAISY Conversation AI Simulator: Your Organization’s New Best Friend in Business Communication 

As we aim to get better at using AI in our organizations, we need to strike a balance between embracing new technology and boosting our emotional intelligence. Amit Ray, a pioneer in the compassionate artificial intelligence movement, said it perfectly: “As more and more artificial intelligence is entering into the world, more and more emotional intelligence must enter into leadership.” 

It’s not just about using AI to make things faster and more efficient; it’s about leading with empathy and understanding. When leaders focus on emotional intelligence, they create a work environment where both technology and people can thrive. This means AI projects will be rolled out in ways that keep employees engaged and customers happy, ultimately making the whole organization stronger.

So, as we dive deeper into the world of AI, let’s remember that its true power is unlocked when guided by leaders who value the human touch. This balanced approach will not only drive business success but also create a more inclusive and positive workplace.

Simply, upskilling refers to the process of enhancing existing skills to meet current and future job requirements. Upskilling aims to broaden employees' capabilities and prepare them for higher-level responsibilities or emerging roles within the organization.

And there is a difference between upskilling and reskilling. While there is some overlap between the two terms, upskilling helps team members grow in their current role, whereas reskilling prepares them for something almost entirely new. Often, reskilling happens when skills or jobs are on their way out, but organizations choose to reskill their workforce for a different career path.

A great example is Skillsoft's partnership with Lexmark, which has long been a printing services company. The company has transitioned from being focused on printing to being focused on digital-first services and IoT solutions.

In the true sense, they had undergone a digital transformation. To pull it off, they focused on reskilling employees through live instruction, coaching, and leadership tracks that could help redefine the culture and build a brand new skill set for motivated employees.

Read more about Lexmark's story here.

Upskilling creates a decisive strategic advantage for organizations that find a way to normalize it in their operations. In fact, the World Economic Forum predicts that investing in upskilling will increase global GDP by $6.5 trillion by 2030. Let's break down some of the benefits of upskilling for both organizations and individuals alike…

The benefits of upskilling for individuals:

• Offers pathways to career advancement
• Increases job security
• Boosts earning potential

Individuals who invest in upskilling are also more likely to stay up to date with industry trends, make better recommendations, and offer keener insights. Finally, as shown in our recent IT Skills and Salary Report, individuals who invest in training and certifications are more likely to see higher quality of work and therefore receive higher salaries.

From an organizational standpoint, investing in upskilling programs can lead to a more skilled and productive workforce.

The benefits of upskilling for organizations:

• Fosters a positive work environment
• Reduces turnover rates
• Drives better business outcomes

Let's go into more detail about how upskilling can drive better business outcomes…

Staying ahead isn't just about having the latest technology or the best product, and it's about empowering your workforce with the right skills. This is where upskilling comes into play, offering a strategic pathway for businesses to drive business outcomes by:

1. Closing Skills Gaps

One of the most pressing challenges faced by businesses today is the widening gap between the skills required for emerging roles and those possessed by the current workforce. Whether it's training in digital literacy, data analytics, or specialized technical skills, upskilling ensures that employees stay relevant and capable of meeting the demands of their roles.

Johnson & Johnson is just one of many examples of organizations devising experiential programs to upskill employees. The program at Johnson & Johnson gives agency to employees to take on projects outside of their remit, like a skills marketplace. Doing so gives employees room to develop new skills and begin applying them in different parts of the business.

2. Adapting to Technological Advancements

Technological change always seems to outpace the skills of the current workforce. Upskilling initiatives bridge these gaps by providing employees an ongoing solution to build and maintain their skill set.

For Mercy Health System — which encompasses several large hospital and clinics in four states — staying on top of ever-changing technology is a huge priority. Mercy organized its learning content into easily digestible learning journeys comprised of certification tracks, bootcamps, and more. Within these journeys, learners start with a Skill Benchmark that measures their current knowledge and serves up personalized content recommendations based on their answers to questions.

Taking these steps helps Mercy stay current with emerging technology and practices. Read about their learning outcomes.   

3. Improving Collaboration

Effective collaboration is essential for driving innovation and business outcomes. Upskilling plays a crucial role in fostering a collaborative culture within organizations. By providing employees with training in "soft skills," such as communication, teamwork, and leadership, businesses can cultivate stronger partnerships across teams and departments.

Black Knight has had a culture of learning and developed Black Knight University (BKU), a proprietary program built around course topics related to the industry and its proprietary products. Designed with interactive gamification concepts and incentives for participation, BKU makes it easy for employees to share learning and knowledge across departments, boost engagement, and reward curiosity — ultimately improving collaboration within the organization.

4. Transforming the Customer Experience

In a customer-centric economy, delivering exceptional experiences is key to building loyalty and driving revenue growth. Upskilling empowers employees to deliver personalized and proactive customer interactions. Training in customer service excellence, empathy, and relationship management equips frontline staff with the skills to anticipate customer needs and exceed expectations.

This is why Delta Dental created a customized learning and development process that provided their contact center agents with training in customer service and power skills. This gave them the tools to provide top-notch service and drive business outcomes by proactively tackling customer problems and asking thoughtful questions that extend the care and quality of service.

5. Promoting a Culture of Learning

Upskilling promotes a culture of continuous learning within organizations. By encouraging employees to acquire new skills and knowledge throughout their careers, businesses cultivate a workforce that is agile, resilient, and prepared for future challenges. This commitment to lifelong learning not only benefits individual career progression but also strengthens the overall capability and competitiveness of the organization.

St. Luke's Health System, Idaho's largest employer, was on the cusp of an organizational transformation in early 2020, but then the COVID-19 pandemic hit and demand for healthcare services skyrocketed. By 2022, St. Luke's had extended learning opportunities to every employee in the organization, including diversity, equity, and inclusion (DEI) training, project management, leadership development, and more.

Upskilling isn't just about keeping pace with technological advancements. It's about empowering employees to drive tangible business outcomes. By closing skill gaps, improving collaboration, transforming the customer experience, and promoting a culture of learning, upskilling enables businesses to innovate, adapt, and thrive in a rapidly changing environment.

That's why at Skillsoft, we have curated a library of learning journeys to offer organizations a path for upskilling their workforce through a blend of self-paced, on-demand courses, hands-on labs, live instruction, coaching, and an expansive digital books library. We align these learning journeys to in-demand skills based on our analysis of millions of learners and insights from partners like Burning Glass Technologies.

See how Skillsoft can help you kickstart your upskilling journey by getting a demo today.

To capitalize on this trillion-dollar potential, organizations need to foster a culture of innovation, adaptability, and continuous learning. But, large-scale transformation isn’t easy. Research from McKinsey shows that 70% of efforts to fundamentally change — or transform — the trajectory of an organization fails. And only 23% of HR executives are confident they have the rising leaders required to meet the organization’s need of the future, according to Gartner. 

That’s because most organizations must progress through various levels of AI maturity, as shown by the model below:

Usually, organizations start with some level of exploration, which is precisely what happened last year with the rapid adoption of ChatGPT as employees started to use the tool and learn prompt engineering to understand how they could actually apply AI in their jobs. 

Then, organizations typically move into a more formalized method of experimentation as they establish use cases to begin to apply AI to everyday tasks.

As soon as organizations finish the experimentation phase, they want to move into innovation which is when work processes are re-engineered and existing infrastructure upgraded to support the long-term adoption of AI. 

This generally lays the foundation for the realization phase, which is where workforces actually achieve transformation across the enterprise. 

So, the question becomes: how can organizations upskill and reskill their employees through this time of rapid AI transformation? With a measurable, scalable, and interactive skilling program.

Read Next: The Jobs A.I. Can and Cannot Replace (and Why You Shouldn't Worry)

At Skillsoft, we’ve developed an AI Skill Accelerator — which is a joint curriculum and approach — to help organizations build a workforce equipped with the AI skills and knowledge necessary to drive innovation, improve decision-making, and achieve a competitive advantage in today’s digital economy.

From a curricula standpoint, Skillsoft’s AI Skill Accelerator combines our on-demand and interactive courses, instructor-led training, AI-driven conversational training, and coaching. Additionally, we're collaborating with companies leading the AI transformation charge, such as Microsoft, to develop specialized GenAI skilling programs that enable the global workforce to use groundbreaking tools like Microsoft Copilot and Azure Open AI. This blended approach to learning — coupled with GenAI technology itself — has endless potential to spark innovation, drive productivity, and empower teams to thrive in the era of rapid AI disruption. 

From an approach standpoint, we can break down Skillsoft’s AI Skill Accelerator into a simple, 4-step process:

ASSESS

For organizations to successfully reskill and upskill their workforce, they first need to know what exactly their workforce is missing. That means they need to establish a fact-based understanding of their current state as it relates to AI-focused tech and leadership skills in order to progress to step two, which is…

INDEX

Once organizations assess the current state of their workforce, they can take an index of where they need to focus their training effort. By analyzing a skills dashboard, organizations can identify emerging trends, gaps, or deficiencies to tailor their AI skilling program to their existing talent pool. This will help immensely as organizations move into step three...

DEVELOP

As soon as organizations assess and index their workforce, they can begin to rapidly upskill and reskill their teams with a blend of on-demand, live, and active learning experiences—including coaching. By having a blended AI curriculum that’s personalized for each learner, organizations can successfully transform their organization by upskilling and reskilling their existing employees, which brings us to step four…

REASSESS

Learning and transformation are a continuous journey, which means organizations need to consistently reassess where they are, and where they still need to fill gaps. This is why our skills analytics dashboards, and some of the other ROI features of our solutions is essential—they give organizations visibility into the skill gains happening across their enterprise in a way that’s broken down by role, by function, and even by division.

In fact, let’s take a look at some of the target personas Skillsoft’s AI Skill Accelerator can be applied to…

We’ve defined three, fundamental target personas for our AI Skill Accelerator: 

• Frontline End-Users. These are the employees who are actually doing the work every day. These can be those dealing with customers, selling the products, designing the products, or even those in HR and talent departments. All of these constituencies will have their work influenced by generative AI, and they need to learn how to accelerate their work with AI tools by aligning on a shared understanding, vision, and governance for AI.
• Leaders and Mobilizers. These are the folks who are responsible for leading the transformation and catalyzing the organization around this new transformative technology by redefining work processes, toolsets, and platforms.
• Technologists and Developers. These are the employees who actually have their hands on the keyboard and are responsible for developing the next-generation tools and platforms by operationalizing and scaling new approaches to work.

Now, let’s dive a little deeper into how our approach and our curriculum come together for one of these personas…

Skillsoft’s AI Skill Accelerator is designed to help organizations move up the AI maturity curve by applying our approach in three phases:

• Activate – 30 days
• Accelerate – 60 days
• Transform – 120 days

Activate

During the activate phase (which is within the first 30 days) organizations are looking to align their teams on a shared understanding, vision, and governance for AI. To accomplish this, Skillsoft’s AI Skill Accelerator starts by rolling out the first step of our approach: assess.

To help organizations assess their skill gaps and recommend AI skilling areas, we have developed new Skill Benchmarks specially designed for generative AI. These benchmarks evaluate learners' proficiency and knowledge in areas such as the basic principles of the technology, responsible usage, and even engineering capabilities in ChatGPT. Learners are assigned a score and level—ranging from Novice to Advanced—and receive personalized recommendations for further learning, allowing them to deepen their AI skillsets. 

More recently, we also launched Interactive Skill Benchmarks (ISBs), which are the newest addition to our Skill Benchmarks suite. While traditional Skill Benchmarks allow organizations to gauge their employee’s proficiency in a particular domain through multiple choice questions targeting specific knowledge, Interactive Skill Benchmarks take a hands-on, dynamic approach to assessments, allowing learners to answer questions in a virtual environment and receive immediate results.

Skill Benchmarks and Interactive Skill Benchmarks move organizations into step two, which is a comprehensive baseline index and perspective on where their employee’s capabilities lie, along with recommendations for training to take them into step three, which is develop.

During this step, organizations can curate a curriculum from our extensive library of self-study, video-based, and instructor-led training (ILT) courses specifically focused on AI. These cover a wide range of topics spanning from “Foundations of Generative AI” to “Responsible Application and Guardrails for Generative AI,” with other content focused on reimagining work, leading an AI transformation, and the human skills to sustain an AI transformation.

We’ve also developed new Skillsoft Aspire Journeys, which are multi-modal learning paths designed to equip learners from the front line to the c-suite with a solid understanding of the core principles needed to responsibly and effectively use, build, and experiment with generative AI. By exploring these courses, learners will gain the necessary knowledge to reimagine work across various functions.

Finally, we have Skillsoft CAISY™ Conversation AI Simulator, which is a great example of how generative AI is also providing the tools to help organizations close their AI skills gaps. Skillsoft CAISY is an innovative GenAI application that simulates business and leadership interactions—allowing employees to practice business interactions in an emotionally safe space, which would otherwise only be possible through live role-play discussions. CAISY offers a range of scenarios for your product teams to help them develop critical skills like the “Responsible use of AI for Decision-Makers” and “Responsible use of AI for Employees."

This is where the breadth and depth of our curriculum comes into play, because not only do employees need to learn the appropriate AI skills, but they also need to learn how to collaborate with AI technology to augment their human intelligence. 

Activate → Accelerate

From there, organizations can move into the accelerate phase (which starts around the 60-day mark) and get more hands on with the different toolsets and technologies as they look to redefine their processes, toolsets, and platforms with AI.

Accelerate → Transform

Finally, around the 120-day mark is when organizations move into the transform phase and start to think about AI as an ongoing element of their day-to-day business operations. As a result, the curriculum in this phase focuses more on applied technology in low code/no code environments. 

Below is an example of how the curriculum and approach of the AI Skill Accelerator is put into practice for frontline end-users across these three phases:

To dig a little deeper into how Skillsoft’s AI Skill Accelerator is applied to the other two target personas, check out the demo video below:

If you’re looking to capture the trillion-dollar productivity promise of AI, Skillsoft’s Professional Services team can help you tailor our AI Skill Accelerator curriculum and approach to your specific AI initiatives. 

The reality is, the skills employees need to excel at work are continuously changing. A great example of that is the way AI has begun to infiltrate every part of business, from coding to HR to marketing. But, while AI is exciting, we know there are certain cybersecurity risks that may not be top of mind for every employee. 

At an unprecedented rate, leaders are being challenged to adopt a skills-based learning and development approach to protect their important information and empower employees to use AI ethically and effectively. 

Pivoting the organization to a skills-based approach requires learning and development frameworks to move away from redundant training programs that emphasize outdated competencies, and instead, focus on identifying, nurturing, and deploying critical skills that align with future business needs, like AI. 

An essential component is the creation of dynamic learning pathways tailored to individual employees. A personalized approach ensures that learning is not a one-size-fits-all endeavor. By leveraging advanced assessment tools and continuous feedback mechanisms, employees can progress through skill-based milestones that align closely with their career goals and the organization’s strategic objectives.

The skills employees need to succeed will continue to change, and the first way organizations can begin to pivot is by evolving their L&D approach. It’s no longer a nice-to-have, it’s become the key to acquiring competitive advantage. 

Traditional L&D programs often focus on generic training modules that may not align with the specific needs of the organization or its employees. They are designed according to linear career paths, and often focus on training employees to advance based on a linear career path, rather than skills which could transfer across different paths. 

In contrast, a skills-based L&D approach tailors learning initiatives to develop competencies directly linked to business objectives. This targeted approach is more efficient and effective, as it addresses actual skill gaps within the workforce.

For instance, as highlighted in Skillsoft’s Lean into Learning report, we partnered with Vodafone to create an AI-driven learning management system that illustrates the success of a skills-based approach. By focusing on ten priority skills critical for their transformation, Vodafone saw a 66% increase in learning hours per employee globally.

Read the full story.

Navigating the future of work requires a pivotal shift towards a skills-based approach, fostering an environment where talent and practical expertise take precedence over traditional credentials.

Identifying Key Skills and Competencies

Conducting a Skills Gap Analysis

A thorough skills gap analysis is the foundation of any skills-based L&D program. This process involves assessing current employee competencies against the skills required to achieve organizational goals. Tools such as surveys, interviews, and assessments can help identify these gaps. For example, are the front-line managers are your warehouse able to effectively manage a crisis with a vendor. By taking a skill benchmark assessment, the organization can begin to pinpoint any knowledge gaps and prioritize a learning path that remedies those gaps. Understanding where skills are lacking enables organizations to design targeted development programs that address specific needs.

Prioritizing Skills

Determining which skills are most critical to the organization requires aligning skill priorities with strategic goals. Criteria for prioritization could include the potential impact on business performance, the urgency of the need, and the feasibility of development. 

This could look like educating healthcare workers on how AI data processing tools are being used in their organization or ensuring all front-line managers at a distribution center have foundational leadership training.

By focusing on high-priority skills, organizations can ensure their L&D efforts drive meaningful progress.

In an era where adaptability is key, designing a skills-based learning and development blueprint is crucial for future-proofing your workforce. This strategic framework not only aligns employee growth with organizational goals but also ensures that your team remains competitive and innovative in a rapidly changing business landscape.

Setting Clear Objectives – An effective skills-based L&D blueprint starts with clear, measurable objectives. These goals should delineate what the organization aims to achieve through its L&D initiatives, both in the short and long term. For example, objectives might include increasing proficiency in specific technical skills or enhancing leadership capabilities across the organization.

Creating a Structured Plan – Outlining a detailed plan for implementing the L&D blueprint is crucial. This plan should include steps and timelines for rolling out various learning initiatives, integrating multiple learning methods such as online courses, workshops, and on-the-job training. A structured approach ensures that all aspects of the program are coordinated and effective.

Selecting the Right Tools and Resources – Choosing the appropriate platforms, technologies, and resources is key to supporting skill development. Internal resources such as subject matter experts and external vendors platforms that can provide valuable content and tools. Utilizing these resources effectively can help deliver comprehensive and engaging learning experiences.

Once the organization feels confident in their foundational skills and implementation plan, the next logical step is pushing it out to the rest of the organization. 

Organizations that embrace a skills-based approach to talent development will enhance workforce agility, improve employee performance, and increase retention rates by providing clear development paths and growth opportunities. Resulting in a more adaptable, productive and satisfied workforce. 

The time to act is now. Let Skillsoft help you scale skill development across your organization and propel your business outcomes forward.

According to the National Safety Council, slips, trips, and falls are the second leading cause of nonfatal workplace injuries in the United States. These incidents not only result in physical harm but also contribute to substantial financial losses and productivity declines. 

Compliance professionals play a pivotal role in mitigating these risks, ensuring that the workplace adheres to safety regulations, and fostering a culture of vigilance and care. Consider the case of a bustling logistics company where a minor spill in the warehouse went unnoticed. A forklift operator, focused on his task, drove over the slick surface, causing the vehicle to skid. The resulting chaos led to damaged goods, a halted workflow, and an injured employee. 

This scenario illustrates the domino effect that can result from neglecting small hazards. By implementing comprehensive slips, trips, and falls training, such incidents can be prevented, safeguarding both employees and the bottom line.

Check out Skillsoft’s slips, trips, and falls training here. 

To be effective, slips, trips, and falls training should encompass several critical elements:

• Hazard Recognition: Employees should be trained to identify potential hazards, such as wet floors, uneven surfaces, and cluttered walkways.
• Preventive Measures: Training should cover best practices for maintaining a safe environment, including proper housekeeping, immediate spill cleanup, and the use of appropriate signage.
• Response Protocols: Employees must know how to respond if an incident occurs, including reporting procedures and first aid measures.

See how Boyd Gaming keeps its safety standards high and its incident rate below industry averages. 

In the era of remote work, the traditional boundaries of workplace safety have expanded to include the home environment. Compliance professionals must adapt their strategies to ensure that employees working from home are equally protected.

Take, for example, the story of an accountant who transitioned to remote work during the pandemic. With a busy household and limited space, her home office was set up in a corner of the living room. One day, she tripped over an extension cord, leading to a painful sprain that left her unable to work for several weeks. 

This incident underscores the importance of extending slips, trips, and falls training to remote employees. Do you know your safety responsibilities in this time of increased hybrid work? 

• Ergonomic Assessments: Ensure that remote workspaces are ergonomically sound, with adequate lighting, proper seating, and minimal trip hazards.
• Home Safety Audits: Encourage employees to conduct regular safety audits of their home offices, identifying and mitigating potential hazards.
• Virtual Training Sessions: Utilize online platforms to deliver training that addresses the unique risks associated with remote work environments.

For compliance professionals, the importance of slips, trips, and falls training cannot be overstated. By proactively addressing these seemingly minor hazards, you can prevent significant injuries, enhance workplace safety, and promote a culture of vigilance and care. 

Whether in a bustling warehouse or a quiet home office, the principles of safety remain the same: attention to detail, prompt action, and a commitment to continuous improvement.

Remember, the smallest steps can make the biggest difference. As compliance professionals, it is your responsibility to ensure that every employee takes those steps safely.

Thanks for reading along with our National Safety Month content this month. In case you missed it, you can find more information about safety engagement, roadway safety, and risk reduction in blog posts published throughout June. Stay safe!

Building a compelling business case for learning starts with research. You want to have a thorough understanding of what the organization is going through and how that impacts goals. For this first step, ask questions and dig deep. You want to connect the top-level challenges to outcomes — good and bad.

For example:

Consider how onboarding new technology without training could cause a ripple effect throughout the organization.

⬇️ The IT department onboards a new vendor. 

⬇️ Without training, employees don't know how to use it. 

⬇️ Adoption suffers, and some employees buy different solutions.

❌ IT doesn't see the ROI or meet its goal; organization takes on more risk.

In the scenario above, training could help in a big way. Telling the inverse of this story would show a clear need for learning programs that ultimately benefit different areas of the organization.

Where to Focus Your Research

By understanding the broader landscape and best practices, professionals can understand where training can have the greatest impact and tell why. Getting intel on what's listed below will help identify the organization's specific needs and demonstrate how targeted training can effectively address these areas. And remember, drill down.

Internal research:

• Current business challenges
• Current and future strategic initiatives
• New deployments
• Employee performance
• Retention rates
• Existing gaps in current skills
• Desired future skills or certifications

External research:

• Industry benchmarks
• Competitor training initiatives
• Published studies on the benefits of training

After gathering data and doing your research, it's time to visit with other department leaders who will likely benefit the most from training.

Department leaders across the business serve as both your stakeholders and your supporters when making the case to executive leadership. In essence, you must form a partnership with these leaders to ensure alignment between their department initiatives and the training that you will deliver. Doing so helps measure the readiness of the department against its intended goal and lends more tangibility to your case for learning.

You want to understand: 

• What their challenges and needs are
• Their expectations for training programs
• Impressions of third parties and vendors
• What skills or certifications they're focused on
• What vacancies they have on their teams

...And more. The more you know, the better.

Along the way, take notes and compile your evidence. Documenting your findings ensures all insights, data, and analyses are ready to share with others. When working with department leaders, thorough documentation can also demonstrate transparency and facilitate collaboration.

Step 2.1: Assemble a Team of Skill Champions

Through meticulous research, professionals can compile a data-driven, persuasive case that aligns organizational goals with training and demonstrates the value of L&D initiatives.

But what's it all for if adoption is low or employees don't see the value in it?

It's worth reiterating the importance of connecting with stakeholders early in this process and assembling a cohort of champions who not only see the value of training but also spread the word.

"We were fortunate enough to have a portion of our business that had already been using Skillsoft Percipio for learning and development," Anderson said. "So that word of mouth from those team members already using Skillsoft was very helpful when we went to extend training to our entire IT team."

By this step, you've done your internal and external research, met with department leaders, and you have a clear understanding of the organization's strategic priorities and key challenges.

Now, it's time to prescribe training as a solution in support of the organization. And it helps to offer options that illustrate the impact training investments can have at varying levels.

Providing several scenarios allows stakeholders to compare various approaches and their implications. This comparison should include both internal solutions, like leveraging in-house expertise and resources, and external options, such as partnering with specialized training providers.

What Does Good Look Like?

With a low investment, learning and development teams can support modest training programs that help meet compliance requirements and build select skills among a cohort of employees. 

The Pros and Cons: By keeping costs low, the upfront investment doesn't burden the organization while also meeting compliance and some skilling requirements. However, the solution may not scale easily, which makes it tough to forecast future needs, and the program may only benefit a limited number of employees and stakeholders.

What Does Better Look Like?

With more investment, learning and development teams can begin to scale learning programs more easily and offer more training to more employees.

The Pros and Cons: While the cost is higher, training programs have a wider impact on the organization and stakeholders (employees, patients, customers, etc.). Programs scale more easily, and it becomes easier to see the short- and long-term impact of training at an organizational level, including cultural and behavioral changes.

What Does Best Look Like?

With a best-case-scenario investment in training, learning and development teams can deploy and support enterprise-level programs that are measured, optimized and scaled.

The Pros and Cons: The upfront cost of this option is the highest, creating the most burden for the organization. However, the investment will pay the organization back in time through a range of dividends, including closed skill gaps, more productive employees, faster product development and time to market, and higher employee satisfaction.

By evaluating these options, stakeholders can make informed decisions that balance costs, benefits, and risks. Presenting a range of solutions also demonstrates to stakeholders the strategic approach to delivering effective training programs that solve business challenges.

Don't be Shy About the Benefits of Learning

Especially in tech, department leaders today struggle with talent recruitment and retention, developing stronger teams, innovation and change management, workload and more. And because of skill gaps, employees feel more stress, projects slow down, and business objectives falter.

All of these challenges can be solved — at some level — with investments in learning and development.

According to Skillsoft's IT Skills and Salary Report, tech leaders say these are the top benefits of training:

• Improves team morale
• Shortens project durations
• Improves talent retention
• Makes it easier to attract talent
• Increases revenue
• Increases ability to innovate

In L&D, demonstrating a return on investment is often difficult. Sometimes, the metrics aren't there. Or the effort is too cumbersome. But there are ways to simplify the process and still make your case.

The team at Corewell Health created a process that helped them assign a dollar value to training, which substantially strengthened their case for learning. The learning and development team looked at the resources being consumed and assigned dollar values to them.

For example, if learners accessed a book in Skillsoft Percipio, they cross-checked what it would cost for the individual to buy it outside of the subscription. They added up all the times a person accessed that book and totaled the cost. They took the same approach to other resources, including courses, labs and so on.

It looked like this:

Cost of books +
Cost of courses +
Cost of Labs +
Cost of Certification Prep +
=
Cost of Training Resources

Then...

Cost of Training Resources x Number of Accesses = Gross Training Cost

From there, you'd identify the cost savings by comparing the "gross training cost" to, in this case, the cost of the training subscription. 

"Money talks," Anderson said. "What I found in our situation was our leadership really wanted to know how much money we were saving by taking classes with Skillsoft rather than taking them at other institutions. That really ended up being a great measurement to show how our team was adopting this tool."

When they tallied up the cost savings using this method, Corewell Health saved about $150,000. Anderson said a range of metrics can work in building your case, including skill assessments, course or journey completions, badges earned, and gamification or leaderboards to show participation.

Other ways to show cost-savings include weighing the training investment against estimated recruiting costs or that of managed services, and the cost of team vacancies.

Read Next: Measure Mastery: How Interactivity Showcases Earned Skills - Skillsoft

Step 4.1: Anticipate Opposition and Risks

From a business perspective, senior leaders want to keep costs low and benefits high. And when costs become too much, they have difficult decisions to make. During such times, leaders might see learning programs as less critical than other areas that can have short-term or immediate impact on the bottom line, ultimately diverting money away from these programs.

Corporate training programs often require an upfront investment in both time and resources, with benefits that may not be immediately visible. Additionally, skepticism fuels opposition. Some leaders may doubt the impact of training, questioning whether it translates into measurable business outcomes. This skepticism can be reinforced by past experiences with poorly executed training programs that failed to deliver.

Convincing senior leadership to overcome these reservations requires presenting a thorough argument that clearly demonstrates the success and ROI of well-implemented training programs and how the team helps anticipate future business needs. By preemptively acknowledging these concerns and providing compelling evidence to counter them, L&D leaders can build a stronger, more persuasive case for investing in learning.

Arguably the most important part of undertaking this effort is spreading the word throughout your organization because training can (and does) have a tremendous impact on developing new leaders, securing coveted skills, and fostering a vibrant company culture. As you present your case, it's important to consider your audiences and what they care about.

"Understanding your audience and communicating value effectively can significantly enhance the impact of your business case," writes Cathy Hoy, CEO of CLO100.

Hoy recommends presenting your case for learning using a flow like this:

• Executive Summary — Condense the presentation and list key takeaways.
• The Business Challenge — Call out what hurts the business today.
• The Ideal Solution — Offer a solution (or better yet, multiple) to remedy the situation. 
  • The Benefits — Answer what the organization gains by implementing the solution.
  • The Risks — Get in front of the risks or concerns people may have and refute them.
  • The Costs — Address what the investment costs the organization and why. Include the estimated ROI.
• The Timeline — Communicate what people should expect and when.
• The Call-to-Action — Articulate what you need from your stakeholders and ask for it directly.

As you embark on the campaign trail, tailor your messages to the respective audience. Pro tip: Constantly ask yourself, "what's in it for them?"

Your Message to Executives — Communicate how training aligns with strategic business goals both now and in the future, highlighting the financial benefits and ROI over time. Their buy-in secures funding and protects your investments.

Your Message to Department Leaders — Show how training can lead to outcomes they care about, like improved team performance, while supporting the organization's overarching mission. Their buy-in ensures smoother implementation and ongoing support.

Your Message to All Employees — Educating the broader workforce about the value of ongoing learning fosters a culture of continuous improvement. When employees see how training will benefit them — career advancement, improving performance, etc. — they are more likely to participate. Their buy-in ensures the adoption of training programs, the closure of skill gaps, and more systemic outcomes, like higher morale, lower attrition, and more.

When done well, an effective business case for learning can protect hard-won learning programs and demonstrate to leadership the impact training can have on powerful outcomes, like customer and employee satisfaction, productivity, and more.

However, it takes time to build a thorough case — especially alone. Doing so with support from other areas of the business will strengthen the argument for learning while also decentralizing the planning and execution process. This will help while building a case, but also when the case has been won.

If you're building a case for your programs, consider reviewing Skillsoft's Total Economic Impact Studies, commissioned through Forrester Consulting. Each of these studies shows the potential return on investment a composite organization would realize by investing in Skillsoft training.

• Total Economic Impact of Skillsoft Technology and Developer Solutions
• Total Economic Impact of Skillsoft Compliance Solutions
• Total Economic Impact of Skillsoft Leadership and Business Solutions

Further, this year's Lean Into Learning Report and IT Skills and Salary Report dive deep into training data and industry trends to help inform L&D strategy. Use resources like these to bolster your argument in favor of training.

Acceptance and inclusion are crucial at home, work, school, and in the world because people thrive when supported in this way. They become their best selves and contribute more meaningfully to their own well-being and that of those around them.

Part of creating inclusive places is seeing one's reflection in their environment. We need to see ourselves reflected and feel connected, seen, and valued. This is especially important for those individuals who face mixed messages from our society and often experience discrimination or exclusion because of who they are — whether that's based on their gender, sexuality, race or another part of their identity.

Fostering safe, inclusive environments requires a commitment to the work. It's not without its hurdles, but succeeding results in immeasurable pride and growth. Everyone must do their part, though.

We are all responsible for creating safe, inclusive places for our friends and family, community members, co-workers, and others. These are actions everyone can take in support of this goal:

• Promote Inclusivity — Consciously create spaces where all individuals feel welcomed and valued for their unique perspectives.
• Condemn Discrimination — It's vital to stand against prejudice and work toward a culture of respect and fairness.
• Remain Open-minded — Part of the journey is learning about others, their experiences, new perspectives, and more.
• Advocate for Change — Use your voice and privilege to speak up for those who may not have the same platform or opportunity. Advocate for policies and actions that promote inclusivity and equality.
• Be a Supportive Ally — Show compassion, understanding, and support to individuals facing discrimination or exclusion.

In my professional role, I am incredibly proud of my colleagues, who stand loud and proud, working tirelessly to build visibility, representation, and acceptance for others at Skillsoft. Their courage and determination inspire me daily and reaffirm my dedication to fostering an inclusive environment at home and work.

Being an executive sponsor of our LGBTQIA+ employee resource group and a parent of queer children, Pride holds a special significance for me. While "Pride" is a deeply personal experience that is unique to each person, the experience also transcends the individual level. It profoundly impacts families, businesses, communities, and societies.

By championing inclusivity and celebrating diversity, we create a world where everyone feels seen, valued, and connected. This is a personal mission and a collective responsibility that benefits everyone.

Pride is about celebrating who we are and the ongoing effort to make the world a better, safer, and more inclusive place for everyone.

In honor of Pride Month in the U.S., please help me by making the spaces you occupy safe and inclusive.

Here are some resources to help: 

• Allyship in Action | The Trevor Project
• How to Signal You are an Ally in Hostile Environment | The Trevor Project
• Honoring Pride, Embracing Inclusion: A Journey of Gathering, Dreaming, and Amplifying - Skillsoft
• Cultivating Psychological Safety: A Strategic Imperative for the Modern Workplace - Skillsoft
• Embracing Mental Health in the Workplace - Skillsoft

Based on the responses from our report, C-level tech executives list these are their biggest concerns: 

1. Resource, budget constraints
2. Workload
3. Talent retention

The three of these all impact one another. Budget constraints limit what executives can do — hiring, change management, product development and more. Since they can't hire more staff, the workload for existing team members remains too high. This can lead to higher attrition. The cycle starts over.

Thankfully, employee development can go a long way toward solving all of these challenges, at least on some level. And executives realize this more and more. 

From the Report:

Skill gaps alone cause a number of issues for leaders, but other topics swirl in the heads of executives. Tech leaders are also trying to answer pressing questions like:

• What do I do with AI?
• Am I doing enough to secure my organization's data? 
• How do I get skilled workers to fill open positions? 
• How do I maximize resources? 
• How do I get the most from my team in a post-pandemic world? 

The real question is: What's the solution? 

That's becoming clearer after reading the report. The answer centers on building skills. 

According to Skillsoft’s most recent IT Skills and Salary Report, 53% stated they were at least somewhat likely to look for another position in the next 12 months, with the main reason being a lack of growth and development.

This should send a clear message to tech executives. Companies that invest in their people, invest in their future. 

From the report:

When employees are offered professional development opportunities, they feel more engaged, become more productive, and remain committed to the organization's long-term success. This is true of organizations around the world. 

Research from McKinsey shows that the most effective learning organizations provide an average of 75 hours of training per employee annually. In return, they see higher promotion rates for employees and achieve higher employee retention.

By adopting a continuous skilling strategy, tech leaders can empower their employees to not only develop or adopt new technology but also continue to adapt and innovate in the face of change. As shown above, the lion's share of leaders already set their sights on this endeavor. 

As leaders focus on building skills in-house, these are the areas they're prioritizing: 

1. Cybersecurity/information security (35%)
2. AI and machine learning (35%)
3. Data Analytics, Data Management, Data Science (30%)
4. Cloud Computing (22%)
5. Business Process Management (19%)

Why? These domains are among the toughest to hire for, and they can have an outsized impact on the overall organization. 

While technical skills will help make progress toward developing applications, onboarding new tech, and more, the focus isn't solely on hard skills anymore. Soft skills are becoming a greater focus.

Leaders see great value in team and interpersonal communication. These skills fall under the umbrella known as “soft” skills or “power skills,” which include critical thinking, adaptability, creativity, collaboration, effective listening, and so on. According to this research, leaders look for these skills in prospective job candidates. 

Historically, training for these power skills was reserved for upper-level management or C-suite executives. However, it’s important to recognize that these “leadership skills” aren’t just for leaders. They’re essential for every employee as power skills need to be learned, developed, nurtured, and practiced just like any other skill. 

The good news is that it’s a problem with a solution. Sixty-eight percent of tech leaders stated that their companies offer leadership development programs, a clear sign that most organizations see the impact of these skills. 

But do the technical departments see the value in it? Do they have access to this training? Are they encouraged to take it? 

Answering questions like these can help executives quickly assess their next move. Naturally, it's critical to have technically skilled professionals on the team to get the work done. But when teams manage their time well, communicate clearly, and empathize with one another, bonds become stronger and outcomes improve.

Executives have a lot on their plate, but ambitious leaders are focused on their teams' skills and their own. These CIOs, CISOs, CTOs and others will find that sustained investments in their team will pay off. Continuous learning addresses high attrition, tough recruiting, and low morale. It also drives innovation and execution. 

Failing to invest in development will only exacerbate the issues that executives already struggle with. But the report doesn't signal that this is the case. More organizations are investing in training their employees, which ultimately prepares them and the greater workforce for the promised change. 

For more insights, Skillsoft's C-Suite Perspective Report provides a detailed look at the findings and an in-depth analysis to help leaders map out their employee development strategies.

The AI field is fast-moving these days, and that's saying something for an already ceaseless industry. Business and customer demands continue to change as new applications emerge on the market, offering more intuitive ways to interact with or benefit from AI. 

However, none of the awe-inspiring innovation would be possible without those professionals who actually build these applications. Namely, we're talking about AI and ML engineers. And while there are differences between the two, AI and ML engineers sometimes overlap in their responsibilities at work and contribute to the same projects. 

These engineers build and contribute to AI models, systems, or applications that meet business objectives. That could be improving the efficiency of an existing service, or it could mean building an entirely new application. They often work with varying datasets, frameworks, programming languages, and cloud providers. These professionals are ardent problem-solvers, so having the ability to think critically and view challenges from multiple angles can help lead to better outcomes. 

And of course, much of this work is done collaboratively. Often, there's a division of labor between engineers, but they must all come together to share ideas with their immediate team, report progress with the wider organization, and more. Having a strong base of soft skills — skills like public speaking, communication and so on — benefits professionals in this field. 

While the day to day will look different for engineers based on their organization and projects, there are a number of skills that virtually all should have to be successful in their careers. 

These are the top skills AI/ML engineers should have: 

1. Programming languages
2. LLMs/Transformers
3. Prompt Engineering
4. AI/ML Frameworks
5. Data Handling
6. Cloud Services
7. Containerization, Orchestration
8. APIs
9. Monitoring Tools
10. Collaboration
11. Communication
12. Problem-solving
13. Adaptability

The journey to becoming an AI or ML engineer will look different for everyone. And really, the journey never ends. The job itself, given the nature of the work and technology, always changes and requires continuous learning. 

However, it's common for engineers to have started with a formal college degree in computer science. Many job listings require a degree in this field or a similar one — or comparable experience. Today, many universities also offer specific programs or tracks that focus on different facets of artificial intelligence, like machine learning. This trend will likely continue to grow into the future as AI becomes more tightly woven into daily life. 

But what about after graduation? Or what about someone who chose a different major? 

Post-secondary resources are vast today, including many free courses to learn more about this career path, the day-to-day duties, and more. 

AI/ML engineers at Skillsoft frequent the resources below to keep their knowledge and skills sharp, stay current with best practices, keep up with industry news, and more.

Online Courses

As mentioned, several learning and content providers offer a breadth of AI and ML courses. Skillsoft, Codecademy and Global Knowledge all offer technical training solutions that support these career paths, both for individuals and businesses, including some free courses. 

However, many other companies offer resources, including from vendors you may work with on the job, like AWS or Microsoft. Again, some of this coursework is free and it often comes with supplementary material to reinforce concepts or begin applying the knowledge learned in class. 

To start, check this one out: Build a Machine Learning Model | Codecademy

Internal Training

Internal training at work is a great place to support upskilling and reskilling efforts, meaning either building new skills or transitioning into a new role. Explore the types of training available and consider a blend between on-demand and live training.

A note for LMS admins: Learning and development teams should audit and curate their courses in this area to make accessing the training easy — especially given the emphasis tech leaders are placing in this domain. Go a step further to partner with line-of-business leaders to see if your current portfolio meets their demands and team up to spread the word that the training is available. 

Technical Blogs and Research Papers

Reading blogs, research papers, and documentation from leading AI/ML communities also lends value to engineers eager to hone their craft. Engaging with this content enhances individual expertise and contributes to the collective knowledge and advancement of the AI/ML community.

These resources often report on new best practices, offer insight into experiential projects, or share the results of ongoing development. Discussing these reports with peers can lead to fruitful collaborations, new perspectives, and cross-pollination of ideas. 

Workshops and Conferences

For an AI/ML engineer, workshops and conferences offer opportunities to network with peers and industry leaders, gain insights into new research and developments, and participate in hands-on sessions that enhance practical skills. This continuous learning and exposure can significantly advance an engineer's career by keeping their knowledge current and relevant, opening doors to new job opportunities, and fostering innovation in their projects.

The skills an engineer uses day-to-day will change based on the project or task they're focused on. However, as engineers further their careers and become more versatile professionals, it helps to build each of these over time. 

Programming skills 

AI/ML engineers must have strong programming skills to be successful in their careers for several reasons. Programming is the backbone of any AI project. It allows engineers to implement complex algorithms, process data efficiently, and automate tasks. Programming skills also enable engineers to collaborate effectively with other team members, such as data scientists, software developers, and product managers. This collaboration is vital for creating robust and scalable AI solutions.

The programming languages engineers use will change based on their project or employer, but there are some that stand out as worthy investments of time and energy:

• Python
• C/C++
• R
• JavaScript

Python's simplicity and extensive libraries make it relatively easy to learn, widely applicable, and versatile. Similarly, JavaScript and general web development languages such as HTML and CSS can help progress projects from development to production. 

Overall, it helps to be familiar with the full stack, working with databases and the front end and back end. These skills enable engineers to build intuitive interfaces and deploy their models in real-world applications. 

Resources to help:

• Data and Programming Foundations for AI | Codecademy
• Learn Python 3 | Codecademy

LLMs/Transformers

Experience with large language models (LLMs) such as GPT-3.5-turbo, GPT-4, Claude, and more traditional transformers like BERT and all-MiniLM-L6-v2 can enable engineers to build more intelligent, responsive, and adaptable AI systems — faster. 

For AI engineers, having hands-on experience with these models allows them to stay current with the latest advancements in the field, ensuring that they can leverage the most effective techniques for their projects. Moreover, familiarity with both advanced and traditional transformers helps engineers make informed decisions about which model to use based on the specific requirements of a given task, such as efficiency, accuracy, or scalability.

Resources to help:

• Intro to Large Language Models (LLMs) | Codecademy
• Intro to Hugging Face | Codecademy
• Intro to PyTorch and Neural Networks | Codecademy

Prompt Engineering

Prompt engineering involves designing and refining input prompts to obtain the most accurate and relevant outputs from large language models (LLMs). This skill is essential as it enables AI engineers to fully harness the capabilities of LLMs. Understanding when to employ zero-shot, few-shot, and fine-tuning methods can significantly enhance these interactions. By crafting precise and contextually appropriate prompts, engineers can guide the model to generate more useful and coherent responses.

Effective prompt engineering minimizes the need for complex programming, making AI systems more accessible, particularly for learners and non-technical users. The advantages of prompt engineering include improved model performance, faster development times, and reduced computational costs. By optimizing prompts, AI engineers can achieve superior results with fewer resources.

Keep Reading: 

• The Do’s and Don’ts of Writing AI Prompts (codecademy.com)
• Courses for Prompt Engineering for Statistics and Machine Learning - Skillsoft

AI/ML Frameworks

AI/ML frameworks are comprehensive libraries that provide tools for developing, training, and deploying machine learning models. These frameworks support functionalities like data preprocessing, model design, and performance evaluation. Two prominent frameworks are PyTorch and TensorFlow.

Engineers use these frameworks to streamline model development. They preprocess data, experiment with different architectures, and train models efficiently. Built-in functions for optimization, loss calculation, and backpropagation let engineers focus on fine-tuning performance. Once trained, models can be easily deployed using the frameworks’ tools, ensuring robust and scalable solutions. Both PyTorch and TensorFlow also offer active community support and extensive documentation, aiding in troubleshooting and learning.

Understanding these frameworks is crucial as each offers unique advantages in AI/ML development.

Resources to help: 

• AI Framework Overview: Development Frameworks - Artificial Intelligence - EXPERT - Skillsoft
• Intro to Deep Learning with TensorFlow | Codecademy

Data Handling

For an AI/ML engineer, data handling involves the efficient storage, retrieval, and management of vast amounts of data essential for training and deploying AI models. Understanding SQL and NoSQL databases is particularly important.

SQL databases like Postgres are relational and use structured query language for defining and manipulating data. They are ideal for handling structured data and complex queries. NoSQL databases, such as Cassandra and Elasticsearch, offer flexibility in data storage. Cassandra is a distributed database system designed for handling large amounts of unstructured data across many servers, ensuring high availability and scalability. Elasticsearch is a search engine based on the Lucene library, optimized for searching and analyzing large volumes of text and unstructured data in real time.

Proficiency working with tools like Postgres, Cassandra, and Elasticsearch enables AI/ML engineers to efficiently manage and analyze data, enhancing the performance and accuracy of AI models.

Resources to help:

• SQL Courses & Tutorials | Codecademy
• Working with Cassandra (TTDS6776) | Global Knowledge
• PostgreSQL: Beginner PostgreSQL 15.3 - Skillsoft
• Courses for Elasticsearch Elasticsearch 6.2 Intermediate - Skillsoft

Cloud Services

AI/ML engineers must become familiar with AWS, Microsoft Azure, Google Cloud, or other popular cloud providers since they're used to deploy and, just as important, scale machine learning solutions. Scalable machine learning solutions can adapt to growing data and user demands, ensuring consistent performance and reliability. This capability is vital for staying competitive in the market and meeting customer expectations.

A well-rounded understanding of these major cloud providers ensures that professionals can leverage the best tools and services each platform offers. This knowledge allows for greater flexibility in choosing the right cloud environment for different business needs, enhancing efficiency and cost-effectiveness.

• Generative AI on GCP: An Introduction - Skillsoft
• Microsoft Azure AI: A Beginner's Guide - Skillsoft
• Developing on AWS | Course Description | Global Knowledge

Containerization and Orchestration

Containers provide a consistent environment for development, testing, and deployment, ensuring that software runs smoothly across different systems. For these reasons, it's important for engineers to familiarize themselves with Docker and Kubernetes.

Docker simplifies the process by packaging applications and their dependencies into portable containers. Kubernetes takes it a step further by automating the deployment, scaling, and management of these containerized applications. Together, they streamline workflows, enhance scalability, and reduce the risk of configuration errors, making it easier for engineers to focus on building and improving their applications.

Live courses to build skills fast:

• Kubernetes Application Essentials (CN120) | Global Knowledge
• Docker Containerization Essentials (CN100) | Global Knowledge

APIs

Understanding how to work with APIs allows AI/ML engineers to integrate different systems, enabling them to communicate and function together seamlessly. This knowledge ensures that AI and machine learning models can be effectively embedded into various applications, maximizing their impact. As an engineer, it helps to be familiar with GraphQL and REST architecture.

GraphQL, a query language for APIs, offers a flexible and efficient way to request data. By using GraphQL, engineers can optimize data retrieval, ensuring only the necessary information is fetched, saving bandwidth and processing time. 

REST is a traditional architectural style for networked applications, relying on a stateless, client-server protocol, typically HTTP. RESTful APIs are user-friendly and reliable for integrating services, ideal for creating scalable and maintainable systems. They allow different application components to be developed, deployed, and scaled independently.

Both GraphQL and REST have their strengths. GraphQL's flexibility and efficiency suit complex queries and dynamic data, while REST's simplicity and scalability fit straightforward, robust integration. Mastering both enhances an engineer's ability to build seamless, efficient, and scalable AI/ML solutions.

Resources to help:

• What is REST? | Codecademy
• Create REST APIs with Spring and Java | Codecademy
• Back-End Engineer | Codecademy

Monitoring Tools

Monitoring system performance as an AI/ML engineer involves tracking and analyzing the efficiency and effectiveness of models and systems in real-time. This includes measuring metrics like latency, throughput, and error rates to ensure the models are operating as expected. Tools like New Relic and Splunk help as they provide detailed insights, alerts, and data visualization, enabling engineers to quickly identify and resolve issues, optimize performance, and maintain reliability in production environments.

In addition to technical expertise, non-technical skills — a.k.a, soft or power skills — are playing a pivotal role in the success of AI/ML engineers. In fact, Skillsoft's report found that tech leaders often value a prospective job candidate's soft skills more than their certifications, portfolio or even college degree. 

While technical skills and a proven track record remain of the utmost importance, a well-rounded professional will excel in an environment that changes constantly and requires agility. By honing these soft skills, AI/ML engineers can bridge the gap between technical execution and strategic business goals, fostering a productive and dynamic work environment that drives successful outcomes.

Below are the top soft skills for AI/ML engineers: 

Communication

Effective communication is essential, as it allows engineers to clearly convey complex ideas and technical information to stakeholders, team members, and non-technical audiences. This ensures that everyone involved in a project has a shared understanding and makes informed decisions. 

Collaboration

Collaboration and teamwork are equally important. AI/ML projects often require input from various professionals, including data scientists, developers, and business analysts. Engineers who can work well in diverse teams contribute to a more cohesive development process, leading to innovative solutions that align with business objectives. 

Problem-Solving

Proactive and independent problem-solving skills are crucial for AI/ML engineers as they research, prototype, and select appropriate technologies. These skills help engineers navigate the complexities of AI/ML projects. 

By employing critical thinking, they can assess algorithms and frameworks, choosing the best fit for specific problems. Effective problem-solving enables them to innovate, adapt to new data, and optimize performance. 

Adaptability

The field of artificial intelligence and machine learning evolves rapidly, with new technologies, algorithms, and methodologies emerging virtually all the time. Engineers must be able to pivot quickly and learn new skills to stay current. 

Empathy and adaptability further enhance an engineer's ability to design user-centric solutions that meet real-world needs. Moreover, adaptability allows them to respond effectively to unexpected challenges and changes in project requirements. This flexibility ensures that the solutions they create are not only innovative but also resilient and relevant in a fast-changing technological landscape.

Here's the short answer:

• Continuous Learning: Always be curious and open to learning new technologies and methodologies.
• Soft Skills: Develop strong communication and collaboration skills to work effectively in a team environment.
• Problem-Solving: Focus on developing strong problem-solving skills and the ability to think critically.

Pursuing a career in artificial intelligence can be challenging and rewarding. To be successful in the field, begin by establishing a robust foundation in mathematics, statistics, and programming. These core competencies are essential for comprehending and applying AI/ML principles.

Once you have a strong base, select a specialization within AI/ML that captivates you. Focusing your efforts in a specific area will help you to become an expert by keeping you interested and motivated to learn. Continuous learning and adaptation are key to maintaining relevant and competitive skills.

Along the way, you must explore your curiosity of the field and fuel your passion for the work. Doing so will help you overcome bumps in the road and remain focused on what matters most to you as a professional. 

To help progress your journey, enroll in Codecademy's AI/ML Engineer Career Path. It takes 45 hours to complete — give or take — and earns you a certificate to validate your completion. Throughout the path, you'll encounter a mix of projects, quizzes and lessons to learn what it takes to become an AI/ML engineer.

The new law, known as the Colorado AI Act, introduces a framework for the ethical and transparent use of AI. The legislation aims to address concerns around AI’s potential biases, data privacy issues, and the overall impact on society. 

Key elements of the Colorado AI Act include:

• Transparency Requirements: Organizations must disclose when AI systems are used in decision-making processes, especially those that significantly affect individuals’ lives, such as hiring, lending, and law enforcement.
• Bias Mitigation: The Act mandates regular audits and assessments to identify and mitigate biases in AI algorithms. This is particularly important for systems used in sensitive areas like criminal justice and healthcare.
• Data Privacy Protections: The legislation emphasizes the importance of protecting personal data used by AI systems. Organizations must ensure that data collection, storage, and usage comply with existing privacy laws and best practices. 

Deliver effective training solutions to increase awareness, engage employees, and affect lasting change.

• Accountability Measures: Companies deploying AI systems must implement robust accountability mechanisms. This includes maintaining detailed records of AI decision-making processes and outcomes, which can be reviewed by regulatory bodies.

Why do these issues matter? Let’s look at an example that happened outside of the United States for guidance. 

Italy’s data protection authority, Garante, fined two of the country’s largest online food delivery apps for using algorithms to favor delivery drivers who could work during hours of high demand – especially Fridays, Saturdays, and Sundays. Workers unable to work on these days due to religious observance of the sabbath (for example) were penalized by the algorithms.

Another example of why these issues matter lies in Air Canada’s AI ChatBot dilemma. A customer was promised a refund that he shouldn’t have received by the company’s ChatBot, and when the time came, Air Canada didn’t want to pay – citing that the responses of the ChatBot were non-binding. It was ultimately determined that Air Canda must follow through with the promised discount because it was responsible for all of the information available on its site.

Without transparency, bias mitigation, data privacy protection, and active accountability, your organization could face inadvertent consequences if it is not paying attention to how AI is being used by its people, systems, and processes.

That’s why a comprehensive AI training program is so important.

As compliance professionals, your role is pivotal in ensuring that your organization adheres to the new regulations set forth by the Colorado AI Act which, essentially, requires good AI governance practices within the company. 

Here are some key actions to consider:

Develop clear policies and procedures. Establish clear policies and procedures that align with the Colorado AI Act. This includes guidelines for data privacy, regular bias assessments, and maintaining transparency in AI decision-making processes.

Implement training programs. Educate your team about the new legislation and its implications. Provide training on ethical AI practices, data privacy, and the importance of transparency and accountability in AI usage.

Engage with stakeholders. Collaborate with other departments, such as IT and legal, to ensure a comprehensive understanding and implementation of the use cases of AI within the organization and how the new regulation impacts those use cases. Engage with external stakeholders, including AI vendors, to ensure they also comply with the legislative requirements.

Conduct comprehensive audits. Begin by conducting thorough audits of your organization's AI systems. Identify where and how AI is being used and assess these systems for potential biases and compliance with transparency requirements.

Stay informed. The field of AI regulation is rapidly evolving. Stay informed about new developments, both at the state and federal levels, to ensure your organization remains compliant with the latest standards and best practices.

Speaking of staying informed, I’m writing this having just left the second annual AI Governance Global 2024 event in Brussels. And while the event covered a multitude of topics, one of the main discussion points on attendees’ minds was the gravitas and impact of the EU AI Act. 

Many of the companies who attended the Summit where at various places in their AI Governance journey; however, one commonality emerged from both the keynotes and the breakouts. We must rise to this moment and operationalize AI governance in ways that likewise supports innovation. 

With the rising number of regulations, practices, frameworks, policies, tools and stakeholders in the AI governance conversation, it is imperative that we personalize our programs to the risks posed by AI development and deployment in our organization.

And in doing so, as I discussed in my LinkedIn post, we cannot forget the people–our employees—who are the most essential components of our programs.

Colorado’s pioneering AI legislation is likely to influence other states and potentially lead to federal regulations. Compliance professionals need to stay proactive – continuously adapting to new requirements and integrating ethical AI practices into their organizational frameworks.

By embracing the principles of transparency, accountability, and bias mitigation, organizations can not only comply with the Colorado AI Act but also build trust with their stakeholders and contribute to the responsible development and deployment of AI technologies.

There’s no doubt about it: the Colorado AI Act is a significant milestone in AI governance. Compliance professionals have a crucial role in navigating this new regulatory landscape, ensuring that their organizations not only meet legal requirements but also uphold ethical standards in the use of AI. 

Stay vigilant, informed, and proactive to lead your organization through this transformative era.

Data shows that more than 90% of risk factors behind roadway collisions can be categorized into the following four groups:

• Excessive speed
• Human impairment
• Distracted driving
• Fatigue

The benefits of an effective driver safety training program can have a massive impact on the workforce, including:

• Preservation of human lives. The primary importance of road safety is to prevent the loss of life. Adhering to road safety measures significantly reduces the risk of fatal accidents.
• Prevention of injuries. Following traffic rules helps prevent injuries resulting from road accidents, which can cause long-lasting physical and emotional harm to drivers, passengers, and pedestrians.
• Economic impact. Improved road safety reduces the economic impact that road accidents impose on society due to medical expenses, property damage, legal proceedings, and emergency service costs. 
• More efficient traffic flow. Adherence to traffic rules enhances smooth traffic flow, reducing congestion and commute times, leading to increased overall efficiency in transportation systems.
• Property protection. Road safety measures contribute to the protection of public and private property by preventing collisions and property damage.
• Lower insurance costs. Improved road safety can lead to lower insurance premiums as the number of accidents decreases.
• Emergency response efficiency. Following road safety guidelines ensures that emergency response teams can reach accident scenes quickly, potentially saving lives and reducing injury severity.
• Environmental impact. Responsible driving habits promoted by road safety measures contribute to lower fuel consumption and emissions, mitigating the environmental impact of transportation.
• Public health. Reduced accidents mean fewer hospitalizations and less strain on healthcare systems, allowing resources to be allocated more effectively.
• Quality of life. Safe roads contribute to an improved quality of life for individuals and communities by promoting a sense of well-being and confidence in the transportation infrastructure

It’s clear that the benefit of implementing roadway safety training within your organization is high. But, don’t just take our word for it. Take a moment to quantify when and where driving is required within your business so you can start to measure the success of a roadway safety training program. 

Measurement is key in any roadway safety training program. Not sure where to start? Every organization is different, but here are some ways that we’ve seen organizations assess their roadway safety:

• Data analysis. Analyze crash data, such as frequency, severity, location, and contributing factors, to identify high-risk areas and trends. 
• Network screening. Systematically screen the roadway network to rank and prioritize sites based on performance measures like crash frequency, fatal crash frequency, or equivalent property damage only (ePDO) severity.
• Road safety audits. Conduct formal examinations of existing or future roadway locations by an independent, multidisciplinary team to identify potential safety issues and countermeasures.
• Engineering countermeasures. Implementing engineering solutions such as Complete Streets initiatives, lighting enhancements, video analytics, and infrastructure improvements to address identified safety concerns.
• Policy and regulation. Develop and enforce policies, regulations, and guidelines to promote roadway safety, such as work zone safety standards, speed management, and geometric design guidelines.
• Performance monitoring. Establish safety performance targets and regularly monitor progress through performance measures to evaluate the effectiveness of implemented strategies and make data-driven adjustments.

Don’t forget to talk to your drivers to get firsthand feedback from them. Once you recognize the challenges they face and truly listen to their experiences on the road, you can begin to make progress in creating a training solution that works for everyone.

Some of the courses that Skillsoft offers as part of its transportation and safe driving channel include: 

• Collision Avoidance
• Defensive Driving
• Distracted Driving
• Emergency Situations While Driving
• Hazardous Weather Driving for Commercial Vehicle Operators
• Urban Driving
• ...and more!

How many times have we heard that “what gets measured gets managed?” Once you have some assessment tools in place and can measure your roadway safety outcomes, you will be able to implement the systems and controls necessary to take action.

Regular training is the absolute best way to manage your organization’s roadway safety outcomes. Consider implementing an effective roadway safety training program by following these steps:

1. Conduct a Needs Assessment: Analyze the data collected from safety assessments, incident reports, and employee feedback to identify specific areas where training is needed. This could include topics like work zone safety, defensive driving, traffic control procedures, or emergency response protocols.
2. Develop Customized Training Curricula: Based on the identified needs, design comprehensive training curricula tailored to the organization’s specific operations, equipment, and safety challenges. Incorporate best practices, regulatory requirements, and lessons learned from past incidents.
3. Utilize Multiple Training Formats: Employ a variety of training methods to cater to different learning styles and ensure effective knowledge transfer. These can include classroom sessions, hands-on practical exercises, online modules, simulations, and on-the-job mentoring.
4. Engage Subject Matter Experts: Collaborate with experienced professionals, safety consultants, and industry experts to develop and deliver high-quality training content. Their expertise can provide valuable insights and real-world examples.
5. Establish Training Requirements: Implement mandatory training requirements for all employees involved in roadway operations, including new hires, experienced workers, and supervisors. Ensure compliance through regular refresher training and certifications.
6. Foster a Culture of Safety: Integrate roadway safety training into the organization's overall safety culture. Encourage open communication, promote employee involvement, and recognize individuals who demonstrate exemplary safety practices.
7. Evaluate and Refine: Continuously evaluate the effectiveness of the training programs through participant feedback, knowledge assessments, and incident data analysis. Use this information to refine and update the training content and delivery methods.

By implementing a structured and comprehensive roadway safety training program, organizations can equip their employees with the knowledge, skills, and mindset necessary to mitigate risks, prevent incidents, and foster a culture of safety on roadways.

Stay tuned for the next blog in this National Safety Month series on Monday, June 17.

When IT leaders invest in software developer skills, organizations and their employees grow together. But, as the tech landscape continues to evolve at such a rapid speed, it raises the question: what are the best skills for software developers to have?

The answer depends on many factors, including what kind of software the company develops, the tools the company uses, and the particular software engineering roles that an individual is interested in.

That being said, by using data from the IT Skills and Salary Report, along with broader trends in the IT industry, we can pinpoint some of the most universally useful hard and power skills for software developers today

1. Artificial intelligence and machine learning
2. Infrastructure as code
3. Secure coding practices
4. Programming and scripting languages
5. Data structures and algorithms
6. Git and GitHub
7. Database and SQL knowledge
8. Communication and collaboration
9. Agile practices
10. Problem-solving and critical thinking

Let’s take a closer look at each one.

1. Artificial Intelligence and Machine Learning

As artificial intelligence (AI) and machine learning (ML) algorithms reach new levels of sophistication, more organizations are looking to incorporate these features into their products and services. This has revolutionized how businesses make decisions, understand consumer behavior, and enhance overall efficiency, making them highly sought-after software developer skills in the 2024 job market. 

According to this year’s IT Skills and Salary Report, “AI and machine learning” is the top focus for 38% of IT decision-makers. However, a lack of knowledge and skills related to AI is a major contributor to skills gaps at organizations today, making it imperative that developers understand not only what the technology is, but also how to work with it. 

Interested in learning more about Artificial Intelligence and Machine Learning? Check out these resources from Skillsoft:

• Understanding the AI Landscape for Developers
• Machine Learning
• Reimagining Work with Generative AI

2. Infrastructure as Code

The rise of the cloud is the hallmark of the digital transformation era—the technology that separates IT of today from the IT of the past. In last year’s report, 41% of IT decision-makers reported investing in cloud computing skills. Fast forward to today, and 82% of decision-makers say the demand for cloud computing skills is increasing within their organizations. That statistic, coupled with the fact that cloud and Amazon Web Services (AWS) certifications took up the majority of spots in the list of Top Paying Certifications Worldwide from the IT Skills and Salary Report, underscores the importance of developing these skills. 

Platform-specific certification is likely the best way for new and experienced software developers to learn cloud computing skills. The cloud isn’t so much a singular technology as it is a whole new infrastructure with new ways of developing, hosting, and delivering apps. To comprehensively understand cloud computing, software developers must thoroughly engage with the specific structures their organizations use. 

Interested in learning more about cloud computing? Check out these resources from Skillsoft:

• Cloud Service Models & Benefits and Issues
• Google Cloud – Associate Cloud Engineer
• Microsoft Certified Azure Fundamentals 
• Google Cloud Developer

3. Secure Coding Practices

The world of cybersecurity is extremely dynamic. Today, cyberattacks look very different than they did just a few years ago, requiring proactive controls. That’s why cybersecurity is top of mind for many IT decision-makers, with 29% of them naming it as a key focus area this year, according to the IT Skills and Salary Report. 

While cybersecurity and software development are separate fields, developers do have a role to play in keeping their organizations and customers safe by ensuring the software they build follows secure coding practices. 

Software developers can take a few different approaches to strengthen their skills in secure coding practices. Earning cloud security certifications can help them build more secure apps for cloud environments. Learning about cryptography can help them protect sensitive data. A secure software lifecycle certification, like the Certified Secure Software Lifecycle Professional (CSSLP), can help developers build cybersecurity into their products.

Interested in learning more about secure coding practices? Check out these resources from Skillsoft:

• Certified in Cybersecurity (CC): Core Security Principles & Risk Management
• Secure Software Lifecycle: Expert
• Information Security for Decision-Makers and Leaders

4. Programming and Scripting Languages

While writing code is a fundamental skill required for software developers, there are a lot of languages a person can learn. Understanding which ones developers and their organizations should focus on depends on the kinds of developers the organization needs.

Front-end developers create and maintain the user-facing parts of apps and websites, like dynamic visuals and interactive fields. The most useful languages for front-end developers include HyperText Markup Language (HTML), Cascading Style Sheets (CSS), and JavaScript.

Back-end developers focus on the server side of the site or application—that is, the under-the-hood elements that power the service. Organizations can use many different languages for back-end development. Some of the most common include Java, Python, and the C family of languages (C, C++, and C# in particular).

Full-stack developers do both front- and back-end development, so IT professionals in this field typically learn a blend of both front-and back-end languages. Many full-stack developers also use Nod.js, and open-source runtime environment that allows them to use JavaScript for both front-and back-end development.

Mobile developers build apps for mobile devices like smartphones and tablets. Accordingly, they specialize in mobile-focused programming languages like Swift for iOS and Kotlin for Android.

Interested in learning more about programming and scripting languages? Check out these resources from Skillsoft:

• Getting Started with JavaScript Programming
• Fundamentals of C++: Getting Started
• Node.js 10 Beginner

5. Data Structures and Algorithms

Data structures are different organizational methods for strong information in a database, while algorithms describe the process required to complete tasks. To determine which combination can help optimize information in a program’s code, software developers often know many data structures and algorithms. 

Data structures and algorithms paired with machine learning are massive topics with broad applications in most of the latest cutting-edge technological innovations, which can make learning these important tech skills feel daunting. To learn different data structures, it’s extremely helpful to take courses that teach you how to build and implement them in a program.

Learning Python is one of the best ways to get started. This language is simple and flexible, and it’s used as the foundation for many of the most sophisticated machine learning, data analytics, and data visualization algorithms.

Interested in learning more about data structures and algorithms? Check out these resources from Skillsoft:

• Python Basics
• Java Certified Foundations Associate

6. Git and GitHub

“Version control” refers to the processes developers use to track changes to software code over time. It’s an invaluable skill for software developers because it allows them to collaborate on projects, quickly find and fix bugs, and avoid major derailments. 

Most software engineers use two tools for version controls: Git, a version control application, and GitHub, a web-based platform for Git repositories. For that reason, familiarity with Git and GitHub is practically a required skill for software developers.

Additionally, using Git and GitHub can help developers learn to read and understand code, making them better at identifying issues, fixing problems, and communicating with others, which are also vital power skills for engineers.

Interested in learning more about Git and GitHub? Check out these resources from Skillsoft:

• Git and GitHub: Introduction
• GitHub CoPilot Bootcamp

7. Database and SQL Knowledge

Databases are fundamental parts of how so many apps and websites function today. For that reason, software developers need to know how to work with these databases, including how to search for information, add and update data, and keep databases secure. 

Many of the most popular database management systems today, like Oracle, MySQL, and Microsoft SQL Server, use a programming language called Structured Query Language (SQL) to perform functions. Learning SQL is a great place for software engineers to start with database management.

There are, however, other database management systems that don’t use SQL, like MongoDB. Software developers need to keep in mind specific databases their organizations use. 

Interested in learning more about database technologies? Check out these resources from Skillsoft:

• SQL Database Development and Design
• MongoDB Atlas Beginner

While technical skills remain vital for software developers, professionals in this line of work must not ignore the value of soft skills—or as we like to call them: power skills. 

Today we are seeing skills like communication, teamwork, creativity, and resilience rise in importance as those in tech take on increasingly influential roles in their organizations. Let’s take a look at the top power skills for software developers.

1. Communication and Collaboration

Software development is a collaborative process that requires the ability to effectively communicate with others in a cross-culture setting. In order to properly execute their duties, developers need to be able to explain their code to team members, clearly document their code, and understand the code that other people are writing. They must also communicate with clients and customers to understand what they need from a product and incorporate their feedback into the build. It’s also essential to understand how to effectively communicate advancements on projects or specific needs with high-level employees, such as stakeholders or company executives, who may not understand all the technology-specific terms that other software developers are acquainted with.

Evidently, effective communication involves more than just listening and saying what is on your mind. That’s why learning the fundamentals of effective communication can go a long way.

Interested in learning more about communication and collaboration? Check out these resources from Skillsoft:

• Working Effectively on a Team
• Software Project Management Communication Skills

2. Agile Practices

Whether Scrum, Agile, DevOps, or some combination thereof, every software development cycle follows some methodology. Today, we are seeing many team structures evolving to be more agile, organized, and team-based, therefore influencing the methodologies that team leaders use. The better a developer knows that methodology, the more efficiently they can work inside it. Different organizations use different methodologies, so software engineers and IT decision-makers should focus on whichever one forms the basis of their particular process. 

On a broader level, developers may also pursue generalized project management certifications like Project Management Professional (PMP). These can equip them with skills they can use in nearly any software development cycle. Plus, PMP certification can increase a developer’s salary, according to the IT Skills and Salary Report.

Interested in learning more about project management and software development lifecycles? Check out these resources from Skillsoft:

• Agile Project Management
• Project Management Fundamentals Bootcamp

3. Problem-Solving and Critical Thinking

At its core, software development is about solving problems. Software engineers must design and build apps and services to help customers solve their pain points. Furthermore, developers will inevitably run into bugs, broken code, and other challenges when making software. 

Problem-solving and critical thinking, then, are two of the most critical skills for software developers. Developers must learn how to think creatively and critically, invite and use feedback, and analyze their code to fix the issues that arise.

Interested in learning more about problem-solving and critical thinking? Check out these resources from Skillsoft:

• Problem Solving and Decision Making
• Problem Solving: Generating Solutions
• Thinking Critically 

In a world where the only constant is change, the ability to learn, adapt, and grow has never been more critical. Top performers are always looking to prepare for career mobility and it’s evident that software developers need a broad set of skills to succeed in their roles, yet cultivating those skills can seem daunting. 

The good news is that there are plenty of resources that are available to help. Whether you’re an IT decision-maker looking to close team-wide skills gaps or a first-time manager who wants to level up, the ability to track and measure skilling capabilities is indispensable for anyone seeking to thrive in today’s dynamic environment. 

Here are a few software developer training resources to explore: 

Online Training Programs

Online training programs are particularly popular among IT pros. According to the IT Skills and Salary Report, 77% of respondents report that their company offers some type of formal training, and an impressive 97% believe that certified staff add value to their organization. Additionally, the most popular training programs are online, with 59% of survey respondents reporting that online, on-demand training sessions were their preferred method of training. 

What makes a great online training program for software developer skills? The IT Skills and Salary Report can offer some insight here. According to the IT pros surveyed, the most important factors are content quality, hands-on learning, and updated content. 

Attending Webinars

Webinars can be another effective tool for learning the skills needed to be a software developer. While webinars don’t offer the same kind of comprehensive instruction as full training courses, they can provide deep dives into specific topics. Plus, webinars are often free and relatively brief, making them easier to fit into a busy schedule. 

Learning From Peers

Research shows that peer-to-peer learning can be an effective way of building new skills. It can also help build camaraderie among teams, which in turn helps software developers learn vital communication and collaboration skills. 

According to the IT Skills and Salary Report, many IT pros already embrace peer-to-peer learning: In the past year, around 30% of IT pros surveyed worldwide have attended an informal training session at work that includes unorganized, impromptu, or peer-to-peer training. 

IT leaders can support peer-to-peer learning by establishing formal opportunities like mentorship programs, weekly lunch-and-learns, or setting aside time during meetings for shareouts. 

Choosing the Right Software Developer Training

Money put into skilling, reskilling, and developing IT people pays off. Employees not only want to learn, but they’re also actively seeking ways to advance their skills. 

In order to know what’s working and what’s not, talent development teams seek clarity and a means to measure their efforts. They are ready to close their skills gaps and driven to prepare for what’s next, but they need a clear way to measure and index skills so they have insight into what’s working, the efficacy of learning programs, and more. 

Interactive Skill Benchmarks answer this call. As the software development industry continues to evolve, keeping up with the latest trends and technologies can be a challenge for both individuals and organizations. However, with the right professional development opportunities consisting of training solutions tailored to their unique needs, employees and employers can close their skills gaps and grow together. That’s where Codecademy for Enterprise comes in.

Codecademy for Enterprise is an online training solution that has helped many businesses and individuals build the software developer skills they need. Featuring interactive practice opportunities, personalized learning, and peer-to-peer communities, Codecademy for Enterprise can level up your organization’s tech skills with hands-on, immersive training. 

Learn more about Codecademy for Enterprise.

Ineffective leadership within the tech sector not only undermines the potential of women in technology but also poses significant risks to the industry’s innovation and business landscape, especially in a competitive landscape that continues to evolve and change at a rapid pace.

The tech industry continues to struggle with leadership practices that fail to retain and empower women. Survey findings from our Women in Tech Report reveal that 37% of women in tech are considering switching job roles, and 31% are contemplating changing employers within the next year – given the challenges present in the work environment, these statistics are highly concerning, but sadly, not surprising. 

Unlike last year’s report, in which the main motivations for seeking new opportunities were better compensation (41%), a lack of equity in opportunities (36%), and ineffective leadership (25%), this year’s findings reveal that the primary issue is with department or company management.

This concern is closely followed by a lack of training, growth, and development opportunities (39%), and the desire for increased compensation (26%).

For women in tech, there is an undeniable trend where the quality of leadership and professional growth is overtaking financial incentives and compensation as a driver for women thinking about making a career change.   

Competitive salaries remain important, but women’s working environments and the opportunities afforded for professional advancement and development play a significant role in job satisfaction and career decision-making.

This trend emphasizes the need for companies to reassess their approaches to leadership, inclusion, belonging, and professional development to attract and retain top talent.

When exploring the challenges women in tech face when pursuing tech careers, ineffective leadership and management emerged as a top concern for 46% of women in tech. A lack of equity in pay (38%) and opportunities (35%) are also significant issues.

With this, it’s imperative for companies to acknowledge and address the impact of ineffective leadership on women in tech:

• Career Progression Barriers: Ineffective leadership significantly limits career advancement opportunities for women in tech, and especially women of color. Common hurdles include a lack of mentorship, biased performance evaluations, and inadequate support for career development. These barriers not only impede women’s professional growth but also contribute to the broader issue of underrepresentation in tech leadership roles.
• Gender Bias and Stereotyping: Leadership that does not actively combat gender biases and stereotypes perpetuates a workplace culture that marginalizes women. This manifests in women being undervalued and/or overlooked for promotions or critical projects, despite their expertise and capabilities making them highly competitive candidates for career-enhancing opportunities.
• Work Environment and Culture: Creating an inclusive work environment is critical for retention and job satisfaction. Leadership that fails to prioritize diversity, equity, inclusion, and belonging often promotes and perpetuates a culture in which women’s job satisfaction is negatively affected.

Identifying toxic leadership in your organization is not always easy or straightforward; its traits can often be subtle, insidious, and deeply ingrained in organizational culture. However, recognizing it and rooting it out must be a strategic imperative.

Toxic leadership can manifest in many ways – managers and leaders who lack empathy and emotional intelligence, promote an environment of distrust, reward unhealthy competition and undermining, or even more overt signs such as bullying and intimidation are all examples of toxic leadership that exert a toll on workplace contentment, and more often than not, mental health.

Leadership practices that genuinely support and advance women’s careers in technology benefit everyone, not just women. The presence of toxic leadership styles that often go unnoticed or unaddressed exacerbate the leadership gap, making it alarmingly clear why systemic change is necessary.

Ineffective leadership impacts not only women in technology but also carries significant repercussions for companies and the broader industry. 

• Innovation and Productivity: Leadership quality is a critical determinant of team morale, creativity, and productivity. When leadership practices are inclusive, diverse perspectives pave the way for innovative solutions and improved team performance and morale. Conversely, leadership that fails to harness diversity may stifle creativity and hinder overall productivity.
• Retention and Turnover Rates: Many women are actively looking for a new job in search of better leadership and more inclusive work cultures. This not only depletes an organization of its valuable human resources but also incurs significant costs related to recruitment, training, and lost productivity.
• Company Reputation and Brand Image: The effects of leadership practices extend beyond internal operations to influence a company’s external reputation. Experiences of inequity and poor management can quickly become public, potentially damaging the company's branding and reputation, thereby making those companies less attractive to prospective employees. A reputation for fostering an inclusive and supportive work environment, on the other hand, can enhance a company's standing in the industry, attracting top talent and customer loyalty alike.
• Financial Performance: According to McKinsey research, companies with greater representation are more likely to outperform their less diverse counterparts. This advantage manifests through diverse leadership teams that are better equipped to understand and serve a multifaceted customer base, which may lead to greater market share and financial returns. In fact, a study from Calvert, a unit of Morgan Stanley Investment Management, found that more diversity on corporate boards at large companies in the U.S. resulted in higher stock prices over time when compared with companies with less diverse boards.

The implications of ineffective leadership are far-reaching, impacting not just individual careers but shaping the future of the tech industry. Addressing these challenges requires a concerted effort to transform leadership practices at every level of the organization.

Organizations must face toxic leadership head-on. Let’s look at a few actionable strategies that can uplift women in tech: 

• Leadership Training and Development: Investing in leadership training that focuses on emotional intelligence, active listening, and inclusivity can help create an environment where women in tech can thrive.

It should come as no surprise that even within the realm of technology, the top three skills or qualities reported “most important for tech leaders in the workplace” are team               communication, emotional intelligence, and active listening – with technical skills and project management closely behind.

See Skillsoft’s Leadership & Business solutions.

• Policy and Cultural Shifts: Women who participated in the survey said the main way organizations could support them is by guaranteeing equitable pay. Implementing organizational changes, such as transparent promotion criteria and equal pay policies, is crucial in fostering a culture that embraces and promotes the career advancement of women.
• Executive Sponsorship and Mentorship: Mentoring programs, networking opportunities, and sponsorship are critical elements for empowering women, helping to overcome challenges and barriers posed by ineffective leadership.

When asked about actions organizations could take to encourage more women to pursue tech related careers, providing more coaching, mentoring, and career counseling                       opportunities (37%), along with offering professional development and training opportunities (36%), were top of mind.

Organizations across the board must adopt and implement strategies that not only promote but also sustain leadership qualities that can drive innovation and growth. After all, effective leadership is not just beneficial for women, it's crucial for the sustainability and success of the tech industry. 

To learn more about the current state of women in tech, what’s important to them, and what they need from their employers to thrive, access our full report here. 

Learning about yourself is tough. It takes years, it takes effort and it's a process that never stops. 

But as tough as it can be, you are worth learning about. 

It took years for me to pinpoint the discomfort I was feeling as gender dysphoria, and still more years to accept that I was transgender and seek medical treatment.

For any who’s experienced gender dysphoria, you know how tough it can be to explain it others. Defining it on paper is easier than explaining what living with it is truly like. 

Gender dysphoria is the distress or unease a person feels when their gender identity doesn’t match the sex they’re assigned at birth. The closest I can compare it to is the feeling of writing with your non-dominant hand, except felt everywhere in your body. 

It feels wrong. But it’s difficult to explain why. 

It was hard to explore and learn about these feelings. Painful even. But worth it, and through this journey, it opened my eyes to other areas of my life as well. During this time, I examined how I felt about my gender and gender presentation, but also my sexuality, relationships, and future. 

Once something you thought was a sure thing, like your gender, is proven to be anything but, it's impossible not to question all the other “certainties” in your life. 

Before coming out, I led a life I thought was expected of me. I was pursuing a degree in medicine but realized it wasn’t what I actually enjoyed or wanted for myself. 

Likewise, I had always been attracted to women, and because of the convenience of  heterosexuality, I didn’t consider an attraction to men. However, coming out as trans made it easier for me to explore that attraction and accept my bisexuality. 

Suffice to say, the first step in self-discovery is far and away the hardest. Fear of the unknown and judgement delayed me from making any change for years. But every change after that was easier, and every one made my life better and better. I’ve learned it’s okay to be afraid of the future because fear is often the first step to discovery.

The makeup of who we are as people is complex. 

We are given a series of boxes to check like man, woman, straight, gay, and so on. Once decided, we aren’t given much room to change. 

We aren’t given permission to test those boundaries and often are actively discouraged from doing so. After a lifetime of this, it’s easy to think that the person you are now is the person you always were and always will be. 

But that’s not the case.

Take for example the acronym “LGBT.” This four-letter acronym that most people are familiar with can now be as long as LGBTQQIP2SAA, with each letter standing for a different identity, life stage or distinguishing feature of a member of the community. 

Where some may see a mess of letters, I see growth and recognition. 

Pride is about growing and changing and knowing that there are others out there who see that change. I give permission and invite anyone reading this to question who you are and what you want. 

Ask yourself: 

• If I didn’t feel shame for questioning some part of myself — whether that’s gender, sexuality, or anything else — would I make a change? 
• Which aspects of self are truly engrained in who you are and which are learned? 
• What future do I want for myself? Is the path I’m leading the one I should stay on? 

The beauty of celebrating Pride is not in saying any one way of being is better than another, but in each person’s discovery of themselves and what’s best for them.

This Pride, take the time to learn about yourself.

It’s worth it.

“Safety engagement” is a broad term referring to the active involvement of employees in workplace safety practices, processes, and initiatives. Beyond following basic safety rules and requirements, safety engagement includes the effort employees dedicate to workplace safety because they understand its importance. 

Here’s what it might look like in your organization:

• Employees taking ownership and responsibility for their own safety and that of their coworkers
• Proactively identifying and reporting hazards, near-misses, and unsafe conditions or behaviors
• Actively participating in safety meetings, trainings, audits, and improvement initiatives
• Openly communicating safety concerns, providing suggestions, and collaborating on solutions
• Going beyond compliance by consistently making safe choices even when no one is watching
• Demonstrating care for the company’s safety mission and values through their actions

Employees are encouraged to assess their work areas for hazards and play an active role in mitigating those hazards. They have the authority to speak up — and stop production, if necessary — when they spot safety violations or unsafe work processes, and they encourage their colleagues to engage in safe work practices, as well.

The key benefit of safety engagement is that it creates a culture where employees are not just following rules, but are emotionally invested in safety as a core value. This leads to improved safety performance through increased hazard awareness, error prevention, and safe work practices.

Engaged employees view safety not just as a job requirement, but as a personal responsibility and commitment to protecting themselves and others. This discretionary effort is critical for achieving exceptional safety outcomes and a strong safety culture within your organization.

Here are some of the competitive advantages that your organization may benefit from as you build a safety culture on the back of employee safety engagement:

• Reduced costs from less accidents and injuries. Effective safety training reduces the frequency and severity of workplace incidents, resulting in lower costs related to workers’ compensation claims, medical expenses, legal fees, and lost productivity. This directly improves profitability and competitiveness.

With Skillsoft’s EHS compliance solution, Scott’s Miracle-Gro reduced recordable incidents by 75 percent. Read how.

• Increased productivity. Well-trained employees are less likely to be injured or make mistakes that lead to downtime or rework. Safety training promotes efficient work practices, reducing waste and enhancing productivity levels.
• Improved employee morale and retention. Companies that invest in safety training demonstrate their commitment to employee well-being. This leads to higher job satisfaction, improved morale, and better retention of skilled workers – providing a competitive edge in attracting and keeping top talent.
• Enhanced reputation and brand image. A strong safety culture and record can positively impact a company’s reputation, making it more attractive to customers, investors, and potential employees. This reputational advantage can translate into increased business opportunities and market share.
• Regulatory compliance. Comprehensive safety training helps ensure compliance with occupational health and safety regulations, avoiding costly fines, penalties, and legal issues that could disrupt operations and damage competitiveness.
• Increased innovation. A safe work environment fosters an atmosphere of trust and open communication, encouraging employees to share ideas and suggestions for process improvements, leading to increased innovation and competitive advantages.

Workplace safety training reduces costs, improves productivity, boosts employee engagement and retention, enhances reputation, ensures compliance, and drives innovation – all of which contribute to a sustainable competitive advantage in the marketplace.

Safety engagement is not something that only employees should demonstrate. Getting and maintaining executive buy-in and support for your EHS program is one of the most critical components in building a mature, scalable, and efficient compliance program.

Learn how Boyd Gaming has elevated the quality and consistency of its safety training for all employees at all locations – ultimately incorporating safety into its corporate culture.

Here’s what executive support can do for you:

• Sets the tone. Support from your leadership team demonstrates a commitment to safety, setting the tone for your entire organization. When executives prioritize safety training, it sends a powerful message that safety is a core value and not just a compliance exercise.
• Allocates resources. Leadership buy-in ensures adequate resources (financial, personnel, time, etc.) are allocated for effective safety training implementation and continuous improvement.
• Encourages employee participation and buy-in. If employees see leadership actively supporting and participating in safety training, they are more likely to take it seriously and fully engage.

To get executive buy-in, here are just some of the strategies you might consider:

• Highlight the true costs of workplace incidents, including productivity losses, higher insurance premiums, reputational damage, and legal liabilities. Present data showing how investing in safety training can mitigate these costs.
• Explain how safety training aligns with the organization’s values, goals, and legal obligations. Frame it as a strategic imperative, not just a compliance requirement.
• Involve executives in the safety training process, such as having them deliver opening remarks or participate in training sessions. Their visible involvement reinforces the importance of safety.
• Leverage external trainers or consultants who can bring expertise, objectivity, and a fresh perspective to safety training, disrupting complacency.
• Demonstrate the transferable benefits of safety training, such as improved risk awareness, decision-making, and communication skills that can benefit employees both at work and home.
• By securing executive buy-in, you create a culture where safety is prioritized, resources are available, and employees are motivated to participate in safety training, ultimately reducing workplace incidents and associated costs

Learn more about how to get executive buy-in for your workplace safety program. 

Stay tuned for the next blog in this National Safety Month series on Monday, June 10.

A resounding yes! 

Those who reported having a CompTIA certification make about 32% more on average than those who have no certifications ($77,149), the Skillsoft survey found. When compared to the global IT population, those with CompTIA certifications made almost 6% more ($96,184). 

So, will you see a return? It’s likely.

But consider these results from the report too: 

• The highest percentage of IT decision-makers say certified staff at $30,000 or more on average than their non-certified counterparts. 
• Earning certifications tends to boost productivity, reduce troubleshooting time, and close skill gaps. 
• And, they tend to elevate one’s quality of work, improve engagement at work, and make professionals faster. 

What’s more, one in five professionals say they received a raise as a result of earning a certification, while others reported getting a promotion or a new job. So, is it worth it? I’ll answer your question with another question: Who doesn’t want to be better and faster at their job — and get paid more? 

Numerous factors may affect a professional’s compensation and job prospects, including the certifications they have. However, many other factors are at play too, like whether they’ve managed a team before, their soft skills and work history. The list goes on. 

While certifications are an excellent investment in one’s abilities, it helps to understand that a single certification isn’t always responsible for a professional’s earning potential or their ability to land a job. Bearing this in mind, consider what the average certification-holder reported in the IT Skills and Salary survey: 

The highest-paying CompTIA certification is Project+, according to the survey. Surprised? Keep reading.

Those who reported having this certification also tend to have an average of 13 certifications in total, and they primarily manage a team. Sixty-two percent of those who have their Project+ also say they’ve earned the Security+ certification too. Digging into this further, the most common job function of those with this certification isn’t in project management — but cybersecurity, with the most common job title being “security manager or director.”

Knowing this, CompTIA’s Project+ is a great addition for those seeking to bolster their project management skills, ascend to leadership positions, and generally take the lead on their teams. Candidates who pursue this certification will build skills in project management, including dealing with setbacks, team communication, change management and more. 

When it comes to assessing potential job candidates, skills like these carry almost as much weight for IT decision-makers as technical skills, according to Skillsoft’s survey. What’s more, training for this certification helps professionals build these skills without being confined to one framework or methodology, making it versatile and widely applicable. The new Project+ exam spans these topics: 

It’s recommended that candidates have at least 6 to 12 months of hands-on experience managing projects in an IT environment.

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA Project+ training

Cybersecurity remains both a key concern and top area of investment for many in leadership, according to the IT Skills and Salary Report. Often, this domain is also among the toughest to hire for, leaving a talent gap. Given the continuous demand for cybersecurity skills, the CompTIA Advance Security Practitioner (CASP+) certification is ideal for professionals who aspire to more senior roles on their teams, holding titles like security engineer or architect, risk analyst, among others.

Earning this certification means a professional can determine an organization’s cybersecurity readiness when faced with attack and implement solutions to strengthen its posture. This includes analyzing the organization’s architecture and operations; governance, risk and compliance; and more. It also satisfies the U.S. Department of Defense’s 8140.03M requirements.

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA CASP+ training
• Skillsoft’s Global Knowledge live, instructor-led prep course

This certification is recommended for cybersecurity professionals with a minimum of 10 years of experience, including at least 5 years of hands-on experience. The exam features up to 90 multiple choice and performance-based questions, focused on these areas: 

Those who aspire to a career in cybersecurity often start with CompTIA’s Security+ certification. Of the CompTIA certifications listed here, Security+ is the most popular, alongside A+ and Network+. If you’re charting your certification path, the latter two often serve as stepping stones to Security+. 

This certification proves a professional has the knowledge and skill to carry out the duties that many analysts, pen testers, and architects face day to day. It’s also required for professionals who plan to work with organizations like the Department of Defense.

CompTIA recommends candidates earn their Network+ first and have at least two years of experience in a security-focused role. To earn the certification, candidates must pass the 90-question exam, which features multiple choice and performance-based questions. 

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA Security+ training
• Skillsoft’s Global Knowledge live, instructor-led prep course

The current version of the exam (SY0-601) retires at the end of July 2024. The newer exam (SY0-701) tests candidates in these areas: 

CompTIA Server+ is an entry-level, broad scope certification that validates the skills of IT professionals who install, manage, and troubleshoot physical and virtualized servers in data centers, while reflecting the increasing industry adoption of cloud-based solutions leading to more hybrid environments.

Before sitting the exam, CompTIA recommends earning the A+ certification first and having at least two years of experience on the job. 

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA Server+ training
• Skillsoft’s Global Knowledge live, instructor-led prep course

The Server+ exam verifies knowledge and ability in four key domains:

The IT Skills and Salary Report found 82% of decision-makers see the demand for cloud computing skills increasing within their organizations. Part of the reason being has to do with the benefits reaped from the cloud: efficiency, scale, convenience, price. As organizations continue investing in this area, they also need skilled professionals to lead and implement the work.

CompTIA’s Cloud+ certification validates a number of skill areas that network administrators, cloud engineers and similar professionals must have to be successful on the job. The certification is also approved for select roles under the DoD 8140.03 requirements. 

Before sitting the exam, CompTIA recommends candidates have at least 5 years of experience, with up to three in a relevant role. If you’re earlier into your career, consider the Cloud Essentials+ certification, which we dive into below.

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA Cloud+ training
• Skillsoft’s Global Knowledge live, instructor-led prep course

To earn this certification, candidates must pass the 90-question exam. The new version of the exam (CV0-004), which is expected mid-2024, covers the following domains:

Unlike the previously mentioned CASP+ certification, which is designed for an advanced level, the CompTIA Cybersecurity Analyst (CySA+) certification is for intermediate-level professionals.

The CySA+ is a great choice for aspiring incident response analysts, threat hunters, cybersecurity engineers and similar roles. Those who pursue this certification will learn skills that help organizations improve their security operations and identify vulnerabilities. Certified cybersecurity analysts are adept at mitigating and detecting threats and responding swiftly. 

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA CySA+training
• Skillsoft’s Global Knowledge live, instructor-led prep course

Before sitting this exam, candidates should have at least four years of relevant experience, in addition to their Network+, Security+ or a comparable certification. Then, to pass the exam, candidates must prepare to answer multiple choice and performance-based questions related to these domains:

One of the main reasons why Network+ help candidates thrive at work is due to the vendor-neutral nature of the certifications.

For those who plan to work as administrators or engineers, studying for Network+ helps prepare you to build networks — regardless of vendor or technology — that are resilient and available. Earning this certification proves your knowledge of the essentials, but also network security, troubleshooting and operations. Further, it’s often a prerequisite for more specialized certifications, like Security+.

Before sitting the exam, candidates should have about a year of experience in a network-focused role. CompTIA also recommends having your A+ certification as well. Candidates have 90 minutes to complete 90 questions and need a passing score of at least 720.

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA Network+ Training
• Skillsoft’s Global Knowledge live, instructor-led prep course

Here are the domains for the new exam set to release June 2024:

Over the years, Linux has grown to become more or less the de facto standard for running highly available, reliable, and critical workloads — from bare metal to virtualization, cloud, and containers. As a result, a vast number of enterprises use Linux in cloud, cybersecurity, mobile and web administration applications. That means, there’s high demand for IT professionals who can navigate the ins and outs of this powerful and versatile operating system.

CompTIA’s Linux+ is made for the job, meaning it helps validate the skills professionals must have while supporting systems running Linux. The latest version of the exam is most heavily weighted toward systems management, which CompTIA describes as configuring and managing software, storage, processes and services.

Those considering the exam are recommended to have completed either the CompTIA A+, Network+, or Server+ certification. Additionally, 12 months of hands-on experience working with Linux servers in a junior Linux support engineer or junior cloud/DevOps support engineer job role is recommended. 

Resources to help you earn this certification:

• Skillsoft’s On-Demand CompTIA Linux+ training