Two weeks ago, I had the opportunity to sit with Rodney Campbell, Senior Vice President, Head of Third-Party Risk Management at Valley National Bank, to discuss TPRM strategies at Compliance Week National 2024.

We kicked off the conversation with a sobering statistic. Stanford Law School tracks the number of FCPA Matters initiated annually that allege bribery schemes involving third-party intermediaries such as agents, consultants, or contractors. So far in 2024, this number is 100 percent – and that’s not uncommon.

That’s why compliance professionals should consider a four-pronged approach to creating a TPRM program that considers strategy, infrastructure, action and implementation, and the consequences of neglect.

Strategy. According to Campbell, compliance professionals need to develop a strategy that addresses both activity and impact. What activities will you take to achieve maximum impact within your organization? What are you doing, and how does it impact the organization’s bottom line? Have you received stakeholder buy-in? Why does this matter?

“Constant and consistent engagement with your key stakeholders is the best way to hone in on a lasting strategy,” said Campbell. “You cannot act as an adversary to others in your organization. Everyone needs to understand the role they play in your process.”

Looking at your organization’s Environmental, Social, and Governance (ESG) report is an important way to understand your organization’s priorities and future goals. Think about ways to tie your TPRM efforts into the ESG report to show how you can contribute to your organization’s overall objectives – and protect the business in the process.

As compliance professionals, we can’t write rules in a vacuum. We need to understand the systems and processes that other teams are using to get work done. Then, we need to find the least intrusive way to ensure that we are mitigating risk within this infrastructure.

Infrastructure. After you’ve established a strategy for your TPRM program, the next step is to build an infrastructure around that strategy. Think about how you can build out your program in a way that is both sustainable and scalable.

“One of the best pieces of advice I can share is to embrace learning,” said Campbell. “Learn more about all aspects of what you’re trying to do. Get training. Bring all your stakeholders on board.”

But where does learning fall within a TPRM program? Who do you train – employees, vendors?

“Training is fundamental,” said Campbell. “It should be tailored based on roles and responsibilities.” And while this may differ from organization to organization, it is a key to a successful process. Many organizations provide training to employees who interact with third-party vendors to ensure they understand their responsibilities for managing third-party risks. This may include training on identifying red flags, securely sharing information with vendors, and reporting concerns.

Action and Implementation. Then, ready or not, we have to take action. Understanding what your organization can realistically achieve – both from a knowledge-based and a capacity-based perspective – is a key factor here. Show your stakeholders that you’ve truly considered the potential (and potential limitations) of your TPRM program. And then implement your plan:

1. Start by identifying and assessing the potential risks associated with third-party relationships. This includes evaluating the nature of the third-party’s services, the sensitivity of the data they have access to, their geographic location, financial stability, and their security measures.
2. Conduct due diligence on third-party vendors before entering agreements. This may involve reviewing financial statements, conducting background checks, assessing compliance with relevant regulations, and evaluating their security practices.
3. Ensure that contracts with third-party vendors include clear provisions outlining their obligations regarding data protection, security measures, compliance with relevant regulations, and the consequences of non-compliance. Consider including audit rights and requirements for regular reporting.
4. Implement processes for monitoring third-party vendors throughout the relationship. This may involve regular assessments of their security posture, financial health, compliance with contractual obligations, and any changes in their business operations.
5. Finally, develop a robust incident response plan that outlines how your organization will respond in the event of a security breach or other compliance issue involving a third-party vendor. Ensure that all relevant stakeholders are aware of their roles and responsibilities.

By starting with high-risk issues for your organization – country of operation, size of contract, types of goods and materials procured, etc. – you can find a starting point for your program. Tackling the highest risks will help to build credibility and allow scale.

Consequences of Neglect. Neglecting a TPRM strategy can have far-reaching consequences for your organization. Consider the following risks:

• Security Breaches: Neglecting proper risk management can result in security breaches if your vendors’ systems are compromised, potentially exposing your organization’s data or systems to unauthorized access.
• Data Loss or Theft: If a third-party vendor experiences a security breach or mishandles data, your organization’s sensitive information could be compromised, leading to financial loss, reputational damage, and legal consequences.
• Reputational Damage: Customers, partners, and stakeholders may lose trust in your ability to protect their information, leading to a loss of business and damage to your brand.
• Regulatory Compliance Violations: Neglecting third-party risk management can result in violations of regulatory compliance regulations, leading to fines, penalties, and legal action by regulatory authorities.
• Financial Loss: Remediation efforts, legal fees, regulatory fines, and potential lawsuits can all contribute to financial losses for your organization.
• Operational Disruption: A security incident involving a third-party vendor can disrupt your organization's operations, leading to downtime, loss of productivity, and disruption of services to customers or clients.
• Loss of Competitive Advantage: Customers may choose to take their business elsewhere if they perceive your organization as unreliable or insecure.

That’s why it is so important to implement robust risk management practices to mitigate these risks and protect your organization’s interests.

Every employee plays an important role in helping with supply chain management by understanding what global supply chain and vendor compliance is and calling out potential risks. Skillsoft recently introduced a new Global Supply Chain Compliance Solution to address third-party risk management which includes a new high-end video scenario and an updated design treatment.

This is a composite course that is fully configurable with our hide and reorder functionality. So, you can choose which topics are most relevant to your organization as you look to implement your TPRM strategy.

• Human Rights and the Global Supply Chain
• Forced Labor and Modern Slavery
• Excessive Work without Fair Compensation
• Unsafe and Unhealthy Working Conditions
• Best Practices for Addressing Human Rights Compliance

Supply chain and vendor compliance management is critical to your organization’s long-term success because it not only helps to prevent operation interruptions and potential reputation damages, but also helps to achieve your mission and vision by influencing suppliers and vendors to raise their ethics, health, and safety standards.

Enter Skillsoft CAISY^TM Conversation AI Simulator, an innovative generative AI (GenAI)-based tool for developing crucial business and leadership skills through simulated conversations. CAISY makes difficult work conversations easier by providing employees with an emotionally safe space to practice with an AI-powered trainer and learn from personalized feedback.

CAISY not only plays the role of the other person within the conversation but also provides personalized feedback and guidance on communication style to guide development. This is known as active learning – an approach to instruction that involves actively engaging learners with the topic at hand. Active learning provides the following benefits:

• Better outcomes. Active learning through CAISY promotes knowledge acquisition and skill development. Emphasizing real-world scenarios and simulations enables managers to apply theoretical knowledge to practical situations and develop problem-solving skills.
• More engagement. It enhances learner motivation and engagement by transforming the learning experience from passive to participatory. First-time managers can actively apply their knowledge and skills through practical experiences and challenges, making learning more relevant and stimulating.
• More application. It gives learners more opportunities to transfer their new skills to their work. When they are compelled to actively apply theoretical concepts to concrete situations, first-time managers gain a deeper understanding of the applicability of their lessons – building the confidence and competence needed for effective decision-making and leadership.

By January 2024, Skillsoft will have a total of 60 scenarios available within CAISY via Skillsoft Percipio, Skillsoft’s AI-driven online skilling platform.

Fourteen of these scenarios relate to first-time managers:

Accountability: With CAISY, first-time managers can practice taking responsibility for their actions and decisions, cultivating trust within their teams. When team members are confident that their manager will uphold commitments and address issues directly, managers are able to foster a culture of accountability across the team.

Delegation: Delegation is not simply assigning tasks; it's about entrusting responsibilities and empowering team members to make decisions. It is a skill that not only alleviates a manager’s workload but also fosters growth and development within the team. Practicing task delegation makes it easier for managers to free up more time to focus on strategic planning and decision-making.

Developing People: Developing people goes beyond simply improving their skills for the job at hand — it involves nurturing their potential, encouraging their growth, and helping them achieve their career ambitions. Managers who invest time and resources in their team members’ development foster a positive work culture where individuals feel valued and empowered.

Discussing Compensation: This sensitive topic requires delicacy, transparency, and fairness — and, therefore, some practice. Getting more comfortable with compensation discussions before they happen allows managers to effectively address any concerns their team members may have, thereby maintaining morale, productivity, and a sense of loyalty within the team. Inadequately handled, these conversations could lead to dissatisfaction, demotivation, and even attrition.

Interested in learning about the top-paying IT certifications moving into 2024? Read more here.

Driving Execution: Managers who are skilled at driving execution can ensure that team members are aligned with project goals, understand their roles, and are motivated to complete their tasks on time and to the required standard. An execution-oriented manager fosters a proactive work environment where team members are empowered to take initiative and work toward a common objective.

Emotional Intelligence: Emotional intelligence enables managers to empathize with their team members, understand their motivations and concerns, and respond effectively. This fosters a positive work environment where team members feel heard, understood, and valued. Managers with high emotional intelligence are better equipped to handle stress, resolve conflicts, and navigate challenging situations.

Managing a Cross-functional Team: Managing people with different backgrounds and skill sets exposes managers to various perspectives and ways of thinking, which can aid decision-making and problem-solving. A well-managed and diverse cross-functional team can quickly adapt to changes, enhance the quality of output, and significantly contribute to achieving organizational objectives.

Managing a Hybrid Team: Hybrid teams bring together the best of both worlds, allowing organizations to tap into a wider talent pool and offering employees the flexibility they crave. However, managing such a team requires understanding the unique challenges and opportunities hybrid work presents. Effective communication, team cohesion, and a sense of inclusivity and equality, regardless of where team members are located, are important skills to hone for first-time managers.

Setting Team Goals for Productivity: Effective goal setting provides a clear direction and roadmap for the team, aligning individual efforts with the broader organizational objectives. It encourages focus, fosters commitment, and enhances motivation among team members to achieve desired outcomes.

Strategic Thinking: Strategic thinking involves seeing the big picture, anticipating future trends or challenges, and devising comprehensive plans to achieve long-term objectives. With CAISY, first-time managers can practice steering their team in the right direction, making informed decisions, and allocating resources efficiently.

Potential and Expectations: Recognizing the potential in team members allows managers to align the right set of skills with tasks, foster personal development, and capitalize on strengths. Setting clear expectations provides a roadmap for team members, enabling them to understand what is required of them and how their contributions align with larger organizational goals.

Forming a Team: Assembling a team is not just about grouping individuals together; it’s about identifying the right mix of skills, personalities, and values that can synergize effectively. Managers who successfully form a team lay the groundwork for collaboration, innovation, and higher productivity.

Performance Reviews: Performance reviews offer a structured approach for providing feedback, setting goals, and identifying areas for improvement. They serve as a two-way communication channel, allowing managers to understand their team members' concerns and aspirations while sharing their own expectations. And for many first-time managers, simulating these conversations before they happen is integral to ensuring they go smoothly.

Starting Difficult Conversations: Whether they are related to performance issues, interpersonal conflicts, or process changes, difficult conversations are often challenging but necessary for maintaining a healthy team dynamic. Being able to handle such discussions with tact and sensitivity can prevent the escalation of issues, foster open communication, and cultivate a transparent work environment.

While many people believe that power skills are inherent, we’ve seen that they are actually a combination of inherent traits and learned behaviors. While some individuals may naturally possess certain qualities that contribute to effective communication and relationship-building, others can develop and enhance these skills through conscious effort and practice. And even if someone has a natural predisposition for strong interpersonal skills, there is still room for improvement and refinement through learning and experience.

Like any skill, practice is essential for improvement. Engaging in various professional situations through CAISY provides first-time managers with significant and impactful opportunities to apply and refine their skill sets.

Although organizations have made concerted efforts to improving diversity, equity, and inclusion in the workplace the gender gap remains stagnant with 15% of women surveyed reporting an equal ratio of men and women in the workplace, up three percentages last year but still a small percentage overall.

This imbalance is further highlighted by the fact that 46% of women in tech report that they are outnumbered by men in the workplace by ratios of four-to-one or greater.

Research by McKinsey has revealed a significant disparity at the entry-level, where only 32% of technology hardware roles and 43% of entry-level software roles are held by women. This disparity becomes even more pronounced higher up the career ladder, with women representing only 17% of hardware and 30% of software roles at the SVP level.

Thus, the need to attract more women into tech is clear, as is the pressing need to increase the representation of women in tech at the start of their careers by creating more entry-level opportunities and systems that encourage women to embark on tech careers. In addiktiona, companies need to focus on improving the environment to keep women in tech-related career paths, including equity in pay, equity in opportunities, and adequate representation. Consistent with trends across the broader tech industry, women are exploring new opportunities in pursuit of better compensation and more equitable work environments.

According to our latest IT Skills and Salary Report, an alarming 53% of tech professionals are at least somewhat likely to look for another position in the next year. This underscores a widespread desire for change among tech professionals, driven by similar concerns regarding management practices, training, career growth, and compensation.

Consider these stats...

• Likelihood of Switching Job Roles/Employers: Respectively, 37% and 31% of women are contemplating switching job roles or employers in the next year, citing crucial factors such as department or company management, lack of training, growth and development opportunities, and compensation.
• Value of Organizational Benefits: Women emphasize the significance of remote/hybrid work (63%), flexible working hours (60%), paid time off (60%), medical benefits (55%), and professional development//training opportunities (49%) as extremely important and valued organizational benefits.

In an era marked by technological advancements, Artificial Intelligence (AI) and Machine Learning (ML) have emerged as pivotal areas of focus for IT decision-makers (ITDMs), highlighting their critical role in driving innovation and maintaining competitive advantage.

This year’s IT Skills and Salary Report found that 37% of ITDMs worldwide identify AI and ML as key areas of focus. However, 43% rate their teams’ skill set in AI as low or somewhat low, revealing a significant gap in the skills required to effectively leverage these technologies. The disparity is even more pronounced among women in the field.

According to our Women in Tech Report, while 40% of women actively utilize AI in their professional roles, a striking 63% report a distinct lack skills and training in AI. This gap not only poses a substantial barrier to individual career growth but also hinders the complete harnessing of AI’s potential in the workplace.

Despite these challenges, 72% of women acknowledge that AI has increased efficiency and productivity, shedding light on its transformative impact and the upside potential.

• Interest in Learning AI: 41% of women express interest in learning about Analytics, AI, & Machine Learning, indicating a strong desire to acquire relevant skills in this transformative field.
• AI's Impact on Diversity and Inclusion: 32% report that advancements in AI are moderately improving diversity, equity, and inclusion, presenting an opportunity for positive change within the industry.

Women in tech want more opportunities – and rightfully so.

With a continuing urgent need to address this issue and create opportunities for women to thrive in the tech industry, organizations must prioritize attracting and retaining skilled talent through equitable training programs and recruitment strategies, especially given the ongoing challenges women in tech face in terms of representation, skill development, and workplace equality. Because the overall pool size is smaller, its takes a concentrated effort to attract women as part of the recruitment process, in particular for more senior roles . It is also important that as companies look at the candidate pool for first time leader roles to make a deliberate effort for equity.

Survey findings reveal persistent challenges faced by women in tech roles, with a notable lack of equity in opportunities (35%) as a major obstacle.

Among this disparity...

• 46% of women in tech report ineffective leadership, management
• 38% report a lack of equity in pay
• 24% highlight a lack of professional development, training opportunities

These statistics emphasize the urgency in addressing these issues and creating opportunities for women to thrive in the tech industry.

So, what can organizations do to support and encourage women?

Guaranteeing equitable pay, offering professional development and training opportunities, and providing more mentoring or coaching at work are among the top ways companies could support and encourage women in tech, reflecting the need for proactive measures to bridge existing gaps.

In the spirit of taking concrete steps towards this goal, companies like Lexmark are leading by example with initiatives that prioritize the development of a diverse and talented pipeline.

Recognizing the need for a tailored leadership program created for women, by women, Lexmark developed the “Women at Work Circle Groups” Program. This internal leadership development initiative is aimed at offering professional guidance, strengthening business acumen, and fostering future leaders, allowing women in their organization to dedicate time to their own career development.

The impact is clear – by providing more opportunities for professional development and training, companies can empower women in tech to sharpen their skills, paving the way for career advancement and industry relevance.

Women in tech are hungry for continuous learning opportunities and new skills essential in the tech industry.

Professional development was marked as an extremely important and a very important benefit to 86% of respondents, highlighting the significance of investing in women's development to foster a thriving and diverse tech industry both for employers and individuals.

Our research shows that certifications helped women feel more confident at work (50%), improved their skills in tech-related areas (36%), and allowed them to earn more trust and credibility (33%) at work.

Women are most interested in developing skills in these areas:

• Analytics, AI, and Machine Learning
• Leadership and Management
• Project Management
• Cybersecurity
• Cloud Computing

By offering avenues for leadership development, technical training, coaching, and mentorship, organizations can bridge critical skill gaps while empowering women to make a meaningful impact within the tech industry.

Employers must proactively create pathways to advancement and remove barriers that hinder women's progress in the tech industry.

Simultaneously, women in tech roles can support each other by seeking mentorship, embracing new opportunities, and advocating for themselves. For those aspiring to pursue a tech-related career, women ranked the following advice as most important:

• Invest in tech education
• Try out different roles
• Find a mentor
• Invest in power skill development
• Stay up to date with tech trends

By working collaboratively, both employers and women can contribute to closing the gender gap and fostering a more inclusive and rewarding environment within the tech industry.

Prioritizing equitable opportunities, investing in professional development, and advocating for gender diversity allows organizations to harness the full potential of women in tech, driving better business outcomes, innovation and sustainable growth.

For further insights and comprehensive findings, access the complete report.

A skills gap is less about a lack of ability and more about a goal. A skills gap is exposed when an individual or an organization wants to achieve a goal but doesn't have the capability today. Closing the gap requires learning or bringing in others to help accomplish the task at hand.

For individuals, skill gaps manifest like they did for Kate. Or Pablo, a QA engineer who upskilled from a role in customer service. Or Christine, who transitioned from a career in health care to becoming an associate software engineer.

Stories like these are becoming more common as people seek new career paths and show interest in developing their skills or advancing in their roles. However, much more significant issues also contribute to these shifts in how people work — most notably, ongoing technological advancements.

While tech stands to improve how people lead their lives at home and work, its efficiency impacts people's jobs, the economy, and so much else. AI, for example, has sparked a sharp demand in some jobs, like machine learning specialists, while also resulting in cutbacks of others.

The state of skill shortages globally is a compounding problem that has ramifications for both individuals and organizations of all kinds. And today, most organizations are grappling with them.

Read Next: How to Build a Vibrant Learning Culture in Your Organization

It's important to stress that skill gaps aren't a benign issue but furthering a global crisis that inspired the World Economic Forum's Reskilling Revolution, an ambitious mission to "prepare 1 billion people for tomorrow's economy and society." If left unchecked, global skill shortages could become a trillion-dollar problem.

What causes skill gaps?

Skillsoft's IT Skills and Salary Report has found that the pace of change in tech is the main factor. Others include a lack of investment in training, ineffective training programs, competition for talent, and attrition. While these are among the most common reasons, it's not an exhaustive list.

In tech, skill gaps are worst in areas like AI, cloud computing, and cybersecurity. However, the report shows that power skills are increasingly important, often serving as differentiators for prospective job candidates. Skills like leadership, project management, and others can make a big difference at work, but tech leaders recognize gaps in their teams in these areas too.

Regardless of where the gaps are, they take a toll on teams. The most common consequence of skill gaps is elevated stress levels among existing employees. Employees who feel stressed often miss more work — or quit altogether — and their productivity slumps.

Skill gaps have far-reaching, pervasive impacts on businesses. From project slowdowns to security vulnerabilities, these shortages create many roadblocks on the path toward progress.

However, the inverse can happen when individuals or organizations work toward bridging gaps. Employees often feel more engaged at work, they complete tasks faster, and morale jumps too. By addressing this challenge, organizations can solve several simultaneously.

"With societal unrest on the rise across much of the industrialized and emerging world, labour markets in flux from the fallout of the pandemic, technological disruption and the green transition, collaboration between the public and private sectors can advance an entirely different agenda, where people's futures and global economic prospects are enhanced by mobilizing worldwide mass action on reskilling, upskilling and education transformation."

– World Economic Forum on its Reskilling Revolution

Read Next: How to Know If Your Learning Program Is Working

When it comes to skill gaps, Skillsoft isn't exempt. Skillsoft shares many of the same needs as other companies that offer cloud-based solutions — reliability, efficiency, talent, and growth.

Within the past decade, Skillsoft has made significant strides in its goal of offering a modern solution to organizations that struggle with their own skill gaps.

But, we benefit from this work too.

Skillsoft has modernized its learning platform, Percipio, to remain competitive in the market, deliver a better experience, and scale to meet business needs. Transforming the company's software engineering discipline made this possible.

"Our enhancement efforts spanned numerous areas," says Murali Sastry, Skillsoft's SVP of Engineering and Cloud Operations. "Mastering new programming languages and process management, and revolutionizing our approach to platform hosting – upskilling was essential in every facet of our operations."

By reskilling and upskilling employees, the collective team earned dozens of AWS certifications, closed gaps in critical areas, and realized exceptional outcomes. Through this workforce transformation, Skillsoft cut 90% in recruiting costs, saved $5 million, and increased employee retention by 75%.

As Murali said, upskilling was essential to get these results. However, what that means and the approach can vary.

Read Next: Cloud Transformation: How Skillsoft Utilized its Learning Pathways to Upgrade its Capabilities

Many of Skillsoft's customers have transformed their workforces, spurred by a desire to reach new heights in safety, compliance, leadership, and technological innovation.

This includes Lexmark, which transitioned from a printing company to one that offers global imaging and Internet of Things (IoT) solutions. Lexmark's journey was an intensive yet fruitful endeavor to shift its culture and empower employees to become highly adept in leadership, diversity, equity and inclusion, and many technical areas. (Read that story here.)

DB Systel, a Germany-based rail business, struggled to source the talent needed, so it created a "Sprint Starter" program to upskill recent graduates. The program focused on onboarding employees and bridging gaps in the broader marketplace.

What these stories share with Skillsoft's and others' (perhaps yours) is that each path is unique. Even so, there are best practices to follow to help close gaps, like having a job architecture in place, encouraging learning, and making materials accessible.

As the world experiences continued skills disruption, talent development teams need to know what they're up against. Skillsoft's annual Lean Into Learning Report compiles insights to help optimize your upskilling strategy and provide more guidance on closing skill gaps.

Employee turnover is a trillion-dollar problem in the United States alone, Gallup reports. A big price tag comes with low job satisfaction and high attrition for businesses. But, as Gallup points out, it’s about more than just the money.

“Losing your best people means losing your reliable winners, your constant innovators and your most effective problem solvers,” write the authors Ben Wigert, director of research and strategy, workplace management, and Shane McFeely, former director of hiring analytics research.

But what’s pushing valued employees out the door?

Skillsoft’s research found the main reasons why software engineers leave is mostly attributed to a lack of professional development and work-life balance. Others were compelled by higher compensation elsewhere. However, some cited leadership and organization performance.

The top 5 reasons why software engineers quit their employees:

Software engineers are problem-solvers. They enjoy developing innovative solutions that have a meaningful impact. They want opportunities to grow and advance their careers. Mostly, they want to put their skills to work.

But what happens when their skills become stale? What happens when they don’t get to exercise their abilities? What happens when they hit a wall in their careers?

No surprises, they leave.

Here’s where leaders can step in to make a difference.

The Skillsoft survey shows that software engineers largely feel secure in their roles and are at least somewhat satisfied.

But as mentioned, about half are at least somewhat likely to look for a new job. What’s missing at work?

It often comes back to growth. They want opportunities to invest in their skills through training, learning from their peers, and practical code commits that contribute to the organization’s mission.

Virtually all software engineers see professional development as important in their journey forward.

But what does professional development mean in the software world?

This could mean supporting internal career mobility. At Skillsoft, the software engineering team comprises dozens of squads worldwide — all work toward different business objectives and goals.

Some team members have moved to different squads or switched roles within squads to explore interests. This also helps diversify their experience, broaden their perspective, and build new skills. As a result, our team has upskilled employees into full stack and site reliability engineers by allowing this type of internal mobility.

Professional development could also mean devoted time and opportunities to learn.

When it comes to learning, software engineers value the quality of content and opportunities for hands-on practice above all else. Everyone learns differently, though. As a leader, it’s important to understand what motivates our teams to reinvest in themselves. As Skillsoft’s findings show, when people learn and invest time back into their skills, it boosts morale, engages employees, and leads to improved outcomes. In other words, it’s mutually beneficial.

Leaders must exemplify the ideals and values we want for our employees: respect and integrity, open communication, emotional intelligence, continuous learning, skills application and so on. We must lead by example and remove as many barriers as we can to help propel their careers forward.

Encourage Engineers to Learn and Apply Their Skills

Workload is the main reason preventing engineers from learning new skills. To solve this challenge, it requires both clear communication and a delicate balance. Given the nature of software engineering and the rapid evolution of the technology landscape, continuous learning is critical for a successful career in this field.

Leaders must work with their teams to support individual career aspirations, encouraging employees to explore their interests by working with others outside of their team, contributing to new projects, or carving out time for training. Doing so can open new doors for employees who want to advance their careers while also helping bridge skill gaps.

Provide Coaching and Mentorship Opportunities

Historically, the engineering teams at Skillsoft reflected a traditional organizational structure with managers engaged in managerial activities and the team executing. We have transformed this into a player-coach model, with strong managers who actively write code or provide feedback on code, architect solutions, or build products.

Now, those who lead teams also actively write code, contribute to the architecture or build of products — all the while, they interface with customers, coach their teammates, and onboard new employees, helping them learn best practices.

Now, collaboration happens organically and continuously. The bonds among employees are stronger, and those who’ve gained valued career experience seamlessly pass it on to others. Truly, it’s a culture of learning and teaching.

Remain Open to Feedback and Ideas

Everyone on the team should feel comfortable giving feedback and ideas to improve to their manager. Collectively, we should always look for ways to do something faster or better. For leaders, skills like emotional intelligence and interpersonal communication become especially important in establishing trust and fostering a culture of open communication.

But it also helps to accommodate different communication styles to make time and space for employees to share their thoughts and feelings about work.

Every quarter at Skillsoft, we ask for feedback and make time for ideas. One way is by surveying our team. We ask about their job satisfaction, the reasons for their scores, and more. These surveys provide candid responses that help us understand areas to improve and reinforce what we’re getting right.

At Skillsoft, our journey to modernize the Percipio platform started with our team. We needed to empower our employees in their roles. We wanted them to feel invested in the company and their work.

Gallup and Workhuman released a report that shows how an employee feels and is recognized at work can impact productivity, safety, absenteeism, and attrition. While it may seem simple, employee recognition can tremendously impact how people feel about their jobs.

By being intentional in your actions as a leader — from recognizing a job well done to supporting career transformation — you’ll find that employees in any role will feel more fulfilled at work and want to stick around.

That’s been true for our team. At Skillsoft, by making concerted efforts to invest in our teams, invest in skills, and certification training, we’ve seen employee retention climb by 75%. Meanwhile, we’ve realized the cost-savings and monetary benefits of a productive, engaged global workforce. And we've covered this in more detail here, hoping it'll help others.

One of the most commendable aspects of this legislation is its stringent controls on high-risk AI use cases. Recognizing the potential for significant societal impact and ethical implications, the law mandates intense approvals and controls for AI systems deemed to pose a high risk to individuals, communities, or fundamental rights. By subjecting such applications to rigorous scrutiny and oversight, the legislation seeks to mitigate the potential harms associated with AI while promoting innovation and progress and deter such development of systems that may produce those harms.

Equally crucial are the transparency and accountability requirements imposed on limited-risk AI use cases. While these applications may not pose as immediate or severe risks as their high-risk counterparts, they still warrant careful monitoring, adaptation and regulation.

The law emphasizes the importance of transparency in AI decision-making processes, ensuring that individuals understand how AI systems operate and can hold developers accountable for their actions. By fostering transparency and accountability, the legislation promotes trust and confidence in AI technologies, essential for their widespread adoption and acceptance.

However, the true challenge lies in navigating the ambiguity inherent in distinguishing between limited-risk use cases and those that could potentially escalate into high-risk scenarios.

As AI continues to snake its way through various aspects of society, identifying and addressing these gray areas will be paramount. It requires ongoing vigilance, collaboration, and a willingness to adapt regulatory frameworks in response to emerging threats and challenges.

Despite these complexities, I am optimistic about the future of AI regulation. The enactment of this law represents a significant milestone in our collective journey towards harnessing the potential of AI for the greater good.

By adopting a risk-based approach and prioritizing transparency and accountability, we are actively working to lay the foundation for a more responsible and sustainable AI ecosystem. And as we embark on this new era of AI regulation, let’s remain vigilant, proactive, and committed to ensuring that AI serves as a force for good in our rapidly evolving world.

My final thought is this: The AI Act is a decisive step in challenging how society thinks about and interacts with AI. In fact, it puts human beings in the driver’s seat – allowing us to contribute to the narrative of AI as it unfolds.

Even if the law doesn’t impact your organization due to its geographic location or the risk level in which you deploy AI, there’s a lot you can take away from it.

For example: one of the most impactful ways your organization can contribute to the conversation around AI in the near term is to establish an AI policy for its employees. A formal AI policy defines how employees can use AI within your organization and typically covers ethical usage, bias and fairness standards, compliance requirements, and other critical guidelines and guardrails.

As AI best practices evolve in your country, so will your AI policy.

Emotional intelligence is essential for fostering positive work cultures, increasing efficiency and productivity, promoting growth and innovation, motivating team members, making sound decisions, and developing strong bonds between leaders and their teams.

But it can be difficult to quantify emotional intelligence. Look at the graphic below to see common characteristics that make emotionally intelligent leaders easy to spot.

While emotionally intelligent leaders have many outstanding qualities, the following four are foundational to their success:

Effective Communication

What this looks like: Emotionally intelligent leaders tend to communicate openly, honestly, and respectfully. They tailor their communication style to the needs of their team members, ensure messages are understood, and encourage open dialogue and feedback.

Why this is essential: Emotional intelligence enables leaders to understand and empathize with their team members’ emotions, allowing them to communicate more effectively and build stronger relationships.

Conflict Resolution

What this looks like: Instead of avoiding or escalating conflicts, emotionally intelligent leaders address them calmly and constructively. They listen to all sides of an issue, identify underlying emotions and concerns, and work with the parties involved to find mutually beneficial solutions.

Why this is essential: Leaders with high EI can navigate conflicts more efficiently by understanding the emotions driving the conflict and finding mutually beneficial solutions.

Motivation and Inspiration

What this looks like: Emotionally intelligent leaders inspire and motivate their teams by setting clear goals, providing meaningful feedback, and recognizing and celebrating achievements. They create a positive work environment where team members feel valued, empowered, and motivated to perform at their best.

Why this is essential: Leaders with high EI can inspire and motivate teams by understanding their emotions and needs, which fosters a positive and supportive work environment.

Adaptability

What this looks like: In the face of change or challenges, emotionally intelligent leaders remain flexible and adaptable. They maintain a positive attitude, seek opportunities for growth and learning, and help their team navigate transitions with resilience and optimism.

Why this is essential: In today's dynamic business environment, adaptability is crucial. Leaders with high EI can adapt to change more easily by understanding and managing their own emotions and helping their teams navigate change.

Emotional intelligence comes naturally to some people, but others need to work harder to cultivate it. Don’t worry – it is a skill that can be developed.

Here are some strategies for your leaders to begin focusing on their emotional intelligence:

• Self-awareness: Encourage them to start by paying attention to their own emotions, thoughts, and reactions in various situations. They should reflect on why they feel a certain way and how their emotions influence their behavior.
• Self-regulation: Techniques like deep breathing, mindfulness meditation, or taking a moment to pause and reflect before reacting impulsively can help your team to practice managing their emotions more effectively.

• Empathy: Leaders must work to understand and empathize with the emotions and perspectives of their teams. Active listening, putting themselves in others’ shoes, and trying to see things from their team member’s point of view are great ways to develop empathy.
• Social skills: Emotionally intelligent leaders must develop strong communication and interpersonal skills. Encourage your leaders to practice expressing themselves clearly and assertively, resolving conflicts constructively, and building positive relationships with others.
• Emotional awareness: We must all learn to recognize and understand the emotions of those around us. Prompt your leaders to pay attention to nonverbal cues such as facial expressions, body language, and tone of voice.
• Continuous learning: Provide your leaders with opportunities to read books, attend workshops, and take courses on emotional intelligence to deepen their understanding and gain new insights into how emotions work and how to manage them effectively.
• Give and receive feedback: Encourage your leaders to ask for feedback on how they handle emotions and interactions – using these insights to identify areas for improvement and adjust accordingly.
• Practice empathy: Provide opportunities for your employees to engage in activities that help them connect with others on an emotional level, such as volunteering, mentoring, or participating in group discussions.
• Set goals: Request that your team establishes specific, achievable goals for improving their emotional intelligence, and track their progress over time. Celebrate their successes and learn from any setbacks along the way.

Encouraging your team to incorporate these practices into their daily routine may gradually enhance their emotional intelligence and cultivate healthier relationships, both personally and professionally.

While the list above is a great starting point, one of the most impactful ways to empower future-fit leaders to become more emotionally intelligent is through a coaching program.

Coaching is an effective way for you to support your team as they work to achieve their goals, maximize their potential, and enhance their performance. It is a flexible and adaptable process that can be tailored to the specific needs and objectives of each team member and be a power catalyst for behavioral change.

Interested in how you might use coaching to build emotional intelligence in your leaders?

Here are some important power skills for tech workers:

• Communication: Tech workers may struggle to effectively communicate complex technical concepts to non-technical colleagues or clients. Clear and concise communication is essential for collaboration and project success.
• Teamwork: In highly technical environments, individuals may prefer working independently rather than in teams. However, many tech projects require collaboration across departments and disciplines, necessitating strong teamwork skills.
• Empathy: Understanding the perspectives and needs of others, whether they are teammates, clients, or end-users, is crucial for developing user-friendly products and fostering positive relationships. Tech workers may need to consciously cultivate empathy to excel in their roles.
• Adaptability: The tech industry evolves rapidly, with new technologies and methodologies emerging frequently. Tech workers must be adaptable and willing to learn new skills to stay relevant in their careers.
• Leadership: As tech workers advance in their careers, they may need to take on leadership roles. Effective leadership requires not only technical expertise but also the ability to inspire and motivate teams, resolve conflicts, and make strategic decisions.

While some tech workers may naturally excel in these areas, others may need to actively work on developing their power skills through training, practice, and feedback.

Many tech companies recognize the importance of power skills and offer professional development opportunities to help their employees strengthen these abilities. (Yes! Power skills can be taught!)

And that’s where Skillsoft CAISY^TM, simulates our Conversation AI Simulator, can help. Skillsoft CAISY simulates honest conversations with AI-powered colleagues and delivers an output to recognize when you get the dialogue right. Conversely, it points out your blind spots and helps you improve on them.

When we launched Skillsoft CAISY in September, it primarily dealt with Leadership & Business scenarios related to first-time managers or diversity, equity, and inclusion (DEI). But now, Skillsoft CAISY boasts a handful of scenarios related to compliance and technology.

Following are some of our custom technology scenarios to help learners navigate dynamic situations related to technology that may require power skills to be successful.

Considerations for Using AI Responsibly: As more and more workforces try to leverage the power of artificial intelligence (AI), it is crucial for organizations to establish clear communication and strategic planning when integrating AI into daily work.

In this scenario, learners will have the opportunity to discuss the potential use of AI when performing their duties with a manager.

Investigating a Cybersecurity Breach: IT support teams play a critical role in detecting and mitigating potential damage from cybersecurity breaches. Understanding the threat, implementing actions to limit potential damage, reviewing your incident response plan, and preventing future breaches are critical steps in safeguarding the company’s operations.

In this scenario, learners will play the role of an IT support specialist who is working with a colleague to investigate a potential cybersecurity breach.

Managing the Responsible Use of AI: As more and more workforces try to leverage the power of AI, it is crucial for organizations to establish clear communication and strategic planning when integrating AI into daily work. Even if your organization has approved the use of AI for improving productivity and efficiency, every employee is responsible for ensuring that privacy and security guidelines are being followed.

In this scenario, learners will play the role of an IT director discussing the potential use of AI with one of the team managers within the company.

Presenting a Product-Led Growth Strategy: A product manager’s data-driven recommendations play a crucial role in prioritizing investments and guiding the strategic direction and growth of their organization. Developing a comprehensive plan that aligns investment recommendations with the company's growth objectives will help inform leadership’s strategic decisions for the company.

In this scenario, learners will play the role of a product manager tasked with determining the key market segments for investment that will drive your company’s product-led growth. You’ve collaborated with the business intelligence team and the next step is to advise your manager on the data collected, your analysis, and its importance.

Problem Solving after a Retrospective Meeting: After a retrospective meeting, it is good practice to follow up with team members on the various outcomes from the meeting and to ensure that everyone is clear on any actions they need to take.

In this scenario, learners will play the role of the Scrum Master for a team that recently had a retrospective meeting. You will be working with the Software Development Manager to address issues that were brought forth. Together, you'll review the team's recent sprint and its challenges, focusing on improving the team's efficiency and communication through a clear plan of action.

Additional Skillsoft CAISY^TM scenarios in tech include:

• AI Ethics and Risk
• Cloud Migration Planning
• AI Software Requirements Planning
• IT Hardware Troubleshooting
• Daily Scrum Strategy
• Project Capacity Planning
• Software Project Requirements Planning
• IT Software Troubleshooting
• Building a Data Team
• Cybersecurity Pen Testing
• Project Risk Identification

Many organizations understand the importance of empowering tech workers with tailored learning experiences in core coding skills, cloud, cybersecurity, web development, and AI to help drive transformative growth. Yet, they drop the ball when it comes to offering the same opportunities to learn, practice, and apply new power skills.

Consider checking out Skillsoft CAISY^TMto improve your learning program today.

When skill gaps exist in a company, employers most often see increased levels of stress among employees. They’re overworked, overburdened, and short on the resources they need to do their jobs.

Projects also take longer to complete, making it harder to meet business objectives. All these consequences result in decreased innovation and customer satisfaction, while leading to an increase in security vulnerabilities and operating costs.

Upgrading professional abilities is essential for both personal and organizational success. To lessen the impacts of skills gaps, organizational decision-makers need to leverage professional development programs and embrace cultures of continuous learning in their daily operations.

For employees who are eager to expand their horizons without changing employers, a strategic focus on upskilling and reskilling is paramount. By learning new skills, employees have a better chance at internal career mobility and being successful in their new roles.

As employees build new skills, they can measure their progress through regular assessments. We use Skills Benchmarks to test a person’s skills at one stage of their journey, and then recommend training to close their skill gaps before testing again to gauge their progress. Along the way, learners earn badges to recognize their efforts and validate their newly acquired skillsets.

Upskilling and reskilling employees are strategic ways organizations can close skill gaps, retain their employees, and improve satisfaction and engagement at work.

The adage “it’s not what you know, but who you know” needs a modern remix. Power skills have taken center stage in the contemporary workplace, and they are here to stay.

Skills like empathy, agility, creativity, and resilience have become a defining factor in the career trajectories of tech professionals. Power skills help facilitate better collaboration and leadership, as well as preparing employees to weather industry changes and stay ahead of the curve.

According to our Lean into Learning Report, power skills continue to hold the utmost importance for organizations. In fact, the top 20 digital badges of 2023 all related to developing different power skills such as:

• Written Communication
• Public Speaking
• Emotional Intelligence
• DEI

All employees need a balance between technical skills and power skills. Through effective training, employees can learn to hone these skills and proactively prepare themselves for career leaps within their organization.

An organization’s most valuable resource is its employees. Encouraging and providing pathways for internal mobility has many benefits, the most prominent being that it demonstrates that companies truly value their workforce.

Here are some of the other main benefits of internal career mobility for both organizations and their employees:

• Retention. Employees are 41% more likely to stay at their company longer when their organizations hire from within. By nurturing your employees, and providing them with opportunities for growth, you keep top talent and prove your organization’s trust in, and dedication to, its workers.
• Collaboration. Having an agile work environment where employees can try new roles, take on different projects, and develop new skills fosters collaboration. This allows your team to fill skill gaps from within, saving both time and money in the long run.
• Engagement. To keep people invested in your company, you need to be willing to invest in them. When employees are given the opportunity to develop their skills, it’s easier for them to maintain interest and investment in both their work and the organization as a whole.

The relationship between career mobility and skill enhancement is the future. For employees, closing skill gaps offers a dynamic and fulfilling professional life. For companies, it represents a strategic investment in their most crucial asset — their people.

The key to career mobility is creating a culture of continuous learning and adaptation, but simply checking a box is not enough. Rather, it’s about and fostering an environment where skills development is not only encouraged but rewarded.

By actively pursuing skills development and seizing internal opportunities, employees can not only keep pace with the changes in their industry, but also become agents of change within their organization.

Learn more today about how you can close skills gaps and foster career mobility within your organization today.

There are several reasons why getting Google Cloud certified can be beneficial for your career, including:

Industry Recognition

Broadly, cloud computing is the second greatest area of investment for IT decision-makers in the year ahead, with Google Cloud recognized as a top vendor. Pursuing a Google Cloud certification recognizes a professional’s ability to administer, manage, secure, and otherwise work with one of the leading cloud providers on the market today.

More Job Prospects

Google Cloud certification helps you stand out in a competitive job market and makes you more attractive to potential employers. It also demonstrates a commitment to your profession and a willingness to learn and keep up with new technologies.

Out-Compete the Market

Google Cloud-certified professionals are in high demand, often earning higher salaries than their non-certified counterparts. The Skillsoft IT Skills and Salary report states that Google Cloud certifications are among the highest-paying certifications in the IT industry.

Personal-Professional Growth

The process of preparing for a Google Cloud certification helps deepen your knowledge of these technologies and enables you to learn new skills. Learners can choose which method is best for them: self-paced courses, live classes taught by an instructor, hands-on practice and exam preparation, and more.

To help you pass the certification exam, various resources are available from Google Cloud and learning providers like Skillsoft, Global Knowledge, and Codecademy.

The Professional Cloud Network Engineer certification tests the skills and knowledge required to design, implement, and manage secure, scalable, and highly available network solutions on Google Cloud. It's best suited for network engineers, cloud architects, and those responsible for implementing and managing networks. By earning this certification, network engineers and cloud architects can demonstrate their expertise in designing and managing secure and scalable network solutions.

To earn this certification, candidates must demonstrate proficiency in several key areas, including designing, implementing, and managing enterprise-grade network infrastructure; configuring network services such as Virtual Private Cloud (VPC); multi- and hybrid-cloud connectivity; cloud security; and optimizing network performance and reliability.

Candidates have two hours to complete the 50 to 60 questions on the exam, which costs $200. Google recommends three years of professional experience in this domain before sitting the exam, with at least one working with its platform.

The Professional Cloud Security Engineer certification validates an individual's expertise in designing and implementing secure infrastructure on Google Cloud. It's best suited for security engineers with at least three years of professional experience in this domain, with at least one year working in Google Cloud.

Those engineers who plan to sit this exam must be proficient in securing workloads and infrastructure on Google Cloud. They must know how to configure the platform's security controls, monitor and respond to threats, and uphold network security defenses. Professionals in these roles often support compliance requirements, enforce regulatory controls, and define an organization's security policies.

Candidates earn this certification after passing the two-hour exam of 50 to 60 multiple-choice questions. It can be taken online or at a testing center, costing $200.

The Professional Cloud DevOps Engineer certification validates an individual's expertise in continuous delivery and automation, service monitoring, site reliability engineering (SRE), and more.

To earn this certification, candidates must pass a single exam covering various topics, such as bootstrapping organizations for DevOps and building and implementing CI/CD pipelines for a service. Google recommends having at least three years of professional experience, at least one working within the platform.

The two-hour exam costs $200, features up to 60 multiple-choice questions, and candidates may take it online or at a testing center.

The Cloud Digital Leader certification is a foundational-level certification that validates a professional's knowledge of Google Cloud, its services, and its capabilities in supporting an organization's cloud initiatives. It also benefits those in a business-facing role who work collaboratively with technical professionals or those who work with multiple cloud providers and must understand the services of each.

To earn this certification, professionals must familiarize themselves with these areas:

• Digital transformation with Google Cloud

• Infrastructure and application modernization

• Innovating with data and Google Cloud

• Google Cloud security and operations

The exam costs $99 and gives professionals 90 minutes to complete the questions. There are no prerequisites for this exam. A new exam guide will take effect in March 2024.

The Professional Data Engineer certification is for professionals who work with Google Cloud technologies to design, build, and manage data processing systems and workloads.

To earn this certification, candidates must demonstrate their proficiency in creating data processing systems; managing, monitoring and securing infrastructure; and preparing data for analysis and engineering, like in machine learning models.

The exam consists of 50 to 60 multiple-choice questions that test a candidate's knowledge of various Google Cloud services, including Cloud Storage, BigQuery, Cloud Dataflow, Pub/Sub, and Cloud Dataproc.

The exam costs $200. Candidates should have at least three years of experience before sitting the exam, including one working in Google Cloud.

The Professional Cloud Developer certification proves a professional's ability to design, build, and manage robust, scalable applications with Google Cloud. Candidates who pursue this certification are familiar with at least one programming language, developer tools, managed services, and Google's best practices.

To earn this certification, candidates must pass the exam. The general availability exam costs $200, but developers can take a beta version starting March 27 to earn or recertify the certification. Doing so helps Google create a new, finalized version of the exam. It costs $120, takes up to three hours, and ranges between 70 and 75 questions. The GA exam lasts two hours and ranges between 50 and 60 questions.

The Professional Cloud Architect certification offered by Google Cloud is for IT professionals who want to demonstrate their expertise in designing, developing, and managing robust and scalable cloud solutions using Google Cloud technologies. It's the highest-paying IT certification overall in the U.S. and the most popular Google Cloud certification, according to the IT Skills and Salary survey.

To earn the certification, candidates must pass the exam, which tests their ability to design and plan an enterprise cloud architecture, manage and provision cloud solutions, and ensure security and compliance.

For this exam, candidates will run into two case studies. These force candidates to apply their knowledge to realistic scenarios. Case study-related questions account for up to 30% of the exam. Like others, this exam costs $200 and features up to 60 questions. Candidates should have three years of professional experience before taking the test, with at least one working with Google Cloud.

The Professional Cloud Database Engineer certification is for more senior IT professionals focusing on creating and managing databases. Google recommends that these professionals have at least five years of professional experience, with at least two working specifically with the platform.

Candidates' experience must include creating, managing, and troubleshooting databases that applications use to store and retrieve data. In pursuing this certification, the exam is most heavily graded on a candidate's ability to design scalable, highly available database solutions.

The exam costs $200, spanning 50 to 60 questions, and lasts up to two hours. Again, this exam requires more experience than other professional-level certifications Google offers. Candidates should have at least five years of experience before sitting the test.

The Professional Machine Learning Engineer certification suits those who build, maintain, and optimize ML models with Google Cloud technologies and supplementary tools. Candidates who plan to pursue this certification must feel comfortable with large datasets, writing reusable code, and promoting fair and ethical AI practices at all stages of development.

To earn this certification, candidates should be proficient in Python and Cloud SQL to answer some exam questions correctly. What's more, those after this certification must be familiar with the following:

• Model architecture

• Data and ML pipeline creation

• Metrics interpretation

• MLOps, application development

• Data engineers and governance

Google says this certification doesn't cover generative AI, though. The reason is that it's moving too fast. Instead, Google offers different learning paths outside this certification, including for technical (developers) and non-technical professionals.

This exam costs $200, covers up to 60 questions, and lasts two hours. Professionals should have at least three years of experience before sitting the exam — at least one working with Google Cloud.

The Professional Google Workspace Administrator is for systems administrators, cloud solutions engineers, or systems engineers responsible for their organization's Workspace. These professionals configure the organization's Workspace to support varying use cases and comply with policies and security standards. Administrators focus on efficiency, making it easy for people across the organization to use their Workspace and train team members to make the best use of it.

To earn this certification, candidates must pass the exam. It costs $200, includes up to 60 questions, and lasts up to two hours. Google recommends having at least three years, with one administering Google Workspace, before sitting the exam.

The associate-level Google Cloud Engineer certification is for those with at least six months of experience working with the platform to plan, configure, and manage cloud environments. These professionals use the command line and Google Cloud Console in their day-to-day work to manage and secure cloud solutions.

To earn this certification, candidates must pass the exam. It costs $125, lasts up to two hours, and includes up to 60 questions. Again, candidates should have six months of hands-on experience working with Google Cloud technologies before sitting the exam.

This top-paying Google Cloud certifications list is based on 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, and other types of questions while taking the survey.

Technology providers, certification bodies, and Skillsoft distribute the survey to IT professionals worldwide. Google Cloud is a sponsor and supporter of the survey.

This list focuses on 703 respondents who reported having one or more Google Cloud certifications. When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand, and other factors.

*Some of the salaries reported by respondents in the United States, Europe, the Middle East and Africa, the Asia-Pacific, and Latin American regions largely fall below that threshold. They are presented for continuity but lack statistical relevance. Salaries are not normalized based on cost of living or location.

There are many reasons why top talent may look to leave an organization. If your company is dealing with losing some of its top talent, start internally and see what must change.

Here are some of the main reasons why you may be losing top talent at your organization and how to prevent them from leaving:

Poor Management

People don’t leave jobs or companies; they leave managers.

Poor management often leads to disengagement and frustration among employees. A good leader can elevate a team to great heights, but an insufficient leader can push workers over the edge and be a deciding factor in whether they want to stay with a company.

Uncaring and uninspiring leaders are a major reason people quit their jobs. According to a survey done by GoodHire, employees are most frustrated by managers who are overbearing and micromanage their work, as well as managers who expect them to work outside of office hours.

With historically high quit rates since the COVID-19 pandemic, it’s crucial that leaders know how to best engage and inspire their teams. By providing managers with opportunities to develop their management skills, you help ensure that they have what it takes to manage others with better leadership, communication, and team-building skills, leading to a more productive relationship.

Poor Compensation

In research conducted by Pew Research Center on the top reasons employees quit their jobs, 63% of respondents cited low pay as a key reason for wanting to leave their positions.

According to its survey, 42% of workers who had quit a job said they received better benefits, such as health insurance and paid time off after starting another position. Fifty-six percent of those who quit a job are now earning more money than before.

To stay competitive with pay and benefits, it’s important for employers to look at what competing companies are paying their employees. By offering pay and benefits that match or exceed those being offered by others, you’re not only ensuring that your employees are getting the pay that they deserve, but you also have a better chance of retaining top talent.

But what happens when companies don’t have the resources to offer better compensation to their employees right now? In Skillsoft’s IT Skills and Salary Report, many respondents said their organizations have skills gaps because they can’t provide the compensation candidates request.

While your company may not be able to provide more money to top talent, there are other ways to support your employees’ careers by providing opportunities to learn new skills, earn certifications, or even explore other roles within the organization. All of these options can help employees advance their careers, while retaining talent. A lack of professional development is the top reason why people leave their post.

Still, the Skillsoft report also shows compensation is among the top reasons why people seek out a different employer. As a team leader, you must be transparent about what’s possible, providing clarity about timelines, raises, and more. Otherwise, you’ll remain at risk of losing team members.

Disconnection with Company Culture

Having a positive company culture is a huge part of what makes employees want to work at specific organizations. One way to create a positive culture within your company is by promoting an organization-wide culture of learning.

Promoting a companywide culture of continuous learning is a crucial key to success in an organization’s ability to retain, upskill, and empower their employees, particularly in an environment where top talent has more job options than ever. Providing opportunities for skills development helps to ensure that team members feel both empowered and engaged, leading to better outputs and more positive work environments.

Core values like transparency, acceptance, and innovation are of the utmost importance when building a team of professionals who feel seen, valued, and respected for the work they do. By promoting continuous learning, open communication, accessible resources, and opportunities for all within your organization, you are helping to provide the necessary support needed for employees to know that they are important and that the work they are doing matters.

Creating a cohesive company culture is also extremely important with the increase of hybrid and remote work environments. By building a culture of communication, setting clear expectations, and providing remote learning opportunities, you can ensure that employees —regardless of where they are working from — stay engaged, excited, and committed to the work they are doing.

Lack of Career Advancement and Skills Development

Rather than feeling stuck in a certain position, employees want to know that the work they are doing is valued and that they have the potential to grow and advance.

According to research done by the American Psychological Association, 91% of employees say that it is somewhat or very important to have a job where they consistently have opportunities to learn, but only 47% say that their employers offer educational opportunities. Data from our IT Skills and Salary Report also shows that a lack of professional opportunities is the number one reason why people leave their employers.

No matter how smart or talented a person is, there’s always room for growth, development, and continued maturation. When you develop your employees, position them for growth, and provide them with skills training, they’re more likely to want to stay and contribute to your organization.

In order to achieve true enterprise transformation, businesses must focus on building a culture of learning centered around upskilling their talent.

Reasons to Stay

Regardless of where you work, the bottom line is that employees want to feel valued, supported, and respected.

If your company wants to retain top talent, you need to commit to giving them reasons to stay.

For most, employees want opportunities to learn and apply themselves. They want a chance to build new skills or earn a certification — and then put what they’ve learned into action. As a company leader, one of the most powerful ways you can support your staff is by asking each how you can support their journey.

Supportive leadership, fair compensation, a positive company culture and opportunities to learn is a winning recipe to keep employees happy at work. But you can dive deeper into how many feel at work in Skillsoft’s IT Skills and Salary Report — a compilation of an annual survey that asks about job satisfaction, reasons for leaving employers, workplace challenges and more.

And don’t miss out on opportunities to reach the next level in your career with Codecademy’s Career Center.

With limited budgets, tech leaders often find themselves in a bind, unable to invest in the latest technologies or training programs essential for staying competitive. Operating within resource and budget constraints often impacts project execution and stifles innovation. This can lead to slower project timelines and decreased productivity, as teams might not have access to the tools or the skills they need.

Overcoming these constraints requires strategic resource allocation — prioritizing projects with the highest potential impact. There may also be opportunities to explore alternative funding options, as you’d find with a partnership, or by encouraging a culture of creativity and resourcefulness within teams.

Bringing others to solve these challenges may help unearth free or cost-effective solutions that maximize existing assets. When using tools to their utmost potential, free or available training may reveal new working methods that could create efficiencies and lead to other benefits, too. This “small-but-mighty team” makes the most of its training budget and resources to serve a quickly growing organization. See how they do it.

Talent retention is a critical issue due to the high demand for skilled professionals in the tech industry. The lure of better opportunities can easily sway employees, especially if they perceive a lack of growth, recognition, or competitive compensation in their current roles.

To help lower attrition, create a positive work culture that emphasizes employee value, provides clear pathways for advancement, and offers competitive benefits. Training and professional development are often listed as the top reasons a person leaves an employer.

As a leader, you can continually encourage those on your teams to seek opportunities to learn and apply their skills, fostering both a culture of learning but also serving as a coach for career advancement. Regular feedback and recognition can enhance retention by making employees feel appreciated and integral to the organization's success.

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If teams aren’t working well together, expect to constantly battle issues that arise from poor communication, misaligned expectations, confused roles and responsibilities, and more. A strong, cohesive team prevents issues like these from taking root by staying in sync.

An environment of open communication, trust, and collaboration help lay the groundwork for team-building opportunities that can strengthen employee bonds. And then cross-functional projects and regular assessments can help reinforce the team’s dynamic.

Further, investments in professional development can help team members grow together. Group classes, social learning, and friendly competition often yield many benefits. These learning opportunities create shared experiences and give team members a chance to be recognized by their peers.

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Talent recruitment continues to pose a significant challenge for leaders. The competition for talent is fierce, with many organizations vying for a limited pool of qualified candidates. What’s more, the inability to recruit candidates is the most common reason for skill gaps in tech today — just behind the rate of change in the industry.

To attract top talent, it helps to know why people leave their current post:

1. A lack of training, growth and development
2. Increase in compensation
3. A lack of work-life balance
4. Department or company management
5. A lack of equity in pay

Start by understanding why candidates are in the market and set realistic expectations for what they will experience under your leadership and within the organization. Work within your means to offer prospective employees the experience they’re after. Provide feedback to others within the organization about what candidates want and where gaps are.

If recruitment fails, consider which team members could advance. Look for transferrable skills or adjacent roles, like a person who works as a data analyst upskilling into a data scientist role. Or, consider reskilling employees who show an interest and aptitude for the area of need.

The pressure to innovate while managing the inherent risks and resistance to change can be daunting. A lack of resources, heavy workloads, and skill gaps often get in the way of fueling innovation. It’s a tricky dichotomy in this line of work: the need to always plan for the future while simultaneously tending to what requires attention at the present.

However, to help solve this, start by embracing experimentation, risk-taking, and continuous learning. Effective change management strategies, including clear communication and involving team members in decision-making, can prevent resistance and foster adaptability.

Staying abreast of industry trends and adopting project management methodologies like Agile can support these efforts. This helps clarify which initiatives take priority and where to devote resources. What’s more, it helps to document plans, make them centrally available, and frequently communicate progress to both team members and stakeholders.

See this story: Cloud Transformation: How Skillsoft Utilized its Learning Pathways to Upgrade its Capabilities

Managing workload efficiently prevents burnout and maintains productivity. Overloaded staff experience diminished morale, reduced work quality, and increased turnover rates. Leaders should assess and prioritize tasks, ensuring fair distribution and realistic project timelines.

Promoting a healthy work-life balance, encouraging regular breaks, and supporting workload management can alleviate stress and improve team performance. Furthermore, workload is cited as the main reason preventing people from training. When they have too much going on, how can they learn? This turns into a vicious cycle:

• Employers want to innovate but struggle with skill gaps or team vacancies, so they turn to training to build bridges.
• However, existing projects and heavy workloads prevent their employees from training, which means skill gaps remain a problem.
• Repeat…

Team communication is vital here. Team and interpersonal communication and emotional intelligence are the top skills every leader should have. These three go a long way in supporting a team’s ability to manage what’s on their plates and prevent the downstream ramifications of a lack of support.

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A lack of professional development and career opportunities significantly affects employee satisfaction and retention — both for those on your team but also for yourself. Without clear avenues to growth, how likely will you stay with a company?

Just as you’d encourage your staff, you must also continually take stock of your own skills, certifications, and aspirations to map your journey into the future.

Taking these steps comes with several benefits. As an individual, you progress your leadership skills and keep your career goals in focus. At the same time, you demonstrate for your team the value of learning. When people have opportunities to learn and further their careers, they’re less likely to feel apathetic and quit their jobs, and conversely feel more engaged, productive, and loyal.

“Organizations are at a critical point where they need to be deliberate and proactive about building skills and capabilities, especially related to AI, or risk falling behind in the coming year,” says Orla Daly, Skillsoft’s CIO. “Interactive training experiences where professionals learn by doing will unlock rich possibilities, creating business value while increasing team member engagement and morale.”

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Just over half of survey respondents say they’re at least somewhat likely to look for a new job in the year ahead, with one-third agreeing it’s because of a lack of work-life balance.

When employees feel off balance, it can lead to increased stress and decreased job satisfaction. Establishing boundaries and promoting flexibility are key to supporting employees' well-being. Flexible work arrangements, respecting personal time, and setting realistic expectations can help employees manage their professional and personal lives more effectively, leading to higher productivity and job satisfaction.

Remain open and collect feedback from employees regularly to understand and accommodate their individual situations. For you as a leader, this is where skills like emotional intelligence come into play. Skillsoft’s CAISY simulates real-life conversations to build power skills, including emotional intelligence and interpersonal communication, and work through scenarios like coaching employees.

Low employee morale directly impacts productivity and team cohesion. A lack of recognition, poor communication, and inadequate support worsen it.

Boosting morale requires a multifaceted approach: fostering a positive work environment, recognizing achievements, and promoting teamwork. Regular team-building and social events can also contribute to a more engaged and motivated workforce — but gather feedback on which events interest your team.

There are many ways to improve morale, and it may take some experimentation to figure out what works best for your team specifically. But here’s a short list of actions to take that can give your team a boost (and help with other challenges too!):

1. Stress the importance of balance and time away (a.k.a., work-life balance).
2. Foster a culture of open communication and trust.
3. Facilitate “stay interviews” and connect with staff to understand what’s going well and what’s not.
4. Recognize team members as the heroes they are in front of their peers and senior staff. (Give credit where it’s due!)
5. Provide staff with opportunities to learn and apply themselves.

All of the challenges that precede this one greatly affect a team’s ability to act urgently and uphold a standard of excellence.

Executing with urgency and excellence requires clear goals, the necessary resources, and a culture of accountability, trust, and communication. But delivering at the same level repeatedly becomes increasingly difficult when you as a leader or your staff are weighted down with heavy workloads, or you lack the skills to perform.

Efficient project management, coupled with a focus on quality and timely delivery, can help teams move quickly and improve output. However, as a leader, speeding up the pace of deliverables while elevating the quality may require a different approach to operations.

In Skillsoft’s latest Lean Into Learning Report, Chief People Officer Ciara Harrington writes this about building resilient teams:

“To navigate skills disruption, organizations must transcend conventional career trajectories and foster an environment that champions continuous learning, agility, and adaptability. Hard skills must be kept up to date, and power skills that can support ever-evolving technology and changing roles will be central to success.

“This demands a strategic realignment of talent development initiatives to focus on reskilling, upskilling, and fostering a culture that embraces lifelong learning. Through this concerted effort, we can fortify our teams to thrive, ensuring not just organizational resilience but also individual empowerment in the face of change.”

At the core of many of these issues — arguably all of them — is learning. But more specifically, what comes from learning.

Learning can strengthen the bonds between team members. It unlocks doors to advancement and new opportunities, which leads to higher job satisfaction and self-confidence. It also helps us look intrinsically to understand how we, as an individual, can better support those around us to affect change.

We’ve seen this work first-hand at Skillsoft. Skillsoft’s SVP of Engineering and Cloud Operations, Murali Sastry, cites the power of learning in helping his team cut costs, improve retention, and build competency in coveted skill areas.

“I cannot stress the importance of continuous learning enough,” he says. “Tremendous value is unleashed by upskilling and reskilling teams. The tech landscape, especially areas like cloud, cybersecurity, and GenAI, evolves at an astonishing pace. Consistent upskilling is the key to staying ahead. This ethos is at the core of our mission at Skillsoft, and we pride ourselves on making a significant impact to our clients’ success.”

Read about Skillsoft’s own cloud transformation and how learning was central to its success.

How do you ensure the effectiveness of your coaching program? Let's explore the crucial qualities every professional coach should possess and how your employees can choose the right one for their unique journey.

First, we have to dispel a common misconception about coaching. Some may view coaching as a tool for underperformers or those facing disciplinary action, but the truth is, coaching is equally valuable for high performers seeking growth and development. Clear communication and education about the purpose and benefits of coaching can help employees embrace it as a valuable resource for their professional development.

The success of coaching relies heavily on the relationship built between the coach and the employee. When searching for a professional coach within your coaching platform, consider these characteristics:

1. Credentials and Experience:

Look for coaches with relevant certifications or qualifications in coaching. Beyond coaching, finding someone with experience as a leader can also be beneficial. Finally, it can be helpful if your coach has coached others in your field or industry.

Did you know? Skillsoft’s coaches are all ICF/EMCC certified, and each has more than 10 years of professional leadership experience themselves. This experience comes through with a global average session rating of 4.9 out of 5.

2. Compatibility:

No two people are the same, and neither is the career path they walk. A good coach should be someone your employee feels comfortable with and can trust. They should look for a coach who understands their values, goals, and communication style.

Did you know? Any coaching partnership with Skillsoft begins with understanding your organization’s priorities, goals, and objectives. Our team partners with you to ensure that your coaching initiatives and programs achieve your objectives – and most importantly, the objectives of your employees.

Assessments, onboarding paths, and metrics are tailored to each employee to ensure that each coaching engagement meets their unique circumstances – and those of your organization. In the coach selection process, Skillsoft provides 10 recommended coaches to choose from based on your organization's unique needs and from input from the learner. We’re pleased to have a 98% coach match success rate.

3. Empathy and Supportiveness:

A great coach is empathetic and supportive, providing encouragement and motivation while understanding your employee’s challenges. A coach should be an active listener, able to understand your needs and goals without judgment.

Did you know? Some of your employees are naturally more coachable than others, and this might impact their responsiveness to participation in a coaching program. Discover key indicators of coachability in this 15-minute webinar with one of the leadership and development coaches that Skillsoft works with, Grace Samson-Song.

4. Effective Communication:

Clear communication is essential for coaching sessions to be productive. A coach should be able to convey ideas and feedback effectively. Encourage your employees to interview potential coaches to see if their style and approach align with their needs and preferences. They need to trust their instincts and choose a coach who they believe can help them achieve their goals effectively.

Did you know? Skillsoft’s coaching platform facilitates human connection that drives results and fosters growth while our generative AI (Artificial Intelligence) resources provide a personalized and meaningful experience. Skillsoft’s generative AI coach, Skillosft CAISY^TM, simulates scenarios that create a safe space to practice new skills

5. Feedback and Accountability:

Transformation requires more than just training, and coaching is the engine of behavior change. A good coach provides constructive feedback and holds employees accountable for their actions and commitments. A coach should help them set specific, achievable goals and develop a plan to reach them.

Did you know? Here at Skillsoft, we believe in actionable insights, not just data. Monitor the development and progress of your people with meaningful metrics that measure ROI (return on investment) at the individual, team, and organizational level.

Skillsoft uniquely partners across all areas of workforce transformation, working with you to assess and benchmark your employees, provide learning, application and a safe space to practice that ensures that your initiatives are easy to administer and measure.

6. Continuous Learning and Improvement:

Look for coaches who are committed to their own professional development and stay updated on the latest coaching techniques and practices. This background readies them to equip you with relevant knowledge and skills.

Did you know? Skillsoft’s coaching engagements incorporate world-class learning content, personalized by our coaches and AI to develop expertise and facilitate growth and transformation in your employees.

As you embark on the journey of unlocking employee potential through professional coaching, remember that the right coach can make all the difference. By choosing a coach with the six traits listed above, your employees will be well on their way to reaching their full potential. Empower your team, invest in their growth, and watch your organization thrive.

Women, in particular, find themselves at a crossroads – facing the double jeopardy of AI’s impact on their jobs and the noticeable gap in engaging with AI tools. Here are just two of the challenges they face:

• Employment Disruption: Research suggests AI will impact 80% of all roles. And certain job roles traditionally held by women, such as clerical roles, might be at higher risk of displacement.
• Gender Gap in Tech: There’s a well-documented gender gap in the tech industry that has potential to extend to AI development and implementation. In fact, recent research by the World Economic Forum and LinkedIn suggests that only 22% of jobs in artificial intelligence are held by women, with even fewer holding senior roles. We don’t see enough women in roles such as AI researchers, data scientists, and AI engineers. And because of this disparity, women have less influence in shaping the design and deployment of AI technologies, which can exacerbate biases and perpetuate inequalities.

Addressing these challenges requires concerted efforts to promote gender diversity and inclusion in the AI field, as well as initiatives to provide equitable access to AI education and training opportunities for women.

This International Women’s Day, let’s lean in to discover how we can turn some of these challenges inherent in AI into stepping stones for empowerment.

Download Our Guide to Ethical AI

Women have consistently demonstrated their adaptability and resilience in the face of change. As we navigate the evolving landscape of work, there are numerous opportunities to help them not only survive, but to thrive in the age of AI. Here are four:

1. Develop upskilling and reskilling programs.

Skill development is the single best way for people to stay competitive in today’s workforce. Upskilling and reskilling offer pathways to career advancement, increased job security, and higher earning potential. Moreover, individuals who actively engage in upskilling and reskilling are likely to perform their job duties more efficiently, make fewer errors, and exhibit higher levels of work engagement. In fact, more than three in five employers invest in skill-based training because of the return on investment and the opportunities it provides to directly address skill gaps, according to a survey from SHRM and U.S. Chamber of Commerce Foundation.

For women, upskilling and reskilling programs should include getting hands-on with AI, understanding its language, and making it work for us – not against us. Investing in education and training programs tailored to emerging industries and technologies can equip women with the skills needed to remain competitive in the job market and transition into new roles that leverage their talents and expertise.

2. Emphasize what makes us human.

Even as AI technology takes center stage, organizations are relying more heavily on the skills that make their workplaces innately human – skills like creativity, critical thinking, and problem-solving, to name a few. The World Economic Forum’s Future of Jobs Report listed the top leadership competencies for 2024, and the list was primarily comprised of power skills.

And wouldn’t you know it . . . power skills are areas where women naturally excel.

When women assume leadership roles, they bring a distinct skill set and fresh perspectives to the table. Their innovative viewpoints and heightened awareness enable them to scrutinize and uncover nuances that may be overlooked by others. Communication, collaboration, adaptability, and emotional intelligence play a vital role in empowering women to lean into AI innovation. And by harnessing these power skills, women can not only contribute meaningfully to AI innovation but also shape its trajectory in a way that is inclusive, ethical, and beneficial for society.

3. Advocate for gender-inclusive AI development.

Women must have a seat at the table in the development and implementation of AI technologies – and they need to be included in key AI datasets. By advocating for diversity and inclusion in the tech sector, women can ensure that AI solutions consider a wide range of perspectives leading to more equitable outcomes. This is essential for mitigating bias, promoting diversity, addressing societal inequalities, fostering innovation, and upholding ethical standards in AI technologies.

When we look at AI datasets, we need to make sure women are accurately and equally represented to ensure unbiased results. AI systems tend to reflect the biases present in the data they are trained on, which can perpetuate or worsen societal inequalities. Think about a hiring algorithm trained on historical employee data; if certain groups are underrepresented due to past biases, the algorithm may inadvertently perpetuate those biases by favoring overrepresented groups.

By including diverse perspectives, experiences, and voices, gender-inclusive AI development can better address the needs and concerns of all genders. These types of ethical considerations are paramount in AI development, and prioritizing gender inclusivity aligns with principles of fairness, transparency, and accountability.

4. Build support networks and mentorship programs.

Strong networks are instrumental in fostering women’s involvement in AI; their networks offer women essential support, opportunities, and resources – serving as a gateway to a plethora of opportunities, including job openings, mentorship programs, training sessions, and industry events tailored to AI.

Through their connections, women can gain valuable insights, knowledge, and access to a supportive community of professionals. Mentors and coaches provide guidance, share experiences, and offer encouragement, helping women navigate their AI careers with confidence. Not only does this elevate the visibility of women in the field, providing platforms for recognition and highlighting their work, but it provides collaboration and partnership opportunities.

While the impact of AI disruption on traditionally female-dominated roles is a concern, it also presents an opportunity for women to assert their resilience, creativity, and leadership. By taking small steps, we can go a long way in empowering women to navigate the changing landscape of work with confidence and determination.

This International Women’s Day let’s rally together to embrace AI technologies and champion skills development. It’s about making AI inclusive, ensuring it reflects the diverse needs and perspectives of all its users – especially women, who have so much to contribute to this new era.

It’s our moment. Let’s leverage our unique strengths, dive into AI, and shape a future that’s not just about technology, but about humanity and inclusivity. Here’s to breaking barriers, embracing innovation, and empowering women in the age of AI. Happy International Women’s Day – let’s make it count!

Learn more about Codecademy’s highly interactive and immersive training experiences here.

Perhaps one of the most interesting things we learned through our CSR survey is that only 54% of organizations have a CSR accountability plan in place for the upcoming year. More than half of these organizations are private companies.

CSR priorities – for those who plan to pursue CSR initiatives – include diversity, equity, and inclusion (DEI) efforts (31%), improving labor policies (26%), and participating in fair trade (25%). Yet, the ways that these organizations are executing and measuring their CSR accountability efforts are diverse.

So much so that you may feel like there are more questions than answers with respect to CSR. Here are some of the questions our survey respondents helped to clarify:

Where Do Your CSR Efforts Live?

The majority of companies (75%) consider CSR accountability efforts to be a part of their corporate governance program.

Who Owns CSR Accountability At Your Organization?

Executive leadership teams tend to manage CSR programs (20%), followed by HR (16%) and operations (12%). Philanthropy (5%) and investor relations (8%) are not responsible for CSR programs as often as other groups.

How Do You Gauge CSR Success?

Despite differences in CSR priorities by geographical region, survey respondents were aligned on the factor that primarily influences their CSR priorities: 40% say it is a commitment to “doing the right thing.”

But what does it really mean to do the right thing? In speaking with our clients, the Skillsoft team has learned that this means something different to everyone. So, it becomes your organization’s role to define “the right thing” for its employees through a comprehensive Global Code of Conduct that articulates who it is, what it believes, and how it conducts business.

In fact, 42% of our survey respondents said that offering training opportunities is the best way to engage employees in CSR accountability efforts.

Many companies have only recently established CSR programs, yet they now face expectations to have measurable Environmental, Social and Governance (ESG) commitments and related reporting. How do CSR and ESG initiatives compare, and can they coexist – especially when 54% of our survey respondents use “CSR” and “ESG” interchangeably?

Our data addresses the crucial questions that boards, CXOs, and environmental and social leaders are grappling with to meet the changing expectations of stakeholders, including:

• Who really owns an organization's ESG efforts?
• How do you create a sustainable program around ESG initiatives?
• How can we report on ESG?

While 54% of survey respondents reported having a CSR accountability plan for the coming year, 46% said their ESG efforts are replacing their CSR efforts. In fact, 74% of survey respondents reported having an ESG program in place.

According to 42% of survey respondents, one opportunity for improving CSR and ESG efforts and buy-in is to offer training to employees. Companies that create cultures of learning and talent development not only support individual employee growth, but also see better business outcomes that propel the organization forward.

At Skillsoft, we’ve also seen organizations including learning metrics as an input into their overall CSR and ESG reporting. Here are some recent examples that were included in corporate sustainability reports:

• Altus Group reported that nearly 85% of employees accessed Skillsoft in 2021. The most-viewed content included mandatory compliance training, as well as courses on enhancing productivity tools during remote work and improving communication skills to support role and career development.

• American Airlines mentioned partnering with Skillsoft Percipio to enable team members to further their skills.

• Berkley added over 8,000 courses from Skillsoft to its online training and virtual classrooms to create certification paths for employees.
• BWX Technologies shared that 21% of its employees use Skillsoft Percipio’s e-learning tools, and that the organization has seen a 27% increase in Percipio users in 2021.

• Manpower Group wrote: “During COVID-19 shutdowns, we ensured that furloughed staff and associates could continue to benefit from free access to online training so they could build their skills and enhance their employability as we emerge from the crisis.” They were able to do this through their relationship with Skillsoft.

While it is clear that offering opportunities for learning and training are good ways to enhance your sustainability efforts, many organizations are still in the early stages of developing a formalized program for measuring and reporting on success.

At the end of the day, CSR and ESG extend beyond coffee, ice cream, and toothpaste. And while every organization approaches CSR and ESG differently, what we have in common is the desire to do the right thing when we can, how we can.

SB 553 lists two major requirements:

1. A written violence prevention plan
2. An employee training based on the plan

One impact of SB 553 lies within the regulatory training framework. With the new requirements for all California employees, SB 553 requires a thorough and updated approach to workplace violence prevention. The content of the required training must be comprehensive, informing employees about their employer’s Workplace Violence Prevention Plan.

The employer must provide training to employees initially when the plan is established and annually thereafter. The training must include the employer’s plan, how to obtain a copy of the employer’s plan at no cost, and how to participate in development and implementation of the employer’s plan

Other training requirements include:

• Training Definitions and Requirements
• Reporting Workplace Violence Incidents or Concerns Without Fear of Reprisal
• Workplace Violence Hazards Specific to the Employees’ Jobs
• Corrective Measures Implemented by the Employer
• Seeking Assistance to Prevent or Respond to Violence
• Strategies to Avoid Physical Harm
• The Violent Incident Log
• Obtaining Copies of Records of Training and Workplace Violence
• Interactive Questions and Answers Session

Additional training must be provided when a new or previously unrecognized workplace violence hazard has been identified and when changes are made to the plan. Employers are required to maintain records of the training for at least one year.

The law necessitates effective training that addresses workplace violence risks that employees may reasonably encounter. This training is not a one-time event; the law requires annual employee training. Furthermore, the Workplace Violence Prevention Plan (WVPP) requires periodic review, both annually and when changes occur that could affect workplace safety.

To help organizations prepare for the new bill, Skillsoft has designed a course that covers broadly applicable topics and also allows for the inclusion of company- and site-specifics.

Skillsoft offers two options to ensure a comprehensive training course:

The content included in the SB553 Workplace Violence Prevention course includes:

• A general overview of the purpose of the training
• Workplace Violence Prevention Plan (Includes Job Aid)
• Violent Incident Logs (Includes Job Aid)
• Workplace Violence Hazards (Includes Job Aid)
• Responding to Workplace Violence Incidents

Companies will need to add specific information to address the requirements fully. Examples of topics and documents to be included are:

• The company’s Workplace Violence Prevention Plan
• The company’s Violent Incident Log
• Potential violence hazards faced by the specific to the company or industry
• Warning signs of workplace violence specific to the company or industry
• The company’s Violent Incident Reporting Policy

Senate Bill 553 represents a significant shift in California’s approach to preventing violence in the workplace. While compliance may be challenging for some organizations, implementing effective policies, procedures, and interactive training programs can lead to a safer work environment for all employees.

Let us help you stay ahead of the curve and keep your employees safe.

Most tech leaders are focused on developing their teams’ skills in AI, cloud computing, and data science this year, according to Skillsoft’s IT Skills and Salary Report. This will likely come as no surprise to those in learning and development who’ve undoubtedly been approached about crafting programs to upskill existing staff in these domains.

Achieving consensus about a common definition of skills can reduce the friction in this crafting process. Having a common language that everyone shares makes the process less complicated.

To make developing these programs easier, some organizations have written definitions for each role they want to prioritize. Doing so provides a guiding document that all can reference, whether they seek to hire new staff or curate learning for existing employees.

The benefits of creating these definitions extend throughout an organization. Crafting a learning program allows instructional designers to create highly relevant material for employees. At the same time, LMS admins can curate and deliver assessments, courses, labs, and other materials in meaningful ways.

What it takes to achieve this is, again, a common language spoken by all who are either striving to close skill gaps or those who stand to benefit from this work.

Missing this step would put learning programs at risk of failing to meet their intended objectives and make reporting their efficacy far more challenging. What’s more, it allows disparities to creep in when assessing which skills a candidate must have. For example, whether they’re upskilling internally or hired externally, the skills needed for the role should match.

To upskill an employee, you first need to know where the target is — meaning, the ideal skillset that person would have. That way, you can work backward from the ideal skillset to close the gaps.

Identifying skill requirements for role-based learning demands a framework, or job architecture, to make sense of all the roles an organization may need.

As learning teams help define roles at their organizations, it’s important to stratify the definitions to inform what a learning program should include. Consider adding points like these:

• An Overview — When defining roles, there must be information that speaks to its purpose within the organization. Add what it is and why it matters.
  
• Collaboration — How will this role interact with others on the team or other departments? Defining this helps reveal which skills a person must have to navigate internal partnerships successfully.
• Career Mobility — Sharing the potential career trajectory reveals how a role may evolve and which skills will have the greatest impact over the long term.
  
• Capabilities — Day to day, what must a person in this role accomplish? Their daily tasks can show in which areas a person may need more training and set clearer expectations for external candidates.
  
• Skills — Breaking down the individual skills is where most job descriptions fall short because it can be difficult to settle on a standard set, without being too exclusive. This step may be the most useful to inform training needs and deliver the solutions most needed by department leaders.

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Learning, when done right, helps boost productivity, spur engagement, and strengthen employee loyalty. Only many feel their company training isn’t as relevant as it could be — a problem universal definitions and a thorough job architecture would help solve.

Consider this from a SHRM Research report: “A whopping 75 percent of employees said they are satisfied with their training, but organizations need to look closely at how often workers receive training, their preferred method of learning and the training's relevancy to their immediate jobs.”

A common language that describes priority job roles informs everything from learning programs to payroll, workforce development strategy, and more. The clarity allows learning and development teams to personalize training and show positive results — like reskilled employees, skill gains over time, and lower recruiting costs.

However, reaching this point isn’t always a straightforward path. It requires intense collaboration, time, and focus to determine the definitions that pay dividends for the organization and its workforce.

While beneficial, a thorough guide to the priority roles in an organization isn’t a small undertaking and is not always feasible. Those without a big budget or the time or the team to devote to these endeavors likely find themselves guessing which skills fit with any given role. It’s an uneasy position, but one with remedies — even for small teams.

That’s how Skillsoft helps learning teams undertake this worthwhile feat. Within Skillsoft Percipio, admins find tools to curate learning for the roles their organizations want and then build, assess, and index those skills within the platform — which integrates with numerous others that can supplement the effort.

As more organizations take on this challenge, consider how partners like Skillsoft can help. Learn about Skillsoft's Percipio today.

With the release of the ChatGPT model in late 2022, many organizations had to recalibrate their practices to remain competitive and adapt to the rapidly changing technology landscape. In 2023, there’s been a heightened focus on leveraging AI to streamline processes, enhance decision-making, and create innovative solutions. But the key is doing so ethically and safely, and that requires keeping your people informed on the power AI holds and some of its flaws, like hallucinations and biases.

Enter AI education.

In 2023, the significance of AI learning soared to unprecedented levels with the top two Aspire Journeys of the year being Practical ChatGPT and Generative AI Business Transformation, emphasizing the profound influence of AI education.

While traditional education is extremely important in educating employees about AI, we found a way to make it creative and applicable to different interpersonal situations. At the end of 2023, Skillsoft announced the release of the Skillsoft CAISY Conversation AI Simulator, an innovative tool powered by generative AI that simulates business and leadership conversational skills. This real-time conversation simulator inspired individuals and teams to tackle some of the most difficult business conversations with tact and precision, and of course, the ability to practice.

Top 5 CAISY Scenarios of 2023

1. Cultivating Empathy and Connection
2. Coaching a Struggling Employee
3. Irate Customer
4. Coaching an Absent Employee
5. Change Management

In 2023, the landscape of learning underwent a seismic shift, with an astounding increase in engagement and achievements across the board. This uptick was apparent with a staggering 19.4 million digital badges were earned upon completing Skillsoft courses and/or Aspire Journeys, marking a 22% growth compared to 2022. This significant rise in learning is a clear indication of a paradigm shift. Both employees and organizations are increasingly recognizing the critical role of upskilling and reskilling in staying competitive and agile in the evolving business climate.

Alongside the AI revolution, power skills continue to hold paramount importance for organizations. In fact, the top 20 digital badges of 2023 all relate to different power skills such as developing emotional intelligence, being an effective team member, and understanding unconscious bias.

Top 5 Trending Topics: Leadership & Business

1. Written Communication
2. Unconscious Bias
3. Speaking
4. Communication Essentials
5. Working Remotely

It’s more than just business skills, when employees feel included, involved, and engaged, they can truly be their authentic selves, both in and outside the office. By investing in DEI skills development, organizations can effectively cultivate a culture that centers around the needs of all employees and empowers them to be innovative and draw from diverse perspectives.

Top 5 DEI Courses of 2023

1. Understanding Unconscious Bias
2. Your Role in Workplace Diversity
3. How Culture Impacts Communication
4. Take a Deep Breath and Manage Your Stress
5. Using Communication Strategies to Bridge Cultural Divides

Despite the resurgence of employment following the pandemic, the World Economic Forum's 2023 Gender Gap Report revealed a concerning 10% decline in the representation of women in senior leadership roles worldwide. Yet, research consistently affirms that diversity, including gender diversity, enhances business performance significantly. This makes the promotion of women's access to training and leadership opportunities within the workplace not merely an aspect of fairness, but a strategic investment.

Top Courses Supporting Women in 2023

1. Leadership Insights on Developing Women Leaders
2. Women in Leadership: Moving Beyond Gender Roles as Leader
3. Women in Leadership: Mastering Key Leadership Competencies
4. Women in Leadership: Building Your Infrastructure for Leadership
5. Expert Insights on Women in Leadership

A year ago, our own IT Skills and Salary Report didn’t even mention generative AI. Yet, today, it’s drastically changing the way we approach learning and development. The trends in tech skilling have also transitioned from prioritizing security to mastering core skills like technical support, networking support and scrum essentials. Why? With more businesses relying on cloud services for security, these foundational skills are increasingly vital. And it's not just tech companies; businesses across sectors are boosting their tech infrastructure, driving up demand for these skills industry wide.

Top 5 Technology Trending Topics of 2023

1. Technical Support Specialist
2. Security Core Concepts
3. Cisco Networking
4. Microsoft Certified Azure Fundamentals
5. Scrum

A significant factor causing skills gaps is the misalignment between existing internal competencies and the dynamic strategies, objectives, markets, or business models of the company. Skill benchmarks offer organizations the ability to define, track, and index the skills your teams has proven to be a powerful tool for organizations trying to understand their skills gaps and where additional training is needed.

Top 5 Skill Benchmarks of 2022

1. Communication Essentials
2. Customer Service Essentials
3. Presentation Skills
4. Excel 365 (2021)
5. Oral Communication

Top 5 Skill Benchmarks of 2023

1. Communication Essentials
2. Customer Service Essentials
3. Time Management & Managing Priorities
4. Emotional Intelligence and Tact
5. Written Communication

As we approach an era where the AI market is projected to reach $407 billion by 2030, with a notable annual growth rate of 37.3%, it's imperative for leaders to foster an ecosystem that embraces this transformative technology. This involves cultivating an inclusive and curious workplace culture that champions ongoing learning and adaptation. The future-ready workforce isn't limited to new hires with the "right skills," but extends to reskilling and upskilling existing teams, thereby enhancing loyalty, productivity, and overall wellbeing.

Have you started to understand the key learning trends that will impact your team in 2024? Get the download of 2023 learning trends in Skillsoft’s 2023 Lean into Learning report.

The skills required to be an individual contributor are markedly different than those required of middle management. That’s why entering middle management requires a shift in perspective and responsibilities.

Here are some key lessons you might need to learn:

1. Leadership Skills

As a middle manager, you’ll be responsible for leading a team. This involves not just managing tasks but also inspiring, motivating, and developing your team members. But what’s the best way to cultivate leadership skills?

Remember: Leadership is a competency, not a role.

Many organizations offer training and development programs specifically designed for middle managers. These programs may cover topics such as communication, conflict resolution, team building, and strategic thinking.

Beyond online training, seeking mentorship from experienced leaders within your organization can be invaluable for middle managers. Mentors can provide guidance, support, and advice based on their own experiences. Additionally, working with a professional coach can help middle management identify strengths and areas for growth, and develop a personalized plan for leadership development.

Finally, middle managers should actively seek feedback on their communication style, decision-making process, and ability to motivate and inspire others. Engaging in regular self-reflection can help middle managers identify areas for improvement and set goals for their leadership development.

2. Communication Skills

Effective communication is crucial. You’ll need to communicate clearly with your team, superiors, and other departments. This includes listening actively, providing feedback, and resolving conflicts.

Take advantage of low-risk opportunities to develop your feedback skills before embarking on difficult conversations at work. Skillsoft CAISY Conversation AI Simulator, an innovative GenAI-based tool for simulating business and leadership conversational skills, can provide your employees with an emotionally safe space to practice important business conversations with an AI-powered trainer.

CAISY is one way to enable feedback. It can help you find gaps in your communication style without exposing yourself to the vulnerability of a real human being until you create a plan to fill these gaps. Right now, CAISY provides personalized feedback via 60+ scenarios, including “Coaching Your Team” and “Diversity, Equity, and Inclusion (DEI).”

3. Strategic Thinking

Middle managers often play a role in translating the organization’s goals into actionable plans for their teams. Understanding the broader strategy and how your team fits into it is essential.

Strategic thinking involves considering the long-term implications of decisions and actions. That’s why middle managers need to look beyond immediate challenges and opportunities and anticipate how their actions today will impact the organization’s future success.

Strategic thinking requires a data-driven approach. Middle managers should learn to gather, analyze, and interpret relevant data and information to identify patterns, trends, and opportunities. This analytical mindset helps them make informed decisions and formulate effective strategies.

And finally, middle managers should explore multiple alternatives and scenarios when developing strategies. They should consider the potential risks, benefits, and trade-offs associated with each option and evaluate them based on the organization’s goals and objectives.

4. Change Management

Organizations are constantly evolving, and middle managers often play a crucial role in implementing changes. This requires adaptability, resilience, and the ability to help others navigate through uncertainty.

Middle managers can enhance their change management skills by focusing on effective communication and stakeholder engagement. They should communicate transparently about the reasons for change and engage employees throughout any process updates, addressing concerns and involving them in decision-making.

Additionally, middle managers should lead by example, provide necessary support and resources to employees, and manage resistance by listening to concerns and providing reassurance. Celebrating progress, monitoring outcomes, and learning from experience are critical for ensuring successful change initiatives.

5. Team Building and Development

Building a cohesive team and developing the skills of your team members is critical. This involves recognizing individual strengths and weaknesses, providing opportunities for growth, and fostering a positive team culture. That’s where upskilling and reskilling come in.

Skillsoft’s Chief Content Officer Mark Onisk describes upskilling and reskilling like this:

“Upskilling refers to enhancing existing skills or acquiring new ones that align with the changing demands of the job market. It’s not just about learning new software or mastering a new tool; it involves broadening one’s understanding of industry trends, emerging technologies, and evolving customer needs. By upskilling, professionals can enhance their marketability, improve their performance, and increase their value to their employers.”

“Reskilling focuses on learning entirely new skills, often to transition into a new career or adapt to significant industry changes. Reskilling is about reinvention. As industries evolve and certain roles become obsolete, professionals may find themselves needing to pivot into new areas. Reskilling is about leveraging transferable skills and experiences while learning new skills that are in demand in a different field or industry.”

Evaluating and managing the performance of your team members is part of your role, and it includes setting clear expectations, providing regular feedback, and addressing performance issues as they arise.

Remember, transitioning into middle management can be challenging, but it’s also an opportunity for growth and development. Stay open to learning, seek feedback, and continually refine your skills as you progress in your career.

Is your corporate learning program achieving its intended outcomes and making a positive impact on your organization?

While the benefits of establishing a learning and development program within your organization are clear, L&D managers often wonder what success looks like. How can you tell that your learning program is working as you intended?

Sometimes, it’s easy to see what’s working. Here are some anecdotes:

• Curia created a self-driven learning approach focusing on the company’s key competencies, leadership behaviors, and values to help colleagues reach their full potential.
• Following a major merger, Apexon created a custom training program to align employees around a shared business strategy. It worked!
• 10% of employees at Far North District Council have been promoted into senior-level positions because of the targeted and personalized learning experiences.

But other times, L&D managers might need to look deeper to assess whether your corporate learning program is achieving its intended outcomes and making a positive impact on your organization. Here is what this might look like from beginning to end:

Define clear objectives. Ensure that your learning program has specific, measurable goals aligned with your organization’s overall objectives. These could be improving employee performance, increasing productivity, reducing turnover, etc.

Evaluate participant engagement. Measure the level of participation and engagement in the learning activities. This can include tracking attendance, completion rates of courses/modules, and participation in discussions or interactive elements.

Assess knowledge retention. Conduct assessments or quizzes before and after training to measure how much knowledge employees have retained. This helps determine if the learning material is effectively communicated and understood.

Analyze performance metrics. Look at key performance indicators (KPIs) relevant to the learning objectives. For example, if the goal is to improve sales, monitor sales numbers before and after the training to see if there’s a positive impact.

Seek feedback. Gather feedback from participants through surveys or interviews to understand their perceptions of the program. Ask about the relevance of the content, the effectiveness of the delivery methods, and suggestions for improvement.

Monitor application of learning. Observe whether employees are applying the knowledge and skills gained from the program in their daily work. This could involve tracking changes in behavior, performance improvements, or successful implementation of new processes or techniques.

See how Equinix built a successful workplace safety program by encouraging employees to learn in the flow of work.

Compare results to benchmarks. Compare the outcomes of your learning program to predefined benchmarks or industry standards to determine its effectiveness relative to expectations. Benchmarks truly depend on your specific industry’s needs, but might include:

• Employee engagement: Measure the level of employee engagement with the learning and development programs. This can be assessed through surveys, feedback forms, or participation rates.
• Skill acquisition and development: Track the improvement of specific skills or competencies among employees before and after participating in your learning programs. This can be done through pre- and post-training assessments or skill-based evaluations.
• Training completion rates: Monitor the percentage of employees who complete the training programs within a given timeframe. Low completion rates may indicate issues with program effectiveness or engagement.
• Knowledge retention: Assess the extent to which employees retain and apply the knowledge gained from the training programs over time. This can be measured through follow-up assessments, on-the-job performance evaluations, or surveys.
• Performance improvement: Measure the impact of learning and development programs on key performance indicators (KPIs) such as productivity, sales figures, customer satisfaction, or quality metrics. Compare the performance of employees who have undergone training with those who have not.
• Return on Investment (ROI): Calculate the ROI of learning and development initiatives by comparing the costs associated with the programs to the measurable benefits, such as increased productivity, reduced turnover, or improved performance.
• Employee satisfaction and feedback: Gather feedback from employees about their overall satisfaction with the learning and development programs, as well as specific aspects like content relevance, delivery methods, and instructor effectiveness.
• Learning program effectiveness: Evaluate the effectiveness of learning materials, delivery methods, and instructional design by analyzing completion rates, assessment scores, and feedback from participants.
• Alignment with organizational goals: Assess the extent to which learning and development programs align with your organization’s strategic objectives and contribute to achieving them. This can be measured through surveys, interviews, or performance evaluations.

Iterate and improve. Use the data you’ve collected to identify areas for improvement and make adjustments accordingly. Continuous evaluation and refinement are essential for ensuring long-term effectiveness.

By following these steps, you can assess whether your corporate learning program is achieving its intended outcomes and making a positive impact on your organization.

Strategic thinking is a crucial skill for leaders, as it involves creative scenario and sensitivity analysis, and well the ability to assess the long-term impact of decisions. This anticipatory and flexible way of thinking helps future-proof an organization by enabling leaders to spot opportunities and threats before they become imminent. Being a strategic thinker also improves decision-making capabilities, ensuring that choices are not made in isolation but are instead linked to the broader organizational goals.

Strategic thinking enhances risk management activities by helping leaders identify potential risks and formulate plans well in advance of a crisis situation. In addition to improving risk management, leaders who can develop and maintain a strategic vision over time can support effective resource allocation, anticipate potential changes and develop scenarios and responses, and flexibly adjust to different types of internal and external challenges.

For leaders to be successful, developing and flexing strategic thinking skills will enhance problem-solving abilities, boost capacity to manage change and encourage innovative thinking.

Leaders at all levels within an organization need to be proficient and nimble communicators, as their role requires them to inspire, empower, and motivate their teams. Effective communication allows leaders to transmit their ideas, align expectations, and facilitate mutual understanding. In addition, cultivating robust relationships is a pivotal element in fostering an environment of openness and promoting transparency.

For individual leaders, effective communication enhances their ability to articulate vision to both seniors and subordinates, delegate tasks, provide constructive feedback, manage change, and understand their employees' perspectives, needs, and concerns. At an organizational level, applying effective communication skills will support alignment of efforts towards common goals while inspiring positive change, and cultivate a culture of trust and mutual respect among team members. In essence, effective communication is not just about information transfer; it's about understanding, influencing, and connecting with people across the organization.

Want to expand your feedback giving skills?

Leaders possessing high emotional intelligence are adept at empathizing, building strong relationships, managing teams effectively, 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. A Gallup survey found that employees with emotionally intelligent managers are 4x less likely to leave their jobs. Emotionally intelligent leaders are skilled at navigating change, managing conflict, and driving team performance, leading to better employee retention.

Being an emotionally intelligent leader in today’s workplace is fundamental to effective leadership – it enhances individual performance and directly contributes to organizational success.

Learn more about improving emotional intelligence

Leaders across organizations are constantly faced with problems that could disrupt the priorities of their teams and organizations. Having strong individuals ready and willing to address problems is critical; the speed with which problems are acknowledged and solved can have a profound impact on a team’s ability to successfully function. Leaders adept at problem-solving can effectively navigate complex business challenges, support organizational focus and continued success. These skills interwoven with their strategic thinking, decision-making, and crisis management abilities, inspires confidence within their teams.

Leaders who have strong problem-solving capabilities provide valuable guidance, promote collaboration and facilitate development of innovative solutions. Leaders who support solution-oriented environments can increase job satisfaction, improve team cohesion, and enhance team performance.

While building strength in all these individual competencies may lead to increased team collaboration and communication, leaders must find opportunities for teams to engage in exercises and activities to build cohesion and trust within teams. Leaders who excel in creating a positive environment for their teams can boost their own credibility, inspire their team members, manage conflicts more effectively, and accelerate their team’s performance to help achieving the organization's strategic goals. According to a recent report by Gusto, 37% of the employees surveyed revealed that they chose to remain in their current job due to the presence of an exceptional team. Positive team dynamics have a significant and real impact on employee retention and overall job satisfaction. Great leaders build great teams, and great teams build strong organizations.

Learn more about developing your team building skills.

Conflict is an inevitable part of our lives, often arising from differences, both major and minor, as we interact with others who may have different opinions, perspectives, and backgrounds. Being able to resolve conflict is a crucial leadership skill with profound impacts on leaders, their teams, and ultimately to the wider organization. Leaders who can adeptly resolve conflicts can transform disputes into opportunities for growth. They navigate difficult conversations with tact, mediate disputes impartially, foster open communication, and encourage problem-solving attitudes.

Imagine there's a disagreement between two key stakeholders over the direction of a project. Both individuals believe their approach is best, causing tension and slowing progress on the project.

Leaders who are adept at conflict resolution can accurately assess the situation, and then determine the most effective way to intervene to constructively engage with stakeholders to reach a mutual understanding or compromise. By using conflict resolution skills like active listening, emotional intelligence, and problem-solving, leaders can facilitate a conversation that allows each party to express their viewpoints and feelings. This process can help find a solution that respects and considers differing viewpoints while maintaining progress towards a shard goal.

Simply put: a leader's competency in smoothly handling conflict is an invaluable asset that supports team productivity and unity and promotes mutual trust and respect.

Learn how Skillsoft Coaching can help build conflict resolution skills

Change is an inevitable part of leading any organization. Effective change management enables leaders to execute transformational initiatives, foster a culture of adaptability, and empower their teams to accept change. In a working world being transformed daily by GenAI, the ability to navigate teams through change will be essential to providing an environment where teams feel safe, empowered, and encouraged to explore opportunities to change how they do their day-to-day jobs, and reimagine what could be possible. Adopting a calm and strategic approach to change management makes all the difference for teams, it can minimize resistance, facilitate smooth transitions and boost morale amin uncertainty. At the organizational level, such leaders are key in successfully implementing strategic changes, maintaining operational continuity during transitions, and enhancing organizational agility.

Want to learn more about the impact and opportunity of GenAI in workforce development?

A leader able to consistently demonstrate these traits can ignite passion and creativity in their teams and foster an environment that motivates and encourages each member to bring their best to the table. However, the impact is not just measured within that team. The ripple effect of this type of forward-thinking leadership permeates throughout the entire organization. It creates a culture where excellence is the norm, not the exception. Innovation is encouraged and celebrated, leading to new ideas and solutions that can push the organization to new heights.

Below, read about some of the leading certifications from AWS in North America (US and Canada) and how to earn them.

Ranking at the top of our list, those with an AWS Certified Security – Specialty know how to secure data in the AWS Cloud, understand specialized data classifications, data encryption methods, and secure Internet protocols.

Candidates who plan to pursue this specialty certification benefit from starting with the Solutions Architect – Associate or Professional.

Before Taking the Exam, Candidates Should Have:

• Five years of IT security experience, designing and implementing security solutions; at least two years of hands-on experience securing AWS workloads.
• Study the domains: threat detection and incident response; security logging and monitoring; infrastructure security, identity and access management; data protection; management and security governance.
• Understand the AWS shared responsibility model, its services and controls, and integrations with third-parties.

Recommended courses for this certification:

• AWS Security Essentials
• Architecting on AWS
• Security Engineering on AWS
  

The AWS Certified Advanced Networking – Specialty certification is best suited for candidates with five or more years of professional experience whose focus at work is on developing complex networking solutions.

Those architects and engineers who plan to sit the exam should feel confident in their abilities to design hybrid and cloud-based solutions, know AWS services and best practices. When studying for the exam, the domains focus on network design (30%); implementation (26%); management and operations (20%); and network security, compliance and governance (24%).

Before Taking the Exam, Candidates Should Have:

• Five years of hands-on experience developing network solutions.
• Experience with AWS, specifically its security and storage solutions.
• Proficiency in networking architectures, CIDR and sub-netting.

Recommended certification training:

• AWS Certified Advanced Networking Specialty Exam Global Knowledge
• Advanced Architecting on AWS | Course ​| Global Knowledge

Globally, artificial intelligence and machine learning are priority areas of investment for tech leaders. That said, it’s also causing some tension. Most leaders say their team’s skills in this domain aren’t where they could be, with only 8% saying they employ highly skilled workers.

This certification should signal to employers they have the right talent to build and operationalize machine learning models using AWS. For candidates, it’s important to study these domains prior to sitting the exam: data engineering, exploratory data analysis, modeling and machine learning implementation.

Before Taking the Exam, Candidates Should Have:

• It’s best suited for those with at least one year of experience developing and architecting machine learning workloads in AWS.
• Experience with basic hyperparameter optimization, machine and deep learning frameworks, as well as best practices for model training, deployment, and operation.
• Proficiency in explaining how machine learning algorithms work.

Recommended courses for this certification:

• Practical Data Science with Amazon SageMaker
• The Machine Learning Pipeline on AWS

Also ranked on this year’s overall top-paying certifications list, the AWS Certified Solutions Architect – Professional commands high salaries given the output of these professionals.

Candidates chasing this certification must have advanced knowledge of the Well-Architected Framework and know how to craft complex solutions by bringing together many of the services AWS offers. The exam tests candidates’ abilities to design new solutions and improve them over time, while migrating and modernizing workloads.

Before Taking the Exam, Candidates Should Have:

• Two or more years of experience using an array of AWS services to solve complex business problems with cloud solutions.
• Experience gathering information and working collaboratively to provision applications on AWS.
• AWS recommends being familiar with: AWS CLI, AWS APIs, AWS CloudFormation templates, the AWS Billing Console, the AWS Management Console, a scripting language, and Windows and Linux environments.
  
  

Recommended courses for this certification:

• Advanced Architecting on AWS
• AWS Certified Solutions Architect Professional | Exam Prep (globalknowledge.com)

The final AWS certification on our top list is the DevOps Engineer – Professional, which validates a candidate’s technical expertise in provisioning, operating, and managing distributed application systems on the AWS platform.

Those who’ve obtained the certification use DevOps practices to develop and maintain AWS applications. The prerequisite for this certification is the AWS Certified Developer – Associate.

Before Taking the Exam, Candidates Should Have:

• Two or more years of experience provisioning, operating, and managing AWS environments.
• Experience building and securing highly automated infrastructures, administering operating systems, and current development methods.
• Should be familiar with the software development lifecycle, programming and scripting.

Recommended courses:

• Developing on AWS
• AWS Exam Readiness Workshop: AWS Certified Developer – Associate

Earning an AWS certification can open doors for both individuals and the organizations they serve. Training for these credentials strengthens one’s understanding of the concepts and techniques, while also boosting their confidence, engagement and morale at work. Often, new certifications lead to promotions, raises and opportunities to work on coveted projects.

For those organizations prioritizing cloud-dependent initiatives, employing professionals with these credentials assures a reliable skill set and commitment to excellence. To help prepare for these certifications, Skillsoft can help.

Skillsoft’s Global Knowledge was recognized as Amazon Web Services’ learning Partner of the Year in 2023, given the breadth and quality of instructor-led training offered to learners and organizations. Complementing live training is Codecademy’s interactive learning modules, helping people build programming skills that are necessary for several of the certifications listed earlier.

Find the training that best suits your needs to earn highly valuable AWS certifications.

This list of top-paying AWS certifications is based on 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.

The survey is distributed to IT professionals around the world by technology providers, certification bodies, and Skillsoft.

The focus of this list is on 1,127 respondents who reported having one or more AWS certifications. When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand and other factors.

*The salaries reported for respondents in EMEA, APAC and LATAM largely fall below that threshold. They are presented for continuity but lack statistical relevance. Salaries are not normalized for cost-of-living or location.

During Black History Month, the team set out to create a comprehensive learning program spotlighting Black American achievements and contributions. The initial idea for the project was born partly from April’s belief that L&D can help people understand one another in the workplace and build empathy among colleagues.

Many colleagues work and reside in the Washington, D.C. area but come from a wide array of countries. During Black History Month, April wanted to share the rich history of their host country, specifically American Black history.

She was inspired to do this project for this reason: "so many of my colleagues live in the US for long periods. They sometimes have raised their children here. They've been in this country for 25 years. But they don't necessarily know this country’s history. This is not just Black history. This is American history."

The project was deeply personal for April. “As an African American working at an international organization, Black History month has a special meaning to me. It is an opportunity to increase the awareness and understanding about the rich tapestry of Black culture and its people's contributions to US history and the world.”

With this goal in mind, April and her team designed the Black History Month 30-Day Action Plan. The idea was partly inspired by Skillsoft's 30-Day Habits Calendar. The team built their own version of the calendar, curating content from various sources. For example, one day might feature diversity, equity, and inclusion (DEI) training from Skillsoft's library. Another might feature a YouTube video about the diaspora of African cuisine and its journey into American cuisine. The team created a custom channel to host all the content in a centralized place, using Skillsoft’s learning platform Percipio.

The team shared the action plan across various Viva Engage channels and with several affinity groups, hoping for a modest number of views. Instead, the action calendar took off. Over the course of the month, the action plan received 16,000 views.

"I was going to be happy if we got 1,000 views," April says. "I never expected this project to resonate the way it did. I never set out to do it for the accolades."

But accolades and recognition were what the team received. April and her team won the Vice Presidency Award for Community Builder for their DEI contributions.

April's motivation was supporting the personal growth of her colleagues. When discussing the results of the Black History Month Action Plan — the ones that really matter to her — April points to an interaction she had with an African employee from Mali.

"She said to me, 'I've been in this country a long time. My youngest children were born here. Black History Month has always been something that I respect, of course, but I didn't identify with it — until this year,'" April recounts.

She explained that this colleague had recently been contacted by an African American woman who, through DNA, had found out they were cousins. Their families had been separated 400 years ago by the transatlantic slave trade.

"So when she read the Black History Action Plan calendar, she was no longer reading it from a perspective of, 'This is for people I empathize with, but with whom I don't have a connection,'" April says. "She was reading it for the first time as a continuation of her own history."

For April, the success of the Black History Month Action Plan speaks not only to the importance of meaningful DEI efforts in the workplace. It also illustrates how L&D leaders can use the tools, technologies, and vendor partners at their disposal to fashion innovative approaches to learning that resonate with people.

"With a lot of learning management systems, what really drives me nuts is that organizations still place so much emphasis formal learning, and learning is so much more than that," she says. "We know that from peer-to-peer learning. We know that from social learning."

Rather than simply sticking with established learning modalities, April brought her own creativity and insights to crafting the Black History Month Action Plan, mixing and matching content and learning experiences to create something truly unique and engaging.

"A lot of times, unfortunately, learning is associated with drudgery," April says. "But people wrote and said [about the Black History Month Action Plan], 'This is so fun!' Even though it was a heavy topic, it was digestible, interactive, and immersive."

The results of the Action Plan may be hard to quantify, but by thinking beyond conventional L&D metrics and strategies, April was able to impact a genuinely transformational culture change.

"What resonates to me is the personal journey of all of us being a better version of ourselves," she says. "That means that we're understanding each other. We understand or have some empathy for each other’s experiences. And I think that is the kind of workplace we all want to be in.”

The organization in this story has elected not to use its name to comply with its internal communications policy.

Middle managers play a vital role in an organization’s day-to-day operations. They have a vast range of responsibilities and serve as important functions in a company’s organizational structure.

While top-level management oversees overall company strategy and long-term planning, middle management is focused on the everyday functioning of specific departments within the company and how individual workers are progressing in their roles.

Most importantly, employees in middle management are in charge of communicating the goals of upper management to lower-level employees and making sure that their team operates smoothly while fulfilling these goals.

Other common duties of middle managers include:

• Monitoring employee performance
• Assigning and supervising specific tasks
• Encouraging employees to reach their full potential
• Recruiting and retaining company employees
• Reporting issues and successes to top-level management

Middle managers typically start their careers in specialist roles and might take on various jobs that enable them to establish a strong professional network, which can benefit their employers and the teams they lead.

These are a few of the positions generally considered to be middle management:

• Branch managers
• Store managers
• Regional directors
• Department managers

Working in leadership has gotten a lot harder over the past couple of years. With the rise of remote work, and the increasing sentiments of isolation that come with it, it can be hard to find ways to engage team members and encourage stellar performance from all employees.

Middle managers are now struggling with how to balance their various responsibilities while also managing group demands and expectations.

Here are some of the top challenges that middle managers are facing in their roles today:

The messy middle

The first major challenge is in the role title: middle. Studies show that middle managers can often feel that they are caught at the in-between, suffering from being in contradictory roles. They are leading teams, while also reporting to others; they are directing work while also being expected to perform it. The dual nature of these roles can be challenging and it requires a high level of dedication and focus.

Additionally, middle managers might find themselves involved in the conflicts of those both above and below them in the organizational hierarchy. Finding ways to successfully act as an intermediary can be difficult, especially when expected to please people on both ends.

Stress and burnout

Feeling responsible for solving problems on either end of the hierarchy and overseeing coaching, organization, and communication across teams can be a source of stress for many middle managers.

Employees in these roles feel pressure to produce exceptional results, hit numbers, stay on schedule, and meet customer and leadership demands, while also ensuring that the people on their team are being productive and supported. All of these responsibilities can sometimes lead to burnout, so it’s important to implement strong support systems for middle managers in order for them to also have the tools to support all the people they work with on a daily basis.

Feeling undervalued

Studies show that employees in middle management positions have some of the lowest levels of job satisfaction at U.S. organizations. This should not be ignored.

A big reason for these high levels of dissatisfaction has to do with middle managers feeling undervalued at their companies. The idea that exists in the business landscape of middle managers being unexceptional, mediocre supervisors is a gross underrepresentation of the value that employees in this position offer their companies.

Rather, middle managers should be considered the glue that holds companies together. Think about all the times you may have gone to a team manager for guidance or support. Without them and their ability to organize and communicate, whole teams would likely lose their ability to run smoothly, greatly effective company success and productivity.

The communication, organizational, and leadership skills that middle managers possess are seen as some of the most valuable skills for employees across a multitude of industries, and the multifunctional work they do for their teams is extremely important to the everyday functioning of many organizations.

Middle managers are key parts of nearly every organization, but in order for them to succeed, they need to feel respected and valued by their companies.

Organizational leaders can be the driving force in making this happen by providing middle managers with the support they need to prosper in their careers.

The most important tip for helping your middle managers succeed is to offer learning and development opportunities.

As mentioned before, middle managers need solid decision-making and communication skills to work with and motivate employees on both sides of the organizational hierarchy. When you offer learning and development opportunities for employees in mid-level management positions, you are providing them with the chance to reskill and upskill in important areas that help strengthen their ability to work alongside, while simultaneously leading, their teams.

Be sure to check out Skillsoft’s courses on how to develop your management skills and become a leader in the workforce.

When you have strong and empowered middle managers, the whole company succeeds, so start learning today.

ESG is our promise to navigate a complex business landscape with integrity, contribute to a sustainable future, and leverage our organizational strengths as a force for positive change. To make good on this promise, we must continuously refine and expand our ESG initiatives to meet existing standards and set new benchmarks and goals for corporate responsibility.

In 2023, we aimed to deepen our commitment to being a responsible business for our stakeholders, customers, and planet. We’re pleased to report that we made critical progress this year:

• We set a benchmark. For the first time, Skillsoft measured our global greenhouse gas emissions (Scope 1, 2, and partial 3) with the intention of establishing a science-based target. Once set, our target(s) will be the primary forum where we demonstrate our emission-reduction strategy and impact. And, with a view toward transparency and accountability, we also made submissions covering our global operations to CDP.net, EcoVadis, and the United Nations Global Compact.
• We committed to DEI. Thanks to insights from our annual Global Culture Survey, we uncovered three internal pillars for driving social progress. We’ve expanded our dedication to underserved communities through strengthened partnerships and introduced a senior leadership program which incentivizes breaking down biases through DEI-aligned objectives. CEO Jeff Tarr also signed the CEO Action Pledge for Diversity & Inclusion.
• We honed our efforts. In 2023, we conducted our first double-materiality assessment, providing us with a fresh focus for future-forward ESG initiatives. We’ve expanded our ESG steering committee and increased employee training, fostering a culture that understands ethical practices.

Our ESG efforts serve as a compass that guides us toward future success and unlocks untapped potential. Prioritizing ESG enhances our resilience, fosters long-term value creation, and attracts conscientious investors.

That’s why we know our progress in 2023 will lead to future potential.

1. We look forward to setting and measuring our progress toward science-based targets. And we expect to engage our suppliers in supporting our ESG plans and goals, weaving sustainability into our end-to-end value chain.

Get more thoughtful about your ESG commitments by forging closer ties with suppliers. Watch our webinar on sustainability and your supply chain now.

1. We sifted through thousands of points of feedback and developed three thematic pillars for driving social progress internally, and we anticipate the emergence of a more diverse, equitable, and inclusive global culture.

Discover how to build a DEI training program fit for the modern workforce.

1. In addition to etching clearer guardrails with our sustainability governance practices, we are devising comprehensive policies for using artificial intelligence (AI) that prioritize safety, transparency, and ethics, paving the way for a more innovative — and sustainable — future.

Are you looking to apply AI ethically in your organization? Here’s what you need to know.

Thank you for joining us on our ESG journey. Here’s to the pursuit of knowledge and to doing better.

Over the past year, artificial intelligence has become essential for businesses across industries, drastically altering our professional landscape.

As the demand for AI skills rises, this year’s survey results show that these specialists have become the toughest to hire for, with 43% of tech leaders saying their team’s skills in AI need improvement and 30% of survey respondents reporting that they have the most difficulty hiring qualified AI professionals.

This is largely because teams are unable to keep up with the rapid pace of change in the industry. This challenge has left leaders with few other options than to invest in training their teams.

The majority of IT decision-makers who participated in our survey responded that they believe that reskilling and upskilling is the path forward.

A recent survey from Deloitte showed that a lack of AI skills was a main issue for many organizations, yet few were investing in AI training. This has led to a major lack of supply in a field that is rapidly increasing in demand.

In order to recognize the full potential of AI, leaders must empower their teams to work effectively with the technology, and the best way to do that is by focusing on acquiring the skills and knowledge needed to excel.

In recent years, the rapid adoption and maturation of cloud technologies has revolutionized many organizations’ digital initiatives. This trend has had an immense impact on tech jobs, leading to a surge in demand for professionals skilled in this area, evidenced by the fact that 82% of IT decision-makers reported that the demand for cloud computing skills is increasing within their organizations.

One of the biggest changes brought by cloud computing is lower IT costs due to the shift from on-premise solutions to cloud-based ones. This has created a demand for tech workers proficient in cloud computing who are able to help their companies transfer data and applications to the cloud.

Cloud architects, specifically, are some of the most sought-after new hires, yet finding employees whose talent as architects also translates to the specific cloud specializations required to fill these roles has proved challenging for team leaders.

Nearly all IT leaders agree that certified staff add immense value to their organizations, and this year, certifications in multiple Google Cloud professions were the most sought-after and are shown to be some of the highest-paying certifications in 2024.

As businesses continue to utilize cloud technology, the need for skilled cloud architects will remain an important part of successful cloud implementations.

As the cybersecurity landscape continues to evolve, companies are increasingly looking for ways to keep up with the threats that ensue.

From ransomware attacks and data breaches to attacks driven by AI, cybersecurity technologies and vulnerabilities look much different than they did in the past.

Today, cybersecurity specialists require expertise in the latest security technologies and techniques, and most importantly, they must continuously update their skills to stay ahead of new threats. But this can be challenging, especially when the landscape is evolving so quickly and even tech decision-makers are struggling to keep up.

Committing to upskilling and investing in adequate cybersecurity training are crucial steps in gaining the skills necessary to work within the evolving demands of the industry, and it ensures that your workforce is ready to face the challenges that will arise in the future.

Get the Guide:How to Manage Your Organization's Cybersecurity Learning Program in the Evolving Threat Landscape

As data and its application become much more critical in how people make decisions, roles like data scientists and engineers have continued to grow in demand.

Ranked second in our list of the Top-Paying IT Certifications of 2024, the crucial importance of data engineers in organizations has not gone unnoticed. In order to excel in the field, professionals looking to pursue a career in data science should master a few key skills such as the ability to develop data processing systems and create secure, scalable, and reliable data solutions.

With proper training and the completion of IT-certified upskilling courses, professionals can help fill in the gaps that tech decision-makers are struggling to hire for in these areas.

Another major skill gap that professionals are struggling to hire for is project management.

IT project managers play a crucial role in planning, initiating, and executing software development projects. As organizations work to stay up to date with current trends in the tech landscape, effective project leaders are essential for achieving desired success.

However, finding qualified candidates for these roles can be challenging. The Project Management Institute recently reported that 25 million project management professionals are needed by 2030 to close the existing skill gap.

In order to be successful in this role, individuals must have strong leadership skills, substantial experience, and advanced technical expertise, assets that were reported as being some of the most important in our IT Skills and Salary survey.

Like most of the other job areas, the main problem with hiring software engineers is that there are not enough people with the right skills.

“Software engineering” is a broad term that covers a wide range of skills. Because of this, businesses frequently require employees with specialized skill sets.

That’s where reskilling and upskilling come in. By honing your skill sets and technical abilities, you make yourself an asset to tech teams, providing a solution to IT decision-makers who are struggling to find qualified people for the jobs they are hiring for.

Collaboration and communication skills are of utmost importance for UI/UX designers as their job often requires them to collaborate with cross-functional teams.

It is also imperative that people in these roles are both artistically creative and technically experienced, as they are responsible for building user-friendly and visually captivating digital interfaces.

This mix of communication, creativity, and technical expertise generates a high demand in the tech field since many positions often don’t require all three, even though their growing importance in the industry has not gone unnoticed.

Today, the changing nature of the tech industry is further stressing the importance of power skills among technical employees. Notably, findings from our survey reveal that power skills like communication are among the most important for those in leadership positions and are making a marked difference in professionals’ career trajectories.

Having the ability to solve problems with remarkable, innovative solutions is incredibly important, and skilling, upskilling, and reskilling are vital for workforce transformations, and the ability to hire for more roles.

We are now going through times of incredible change throughout the workplace. Technology is ever-evolving, new jobs are forming, and leaders are worried about their teams being left behind.

That’s why, now more than ever, having capable professionals you can trust is invaluable. While other factors impact one’s ability to find work, certifications signal to employers that candidates can effectively do the job. What’s most, an audit of one’s abilities can help show which skills are sharpest or may need more support. Ongoing assessments and training can help bolster efforts to fill a skill gap.

To learn more about the current trends in the tech industry and how they are impacting tech roles, you can read the entirety of this year’s IT Skills and Salary Report today.

As this is largely an issue of supply and demand, it follows that businesses must close the gap by investing in the supply-side of their skills pipeline. Our traditional education institutions simply do not produce enough skilled talent to meet the demand, and they do not respond quickly to changes brought on by technology and other factors.

The need for people to learn new skills is paramount, but it also compounds the problem. Since these are skills that run the gamut across silos and verticals, it becomes challenging to find a single solution that can empower success for all.

Not just “hard skills” like coding, data science, cybersecurity, and cloud computing are lacking. The need for effective leadership has never been more important in what has become a highly virtualized, remote, and socially distant world.

In a time where most people are always online, connected, and instantly accessible, it is stunning how isolating and lonely the virtual workplace can be. The need for leadership has never been more critical in bringing teams together and rallying around a common goal.

Unfortunately, only 41% of organizations believe their leadership development programs build leaders in a way that benefits the business (Global Human Capital Trends 2019 report published by Deloitte).

Successful programs have adapted to develop a curriculum that offers balance, encompassing hard skills and power skills, like communication and collaboration, critical thinking and problem-solving, empathy, teamwork, creativity, and adaptability.

Investing in employee skills is crucial for success, but only 34% of workers today feel supported by their organization’s skill development opportunities.

What Are Reskilling and Upskilling?

Upskilling and reskilling are two critical concepts that shape the landscape of professional development. Both are done in alignment with an organization’s strategic priorities and their current workforce or job architecture. In order to meet goals, organizations must have the right talent in place to carry out the work. If they don’t have employees on staff already, they must either hire someone new or upskill and reskill their existing base, which tends to be more popular and cost-effective.

Upskilling refers to enhancing existing skills or acquiring new ones that align with the changing demands of the job market. It's not just about learning new software or mastering a new tool; it involves broadening one's understanding of industry trends, emerging technologies, and evolving customer needs. By upskilling, professionals can enhance their marketability, improve their performance, and increase their value to their employers.

But what’s actually involved in upskilling individuals?

Learning programs often include a range of options to close a skills gap, including mentorship, on-demand courses, live training, and hands-on modules. At Skillsoft, we often see our clients create custom learning journeys that meet their unique needs at the time. Consider how DB Systel GmbH launched a program to upskill recent grads for the roles they need that require a specific skill set. Programs like this work to close a gap, while helping employees who have a baseline skill set build on their foundations.

On the other hand, reskilling focuses on learning entirely new skills, often to transition into a new career or adapt to significant industry changes. Reskilling is about reinvention. As industries evolve and certain roles become obsolete, professionals may find themselves needing to pivot into new areas. Reskilling is about leveraging transferable skills and experiences while learning new skills that are in demand in a different field or industry.

As employees build new skills, they can measure their progress through regular assessments. In Skillsoft’s case, these are called Skills Benchmarks, which test a person’s skills at one stage of their journey and then recommend training to close their skills gap — clarifying the exact training they should take to upskill or reskill. Then, employees test again later after completing training to see their progress. Along the way, they earn badges to recognize their efforts and validate their newly acquired skills.

As organizations launch programs to upskill or reskill their workforce, they often see the benefits take many forms, including a tangible return on investment. Cost savings in the form of reduced administration time, a lower training or talent acquisition cost, and even higher rates of productivity all contribute to a program’s success. Forrester Consulting produced Total Economic Impact studies for Skillsoft, showing how clients often see the returns for their training programs. See the impact of technology-focused training here.

Overall, upskilling and reskilling are strategic tools that individuals and organizations can leverage to stay relevant and competitive.

According to Gallup, the cost of replacing an employee can be as high as two times the employee’s annual salary. Comparatively, upskilling or reskilling is a much smaller investment for a company than recruiting, hiring, and training a new employee.

Reskilling and upskilling employees does more than boost a company's bottom line, it creates a happier workforce.

For individuals, upskilling and reskilling offer pathways to career advancement, increased job security, and higher earning potential. Moreover, individuals who actively engage in upskilling and reskilling are likely to perform their job duties more efficiently, make fewer errors, and exhibit higher levels of work engagement.

The benefits of reskilling to individuals:

• It helps employees see career advancement opportunities
• They often feel more engaged at work
• It boosts morale and productivity

In addition, employees who invest in learning and skill-building are more likely to stay up to date with industry trends, make better recommendations, and offer keener insights to clients.

On an organizational level, investing in upskilling and reskilling programs for employees can lead to a more skilled and productive workforce. Such investment helps organizations stay competitive, adapt to technological advancements, and drive business growth.

Organizations that prioritize training their existing employees are more likely to foster an adaptable workforce that's resilient to change over time. Upskilling and reskilling programs can effectively address skills gaps within the organization, reducing the need for external hiring.

The benefits of reskilling to organizations:

• It improves retention and attracts new talent
• Skilled, certified staff often add more value to the business
• Training closes skills gaps that hamper progress

While reskilling and upskilling are solid strategies, not all skills, positions, and roles are the same. So, the next hurdle is — how can you invest in all your employees’ skills cost-effectively?

Many first movers are taking control of their employees' professional learning experiences using the newest insights learning science offers.

Read Next: How a Job Architecture Can Help Streamline Workforce Transformation

The same advances in technology that are in part contributing to the skills gap can help to close it. Leaders are looking for trusted, reliable, and (most importantly) effective learning solutions — a mechanism that accelerates productivity and doesn’t disrupt the flow of work. Employees want a marketable and intuitive pathway to learn skills they can use to contribute to the success of the business and also build their own capabilities.

“We are moving out of the era of video-based training, which has dominated the learning and development space over the last 15 years, and toward a future where hands-on, human-centric learning experiences will become the norm. This is driven by two key trends: the rise of digital social interactions and the advancement of AI,” says my colleague and Skillsoft CTO and CPO, Apratim Purakayastha. “What’s key to blended, interactive learning modalities is the “human element.” It can include hands-on platforms like Codecademy or conversation simulators like CAISY, as well as online coaching, instructor-led training, or bootcamps.”

Curated pathways or journeys that guide learners are increasingly critical, especially for higher-stakes outcomes; not everyone is naturally curious or fully understands what they need to learn. With so many options available today, learners can choose to consume live instruction, video content, reading, audio, or whatever works best, but the myriad of options can be overwhelming. They need encouragement and a level of didactic structure to help them on their way. Learning pathways and skill benchmarks correlated to in-demand roles help learners find their appropriate learning journey more readily.

Similarly, for those in leadership positions, it’s easy to get overwhelmed when the task is to plan the career development for a range of individual employees. Leaders seek an intuitive and scalable solution that can serve the various needs of their workforce — to provide personalization and structure that doesn't require a massive investment of time to enable.

As the skills that learners need change, so should how organizations teach those skills. Businesses need flexible, more diverse learning experiences if they want a scalable outcome. They cannot just hire their way out of the problem. This leads to increased competition and wage inflation for the same constrained pool of talent. Ultimately, they will just trade resources and dampen productivity.

To address this constantly evolving skill landscape, Skillsoft leverages technology and learning science to provide tools and activities that address many of these issues directly.

We offer solutions for:

• Onboarding
• Upskilling
• Reskilling
• Learning in the flow of work
• Coaching for leaders
• Project-based learning and hands-on practice
• Cohort-based learning

We curate these solutions into a system of learning journeys, which offers a blend of learning resources, including self-study 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 the analytics of more than 45 million learners and skills insights from partners like Burning Glass Technologies.

We believe that these capabilities provide the foundation to achieve workforce transformation at scale, ultimately enabling employers and employees alike to close the skills gap and reach their fullest potential. See how it works by getting a demo today.

Editor's note: This post was updated with expanded material on reskilling and upskilling in Jan. 2024.

“My interest in sustainability started much younger than I would have ever imagined,” said Draves. “I grew up on a row crop farm, and we did things that were sustainable before sustainability was really ‘cool.’ We would grow all our own food; we traded with neighbors; we recycled everything.”

Fast forward to the work she did as an adult at Dow, a company with an unbelievably strong history and legacy of sustainability. Draves drew on her unique early childhood experiences to help leaders at Dow understand the intersection of business and nature – and how nature inherently promotes sustainable operations. Today, she works for the State Nature Conservancy Board in Michigan, which has contributed to many projects that are both good for business and good for nature.

One of the most critical things that Draves has learned throughout her career in sustainability is that every person in every company has a role to play. And Draves believes leadership must set that tone – making sure to be clear about the company’s intentions for sustainability.

When they understand the expectations from leadership, every individual must then make a concerted effort to carry out those intentions. From reducing waste, being inclusive, and understanding the company’s governance practices to understanding the company’s goals for carbon emissions and how the work that they do contributes to those goals, sustainability is not a solo venture.

“I think a lot of people feel like sustainability is somebody else’s problem,” said Draves. “But it is not. Sustainability is everyone’s issue. And if we collectively take small actions, those small actions build into big [collective] actions, which I think is particularly important.”

She pointed to an example of an office furniture company she consults with. They have an innovative circularity program, where they take all your organization’s old office furniture out, put it in a warehouse, and then use it to rebuild your office areas – like new or better. The company was having trouble figuring out how to communicate the program’s value because employees did not quite understand what circularity meant.

After working to better communicate the concept to employees, the company started to gain business because the people on the front lines were able to talk about the actual benefits of those sustainable practices. That’s why it’s imperative that every single employee – from the owners and executives of the company to all levels of the organization – understands what sustainability means to the company and its customers. Leaders must level-set, establish a strong tone from the top, and then translate what the corporate goals mean for every individual who works there.

When looking at sustainability practices as a whole, Draves considers “the whole picture of how you run your company, from your pay practices to your environmental policies to how you govern the way your board works – and everything in between.” And while there’s not a one-size-fits-all way to quantify success across sustainability initiatives, she outlined a model to help organizations track the efficacy of their programs, which she calls the Say, Do, Prove Model.

Here’s a breakdown of the process:

1. Say: Set a goal.
2. Do: Take action to achieve the goal.
3. Prove: Prove that you took action towards that goal.

According to Draves, “Sustainability efforts need to be accompanied by actual data that has been audited by an independent third party to really prove that what an organization says it has done is real. There are many companies that set a goal and take some action to achieve it, but then they never actually prove it.”

The companies that are really achieving their sustainability objectives are typically those that can quantify their efforts in a way that is comparable and understandable to society at large.

Draves believes this is especially valuable in organizations’ diversity, equity, and inclusion (DEI) initiatives. More than ever before, workers consider DEI a key element of any company’s corporate social responsibility (CSR) strategy – and they expect organizations to clearly communicate the intention of their DEI programs, take actions to make their goals a reality, and quantify their efforts.

Said Draves: “When I talk to young people looking for jobs, there are a couple of things that they ask me very consistently. One is, ‘What are the company’s diversity, equity, and inclusion programs?’” These job seekers want to know if potential employers will accept them as they are.

And they are not looking to be pacified. Job seekers want to understand how employers will make these DEI goals a reality. And then they want to know if these efforts have worked; is the company on the right track to make progress against these goals?

The proof is in the culture. Companies who can show quantifiable progress in DEI initiatives are able to better recruit and retain top talent. Take a look, below, at some ways your organization might apply the model to its own DEI initiatives.

Say:

• Training and Education : Provide employees with DEI training to help them understand the key concepts, terminology, and the importance of DEI in the workplace. (See why employees love J.D. Irving Limited’s DEI training.)
• Communication : Encourage open and honest dialogue about DEI issues. Create forums where employees can share their perspectives and experiences, fostering a culture of awareness and understanding.

Do:

• Inclusive Policies and Practices : Implement policies and practices that promote DEI. This could include unbiased recruitment and hiring processes, flexible work arrangements, mechanisms that promote a healthy speak-up culture, and mentorship programs.
• Diverse Teams : Actively work to create diverse teams and ensure that employees from different backgrounds have opportunities for collaboration. Assign projects that require cross-functional and cross-cultural teamwork.

Prove:

• Metrics and Accountability : Establish measurable goals and metrics to track progress in DEI initiatives. Regularly assess and report on diversity metrics, such as representation in leadership roles and employee retention and satisfaction.
• Recognition and Rewards : Acknowledge and reward individuals and teams that actively contribute to a diverse and inclusive workplace. This reinforces the importance of DEI and encourages ongoing commitment.

By applying the Say, Do, Prove Model to DEI initiatives, organizations can go beyond mere statements and ensure that diversity, equity, and inclusion are integrated into their culture and practices. This approach promotes a more comprehensive understanding of DEI, encourages practical application, and provides a framework for ongoing evaluation and improvement.

The Say, Do, Prove Model implies a group effort within organizations to create a culture that genuinely embraces the principles that matter to that organization – whether they are related to sustainability, DEI, or something else. Achieving success in any of these areas requires a collective commitment and effort, and not a reliance on individual actions alone.

Amazon Web Services, or just AWS, offers cloud computing services and resources on a pay-as-you-go basis, including computing power, storage options, networking, and databases. AWS enables businesses and individuals to build and run applications and services in the cloud, offering scalability, flexibility, and cost-efficiency.

This comprehensive and evolving platform includes services like Amazon EC2 for virtualized computing power and S3 for scalable storage solutions, positioning itself as a blend of infrastructure as a service (IaaS), platform as a service (PaaS), and software as a service (SaaS).

AWS is a powerhouse in the cloud computing realm, offering an extensive range of services that cater to many use cases across various industries. Whether you're in IT, running a large enterprise, or part of a growing startup, AWS has the tools and resources to serve you with a suite of tools and resources tailored to various applications:

• Web Hosting: Scalable, reliable, and cost-effective solutions for hosting web applications.
  
• Data Storage and Backup: Services like Amazon S3 and Glacier offer unparalleled durability and security for data storage needs.
  
• Disaster Recovery: Tools for backing up critical data and ensuring business continuity.
  
• Big Data Analytics: Analyze large datasets efficiently with Amazon EMR and Redshift.
  
• Application Hosting: Deploy various applications using AWS Elastic Beanstalk and EC2.
  
• Machine Learning and AI: Build and deploy ML models with Amazon SageMaker.
  
• IoT: Connect and manage IoT devices with AWS IoT Core.
  
• Mobile and Web Development: Develop and scale applications with AWS Amplify and related services.
  
• Serverless Computing: Run code without server management using AWS Lambda.
  
• DevOps and CI/CD: Automate software delivery with tools like AWS CodeBuild, CodeDeploy, and CodePipeline.

Various AWS services cater to different organizational needs, offering specialized solutions that align with specific aspects of business operations.

• Compute: AWS offers compute services, including Amazon Elastic Compute Cloud (EC2), Amazon Elastic Kubernetes Service (EKS), and Amazon Lightsail.
  
• Storage: AWS provides storage services, including Amazon Simple Storage Service (S3), Amazon Elastic Block Store (EBS), and Amazon Glacier.
  
• Databases: AWS database services include Amazon Relational Database Service (RDS), Amazon DynamoDB, and Amazon Aurora.
  
• Networking: AWS offers networking services like Amazon Virtual Private Cloud (VPC), Amazon CloudFront, and Amazon Route 53.
  
• Analytics: AWS services include Amazon Redshift, Amazon Kinesis, and Amazon Athena.
  
• Machine learning: AWS offers machine learning services, which include Amazon SageMaker, Amazon Rekognition, and Amazon Polly.

AWS offers essential scalability, cost-effectiveness, reliability, security, and innovation.

• Scalability: Adjust resources easily to match business demands.
  
• Cost-Effectiveness: Reduce expenses associated with on-premises infrastructure.
  
• Reliability: High uptime for consistent service availability.
  
• Security: Advanced features to protect sensitive data and ensure compliance.
  
• Innovation: Deploy new solutions quickly, fostering a culture of continuous improvement.

According to the IT Skills and Salary report, over half of IT leaders say their team's networking skills fall between medium and low. Relatively few feel confident in their team's abilities in this area (only 7% say they have "high" confidence).

While adopting AWS, your organization may face challenges like skill gaps, cost management, and security concerns. By addressing these effectively through precise planning and skill assessments, your organization can begin leveraging AWS's resources and best practices.

With two-thirds of IT leaders facing a cloud skills gap, upskilling in-house teams becomes crucial. Certifications can bridge this gap, as shown in Skillsoft's IT Skills and Salary Report.

AWS certification training provides comprehensive resources, hands-on learning, recognized certifications and access to a global community. For IT leaders, this translates to increased team engagement, enhanced customer satisfaction, and better efforts in meeting regulatory compliance.

Certifications make a difference in other ways, too. They lead to shorter resolution times, help projects move faster, make deployments smoother, and ensure employee retention edges up as well.

Why pursue AWS certification?

AWS provides several benefits to IT leaders looking to upskill and train their teams. Here are some of the key advantages:

1. Access to a wide range of training resources: AWS offers a comprehensive suite of training resources, including instructor-led courses, self-paced labs, and online tutorials, allowing IT leaders to tailor their training programs to their team's needs.
   
2. Hands-on learning opportunities: AWS provides various hands-on learning opportunities, such as AWS Free Tier and AWS Partner Network (APN) sandboxes, so that IT professionals can gain practical experience with AWS products and services.
   
3. Industry-recognized certifications: AWS offers a variety of industry-recognized certifications, such as the AWS Certified Solutions Architect Professional certification, helping IT professionals advance their careers and earn higher salaries.
   
4. Access to a global community of experts: AWS has a large and active community of experts, including AWS certified instructors, partners (like Skillsoft), and customers, allowing IT professionals to connect with others and learn from their experiences.
   
5. Reduced time to market: IT leaders can use AWS to deploy new applications and services quickly and easily, helping businesses to innovate and gain a competitive advantage.

AWS offers a valuable resource for leaders to upskill and train their teams. Upskilling can boost several aspects of a business's IT operations. Empowering team members to achieve AWS certifications benefits the organization through improved team competence, enhanced credibility, and staying current with the latest technology trends.

AWS certification has the following benefits for your organization:

• Increased employee engagement and retention: Employees trained and certified in AWS are likelier to be engaged in their work and stay with their company.
  
• Improved customer satisfaction: When IT professionals are trained and certified in AWS, they can better support customers and quickly resolve issues.
  
• Reduced risk of outages and downtime: When IT professionals are trained and certified in AWS, they can better manage and maintain their infrastructure, which can help to reduce the risk of outages and downtime.

In addition to the benefits listed above, AWS training and certification can also help IT leaders to:

• Build a pipeline of talent: AWS training and certification can help IT leaders identify and develop future leaders.
  
• Attract and retain top talent: Investments in AWS training and professional development can help attract and retain top talent.
  
• Meet regulatory compliance requirements: Some industries have regulatory compliance requirements that require training and certification.

Overall, AWS training and certification can provide many benefits to leaders. By investing in AWS training and certification, IT leaders can help their teams develop the skills they need to succeed in the cloud-native world.

Everyone’s career takes twists and turns, so no two journeys will be the same. However, there are simplified paths that you can use as a guide or map for landing your ideal job or earning a certification. For an architect starting from the very beginning, it may look something like what’s illustrated below. You can find more examples here.

What this shows is a map to the finish line. It shows a starting point, the journey through the middle, and then the final stages before completion. But what does the end look like for you?

This is one of the best places to start. Ask yourself what you want to do or accomplish. What interests you? Are you after a certification or new skills? Answering questions like these can help bring clarity to what the journey ahead may look like — or at least the first few steps.

Keep reading to get more tips and guidance:

Step 1: Setting goals and assessing skills.

• For learners, it’s important to have a goal to remain organized and motivated. Goals could be skills they want to build or a job they want to hold.
  
• After setting their goals, the next step is to assess their knowledge and skills. This could be done through skills assessments. Knowing their strengths and gaps will help inform what training to take.
  
• Next, delve into AWS-specific courses to gain in-depth knowledge of AWS services, best practices and roles. Consider training for industry-recognized certifications to validate your skills and stand out to potential employers.
  

Step 2: Gaining hands-on experience with AWS

• Utilize AWS's Free Tier to experiment with AWS services and build practical projects without incurring costs.
  
• Participate in hands-on AWS workshops and labs to gain practical experience deploying, managing, and troubleshooting AWS infrastructure.
  
• Contribute to open-source projects on AWS to gain real-world experience and collaborate with experienced AWS professionals.
  

Step 3: Exploring Jobs You Aspire to

• As mentioned, skilled professionals with expertise in AWS are in demand but short in supply. As learners work through their training, they should find opportunities to work with others who sit in the roles they want. This could be informative interviews or meetings, or it could be stretch projects that allow them to contribute to active projects while they learn.
  
• Begin building a portfolio to showcase your skills and interests. And gather feedback from your network.
  
• Finally, find resources to help you land the job. That could be resume building, interview prep, social networking and more. (See Codecademy’s Career Center to start.)
  

Step 4: Advancing to more senior AWS roles

• With experience and expertise, you can progress to more specialty AWS roles.
  
• In these roles, you will be responsible for designing, implementing, and managing complex AWS environments, ensuring their security, reliability, and scalability.
  
• You will also have the opportunity to mentor and guide junior AWS professionals, contributing to the growth and development of the AWS community.
  

Step 5: Becoming an AWS expert and leader

• As you gain experience and expertise, you can establish yourself as an AWS expert and leader in the field. You can contribute to AWS documentation, participate in open-source projects, and speak at AWS conferences to share your knowledge and insights.
  
• You can pursue specialized AWS certifications, such as the AWS Certified Advanced Networking – Specialty or AWS Certified DevOps Engineer – Professional certifications, to demonstrate your expertise further.
  
• With continued dedication and expertise, you can advance to senior leadership positions, such as principal engineer or director, overseeing the strategy for an organization and leading a team of highly skilled professionals.

Remember, this is just one potential career journey. You can take many different paths to achieve your goals in the AWS Cloud and AWS services field. The most important thing is to learn, grow and seek opportunities to gain experience.

AWS offers tech professionals at all levels unprecedented opportunities to enhance skills, innovate, and drive organizational growth. Explore certification training options through Global Knowledge and Skillsoft for comprehensive cloud mastery.

Transform your team with AWS skills. Discover comprehensive AWS certification training at Global Knowledge and Skillsoft, and start your journey to cloud excellence today.

Achieving and maintaining compliance in real-life situations is often trickier than training scenarios for various reasons. First, the real world is complex, and compliance usually involves navigating instant, dynamic situations with multiple variables.

Training scenarios may oversimplify or not fully capture the intricacies and challenges faced in everyday business operations. Additionally, human behavior can be unpredictable. Training scenarios may assume specific responses, but real-life situations involve diverse personalities, motivations, adrenaline levels and decision-making processes that are hard to replicate accurately.

Second, compliance probably intersects with your organization’s business operations. So, ensuring compliance may require coordination across departments and functions, introducing complexities that – again – may be simplified in training scenarios. Global events can also influence compliance efforts, and training scenarios may not adequately simulate the external pressures and uncertainties that organizations face.

And finally, real-life compliance issues sometimes involve ethical dilemmas and gray areas where the right course of action may not be clear-cut. Training scenarios may present more straightforward situations, not thoroughly preparing individuals for the ethical complexities they may encounter. For example, real-world problems demand quick and effective responses. They need to consider organizational culture, historical context, and specific industry dynamics, which training scenarios may not fully capture.

Skillsoft’s CAISY helps you build competence and confidence in handling unique compliance issues by providing employees with an emotionally safe space to practice difficult conversations and get feedback. Additional benefits include:

• CAISY presents learners with a business scenario and plays the other person’s role in the conversation. Each conversation is unique, and reflective of the dynamic situations you might encounter in real life.
• CAISY scores the interaction with a proficiency level.
• CAISY identifies strengths and areas for improvement and will soon provide personalized learning recommendations to help the learner improve and try again.

We currently have 60 scenarios available within CAISY via Skillsoft Percipio, Skillsoft’s AI-driven online skilling platform, inclusive of our compliance scenarios. Consider some of the following compliance scenarios.

Best Practices for Protecting PII

How can you protect PII within your organization? Protecting PII is crucial to preventing data breaches, complying with regulations, and building a culture of security. This CAISY scenario ensures that your team knows what to say and do when a difficult situation arises that puts PII at risk. By identifying vulnerabilities and learning to address them within CAISY, your team can save costs associated with actual data breaches, maintain stakeholder trust, and ensure compliance with data protection regulations.

Delivering Respectful Communication to Employees

Every employee within your organization must practice respectful communication in alignment with your cultural norms.

Not only does this foster positive relationships, prevent misunderstandings, and enhance team collaboration, but it also helps to establish a culture of collaboration and compliance. CAISY enables a proactive approach that helps avoid conflicts arising from cultural differences, promotes inclusivity, and adapts leadership styles to suit diverse preferences.

Not only that but practicing respectful communication contributes to global business competence in an increasingly interconnected world.

Handling a Report of Harassment or Discrimination

Managers can use CAISY to practice taking reports of harassment or discrimination to ensure a swift, effective, and compliant response.

Not only does this create a safe and trusting work environment, but it also prevents escalation and contributes to the overall well-being of employees. By building trust and maintaining a positive organizational culture, managers can help your organization reduce liability and demonstrate a commitment to preventing and addressing inappropriate behavior.

Strategic Business Activity or Bribe?

Your team can benefit from hands-on practice assessing whether the circumstances of a gift, travel, or entertainment (GT&E) might be considered a bribe. Business is complex, and this topic, in particular, is often open to interpretation.

Regular practice with CAISY is an educational tool that helps managers and employees understand bribery risks, recognize red flags, and adhere to fair business practices.

Mastering compliance in the real world requires a nuanced understanding beyond the confines of training scenarios. The complexity of dynamic situations, the unpredictability of human behavior, and the intricate intersections of compliance with various organizational functions all contribute to the challenges faced in everyday business operations.

Achieving and maintaining compliance demands a comprehensive understanding of the multifaceted challenges that arise, acknowledging the uncertainties, ethical dilemmas, and intricate dynamics inherent in the complex tapestry of everyday business operations.

This depth of understanding can be captured via CAISY. It can empower individuals and organizations to navigate the ever-evolving landscape of compliance with resilience and integrity.

Microsoft's certification can be pivotal for IT professionals at all levels. Such certifications often increase earnings, lead to promotions, and far more.

See the training, whether that’s in-person

or on-demand, that can help you earn certifications like those listed above. Or, find courses on popular skills — like Python or C# — to support your mission to unlock these credentials.

*Given the sample size of US respondents, the salaries presented here are for continuity only.

The average Microsoft certification-holder has unlocked more than one credential, often from more than one vendor or body, according to this year’s survey. Compared the year prior, the average certification-holder globally — including Microsoft and all other certification bodies we ask about — had nearly twice as many credentials, which can have an impact on their income, their role and more. Naturally, other factors affect earnings too, like whether they manage people or their tenure in the industry.

It's important to know that some overlap also exists among certification-holders. For example, those who reported having a foundational certification may also have one or more of Microsoft’s associate or expert-level role-based certifications too.

Below, find more context on what the average Microsoft certification-holder looks like. Then, keep reading to learn about the certifications listed above and what it takes to earn them.

The Azure Developer Associate certification is for developers specializing in creating, testing, and maintaining cloud applications on Azure. To qualify, candidates must pass the AZ-204 exam, testing their abilities to develop and secure Azure solutions, integrate services, and optimize application performance. These professionals can reliably develop compute solutions, working cross-functionally with others to meet business and technical requirements.

Microsoft recommends having at least two years of experience working with Azure and as a professional developer. You should be proficient in languages such as C# or Python and the following:

• SDK
• Data storage options
• Data connections
• APIs
• App authentication and authorization
• Compute and container deployment
• Debugging

The Administrator Expert certification is for IT professionals who specialize in implementing, managing, and securing Microsoft 365 tenants. This certification demonstrates a commitment to best practices and helps organizations maximize the value and security of their Microsoft investments.

To qualify for this certification, candidates are required to pass the MS-102 exam. This exam evaluates a candidate’s knowledge and skills in managing identity, access, security, compliance, and supporting technologies, using Microsoft 365 solutions like Entra ID, Purview and Defender.

However, before sitting the exam, you must have earned a prerequisite associate-level certification:

• Endpoint Administrator Associate
• Messaging Administrator Associate
• Team Administrator Associate
• Identity and Access Administrator Associate
• Information Protection and Compliance Administrator Associate

Cybersecurity architects create an organization’s security strategy and work cross-functionally to put plans into motion. They must have deep expertise in implementing Zero Trust security strategies for a range of solutions, including identity, data, network, DevOps and more. Their domain doesn’t end there, often extending into GRC, SecOps and posture management.

To earn this expert-level certification, candidates must pass one of the following exams: SC-200, SC-300, or AZ-500, preferably before taking the main exam (SC-100). There are three prerequisite, associate-level certifications:

• Azure Security Engineer Associate
• Identity and Access Administrator Associate
• Security Operations Analyst Associate

A Microsoft security engineer keeps a close eye on an organization’s resources. Their duties involve monitoring solutions across Azure and an organization’s infrastructure, while making recommendations to bolster efforts via security components or configurations. Incident management is also a part of the job, as is working with others to carry out security strategies.

To earn this certification, candidates must be able to administer an Azure environment, including hybrid or multicloud, and have experience with Microsoft’s solutions for compute, network and storage. Then, pass the AZ-500 exam.

Azure AI engineers develop end-to-end, secure solutions after gathering product requirements. These engineers work with architects and others across the development cycle to build, deploy, integrate, and maintain solutions across applications. Proficiency in C# and Python or similar languages is required.

You’ll unlock this certification once you’ve completed the AI-102 exam, which tests candidates on their abilities to develop a range of solutions — generative AI, natural language processing, computer vision — using Azure AI.

The focus of DevOps engineers, according to Microsoft, is continuous delivery for the organization. You serve as a subject matter expert to develop solutions with your team. Most often, those with this certification are working with developers, SREs and Azure administrators to carry out strategies for a range of duties, including:

• Collaboration
• Source control
• Security and compliance
• Continuous integration
• Testing and delivery

Experience developing in Azure is a requirement for those pursuing this certification, along with familiarity with GitHub. Candidates can earn this credential after completing a prerequisite certification — Azure Administrator Associate or Azure Developer Associate — and then passing the AZ-400 exam.

Enterprise data analysts can manage a commensurate analytics solution. These professionals have advanced experience with Azure, Power BI and tools like Power Query. Those who work in these roles often do so alongside data engineers and scientists, architects and others whose mission is to also deliver advanced data analytics solutions.

Candidates must pass the DP-500 exam to earn this certification, which measures their abilities to manage an analytics environment and models, query and visualize data, and more.

The main objective of data engineers is bringing systems together to create meaningful solutions. Often, it’s fashioning a solution from a blend of sources into an intelligible dataset using tools of the trade. For this certification, that means being familiar with these Azure solutions: Data Factory, Synapse Analytics, Stream Analytics, and several others. Candidates must also be proficient in languages like SQL or Python.

An associate-level exam, there are no formal prerequisites for this certification. However, candidates must pass the DP-203 test, which verifies their abilities to design solutions for data storage and processing.

Pursuing this certification requires a breadth of knowledge and expertise on managing Windows Server on-premises, hybrid and cloud workloads. Working collaboratively with other administrators or architects, these professionals manage solutions for identity, compute, networking and more. Their responsibilities encompass security, troubleshooting and disaster recovering too. Tools you must be familiar with:

• Windows Admin Center
• PowerShell
• Azure Arc
• IaaS virtual machine (VM) administration

Unlike some other Microsoft certifications, this one requires candidates pass two exams: AZ-800 and AZ-801. These test a candidate’s abilities on a plethora of skills, including managing Active Directory Domain Services, Windows Servers, virtual machines and containers, and far more.

Those who intend to pursue this certification have a focus on managing their organization’s communication solutions, like Microsoft Teams and 365. This job encompasses working cross-functionally with others to manage workloads, implement Teams Phone or Rooms solutions, and uphold security and GRC.

Candidates will earn this certification after passing the MS-700 exam, which tests their knowledge on configuring a Teams environment, familiarity with tools like SharePoint, OneDrive, Exchange and Entra ID.

As an Azure Solutions Architect, these professionals plan and carry out well-architected solutions that meet business requirements. These solutions would involve everything from networking to disaster recovering and governance. This is a highly cross-functional role, often involving business stakeholders and partners across the IT department, including developers and engineers, who will support the proposed solutions. Architects going after this certification must be familiar with Azure administration and development, and DevOps processes.

Unlocking this certification starts with completing the prerequisite certification: Azure Administrator Associate. Then, candidates must pass the AZ-305 exam.

DevOps engineers who wish to earn this certification work collaboratively, focus on continuous delivery, and know their way around Azure and GitHub. These professionals work with other developers, SREs and administrators to develop and deliver solutions that support their organization’s overarching strategies.

To earn this certification, candidates must first unlock a prerequisite certification — Azure Administrator Associate or Azure Developer Associate — and then pass the AZ-400 exam, which covers configuring processes, source control, release pipelines and more.

A fundamental-level certification, this credential is the baseline starting point for a career in engineering or development or data science. It’s even suitable for students who plan on pursuing careers in artificial intelligence and want to deepen their knowledge of AI workloads, within the context of Azure. Microsoft says those who plan to sit the exam should have some knowledge of cloud concepts and client-server apps.

Earning this certification requires passing the AI-900 exam, which tests a candidate’s knowledge on AI workloads, the principles of machine learning on Azure, and more. It’s best suited for AI engineers, developers and scientists — or those who wish to hold down one of these jobs.

The main objective of a security operations analyst, according to Microsoft, is to reduce risk. This could mean staving off active threats or attacks, or it could mean bolstering an organization’s existing security strategy. Analysts often focus on threat hunting and incident response. When active, it’s important for these professionals to work with others in the organization to keep the systems secure.

Candidates must pass the SC-200 exam to unlock this certification. It tests their knowledge on mitigating threats, using tools like Microsoft 365 Defender and Sentinel.

Administrators who chase this certification should have experience managing identity and access management for their organizations, inclusive of users, devices and workloads. According to Microsoft, candidates often work cross-collaboratively to provide users with access experiences that they can navigate independently. What benefits those who plan to sit the exam is experience with Microsoft Entra ID, automating tasks with PowerShell, and Kusto Query Language (KQL).

There are no formal prerequisites to earn this certification, but candidates must pass the SC-300 exam. It tests candidates’ knowledge on managing user identities, implementing authentication and governance.

Like other fundamental-level certifications, this credential is the entry point for those who hope to work with data in the cloud, like database administrators or data analysts. While training for this certification, candidates learn about core data concepts and build on Azure Fundamentals.

Microsoft stresses the importance of knowing the skills tested before registering for the exam (DP-900). Candidates are tested on core data concepts, relational and non-relational data on Azure, and analytics workloads.

By earning this certification, candidates prove their knowledge in the foundations of cloud computing and, more specifically, the Microsoft 365 platform. Those with this certification have validated their knowledge of core compute concepts, the benefits of the cloud, and several Microsoft products.

Those pursuing this certification must sit the MS-900 certification, which focuses on cloud concepts and the Microsoft 365 platform. Like other fundamental-level certifications, the exam for this one costs $99.

As is the case with other fundamental-level certifications, this is meant for those who wish to take the first step in their learning journey. Specifically, this one focuses on Microsoft’s security, compliance and identity (SCI) solutions. It helps validate a professional’s foundational knowledge of the solutions and the baseline concepts within each domain. Before sitting the exam, it helps to have familiarity with networking or cloud, and general experience with IT environments or specifically Microsoft 365.

Candidates must pass the SC-900 exam to earn this certification. It tests on the core SCI concepts and several Microsoft tools, like Entra ID. It costs $99.

This is the starting point for anyone whose career leads them to Azure. The goal behind this certification is to help candidates nail down the core concepts of working on the Azure platform and prepare for Microsoft’s role-based certifications that come after. Training for this certification covers the high-level administration and architecture of Azure. It helps to have experience in IT or similar fields prior to pursuing this one.

Interested this certification? You’ll have to sit the exam, AZ-900, which tests on cloud concepts, Azure management, architecture and more.

This list of top-paying Microsoft certifications is based on 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.

The survey is distributed to IT professionals around the world by technology providers (including Microsoft), certification bodies, and Skillsoft.

The focus of this list is on 1,366 respondents who reported having one or more Microsoft certifications. When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand and other factors. The salaries reported for US-based respondents largely fall below that threshold, with two exceptions: Azure Fundamentals and Azure Administrator Associate. They are presented for continuity but lack statistical relevance. Salaries are not normalized for cost-of-living or location.

Generally, a mentor’s role is to foster their mentee’s growth, development, and success by offering guidance on career-related matters, sharing experiences, providing feedback, and serving as a role model. Mentoring relationships are often characterized by open communication, trust, and a mutual commitment to the mentee’s development. They can take various forms, from formal mentorship programs within organizations to informal, one-on-one connections between individuals.

Mentoring is certainly not new, and you might even be aware of some of the more publicized mentor/mentee relationships:

• As far back as 400 BC, we know that Socrates mentored Plato. Plato, in turn, mentored Aristotle.
• Steven Spielberg hired J.J. Abrams when he was just 16 years old to clean and tape old movies to prevent them from getting lost.
• Bill Gates turned to Warren Buffett for advice on various business-related subjects.
• And even in fiction, Professor Dumbledore mentored Harry Potter as he progressed through Hogwarts.

Here at Skillsoft, we often see the concept of mentoring confused with coaching. And while the terms “mentor” and “coach” are often used interchangeably, there are subtle differences in their roles and approaches.

Purpose and Focus: A mentor typically provides guidance, support, and advice based on their own experiences and expertise – taking a more holistic approach to personal and professional development. A coach focuses on specific goals and objectives. Coaching is usually task-oriented, aiming to enhance performance, develop skills, or overcome specific challenges.

Relationship Dynamics: The mentor/mentee relationship is often more informal and may involve a long-term connection. Coaching, on the other hand, offers a more structured relationship and may be short-term or project-specific. Coaches work to facilitate the client’s self-discovery and problem-solving.

Expertise and Experience: Mentors typically have experience and expertise in the mentee’s field or industry. They draw upon their success and challenges to guide the mentee. Coaches may not necessarily have specific expertise in the client’s field. Instead, they use coaching skills to help clients explore and find their solutions.

Goal Setting: Mentoring may involve broader life and career discussions. Goals may be less specific and more focused on overall development. Conversely, coaching often consists of setting specific, measurable, achievable, relevant, and time-bound (SMART) goals. The coach helps the client work toward these goals.

Feedback and Evaluation: Mentors provide input based on personal experiences and observations. Evaluation is often more subjective. Coaches provide feedback based on observed behaviors and outcomes. Evaluation is often more objective and tied to specific goals.

Initiation of Relationship: Mentoring relationships may develop more organically, often initiated by a senior professional offering guidance to a junior one. Coaching relationships are usually undertaken by the individual seeking coaching or by an organization for specific skill development.

In practice, individuals may exhibit characteristics of both mentors and coaches, and the terms are sometimes used interchangeably depending on the context. However, understanding these nuances can help select the most appropriate support for different situations.

View Skillsoft’s Coaching Corner 15-minute webinar series to better understand who our coaches are and what a coaching relationship might look like for your organization.

At Skillsoft, our coaching program is primarily virtual – which has translated well into this new era of hybrid work. However, mentorship has become more complicated as it must increasingly occur in virtual settings.

Today, it is expected to see mentorship interactions occur through video calls, emails, and other digital communication tools, allowing for flexibility and accessibility. And while this means that mentors and mentees must make a concerted effort to schedule time with each other, the silver lining is that participants can coordinate meetings around their work and personal commitments – making mentorship more accessible and accommodating for both parties.

Hybrid work has also enabled mentorship relationships to transcend geographical boundaries. Mentors and mentees can connect and collaborate regardless of physical location, providing opportunities for diverse perspectives and global networking. And because hybrid work often involves various technologies and digital platforms, mentors may now guide mentees on leveraging technology for professional development, such as virtual training, online courses, and digital networking.

Finally, because hybrid work places a greater emphasis on outcomes and results rather than traditional measures of work based on physical presence, mentors may help mentees set and achieve goals in this results-oriented environment. In some ways, this is reminiscent of coaching, where establishing specific and actionable goals is a crucial component of employee success.

Read more about Adobe’s initiative to provide leadership coaching at scale.

Are you looking to establish a coaching program at your organization? Download our free guide on how to build future-fit leaders through coaching.

Coaching a Struggling Employee: Practicing coaching scenarios in advance of experiencing them can help your managers refine their communication and motivational skills, ensuring a more constructive and supportive interaction. Managers can anticipate potential reactions and plan strategies to handle them, fostering a more confident and empathetic coaching experience.

Managing Up / Delegating Up: It can be awkward to ask a superior to complete a necessary task. But by rehearsing the delegation process, individuals can become more adept at matching tasks with the skills and strengths of their managers, while also enhancing their ability to navigate organizational dynamics and promote a more streamlined and productive workflow.

Coaching an Employee through Career Development: Preparation allows managers to anticipate potential questions or concerns their employees may have about their career paths, enabling them to provide well-thought-out and insightful responses.

Embracing Psychological Safety: By rehearsing scenarios, a manager can develop the skills needed to actively listen, validate diverse perspectives, and respond empathetically. This might also help the manager to anticipate potential challenges in fostering psychological safety and develop strategies to address them effectively.

Creating an Inclusive Environment: Understand the nuances of fostering inclusivity, including identifying potential biases and addressing unconscious prejudices that may hinder inclusivity. By rehearsing inclusive practices, managers can develop the skills necessary to communicate effectively and ensure that team members from diverse backgrounds feel valued and respected. This proactive approach also helps the manager anticipate potential challenges in promoting inclusivity and implement strategies to overcome them, contributing to a more supportive workplace culture.

Making Decisions Inclusively: Managers may assess potential biases and consider diverse perspectives, ensuring that their decisions are fair and equitable. By rehearsing the decision-making process, managers can refine their skills in actively seeking input from a variety of team members and promote a culture of inclusion and diversity.

Understanding Implicit Biases: Recognize and acknowledge biases and foster self-awareness that is essential for effective leadership. By rehearsing scenarios and understanding implicit bias, managers can develop the skills needed to make more informed and unbiased decisions, creating a fairer and more inclusive workplace.

Addressing Micro-behaviors in Team Meetings: Develop the skills needed to recognize subtle, potentially harmful behaviors that may go unnoticed by others. Then refine your ability to address these micro-behaviors in a constructive and sensitive manner, fostering a more inclusive and respectful team environment.

You’ve probably heard the saying, “Feedback is a gift.” Not only does it help employees understand what is expected of them, but it clarifies how they might meet those expectations. Providing regular feedback can help to build trust and improve communication between managers and employees, leading to a more positive work environment, increased employee engagement and motivation, and better business outcomes.

If your organization is looking for a way to empower its managers to give more effective feedback via low-stakes practice conversations made possible by artificial intelligence, we can help.

If you or others around you are truly worried about your job being taken by AI, it’s understandable why you’d feel that way.

Reports of thousands of jobs already lost thanks to AI have circulated the web, chronicling the rapid replacement of workers and the complications that followed. Further, a Goldman Sachs report estimated that 300 million full-time jobs could be replaced too. Findings from a World Economic Forum (WEF) report shows a similar forecast.

But what’s behind these numbers? How worried should you actually be?

Let’s address this head-on.

Is AI replacing jobs? In short, yes. Some jobs are being or projected to be replaced by artificial intelligence in some capacity. However, many will not be in part or whole.

A Stanford University economist studying the impacts of AI told Business Insider that the future isn’t a jobless dystopia run by machines.

"I do not think we'll see mass unemployment," says Erik Brynjolfsson, a Stanford University economist, in the article. "But I do think we'll see mass disruption, where a lot of wages for some jobs will fall, wages for other jobs will rise, and we'll be shifting around into demand for different kinds of skills.”

More detailed projections of which jobs will experience disruption is told in the WEF’s Future of Jobs Report, which surveyed 803 companies, representing 11.3 million workers.

According to the report, technological change and adoption are the primary reasons why these are the 10 fastest declining jobs:

1. Data entry clerks
2. Administrative and executive secretaries
3. Accounting, bookkeeping and payroll clerks
4. Security guards
5. Building caretakers and housekeepers
6. Cashiers and ticket clerks
7. Material-recording and stock-keeping clerks
8. Assembly and factory workers
9. Post service clerks
10. Bank tellers

Part of the reason why these jobs are phasing out is simply because of generative AI’s ability to automate and accomplish an array of tasks quickly and accurately.

The range of its ability is vast, but it’s important to know that tools like these still benefit from (and often require) human input, oversight and judgement — especially to ensure ethical use or adoption.

For the tasks that generative AI excels at, it’s work taken away from a human. But that can be a good thing and here’s why: It’s an opportunity to reskill or upskill in areas that are highly in demand today but suffer talent shortages or gaps.

Consider this from the Goldman Sachs report: “The good news is that worker displacement from automation has historically been offset by creation of new jobs, and the emergence of new occupations following technological innovations accounts for the vast majority of long-run employment growth.”

Although AI shows great promise, a major hurdle in the trek forward is how people feel today: Worried. “Leaders must provide opportunities for talent to interact with AI comfortably, helping to mitigate this fear, fostering intrigue, and positioning AI as a valuable co-pilot rather than an intimidating concept,” says Skillsoft’s Gandy.

Today, the knowledge and skills gap in AI is significant, creating an urgent need for training. For those employees most at risk of losing work to AI, the onus shifts to leaders and employers to help their workforces adapt. Taking no action will allow fears to fester.

Free Course:Intro to Generative AI by Codecademy

While AI is great at many things, it has shortcomings that separate people from machine.

The WEF report shows which jobs are growing the fastest and are insulated from replacement by AI.

Here are the top 10:

1. Agricultural equipment operators
2. Heavy truck and bus drivers
3. Vocational education teachers
4. Mechanics and machinery repairers
5. Business development professionals
6. Building frame and related trades workers
7. University and higher education teachers
8. Electrotechnology engineers
9. Sheet and structural metal workers, moulders and welders
10. Special education teachers

AI can’t fully replace a human’s judgement or attention to the nuances of the work involved in the roles listed. Further, any job that requires a high degree of social interaction or emotional intelligence, creativity or innovation, and similar skills are further from replacement too.

Power skills like these are either at the fringe of or beyond AI’s abilities today, given the very human nature of the role. What’s more, a recent Skillsoft report shows a growing importance on power skills — which AI can actually help sharpen.

Skills like team or interpersonal communication, empathetic leadership, and resilience are deciding factors for potential job candidates and deemed among the most significant for those in leadership. The WEF report also highlights skills like these as growing in demand, with “creative thinking” at the top.

These skills are innately human and harder to program. That’s why AI isn’t a foolproof replacement. And it’s not meant to be. That’s why you see terms like “copilot” or “agent” used to describe the AI-human relationship.

It’s a tool that can help when it’s needed and make room for the most important work yet to be done.

Read Next: Meet Skillsoft CAISY Conversation AI Simulator: Your Organization’s New Best Friend in Business Communication - Skillsoft

A Pew Research report shows the mixed feelings U.S. workers have toward AI. However, in those fields with more exposure to AI, the more people feel the technology will help not hurt.

While it’s understandable to be uncertain, people shouldn’t let the anxiety around AI overshadow the benefits that will come from it. AI will unburden teams that are short on resources and talent. This will help alleviate the consequences of their situation: the stress, the gaps, and the over-whelming feelings that come with a mountainous workload.

This is also true for those who may feel most threatened. By leaning on AI to cover the work that it’s best suited for, it allows humans to take on work that they’re best suited for.

Instead of data entry or administrative work, what are the opportunities for internal career mobility? What aspirations do those employees have? What skills do they possess today that could help them upskill into a new role?

Investing in workforce transformation will benefit those individuals who may fear replacement the most, while complementing an organization’s ongoing development strategy.

The point is: There shouldn’t be fear and anxiety about this.

It’s a time of opportunity.

In the coming year, all organizations must make concerted efforts toward writing a formal policy, educating their workforce about these technologies and the implications they may have for their jobs. Doing so will help dispel fears that some hold, and even more importantly, it’ll help show how AI can support workers.

As you consider what the future holds for you or your workforce, it’s important to consider where AI’s aptitude starts and stops.

Skillsoft can help. We’ve been prepared for this shift for a long time coming, as we’ve hired and upskilled our teams internally to infuse AI into our platform and training. What’s more, we offer training on the many facets of AI for both technical and non-technical learners, including on popular tools like OpenAI’s ChatGPT.

Dive into our training catalog to see what’s available and reach out to our team to learn more.

As part of our Sustainability at Work series, where we speak with sustainability professionals about the skills and competencies that they bring to the job and what’s trending in sustainability right now, we interviewed Whitney Eaton and Gabriel Rolland from TGS, a global energy data and intelligence company headquartered in Norway. During the conversation, we heard about how they approach sustainability and ESG at their organization.

As the executive vice president of people and sustainability at TGS, Eaton’s role is intrinsic to the company’s ESG program. With a background in law and anti-corruption compliance, she joined TGS with the understanding that she would be running the global compliance department in the organization. As part of compliance, the company incorporated sustainability reporting into her responsibilities, and she oversaw updating and implementing a sustainability strategy for TGS.

Rolland is vice president of corporate QHSE at TGS. With a background in geography and QHSE (Quality, Health, Safety, and the Environment), he has held many roles within TGS. He was approached by Eaton as soon as he became responsible for QHSE to aid in the development of the ESG program at TGS and build the foundation for an internal ESG work group.

From the onset, the goal of TGS’ ESG program was to determine what, exactly, ESG meant to the company; and then, to formulate a strategy that reflected these values. In his own words, Rolland described the beginning stages of their progress as “setting our vision around ESG and how we could make the most of it.”

Eaton told us: “When I look for sustainability professionals to support my organization, I always start internally first.” She knows that sustainability isn't new. It's simply a different view into company strategy – and it is accessible to every employee who cares to participate.

“I think that roles with a cross-organizational perspective – those that collaborate across teams – are great for sustainability,” she said. Since not many job seekers come from a strictly sustainable background, sustainability roles require a person to have translatable skills.

These might include:

• Communication: Sustainability professionals need to effectively communicate sustainability goals, strategies, and progress to internal and external stakeholders, such as employees, customers, investors, and the public.
• Problem-solving: Sustainability roles often involve identifying and addressing environmental and social challenges, such as reducing carbon emissions, minimizing waste, or ensuring ethical sourcing. Problem-solving skills are critical in finding sustainable solutions to these issues.
• Time management: Efficiently managing sustainability projects and initiatives, including setting and meeting sustainability targets and deadlines, is crucial for achieving long-term sustainability goals.
• Leadership: Sustainability leaders and advocates play a key role in driving sustainability initiatives within an organization. They need leadership skills to inspire, guide, and engage teams and stakeholders in sustainability efforts.
• Critical thinking: Sustainability professionals must critically evaluate environmental and social impacts, assess risks, and make informed decisions about sustainable practices and investments.
• Adaptability: The field of sustainability is constantly evolving, with new regulations, technologies, and best practices emerging. Adaptability is necessary to stay current and continuously improve sustainability efforts.
• Data analysis: Sustainability roles often involve collecting and analyzing data related to environmental and social metrics, such as energy consumption, water usage, waste generation, and community engagement. Data analysis skills are essential for measuring and reporting on sustainability performance.
• Customer service: Building strong relationships with customers or stakeholders who prioritize sustainability is important for organizations seeking to attract and retain environmentally conscious consumers.
• Project management: Sustainability initiatives often involve managing complex projects, such as renewable energy installations, waste reduction programs, or sustainable supply chain management. Strong project management skills are essential for these efforts.
• Research skills: Sustainability professionals may need to research emerging sustainability trends, technologies, or best practices to inform their strategies and decision-making.
• Technical skills: Some sustainability roles may require technical skills in areas such as renewable energy systems, environmental modeling, or sustainability reporting software.
• Financial literacy: Understanding the financial implications of sustainability investments and cost-saving measures is essential for developing business cases and securing resources for sustainability initiatives.
• Creative thinking: Innovative solutions and fresh ideas are often necessary for addressing sustainability challenges and finding new ways to improve environmental and social performance.
• Interpersonal skills: Collaboration and teamwork are critical for sustainability professionals who often work with cross-functional teams, supply chain partners, and external stakeholders to achieve sustainability goals.

Eaton shared some advice for anyone looking to get into sustainability: “It’s crucial that you understand what your organization does—not just what they do today, but what they want to do in the future—and understand how that intersects with the other work that is happening across the company.”

That’s why training is such a crucial aspect of making sure employees are able to get involved and contribute to sustainability initiatives within their company. Understanding, managing, and mitigating risk as part of an effective compliance training program goes hand-in-hand with creating value through ESG initiatives, and having an intersectional team makes it so that a multitude of perspectives and professional opinions are represented in your strategy.

According to research, 77% of consumers are motivated to purchase from companies committed to making the world a better place. But, sustainability also gets your employees engaged.

Effective sustainability strategies invite all employees to play a role – making them feel like they’re proactively contributing to something beyond the bottom line of the business. Eaton described sustainability as “something that reinvigorates and generates excitement within your workforce.”

It’s a great way to develop your workforce and give people an opportunity to contribute differently. For example, TGS has been picking up marine debris through its operations around the world. Recently, the company took one step forward to highlight these efforts to a bigger audience and show their employees and consumers how they’ve been successfully working on this sustainability and environmental initiative over the years. Employees and stakeholders were thrilled to see the real-world output of the company’s sustainability initiatives.

Furthermore, TGS recently placed solar parking canopies in the employee parking lot. This idea came from an employee suggestion and helps power the company headquarters as well as provides energy back to the Texas power grid.

Rolland said that sustainability “definitely starts from the top” to set the vision and message, and then trickles down through the rest of the organization. That’s why it’s important for leaders to be open with employees, providing them with opportunities to share new ideas they’d like to bring to the table to improve ESG strategy and vision or sustainability initiatives in offices and out in the field.

Creating a dedicated ESG committee for your organization is vital in elevating and prioritizing ESG issues within an organization. Additionally, it facilitates transparent communication of ESG performance to stakeholders, promoting trust and attracting possible investors, customers, and talent.

To hear all about Eaton and Rolland’s sustainability initiatives at TGS, watch their video today! And, make sure to check out the rest of the Sustainability at Workseries for more insights about sustainability in the workplace and beyond.

The rapid progress of Generative AI has unlocked a multitude of possibilities, revolutionizing various sectors and promising to drivesignificant economic growth in the future. As AI continues to advance, organizations need to adapt their workforce to effectively leverage the power of these AI technologies.

In the session, Redefining Work in the Age of Generative AI, Skillsoft CEO Jeff Tarr shed light

on how organizations can align their workforce with the changing landscape and ensure that employees have the skills and knowledge to thrive in an AI-driven world.

He highlighted the importance of a growth mindset and a commitment to lifelong learning for individuals who want to succeed in this AI-powered era. By embracing new technologies and learning how to work alongside AI systems, individuals can enhance their own capabilities and job prospects.

Additionally, organizations must invest in learning and development programs that equip their employees with the necessary skills to collaborate with AI tools and maximize their potential.

In today's fast-paced business environment, middle managers play a crucial role in driving organizational success. However, the intense pressure to meet business objectives while also addressing the needs of their teams often presents a significant challenge for these key leaders. Recognizing the importance of strong leadership at all levels, organizations are increasingly acknowledging the need for comprehensive leadership development and compliance programs tailored specifically for middle management.

During a customer panel session, Navigating The Messy Middle, attendees had the opportunity to explore the essential components required to cultivate and nurture effective middle management leaders.

The discussion centered around practical strategies for building and enhancing holistic learning programs that equip middle managers with the power skills necessary to inspire and guide their teams.

Through a combination of robust leadership development initiatives and compliance training, companies can foster a culture of excellence and accountability at every level.

In an environment where technology evolves at an unprecedented pace, it is crucial for individuals and organizations alike to adapt and acquire new skills in order to remain competitive.

Staying relevant and competitive in today's workforce hinges on continuous learning and acquiring new skills. By embracing the concept of continuous learning and skill acquisition, both individuals and organizations can position themselves for success in the digital landscape.

During the more technical panel discussions at Perspectives, such as Reskilling and Upskilling In An Ever-Changing Tech World, and Retaining Tech Talent: How to Transform Skills Within Your IT Organization, our customers and Skillsoft leaders emphasized the importance of overcoming time constraints and prioritizing reskilling and upskilling. Attendees had the opportunity to explore various strategies shared by our panelists, discovering practical approaches to incorporate ongoing learning into their daily lives.

Furthermore, the sessions shed light on effective strategies for nurturing and developing existing talent pools, leading to transformative growth within organizations. Attendees gained valuable insights into strategies for effectively nurturing and developing their teamsPrograms that focus on talent development ensure employees possess the requisite skills and knowledge to thrive in the ever-changing tech climate.

By addressing the challenges associated with retaining top tech talent and promoting transformative growth, organizations can create an environment that fosters innovation and drives overall success.

Federal agencies have long grappled with challenges related to talent acquisition, development, and retention. These obstacles primarily stem from a protracted hiring process, reactive workforce planning, and ineffective recruiting practices.

To overcome these barriers, one of the most critical solutions is investing in comprehensive training and employee development programs. However, developing training initiatives that cater to the diverse needs of all federal agencies requires careful coordination and effort.

At Perspectives, Skillsoft’s Senior Vice President and General Manager of Global Compliance Solutions Kevin Kelly had the opportunity to engage with compliance professionals in the public sector who shared insights into their strategic approach to training and employee development.

The discussion focused on driving efficiencies, mitigating risks, and ensuring the safety of employees. By implementing a holistic and forward-thinking training strategy, these professionals are revolutionizing the way federal agencies invest in their workforce.

Coaching has emerged as a powerful tool for professional development, offering employees the opportunity to cultivate essential power skills such as communication, strategic thinking, and empathy.

By embracing coaching as a means of developing leadership competencies, organizations can create a culture of continuous growth and empower their workforce with the skills needed to lead in the modern workforce.

In the panel session, Power of Coaching, Skillsoft customers explored how coaching enables individuals to unlock their full potential, conquer obstacles, and achieve their goals. They provided insights into the management and implementation of leadership development and coaching programs in organizations today for employees at all levels.

Perspectives 2023 aimed to equip organizations with the insights and strategies needed to thrive in the rapidly changing digital landscape. The event provided a platform for industry leaders, including speakers from Unisys, Humana, and BAE Systems, to share their expertise and engage in meaningful discussions. The key takeaways highlighted above offer valuable insights that organizations can leverage to navigate the challenges and opportunities presented by the digital age.

In case you missed Perspectives 2023, you can access it on-demand here.

The shift from passive to active learning will be much more advanced in 2024, as blended, interactive modalities become the gold standard of training.

We are moving out of the era of video-based training, which has dominated the learning and development space over the last 15 years, and toward a future where hands-on, human-centric learning experiences will become the norm. This is driven by two key trends: the rise of digital social interactions and the advancement of AI.

What’s key to blended, interactive learning modalities is the “human element.” It can include hands-on platforms like Codecademy or conversation simulators like CAISY, as well as online coaching, instructor-led training, or bootcamps.

The goal of learning and development professionals in 2024 and beyond will be to deliver these interactive, deeply human learning experiences at scale.

We, as an economy, have been talking about the idea of the “skills-based organization” for quite some time. Next year, we’ll see a radical shift in businesses moving this from concept to operational model, departing from the traditional idea of jobs and prioritizing skills to maximize talent output.

There are numerous legacy talent operations models heavily indexed around job descriptions, tenure, education requirements, and more still being used. While removing these barriers has been a hurdle, the advancement of generative AI will streamline the ability to define someone’s position by the skills they possess and contribute.

By standardizing skill definitions, organizations can expedite the movement to a skills-based talent management lifecycle and move beyond the traditional confines of a job.

This means greater business agility and innovation, and a workforce powered by growth and autonomy.

AI and generative AI skills will continue to be a priority for leaders in 2024. Because of this, it’s important to work through the trepidation of AI toward ethical, productive uses of the technology.

To paraphrase Dr. Joy Buolamwini, talent is caught between fascination and fear when it comes to AI. Leaders must provide opportunities for talent to interact with AI comfortably, helping to mitigate this fear, fostering intrigue, and positioning AI as a valuable co-pilot rather than an intimidating concept.

It's crucial to understand that AI tools aren't a fleeting trend, but rather a mainstay in our everyday professional lives. Leaders ignoring this advancement risk falling behind. Leaders must strap in and educate themselves about AI to lead their teams effectively.

Chief Compliance Officers (CCOs) will be challenged in 2024 to go beyond their roles and continue to be leaders, educators, and strategists all at once. CCOs will need to understand, manage, and focus on three A’s – Alignment, AI, and Advancement – to ensure successful compliance and training programs for their organizations.

It will be crucial for CCOs to ensure that their organization's practices and policies are in alignment with one another. Organizations that effectively align and integrate their commitments to diversity, compliance, and risk management into their day-to-day practices and operations will stand out. To just have a policy is insufficient, and organizations who only pay lip service to the principles expressed in their policies without true integration into the fabric of the organization — its people and its mission — will find themselves at a disadvantage.

AI awareness and adoption for compliance are imperative. The recent Executive Order (EO) from President Biden is a testament to this. As the EO and corresponding United States Office of Management and Budget guidance make clear, not only should organizations assess the opportunities presented by AI use, but they must simultaneously think through the responsible and ethical use of that AI, particularly generative AI. Many leaders are struggling to balance their (or their organizations’) trepidation versus fascination with this technology. Organizations that educate their employees on AI and generative AI can mitigate those feelings. Companies that invest in upskilling and reskilling their employees to harness the power of AI effectively and safely will differentiate themselves and grow.

As we’ve seen over the last few years, the responsibilities of a CCO will expand and advance to manage risks associated with human rights, ESG, AI, supply chain, data privacy, and cybersecurity. As such, companies will need to mature and broaden their compliance programs to handle this increased complexity. CCOs will need to be leaders in aligning policies with practices, educators in upskilling their teams, and strategists in advancing their compliance programs.

This year's predictions are underscored by a mutual goal for employees and employers. Workers aspire to more fulfilling professional paths, while businesses are keen on cultivating an adaptable, enduring, and uniquely skilled workforce. Attaining this shared objective will hinge upon significant investments in education and upskilling. Companies will also need to pivot to future-oriented talent strategies, focusing not just on immediate job roles but also on long-term potential. As Skillsoft SMEs have shared, investing in education and professional growth is not an added advantage but rather an imperative requirement for the longevity and triumph of any business in the evolving corporate landscape.

Interested in learning how Skillsoft can support you in the new year? Read more about our solutions and products and request a demo today.

The World Economic Forum’s Future of Jobs Report revealed that 33% of all work can already be automated by artificial intelligence (AI) or other forms of mechanization or robotics. In just five years’ time, WEF anticipates this figure could rise – pretty dramatically – to 42%. That’s a nine-point increase in the automation rate over just five years!

This level of disruption calls for new strategies to address workforce development challenges. At Skillsoft, we believe that staying ahead requires continuous learning and upskilling across industries.

And this is especially true for GenAI, which has the potential to enable your workforce to become more efficient while creating new opportunities for innovation. That's why there has never been a more critical time for individuals and businesses to invest in skill transformation.

AI is not new; it has been a hot topic for quite some time now, with many businesses exploring the ways they can leverage the technology to improve their operations. However, as with any type of technology, there are many considerations that must be taken into account before diving in.

Asha Palmer, Skillsoft’s senior vice president, compliance solutions, kicked off our recent discussion with a question: What tasks within your organization can be realistically and responsibly performed by AI? She believes that leaders’ failure to consider this question with an open mind might be a detriment to organizations.

Palmer gave a powerful example – a customer who had implemented a complete moratorium on GenAI for nine months after it became generally available. The organization soon realized that employees were still using the technology – it was just happening without their guidance. As a result, the organization had to scramble to establish governance policies and procedures with its employees after the fact.

Other organizations might be fearful of adopting GenAI for security reasons, cost or resource concerns, fear of job displacement, or even ethical considerations. “If you do not have an AI policy in your organization,” said Palmer, “you are behind.”

Do you have a GenAI policy in your organization? Here’s how to write one.So, why then, are organizations still hesitant to embrace GenAI? Perhaps it is because the possibilities of the technology overshadow its actual capabilities, said Koma Gandy, vice president, Leadership & Business solutions at Skillsoft.

Gandy warned, “It's important not to overestimate what AI can do so that we can best understand its limitations. We need to ensure that we’re using AI in realistic ways by focusing on practical benefits rather than just theoretical possibilities.”

Human judgment is still critical in tasks that require nuance. While machines may perform certain tasks more efficiently than humans, they lack the emotional intelligence and critical thinking skills necessary for complex decision-making processes. Therefore, a good place to start is to determine which tasks require human intervention and which ones can be automated through AI.

While the potential benefits of GenAI are immense, the technology also comes with its fair share of risks and challenges. The fear of losing jobs and exposing organizations to risk can create organizational inertia that hinders progress. However, with the right training programs, organizations can overcome this fear and embrace GenAI as a value-add.

As Gandy rightly pointed out, people are somewhere on the continuum between fear and fascination when it comes to AI. Skillsoft's training programs focus on practical benefits that encourage fascination rather than fear. With action verbs like “learn,” “understand,” “mitigate,” our courses empower learners to take control of their learning experience.

“We’ve been ready for this for years,” said Greg Fuller, Skillsoft’s senior director of Codecademy technology content. He was referring to how tech workers have always had solutions software ready to go. What’s changed recently is computing power – the ability to do things at scale. This development has allowed tech workers to maximize their expertise by automating repetitive tasks like copy-pasting or other mundane activities. Skillsoft’s training programs are designed to equip you with skills that will enable you to leverage this newfound power effectively.

Fuller reiterated the importance of soft skills through the lens of tech training: “The traditional approach to tech training has focused on providing practice scenarios and labs around software-based tools. However, the tech industry has spent fewer resources equipping employees with soft skills like decision-making. There just hasn’t been a tool for that. Yet, tech workers face complex situations every day, ranging from data breaches to communication and collaboration with other teams.”

At Skillsoft, we’ve found a way to use GenAI as a training tool for power skills (what we call soft skills). Skillsoft’s CAISY Conversation AI Simulator is an innovative GenAI-based tool for simulating business and leadership conversation skills. It makes difficult work conversations easier by providing employees with an emotionally safe space to practice important conversations with an AI-powered trainer. CAISY not only plays the role of the other person within the conversation, but also provides personalized feedback and guidance on communication style to guide development.

By simulating real-life scenarios, CAISY enables learners to gain hands-on experience in decision-making processes and best practices. This ensures that they can confidently handle any situation that arises in their day-to-day work.

Another exciting aspect of CAISY is its flexibility in adapting to specific industries’ needs. Many organizations struggle with adopting training programs that meet their specific requirements due to differences in industry norms and practices. With CAISY’s customizable features, organizations can easily tailor their training programs to their own needs.

CAISY also uses data analytics to continually track learners’ progress throughout the course of the program. This helps instructors identify areas where learners may be struggling and provide targeted support where necessary.

How do other organizations incorporate GenAI into their products? Fuller said that it's not enough to simply have access to GenAI; you need people who know how to use it effectively. Without this knowledge, your organization may struggle with inefficiencies or even face security risks.

For example, the rise of GenAI has exposed a technology skill gap in the workplace. Companies across different sectors are struggling to fill vacant positions that require specialized skills, which has led to an even wider tech talent shortage. As organizations continue to adopt AI solutions, they must address the gap by upskilling their workforce.

At Skillsoft, we understand the importance of providing our learners with effective and efficient ways of acquiring knowledge. That’s why we’re exploring the potential of GenAI to enhance our training programs and improve communication between teams.

Beyond the promise of CAISY, there are many benefits of using GenAI in learning and communication. Within Skillsoft’s platform alone, organizations can:

• Personalize content. GenAI makes it possible to provide learners with personalized content that meets their needs and preferences. By analyzing data on their past performance, interests, and goals, GenAI can suggest relevant courses and resources to help them achieve their objectives.
  
• Save time. By personalizing content, Skillsoft is able to save time for both the learner and the administrator by reducing the need for manual inputting or suggestions from others. With GenAI, learners can access the content they need quickly and efficiently.
  
• Improve understanding. GenAI can help make learning more palatable, understandable, and applicable to daily life by chunking down a continuum of learning into smaller pieces. It can help us sequence courses in a way that ensures learners get from start to finish in an optimal manner. As a result, we can deliver more content to our learners more quickly than ever before.
  
• Communicate more effectively. GenAI can help individuals communicate better with their teams by suggesting ways to be succinct while conveying ideas effectively. Whether drafting memos or composing emails, GenAI can provide guidance on how to hit the right tone for maximum impact. This will ultimately lead to better collaboration between colleagues.
  
• Automate administrative tasks. GenAI is able to automate certain administrative tasks like curriculum outlines or assessments. It takes away some of the manual work involved in developing courses or figuring out how best to sequence them so learners get what they need when they need it. This frees up time for administrators to focus on other aspects of their job.

Consider this popular proverb: “If you don’t stand for something you’ll fall for anything.”

This is especially true with GenAI. By proactively establishing an AI policy for your organization – and training your employees to use the technology ethically and effectively – you are taking a stand against the fear and uncertainty that so often punctuates the conversation.

I’d encourage you to talk about GenAI in your organization. Create learning opportunities around GenAI. Put guardrails around employee usage of GenAI. And importantly, help society establish a narrative around GenAI that we can all be a part of – and doesn’t leave anyone behind.

Wellise is an accomplished leader in sustainability. As the Vice President of Global Sustainability at Equinix, he brings a wealth of experience and expertise to the role, driving Equinix's sustainable business strategy and innovation.

See how Equinix has built a robust safety training program, globally.

Wellise has an impressive academic background, holding a Bachelors in Political Science from the University of California, Berkeley, and a Master's degree in International Relations and Economics from Johns Hopkins University. He has dedicated more than a decade of his career to Hewlett Packard Enterprise (HPE), serving in various roles that include Director of ESG Strategic Initiatives, and Director of Sustainability and Social Innovation.

“When I went to university, I always knew I wanted to work at the intersection of business and environment, but no one really knew what that looked like then. So, my educational background is actually business finance, and I have a master's degree in environmental science. I really continued to push myself to work at that intersection. And really that’s when I began my career.”

Wellise's passion for sustainability and his dedication to driving change are evident in his work. He is a strong advocate for leveraging technology and innovation to solve some of the world's most pressing environmental challenges. His leadership in this space is a testament to his commitment to creating a more sustainable and inclusive future.

As corporations wield significant influence over our planet's resources, their operational strategies can profoundly impact environmental sustainability.

Discover everything your organization needs to know about ESG here.

Let's review three key areas where business and environment intersect: resource use and efficiency, waste management, and climate change mitigation.

1. Resource Use and Efficiency: Businesses rely on natural resources for their production processes, whether it's water for manufacturing, raw materials for products, or energy for operations. The way these resources are managed significantly impacts the environment. Efficient use of resources not only reduces environmental harm but also decreases operational costs, making sustainability a smart business strategy.
2. Waste Management: Every business generates waste, from physical byproducts to emissions. Effective waste management strategies, such as recycling and adopting circular economy principles, can help businesses reduce their environmental footprint while potentially creating new revenue streams.
3. Climate Change Mitigation: Businesses play a crucial role in addressing climate change. By adopting sustainable practices, like switching to renewable energy sources and investing in carbon offset projects, businesses can help reduce greenhouse gas emissions. Moreover, these actions can enhance brand reputation and attract environmentally conscious customers and investors.

Understanding these issues provides a comprehensive view of how businesses can contribute to environmental preservation while also benefiting their bottom line.

Do you have the right opinions on your ESG steering committee? Find Out

And as the demand for sustainability professionals continues to grow, there are multiple ways for professionals with business backgrounds to embark on a career in ESG.

• Volunteering: Volunteering provides an excellent opportunity to understand an organization's needs and explore how you might assist. It allows you to gain hands-on experience in sustainability while also demonstrating your commitment to potential employers.
• Upskilling: With the rise of green careers, improving your green skills has become essential. This could be through vocational training or earning sustainability credentials. Such skills not only enhance your employability but also prepare you for emerging career opportunities.

Read more about Skillsoft’s new sustainability training options.

• Networking: Building relationships within the sustainability sector can open up job opportunities and provide valuable insights into the industry. Engage with professionals, attend industry events, and join sustainability-focused groups to expand your network.

Christopher’s advice: start a meter deep and 100 meters wide.

Remember, sustainability is a broad field with a variety of roles. Researching the industry, identifying your areas of interest, and tailoring your strengths to these areas can help you find a career path that aligns with your passion and skills.

A career in sustainability means you are part of a global movement, working to safeguard our resources and create a more equitable, sustainable future for all.

Christopher Wellise's journey is a testament to what can be achieved when passion meets purpose. And remember, it's not only about what you can do for the environment but also how your actions can create ripple effects that improve corporate culture, increase operational efficiency, and even boost the bottom line.

The intersection of business and sustainability is not just an emerging trend—it's the future. It's about understanding and optimizing resource use, managing waste effectively, and playing a significant role in climate change mitigation. And it's a realm where innovative problem-solvers, strategic thinkers, and passionate advocates for the environment are desperately needed. Whether you start by volunteering, upskilling, or networking, every step you take is a move toward a greener and more sustainable future.

Remember, start a meter deep and 100 meters wide. There are countless opportunities in this field, waiting for individuals to dive in and make a difference.

Interested in other career paths in sustainability? Check out the series!

The first step in bringing IDPs to an organization is understanding what an IDP entails. While there are numerous frameworks for developing coaching plans, there are some key components every IDP includes, regardless of methodology.

• The IDP identifies a clear goal or objective the employee wants to achieve. For example, “I want to become a leader within my department.”

• The IDP inventories both the employee’s current strengths and opportunities for improvement. An employee who wants to become a leader may already have subject matter expertise, but they may need to work on their communication and people management skills.

• The IDP establishes action steps the employee will take to reach their goal. For the employee who wants to become a leader in their department, this might entail things like taking management classes and serving in a leadership role on a smaller test project.

• The IDP sets a clear timeline for reaching the goal and identifies milestones along the way. Our hypothetical employee might aim for a promotion within the year, plus an interim milestone to lead at least one project in the next six months.

Importantly, none of these key details should be imposed on the employee from above. Rather, IDP development should be a collaborative process between the employee, their manager, and their coach.

There are a couple of reasons why employees should help drive IDP creation. First, adult learners tend to be more engaged and motivated when they have a hand in directing their own learning. Second, IDPs are meant to be aspirational rather than prescriptive. Instead of forcing employees into narrow boxes, IDPs should be opening doors.

Ideally, employees will work with both their managers and a coach to create and pursue their IDPs. The coach brings the necessary development expertise to the process, while the manager can provide a critical organizational perspective to help ensure alignment between employee goals and corporate needs.

Plus, managers who get involved with an employee’s IDP signal that they are invested in the employee’s success. That can have a powerful impact on retention and engagement.

While managers may want to take an active role in employee development, many don’t feel equipped to do so. It’s often a good idea to give managers some training of their own so they can more fully participate in the IDP process.

Employees don’t always have access to formal coaching programs. In those cases, organizations can still implement IDPs, with managers fulfilling the coach role. It’s not ideal, but it is doable. Of course, it’s even more critical in these instances that managers receive training on how to develop their employees.

Now that we’ve covered what IDPs are, let’s look at how organizations can make the most of them.

1. Focus on Self-Discovery

In the context of workforce transformation, it can be tempting to take a top-down approach to IDPs, mandating that employees prioritize learning the specific skills the company’s talent strategy calls for.

However, the most effective coaches lead employees on a process of self-discovery, with the aim of enabling them to identify their own goals and strategies for growth. Learners who conduct this type of self-analysis tend to be more intrinsically motivated and achieve better learning outcomes. This, in turn, helps drive workforce transformation and organizational performance.

When working with employees to develop IDPs, managers and coaches can encourage self-discovery by asking the right questions. Start by encouraging employees to think aspirationally about where they want to go in their careers. Then, refine this blue-sky thinking into an actionable IDP by asking questions like:

• Probing questions that get employees thinking deeply about their goals. For example: “What does ‘becoming a leader’ look like to you? What behaviors would you adopt and demonstrate as a leader?”

• Outcome-oriented questions that help employees tie their goals to specific outcomes. For example, “What benefits will your team gain from your improved leadership capabilities? What benefits will you gain?”

• Execution-oriented questions that prompt employees to plan the concrete steps they will take to reach their goals. For example, “What’s one thing you can do right away to start showing more leadership in your department?”

2. Tie IDPs to Real-World Outcomes for Both the Employee and the Organization

We mentioned it in the previous tip, but it’s so critical that it deserves its own spot on this list. While IDPs should be aspirational to some degree, they also need to be practical — in the sense that they’re achievable and lead to real benefits.

Linking IDPs to tangible outcomes can motivate employees, as it gives them a reward to focus on. It also helps the organization and employee align their needs so that the IDP serves both.

Let’s turn again to the example of an employee who wants to ascend to a leadership position in their department. The outcomes for the employee are clear: a promotion, a more prestigious title, and probably a salary bump.

This IDP would have benefits for the organization, too. To become a leader, the employee must sharpen skills like team communication, analytical thinking, creative thinking, resilience, and flexibility. Not so coincidentally, these are also some of the most prized core skills among employers today, according to the World Economic Forum.

One way to tie IDPs to real-world outcomes is by helping employees turn their IDPs into a set of connected SMART goals. As a reminder, SMART goals are specific, measurable, achievable, relevant, and time-bound. Not only do SMART goals explicitly ask employees to define outcomes in the “relevant” phase, but they also make long-term IDPs more approachable by breaking them down into smaller steps with a clear timeframe.

SMART goals also encourage accountability by creating a series of milestones. Employees always know their next step and how it relates to their overarching goal. Mentors and coaches can track progress via these milestones and help employees get back on track if they miss a goal.

3. Opt for a More Dynamic Approach to Development

Annual performance management cycles aren’t terribly effective. In fact, research shows they can even lead to performance decreases.

Smaller, more frequent check-ins can be more useful, especially for IDPs. As mentioned above, employees often break their IDPs into smaller SMART goals to make them more achievable. More frequent check-ins allow managers and coaches to better keep track of these goals.

Managers and coaches can also offer employees feedback and resources in real time. Employees can immediately apply these insights to their situations rather than waiting for a retrospective at the end of the year, by which point it’s too late to course-correct.

As for the cadence of these smaller meetings, that depends on many factors. Employees and their coaches typically meet regularly. Finding time can be difficult for managers, who often have more than just IDPs on their plates. One popular method is for managers to meet with every team member for 30 minutes every month.

To make the most of these smaller performance meetings, employees, coaches, and managers should all come to the table with clear agendas. This helps ensure that everyone’s limited time is used productively.

4. Connect Employees with Multimodal Learning Resources

IDPs are about empowering employees to define and pursue their own development goals. That doesn’t mean managers and coaches can just step back and watch. Rather, managers and coaches can help employees reach their goals by connecting them with the right resources, people, and opportunities.

It’s important to connect employees with a variety of learning resources, from hands-on practice and real-world experiences to books, audiobooks, videos, classroom instruction, and more. Offering various types of resources helps ensure that all learners are supported, no matter their preferences. It also encourages deeper learning. Research shows that training is more effective when it engages multiple senses.

5. Support IDPs with Resources and Recognition

Even with the best of intentions and all the best practices in place, an organization’s IDP program may fail if employees, coaches, and managers don’t have the support they need.

Support mainly comes in two forms. The first is resources. As mentioned above, connecting employees with multimodal learning resources is critical. To do that, coaches and managers themselves need access to said resources. Whether by investing in a learning platform, implementing formal coaching programs for employees, or other means, organizations must ensure that people have the materials they need to drive employee learning.

The second form of support is recognition. Creating, adopting, and following through on an IDP is no easy feat. Employees who reach their goals should be recognized for their efforts. Managers and coaches should also be appreciated for making employee development a priority.

Recognition isn’t just a nice thing to do — it can also help motivate people to adopt their own IDPs.

In the constantly evolving world of work, individual development plans (IDPs) may be a crucial tool for closing pernicious skill gaps. Unlike traditional, one-size-fits-all training programs, IDPs offer a bespoke approach to learning that helps enhance employee skills while aligning individual professional goals with broader organizational mandates for workforce transformation.

At Skillsoft, we know that rolling out individualized coaching for every employee is a lot easier said than done — but we have the tools to help. Our AI-driven skilling platform, Percipio, helps users connect with relevant, personalized learning recommendations based on their career goals and aspirations. Our digital coaching platform brings executive-quality coaching to leaders at every level.

Environmental activism, after all, is inextricably intertwined with social activism.

In order for a company to be successful, leaders must dedicate time, resources, and training to ensure that they are able to tackle important social issues. Our CSR at Work report reflected that other organizations feel similarly, with respondents citing the following factors as key to a successful CSR program:

• Investing in long-term plans (35%)
• Committing time and people resources in addition to money (32%)
• Creating authentic connections and partnerships (20%)
• Integrating our efforts into all teams within the company (12%)

This year’s climate conference went far beyond solely advocating for climate action, with full days dedicated to tackling pressing issues like how to build a new climate finance environment that would serve to address gender and economic inequalities.

A focus on global collaboration to work towards a better future for everyone is important to emulate on a corporate level.

But how much of an impact can your company really have when considered in the same vein as a global movement? The biggest changes always start out small. By implementing vigorous ESG and CSR initiatives, you can effectively inspire members of your organization to take necessary strides towards making a difference, something whose effects also make for a happier, healthier, and more successful work environment.

After all, when individuals and organizations approach environmental initiatives with clarity and purpose, we can make significant strides in social and climate action. That’s why we’re invested in dedicating resources to understanding what social issues matter to companies and their employees and how they put their words into action.

Learn how one utility company is using training as a tool to support its ESG initiatives.

In the past, many organizations were solely focused on turning a profit when conducting business. However, things look a bit different today as businesses are now expected to do the “right thing” for the greater good.

Results from our 2023 Corporate Social Responsibility at Work report show that business leaders recognize the impact of CSR on company success and that employees are becoming invested in contributing to a rapidly changing world.

The top CSR priorities from our survey respondents mirrored top focuses from COP28, such as:

1. Diversity, equity, and inclusion
2. Improving labor policies
3. Participating in fair trade
4. Learning and education

These similarities prove that activism trends in the international social and climate landscape are reinforced within organizations.

Furthermore, being an activist for employees is not just a moral imperative; it’s also a strategic one. Our survey shows that consistent activism has numerous benefits for employees by demonstrating genuine concern for their well-being and encouraging engagement, retention, and loyalty.

But, if your organization decides to take a stand, it is imperative that you have clear goals and measurable outcomes when it comes to what actions you’re implementing and why. Therefore, it’s important that company leaders take actionable steps to hold themselves and the people around them accountable, and organization-wide training is a great first step.

Look at how training can become an integral part of your sustainability strategy.

This year there were many major wins from the Climate Conference. Here are a few key ones:

1. A commitment to transitioning away from fossil fuels.
2. The mobilization of over $57 billion to support priorities across the global climate agenda.
3. The announcement of eight new declarations to help transform every major system of the global economy, including the first ever declarations on food systems transformation.
4. Major declarations on renewable energy and efficiency, as well as initiatives to decarbonize heavy emissions.

Overall, this conference signals a new era of climate action on the road to 2030 and provides an opportunity for the international community to unite behind a shared commitment for more expansive and urgent social and climate action.

When we commit to taking steps to fight against climate change, we are also committing to helping fight against socioeconomic and gender inequality on a national and international scale.

So, in the words of the conference presidency: “Enough waiting. It’s time to take action.”

Learn more about how your organization can take strides towards implementing successful corporate social responsibility initiatives by reading Skillsoft’s 2023 Corporate Social Responsibility at Work Report and commit to making a change today.

At a fundamental level, the EU AI Act asks that we become more thoughtful as we consider how AI infiltrates our consciousness. Does it provide us with the information we need to make a better decision, or does it fully manipulate our preferences to achieve its own ends?

In the same way that we should not be using an individual’s personal information without their consent, per GDPR, we also cannot use AI to take away a person’s autonomy or manipulate their preferences without their consent. The AI Act is meant to help us, as a society, to identify and avoid this type of manipulation.

Here are some key points from the provisional agreement:

• High-Risk AI: The agreement introduces rules for high-impact AI models that could pose systemic risks. It also establishes a revised governance system with enforcement powers at the EU level.
• Prohibitions and Safeguards: Certain uses of AI, such as cognitive behavioral manipulation or untargeted scraping of facial images, are prohibited. The agreement includes safeguards for law enforcement exceptions, ensuring fundamental rights are protected.
• Classification of AI Systems: The agreement categorizes AI systems based on risk. Systems with limited risk have lighter transparency obligations, while high-risk systems have specific requirements for market access.
• Responsibilities and Roles: Given the complex nature of AI development, the agreement clarifies the responsibilities of various actors in the value chain, including providers and users. It also aligns with existing legislation, such as data protection laws.
• Governance Architecture: A new AI Office will oversee advanced AI models, while a scientific panel and AI Board will provide expertise and coordination. An advisory forum includes stakeholders like industry representatives and civil society.
• Penalties: Violations of the AI Act can result in fines based on a percentage of the company’s global annual turnover. Proportionate caps on penalties are specified for SMEs and start-ups.
• Complaints and Transparency: Individuals or entities can complain to market surveillance authorities about non-compliance. The agreement emphasizes fundamental rights impact assessments and increased transparency for high-risk AI systems.
• Innovation Support: Provisions support innovation-friendly measures, including AI regulatory sandboxes for testing innovative systems in controlled and real-world conditions.
• Entry into Force: The AI Act will apply two years after it entered into force, with some exceptions for specific provisions.

Simply put, this agreement aims to regulate AI in the EU, considering its potential risks. It introduces rules, safeguards, and penalties to ensure responsible AI development and use while fostering innovation.

So, what types of AI applications might pose systemic risks? Interpretability and discrimination immediately come to mind as high-risk categories we can use to refer to AI vulnerabilities such as hallucinations, bias, and more.

Interpretability is understanding how an AI system arrives at a particular decision or recommendation. If AI systems operate as “black boxes” with opaque decision-making processes, holding them accountable for their actions becomes challenging.

On the other hand, lack of interpretability erodes trust in AI systems, especially in high-stakes applications such as healthcare, finance, and criminal justice. Understanding the rationale behind AI decisions is crucial for ensuring compliance with laws and regulations and addressing privacy, fairness, and accountability concerns.

Discrimination in AI refers to biased outcomes that disproportionately impact specific groups of people. This can result from partial training data or inherent biases in algorithms.

Discrimination in AI applications can have profound ethical implications, leading to unfair treatment and exacerbating existing societal disparities. AI systems with discriminatory outcomes can perpetuate and amplify existing social inequalities. For example, biased hiring algorithms may reinforce gender or racial disparities in the workplace.

The Artificial Intelligence Act is a decisive step in challenging how society thinks about and interacts with AI. As human beings, we are fortunate to be at the forefront of this technology – and we can contribute to the narrative as it unfolds.

But, coming to a global consensus may take time, despite progressive legislation coming from the EU. What steps can we take in the meantime?

One of the most impactful ways your organization can contribute to the conversation around AI in the near term is to establish an AI policy for its employees. A formal AI policy defines how employees can use AI within your organization and typically covers ethical usage, bias and fairness standards, compliance requirements, and other critical guidelines and guardrails.

As AI best practices evolve, so will your AI policy.

The rise of GenAI has sparked unprecedented interest in the technology, which has helped it become a central focus for businesses.

However, professionals skilled in this area are hard to find. Demand for specialists has reached new heights and likely won’t abate in the near future.

Of those who do employ skilled staff, 43% of tech leaders believe their team’s AI skills need improvement, largely due to the pace of change moving faster than training programs can keep up.

Leaders must urgently focus on equipping their teams with the necessary skills to maximize AI's potential — or risk falling behind. What's more, as AI's influence spreads beyond the tech department, IT professionals must understand its implications for business decision-making, strategy, and operations.

This requires a commitment to continuous learning, adaptability, and bridging the gap between technical and business skills.

Whether onboarding AI solutions internally or bringing products to market, investments in AI likely impact those across the business and require a collaborative approach to implementation.

What we found is that power skills are becoming increasingly important for IT professionals who are assuming more influential roles at work — or just want to compete in the labor market.

Our research indicates that while technical proficiency is vital, power skills like communication, adaptability, teamwork, and problem-solving are increasingly defining tech professionals' career trajectories. According to the research, IT decision-makers consider power skills more crucial than certifications, portfolios, and even college degrees when hiring prospective job candidates.

As IT professionals take on leadership roles, these skills will help them tackle complex, cross-functional challenges and initiatives. The survey reveals that 40% of respondents believe team communication is the most important skill for leaders, while only 8% think technical skills are the most important.

These findings suggest that professionals with a robust mix of technical and soft skills are likely to excel in their careers and land more opportunities. Therefore, IT professionals should consider developing a balanced skill set to ensure their relevance and success in the field.

Leaders are still struggling to find and retain talent – a challenge that remains despite efforts to address it. About half say hiring is difficult, with only 5% saying it’s “extremely easy” (lucky you!).

The top 5 challenges IT leaders reported this year:

1. Resource and budget constraints
2. Talent retention
3. Developing stronger teams
4. Talent recruitment
5. Innovation and change management

This year's research reveals that hiring candidates with the right skills and attracting talent are among the main reasons for this skill gap. The traditional strategy of buying skills on demand has become unsustainable, prompting a shift towards building a sustainable workforce.

This approach focuses on developing existing talent and bridging skill gaps; we’ve seen this trend over the past several years. The lion’s share of leaders report plans to train their teams rather than outsource or bring in new talent.

This method helps ensure a steady supply of skilled IT professionals, allowing companies to adapt to changing technologies and stay competitive.

The skills gap continues to burden decision-makers, with 66% in agreement just like last year, and 56% foreseeing it in the next one to two years.

The rapid evolution of technology, such as GenAI, outpaces skills development programs, causing these gaps. Struggles to hire and attract skilled candidates contribute to this issue, though retention is less of a concern compared to last year.

However, insufficient investment in training has increased, with 36% acknowledging this, up from 26% last year. Proactive companies are encouraged to identify their skills gaps and plan for them.

Investing in education, certification, and training demonstrates a commitment to employees, aiding in keeping and attracting talent, who cited professional development as the leading reason for leaving their post this year.

With high stakes, forward-thinking is essential.

The industry continues to grow, reflected in its expansion across industries and increased salaries for tech professionals. Our report reveals a rising demand for IT skills as companies invest in tech talent to meet their goals.

What this means for tech professionals and individual contributors

For those who want to climb the ladder or become more specialized in their careers, use your time wisely this year as you learn new skills. The report suggests that those who focus on power skills are enjoying more opportunities as a result, given the importance placed on them by those in leadership.

What’s more, a healthy mix of technical and power skills can help remedy common workplace issues we spotted this year, like unclear roles and responsibilities, workload and communication. Technical certifications are still worth your time, but mix in courses or activities that challenge your skills in interpersonal communication, emotional intelligence, time management and conflict resolution.

What this means for tech leaders and executives

Realizing your AI dreams will rudely meet reality if you don’t have the capabilities in-house.

But as mentioned, you’re heading down the right path if you said you’re investing in upskilling and reskilling your teams. Professional development is the leading reason most employees jump ship — even more than compensation this year — so offering more of these opportunities solves for many of the challenges you told us about:

• Talent retention
• Talent recruitment
• Skill gaps
• Team morale
• Workload
• Building stronger teams

And more.

With 56% expecting an increase in both budgets and hiring, the reliance on technology across all business sectors is evident.

Skilled talent is integral to this growth and transformation. Truly, everyone must continually invest in themselves to continue reaping the rewards of what can be a fulfilling tech career. This report proves that.

Dive deeper into the data by gaining access to the full-length report today:

Compliance training is key for regulatory and ethical reasons, but it's insufficient for comprehensive employee development. Training in leadership, business acumen, and technology is also necessary. Leadership training fosters effective leaders, while technology training promotes innovation and efficiency by familiarizing employees with contemporary tools.

Oftentimes, organizations face the challenge of meeting multiple training requirements, leading them to invest in various training platforms. While this approach may address immediate needs, it can create a fragmented learning environment and complicate tracking employees' success. Having learners dealing with multiple systems, logins, and data silos can be overwhelming and confusing. By relying on multiple systems, logins, and data silos, learning administrators find themselves spread thin. This makes it challenging to gain a comprehensive view of employee progress and accurately measure the impact of training initiatives.

Administrators can simplify their processes and consolidate data into one user-friendly interface by adopting a centralized training platform. This allows for better visibility into employee training activities, progress, and outcomes. Rather than navigating multiple systems and logins, administrators can conveniently access all the necessary information in one place.

Introducing a unified Skillsoft Percipio experience that combines Skillsoft Compliance content with core learning content into one seamless solution.

Skillsoft’s Percipio Compliance 2.0 offers one platform that integrates compliance and non-compliance content into a single solution so organizations can provide a comprehensive learning experience to their employees. This ensures that employees receive a well-rounded education covering mandatory regulatory requirements and skills development relevant to their roles.

By integrating compliance content with non-compliance content, organizations can create a holistic approach to risk management. Employees develop the compliance knowledge and skills required to proactively identify and address potential risks and challenges. In addition to building the leadership and technology skills your employees need to thrive.

With Skillsoft Percipio Compliance 2.0 learners now have the ability to browse and search across all training resources within Percipio, ensuring they can find exactly what they need when they need it.

Administrators now have the ability to create custom channels and learning journeys for their learners. They are able to pull from the different Skillsoft course catalogs to create a well-rounded learning experience that stretches beyond basic compliance principles.

With Percipio, organizations gain visibility into learner progress, completion rates, and skill development through comprehensive analytics and reporting capabilities. This data-driven approach allows organizations to identify knowledge gaps, assess the effectiveness of training initiatives, and make informed decisions to optimize their training programs.

By tracking and managing learner training data, Percipio enables organizations to tailor learning experiences, improve engagement, and ensure that employees acquire the skills necessary for success in their roles. Ultimately, this contributes to organizations' overall growth and success by fostering a continuous learning culture and aligning training initiatives with strategic objectives.

It’s crucial for organizations to recognize that their people are the driving force behind their success. By prioritizing the development of employees and providing them with the right tools, organizations empower them to reach their full potential and contribute to collective growth. Investing in comprehensive training programs benefits individual employees and strengthens the organization's overall capabilities.

Employees with the knowledge and skills they need to excel become more engaged, productive, and satisfied in their roles. By nurturing their professional growth, organizations can create a positive work environment that attracts and retains top talent. Ultimately, investing in people is an investment in the future success of your organization.

Ready to see all Skillsoft Percipio can do?

With an extensive background in environmental, social, and governance (ESG), risk, compliance, and legal, and around ten years working with Boards of Directors and committees, Kim Yapchai has impressive industry experience in financing, product manufacturing, and construction. However, it’s her “knock it out of the park” mentality and thought leadership on strategic sustainability issues that have positioned her as a well-trusted industry professional.

Taking on multiple roles at Tenneco, one of the world’s leading automotive marketing and manufacturing companies, Yapchai served as the Chief Environmental, Social, and Governance Officer of the company, a role created by the CEO based on her proposed ESG strategy. She was eventually elevated to the Executive Leadership Team, and the company now stands in the top-quartile in its industry.

Throughout her career, Yapchai has received many recognitions for her amazing work, including Top Mind by Compliance Week Magazine, the Salute to Excellence Award by the Asian Pacific American Chamber of Commerce, and the Transformational Leadership—Visionary Leader by Inside Counsel Magazine. In her free time, Yapchai volunteers to mentor women and minorities, and she promotes diversity through the National Asian Pacific Bar Association and the DirectWomen International Board Committee.

She provided three takeaways for sustainability professionals:

• Integrity is critical in everything you do, personally and professionally.
• You can’t build a corporate sustainability program alone.
• A successful sustainability program does not happen overnight; it takes iteration.

Watch Yapchai’s interview here, or read on for more insight.

Coming into her sustainability role with a distinctly compliance-focused background, Yapchai kicked off our conversation by talking about the importance of integrity. Integrity, she told us, matters. It is critical personally and it is critical professionally.

Integrity is one of the key connections between compliance and sustainability. When a company commits to supporting values that are important to its employees and customers, it not only proves that the work they’re doing matters, but it also creates a workplace culture where trust, ethics, and unity are at the forefront.

“You can look at sustainability or ESG as another level of building a company’s culture,” said Yapchai. “There are a lot of overlaps and similarities between the skills that you use in terms of navigating the organization, protecting the company’s brand, contributing to a higher performance. A lot of the same skills you use in ethics and compliance, you use in ESG as well.”

Every organization has an opportunity to define what values they find important. This looks different for everyone, but it is necessary to decide what your organization’s priorities are because, “you can’t focus on everything at once.” Instead, Yapchai suggests that every organization focuses on three to five ESG initiatives that are significant and achievable. That way, you can hone your strategy and commit to matters that mean something to you.

The sustainability of your business can affect its success, including potential financing and the ability to attract and retain employees. Employees want to work for companies that support what they believe in. But for corporate sustainability initiatives to be successful, many people need to take part.

“It takes a village. It’s not something one person or one team can do for a company,” Yapchai adds. In order to implement regulations that will have an impact, it’s important to develop a strategy. It takes a cross-functional team where everyone has a role to play and they commit to working together in order to ignite change.

It’s also important to make sure that you hold yourself, your team, and your company accountable for the results. As a leader, it’s your responsibility to create a vision and express that vision clearly to the rest of your team while simultaneously highlighting other peoples’ achievements and giving them a forum to express their needs.

Change – especially in the context of corporate social responsibility and ESG – doesn’t happen overnight. “It’s a journey,” Yapchai says.

To create and implement effective sustainability solutions within your organization, it’s important not to make promises you can’t keep. Rather, Yapchai suggests using a logical and analytical growth mindset to set a baseline and a target. This way, you know where you started and where you’re going, and your company can compare their initiatives year over year to track performance.

Creating a clear strategy and a plan to follow through is crucial, but sometimes figuring out where to start can be the hardest part. If you’re committing to improving your company, and on a larger scale, the world, then you should also commit to improving your knowledge and building a sturdy foundation that can support your work.

Committing to continuous learning is so important. And with Skillsoft’s sustainability training content, you can have the ability to prepare your organization to become more environmentally conscious at its own pace.

To hear more about Kim Yapchai’s experiences with ESG and sustainability work, and all she’s learned along the way, watch her interview here, and be sure to check out other interviews from our Sustainability at Work video series.

ISACA's Certified in the Governance of Enterprise IT (CGEIT) credential proves an individual's IT governance and risk management expertise.

Organizations stand to gain significantly from hiring CGEIT-certified professionals. These individuals bring to the table a demonstrated proficiency in IT governance, ensuring the effective, secure management of IT systems and data — a critical aspect in today's technology-dependent business landscape.

For IT professionals, acquiring the CGEIT certification opens up avenues for career advancement by making them more competitive in the job market. It serves as a globally recognized credential, bolstering their professional standing and paving the way for opportunities in leadership and high-level management roles.

The ideal candidate for CGEIT certification is a professional with management, advisory, or assurance responsibilities relating to the governance of IT. This includes roles like IT managers, IT governance professionals, and IT auditors. Candidates must also have five years of experience in these roles to certify.

How to Earn This Certification:

• Pass the CGEIT exam.
• Apply for CGEIT certification.
• Adherence to the CGEIT continuing professional education (CPE) program.
• Compliance with the CGEIT Code of Professional Ethics.

Find Training:

The Certified in Risk and Information Systems Control (CRISC) is another highly respected certification ISACA offers. It is specifically designed for professionals who are involved in enterprise risk management and control. CRISC holders are adept at identifying and managing risks through developing, implementing, and maintaining information systems controls. This certification is ideally suited to IT managers and risk and control professionals.

Hiring professionals with the CRISC certification benefits organizations by guaranteeing they have experts who can efficiently manage risks and institute a robust control program. These professionals ensure that organizations make informed decisions, achieve business objectives, and maximize IT investments.

For IT professionals, earning the CRISC certification can enhance their credibility, open up new career opportunities, and increase their earning potential. It demonstrates a professional's commitment to best practices in risk and control and their ability to offer valuable insights into these areas.

The ideal candidate for CRISC certification is an IT professional with hands-on experience in risk identification, assessment, evaluation, response, and monitoring. This includes roles like risk professionals, control professionals, and business analysts. Moreover, the candidate must have at least three years of experience to certify.

How to Earn This Certification:

• Pass the CRISC exam.
• Apply for CRISC certification.
• Adherence to the CRISC continuing professional education (CPE) program.
• Compliance with the CRISC Standards of Professional Practice.

Find Training:

ISACA's CISM is a globally recognized certification that signifies an individual's expertise in the governance and management of enterprise information security. Those who earn this certification have proven their ability to develop and manage an enterprise security program, making them an essential asset to any organization.

In 2023, organizations increasingly recognize the value of certified professionals like CISM holders. The top five highest salaries by certification in United States include the CISM, signifying its high market value. This trend aligns with the growing demand for cybersecurity expertise, as 88% of IT professionals hold at least one certification, with cybersecurity certifications being among the highest paying.

Hiring CISM-certified professionals helps organizations address the prevalent skills gap in the IT field, reported by 66% of decision-makers. These professionals bring their robust skills in information security management, aiding in reducing operating costs, stress, delays, and talent acquisition while improving efficacy in this domain.

For IT professionals, obtaining a CISM certification can significantly boost their career trajectory. With the average annual salary of IT professionals globally at $96,184, a CISM certification can open doors to higher earnings. Furthermore, with most IT professionals planning to pursue certifications in cloud computing and cybersecurity, a CISM certification can set them apart in these competitive fields.

Given the rapid rate of technology change and the challenges in recruiting and retaining qualified candidates, it's clear that investments in certifications like CISM are crucial. Whether through formal, instructor-led sessions or self-paced training, enhancing one's skillset with a CISM certification can significantly benefit both the individuals who earn the credential and the organizations they work for.

The ideal candidate for CISM certification is a professional who manages, designs, oversees, and assesses an enterprise's information security. This includes roles like IT consultants, IT managers, IT security policymakers, privacy officers, and risk officers. It's important to note that those who plan to pursue this certification must have at least five years of experience in information security management.

How to Earn This Certification:

• Pass the CISM exam. (Exam fees cost $575 for members and $760 for non-members.)
• Apply for certification. (It costs $50.)
• Adherence to the CISM continuing professional education (CPE) program.
• Compliance with the CISM Code of Professional Ethics.

Find Training:

ISACA's Certified Data Privacy Solutions Engineer (CDPSE) signifies an individual's proficiency in privacy technology and data management. CDPSE-certified professionals have demonstrated their ability to design, build, and manage the privacy of data systems and technology, making them vital assets to any data-driven organization.

Hiring CDPSE-certified professionals brings numerous benefits. These individuals are equipped with the skills to effectively implement privacy by design, resulting in enhanced data protection and compliance with global data privacy regulations.

On the career front, obtaining a CDPSE certification can enhance an IT professional's career prospects. It validates their expertise in data privacy solutions, leading to higher-paying roles within the industry. Further, as data privacy becomes an increasingly crucial aspect of IT, professionals with a CDPSE certification will be in high demand, providing them a competitive edge in the job market.

Investing in a CDPSE certification is a strategic move for organizations and individuals. For organizations, it ensures their data privacy practices are robust and compliant. It opens up opportunities for career growth and advancement for professionals, setting them apart in the market.

The ideal candidate for CDPSE certification is a professional who assesses, builds, and implements privacy solutions and helps establish privacy requirements. This includes roles like data privacy officers, data protection officers, IT managers, and IT consultants. The person pursuing their CDPSE must have at least three years of experience on the job.

How to Earn This Certification:

• Pass the CDPSE exam.
• Apply for CDPSE certification.
• Adherence to the CDPSE continuing professional education (CPE) program.
• Compliance with the CDPSE Code of Professional Ethics.

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ISACA's Certified Information Systems Auditor (CISA) certification underscores an IT professional's expertise in information systems auditing, control, and security. Those who earn this certification have demonstrated their proficiency in managing IT systems and processes, ensuring the security and integrity of an organization's data. This certification is a testament to a professional's comprehensive understanding of IT auditing and security, making them invaluable team members to virtually any organization today.

For organizations, hiring professionals with CISA certification translates into enhanced security and better management of their IT systems. These individuals bring to the table their adept skills in auditing, assessing, and managing complex IT infrastructures. On the other hand, for IT professionals, the CISA certification can be a significant career catalyst. It validates their knowledge and skills and opens up avenues for career advancement and higher salaries, setting them apart in the industry.

The ideal candidate for CISA certification is an IT professional with experience in auditing, control, or security of information systems. This could include roles such as IS/IT auditors, IS/IT consultants, IT audit managers, among others. The candidate must have at least five years of experience in one of these domains to certify.

Note: In 2024, ISACA plans to update its CISA Exam Content Outline (ECO), which will impact exam prep material.

How to Earn This Certification:

• Pass the CISA exam. (Exam fees cost $575 for members and $760 for non-members.)
• Apply for certification.
• Adherence to the CISA continuing professional education (CPE) program.
• Compliance with the Information Systems Auditing Standards.

Find Training:

This list of top-paying ISACA certifications is based on 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.

The survey is distributed to IT professionals around the world by technology providers, certification bodies, and Skillsoft, among others. The focus of this list is on 330 respondents who reported having one or more ISACA certifications. The number of responses for each certification worldwide is as follows: CISM (163), CISA (174), CRISC (87), CDPSE (59), CGEIT (41). For the U.S.: CISM (74), CISA (64), CRISC (38), CDPSE (23), CGEIT (17).

To compile lists like this one, we consider relevance, demand, and certification requirements. Salaries are not normalized for cost-of-living or location.

Last year, Skillsoft launched 12 new cinematic-style courses as part of our Global Code of Conduct solution. And this month, we’re pleased to announce 19—yes 19—new topics for your perusal. These topics cover many of the flagship and emerging risks we see covered in many organization’s Codes and are top of mind for educating employees. These include:

• Accommodating Disabilities 2
• Accounting & Financial Integrity 2
• Anti-Money Laundering 3
• Outside Communications
• International Trade Compliance 2
• Promoting Safety & Security at Work 2
• Protecting Customer Information 2
• Records Management 2
• Social Media and Electronic Communications 3
• Anti-retaliation
• Combating Modern Slavery
• Corporate Governance
• Corporate Social Responsibility
• Global Supply Chain and Vendor Management
• Data Privacy
• Diversity, Inclusion, Respect, and Fairness
• Non-disability Accommodations
• Reporting and Whistleblower Protection
• Respectful Communication

While many of these courses are an expected addition to our catalog, we thought it might be interesting to double-click on one of the emerging risk topics new to our portfolio – Combating Modern Slavery.

Modern slavery is a challenge across the globe today; even well-meaning companies can find themselves unwittingly involved in and exposed to modern slavery through their contractors or supply chain. Skillsoft’s new cinematic-style course reviews the most common types of exploitation as well as signs to be on the lookout for when working with suppliers.

Why might organizations consider including a course on Combatting Modern Slavery in their Global Codes of Conduct? Honestly, the same reasons tend to apply to any course you’re considering adding to your training program. These include:

• Legal Compliance: In the case of modern slavery, many countries have laws and regulations in place – such as the Modern Slavery Act in the UK and the California Transparency in Supply Chains Act in the United States – to help organizations avoid legal and financial consequences. Training your team ensures that your organization meets legal requirements and avoids legal liabilities.

• Ethical Responsibility: Ensure that your company is not inadvertently supporting or benefiting from forced labor, human trafficking, or other forms of exploitation. Training can help your team understand the ethical implications of their actions and make more informed choices.

• Employee Engagement, Corporate Reputation, and Brand Image: Employees tend to be more engaged and satisfied with their work when they feel their organization is socially responsible. At the same time, customers and stakeholders increasingly expect businesses to uphold ethical standards, and a commitment to combating modern slavery can be a strong selling point.

• Supply Chain Transparency: Training your team on modern slavery issues can improve transparency within your supply chain – enabling you to better understand the working conditions of your suppliers and subcontractors, identify potential issues, and take corrective actions.

• Human Rights and Social Impact: By addressing modern slavery, your company can contribute to the broader effort to protect human rights and promote social justice. This is not only a moral imperative but also a way to create a positive impact on society.

In summary, training your team to combat modern slavery is not only a legal requirement in many jurisdictions but also an ethical choice, and a strategic business decision that can lead to improved reputation, risk management, and long-term sustainability.

Many organizations looking to create a culture of compliance are surprised to learn that culture develops, in part, from where you focus your efforts.

In the case of your Global Code of Conduct, the courses you include serve as a visible and tangible expression of your organization’s commitment to ethical behavior, responsible business practices, and its role as a responsible corporate citizen on a global stage.

Your Code is a key instrument for aligning the actions of individuals within the company with its overarching values and principles. Think about the type of training you need to include to ensure your employees are up-to-speed and understand that this reflects the type of company you want to become.

Panagiotis is a multilingual and globally recognized professional coach who is passionate about helping individuals get the most out of their time with tactical productivity. Based in Athens, Greece, he has a diverse background, with nine years of experience in the operational industry, spanning sectors such as logistics and international transport, consulting, manufacturing, and pharmaceuticals.

Fluent in English, German, and Greek, he holds a Professional Certified Coach credential from the International Coaching Federation in addition to three Master's degrees, demonstrating his commitment to continuous learning and development. With approximately 1,000 hours of paid professional coaching under his belt, Panagiotis has a wealth of experience guiding individuals through their personal and professional growth journeys.

His specialty lies in personal productivity, where he excels at helping clients streamline their processes and optimize their time to achieve their goals more effectively. Panagiotis' unique combination of industry knowledge, coaching expertise, and commitment to personal productivity makes him an invaluable asset to anyone looking to enhance their performance and achieve their ambitions.

We had the pleasure of asking Panagiotis a few questions to gain insight into his coaching philosophy and why coaching is an impactful training tool.

Skillsoft: Can you provide an overview of your coaching philosophy and approach?

Panagiotis Ntouskas: My coaching is success-oriented and motivational, focusing on personal development and enhancing inspiration, creativity, and self-efficacy. Personal productivity coaching is a multi-dimensional niche that requires creativity as well as multi-dimensional and out-of-the-box thinking. I always try to follow a holistic approach in coaching. It's not always easy to distinguish between a personal and a professional topic, that's why for me every topic could be relevant for a coaching session.

Can you share any success stories or case studies from your previous coaching engagements?

I would like to share a testimonial from a client.

“Before working with Panagiotis, I felt so overwhelmed and stressed with my work. I felt like it took over my life and had no free time. Panagiotis helped me develop time management and organizational skills which have been invaluable. I am now working more effectively and have more time for other things in my life.”

In order to improve her productivity and time management, we had to identify the root cause of the issue. We analyzed how she spends her day, which was really an eye opener, especially when it came to how she prioritized various tasks and activities. Her main challenges were her difficulty to say no to unimportant tasks and the long, inefficient meetings. We achieved a productivity improvement of more than 40%, achieved through better prioritization, delegation, and more efficient meetings.

How do you support learners in developing their leadership skills and enhancing their professional growth?

Firstly, the coachee needs to gain awareness into where he or she stands in relation to leadership and power skills. A 360 assessment can be very helpful at this stage.

Secondly, the coachee needs to select areas of focus for personal development and be clear about why those are important. The next step is to dive deep into specific challenges the coachee faces and make an action plan for behavioral or other changes. Accountability and follow-ups are also keys to success in coaching.

What do you believe is the benefit to scaling leadership capabilities across the organization through coaching?

It's all about turning managers into leaders which leads to more empowered employees, enhanced productivity, and better results.

I think one of the biggest benefits is the increased sense of ownership. When everyone accepts responsibility and takes ownership of mistakes and challenges in a blame-free environment, the impact can be huge. People are not afraid to make mistakes, they are not afraid to take risks, and this is how progress is made.

Furthermore, leaders are both inspiring and inspired. They can motivate and enable their teams to strive for continuous improvement and contribute to organizational success.

Communication is an important skill to have in any job, but it is the most important skill for IT leaders to have.

This year, both IT staff and leaders responding to Skillsoft’s IT Skills and Salary survey ranked team communication as the single most important skill for those in leadership.

Being able to converse effectively with a team, as well as convey your actions to partners and clients is crucial to taking on more responsibilities in the workplace.

Specifically, good communication helps leaders explain complex tech concepts and build relationships with their colleagues. These skills are also essential for managing projects, addressing customer needs, and making important decisions.

Not to mention, having a passion for what you do and being able to openly express it with the rest of your team offers encouragement and inspiration.

The changing landscape in the tech industry has been largely driven by shifts to remote work. Therefore, building a strong sense of community is more important now than ever.

A leader should strive to bring out the best in people, bolster morale, and establish trust between their department and senior management.

Furthermore, IT projects are typically team-driven by members with diverse skill sets, so to grow as a leader and a professional, leaders must foster a personal connection with their team.

Collaboration, team spirit, and continuous learning among team members helps develop a community vested in the growth of the organization.

It can be hard to switch from a team member to a leader, even when you are a talented professional. One of the best leadership skills is the ability to bring out the best in everyone around you.

The best leaders are those who know how to delegate, coach, and give their team members the freedom to make mistakes. This helps emphasize everyone’s talents while also providing them with room to grow and succeed in different areas.

Upskilling and reskilling are crucial parts of this process, and choosing to implement robust learning programs within your team helps improve every individual.

Working in tech, problem solving is a core part of the job. But problem-solving at a leadership level must be aligned with the company’s business goals and strategy.

If you’re an individual contributor today, this can be a mindset shift. You must broaden your thinking and apply your problem-solving skills to figure out how your domain — whether that’s security, software or otherwise — can drive your company toward success.

You must learn about customer needs, expectations, and competitors, and create solutions that serve the company’s objectives.

Additionally, the chance for success greatly increases when more than one person is involved in the decision-making process while working on complex projects. Therefore, you should also encourage employees to try out new ideas and strategies that could lead to innovation.

Inclusion and accessibility go a long way toward setting leaders apart from their peers. It’s important to invest in getting to know your team and taking the time to understand the values that matter to them.

Creating a work environment where everyone feels comfortable, safe, and respected will produce the best results, and it shows that you as a leader value your team not only for the work they are creating, but for the people they are.

However, it’s important to remember that committing to inclusion and accessibility is an ongoing endeavor. It takes work, and devoting yourself to continuing that work is a crucial step all in leadership must take.

The broader tech industry remains a strong, growing, and evolving space. More and more, the tech department becomes interwoven with the rest of the business — placing greater importance of the skills IT professionals have.

As IT professionals, it’s crucial that you invest in continual learning, whether your motivation is to advance your career or help those around with you deploy new tech. The investment in your own skills will pay off in more ways than one — and it starts by taking the first step.

If you’re interested in learning more about the important skills for tech leaders and how they apply to you and your team, check out some of Skillsoft’s IT training content and start learning today.

Impact Award: Transformative Leadership Development

• Winner: Cairn Oil and Gas, Vedanta Ltd
  As the largest private oil and gas exploration and production company in India, Cairn Oil and Gas, Vedanta Ltd accounts for more than a quarter of India’s domestic crude production and has 1,300 employees. Cairn created an agile leadership initiative with emphasis on ethical decision-making, boosting emotional intelligence, and navigating the digital age.
  
  
• Special Award: Welspun Group
  Welspun Group is one of India's fastest growing global conglomerates with 26,000 employees and many subsidiaries. Welspun created two leadership programs that prioritize internal development, reducing its reliance on external hiring, saving on recruitment costs, and ensuring that leadership roles are filled by individuals deeply aligned with the company's values and objectives.

Impact Award: Innovation in Developing Tech Talent

• Winner: HCLTech
  Powered by a global team of 223,400 diverse employees across 60 countries, HCLTech delivers smarter, better ways for its stakeholders to benefit from technology. The company launched the Talent Transformation @ Scale program, focusing on holistic skill development of employees. As a result, HCLTech proactively prepared more than 66,000 employees for changes in technology trends, facilitating both their career growth and non-technology skills.
  
  
• Special Award: Larsen and Toubro Ltd
  More than 80 years old, L&T is the largest engineering and construction company with interests in EPC projects, hi-tech manufacturing, and services. It has 55,000 employees, 23 businesses, and operates in 50 countries. With the launch of its “Academy of Digital Transformation” program, L&T built a role-focused curriculum to develop talent at scale and in a cost-effective way.

Impact Award: Special Learning and Development Initiatives

• Winner: Hero MotoCorp Ltd
  As the largest two-wheeler manufacturer since 2001, Hero MotoCorp employs 4,300 people and has the vision of being “The future of mobility.” The leadership team partnered with the talent development (TD) team to launch the Hero Learning League, which established a culture of learning and reduced skills gaps by delivering over 35,000 courses to 2,200 unique users.

• Special Award: CGI
  Founded in 1976, CGI is among the world’s largest independent IT and business consulting services firms, with 90,250 consultants and professionals across the globe. In response to the challenge of adapting to a hybrid work mode, CGI APAC introduced a series of practical learning programs — including 32 distinct journeys — tailored to specific roles and functions and boosted learning hours by 35%.

• Special Award: Coforge
  As a global digital services and solutions provider, Coforge’s 24,780 employees reside in 21 countries. Stemming from a commitment to foster an inclusive culture, Coforge launched its Diversity, Equity & Inclusion Academy. As a result, the company has been able to attract and retain diverse talent, stay compliant with DEI-related regulations, and increase employee engagement. The academy serves as the linchpin of Corforge’s skill development initiatives, driving growth through dynamic learning.

Program of the Year

• Winner: Adani Enterprises Ltd
  With over 40,000 employees in 200 diverse locations, The Adani Group has created a world class transport and utility infrastructure portfolio. Under its digital learning initiative "eVidyalaya," Adani has increased the engagement and alignment of entry-level employees particularly of management and executive trainees starting work for the first time. The program has also enhanced the digital and analytics dexterity of employees, provided cultural and power skills, and ensured learning retention for over 20,000 users.

• Special Award: Aditya Birla Group
  A global conglomerate, the Aditya Birla Group is anchored by over 187,000 employees belonging to 100 nationalities. Its GVC Future Skills Program was initiated to address closing the skills gap, enhancing learning, developing talent and adapting to industry changes. As a result, 91% of employees reported successfully applying the knowledge gained from online courses directly to their work responsibilities. And a resounding 92% of employees agreed that it contributed to enhancing their job performance and productivity.

• Special Award: Bata Group
  The Bata Corporation is a multinational footwear, apparel and fashion accessories manufacturer, headquartered in Lausanne, Switzerland with more than 30,000 employees. To address the challenges of decentralized operations, global talent management, and a one team strategy, the company’s Bata e-University is designed to cover nine learning pillars, catering to employees at all levels. As a result, the Bata Global Talent Management Strategy has brought about a transformative change in talent management practices, driving engagement, and fostering continuous learning.

Champion of the Year

• Winner: Bhawna Choudhary, Cairn Oil and Gas, Vedanta Ltd
  Under Bhawna’s guidance, Cairn Oil & Gas underwent a pivotal shift in its approach to talent development. Recognizing the dynamic nature of the energy sector, Bhawna instigated a holistic revamp of the existing learning modules. By integrating hands-on training with digital resources, she introduced an immersive learning experience. This transition, in turn, led to higher retention rates among employees, streamlined onboarding processes, and fostered a culture where continuous learning became synonymous with professional growth.

• Special Award: Pooja Marwah, Bata Group
  Pooja has been the driving force behind the transformation of talent development for Bata globally. Faced with the challenge of harmonizing talent management practices in a decentralized organizational structure, it was critical to institute a comprehensive global strategy. Pooja and team devised an integrated strategy that empowers employees at all levels to enhance their skills, competencies, and leadership proficiencies in a standardized and cohesive manner.

We couldn’t be prouder of the businesses and individuals recognized above. We hope this year’s winners serve as inspiration to all of those who lead talent development initiatives and are searching for creative approaches to drive business success.

You may have heard the term “CSR” first, and more often. CSR refers to a business model where organizations consider the impact of their operations on society and take action to promote social benefits both inside and outside of the company. Seventy-three percent of respondents from Skillsoft’s 2023 CSR at Work Report say CSR is “what we do at our organization”, while ESG is “what we report to our investors.”

While CSR efforts remain largely unregulated, at their core, they demonstrate an organization’s commitment to positive societal impacts. Yet, according to our report, 60% of professionals say CSR initiatives are merely an add-on to their organization’s main purpose and direction.

CSR programs vary widely. At Skillsoft, we prioritize in-kind donations, volunteerism, corporate philanthropy, and a sense of belonging via our Employee Advisory Groups. Your organization’s program may look quite different as CSR efforts are often driven by company leadership.

ESG, on the other hand, is a set of criteria used by multiple stakeholders, including investors and customers, to assess a company's performance in three key areas: environmental stewardship, social impact, and governance practices. These factors have become integral to investment decisions, reflecting the growing importance of sustainable and ethical business practices in financial performance.

Environmental considerations include a company's energy use, waste, pollution, and natural resource conservation. Social factors examine how a company manages relationships with employees, suppliers, customers, and communities. Governance pertains to a company's leadership structure, policies and procedures, internal controls, and other mechanisms designed to ensure accountability and responsibility within its business activities.

Unlike CSR, ESG is no longer optional; it's become core to an organization's strategy and can significantly impact a company's financial performance and long-term health. Results from our CSR at Work Report revealed that 55% of respondents view CSR as “anecdotal,” whereas ESG provides “solid data” about their organization’s contributions to the world.

We can help you navigate the alphabet soup of ESG frameworks.

The primary difference between CSR and ESG lies in the distinction between action and strategy. CSR is about actions—philanthropic efforts, community engagement, and environmentally friendly practices. It's about doing the right thing because it's good for the company's reputation and morale.

On the other hand, ESG is about strategy. It involves incorporating ethical and sustainable practices into the very fabric of a company's operations. ESG factors directly impact a company's financial performance and can influence investment decisions. Moreover, ESG standards seek comparable and measurable data, allowing companies to track progress and investors to make informed decisions.

Let’s break it down even more:

Integration into Business Strategy

CSR is often seen as an “add-on” to existing business strategies. It may not be intimately tied to the core business model or operations. ESG factors are integrated into the core strategy of a business. They are considered crucial in long-term business planning and value creation.

Learn more about how CSR can strengthen brand equity and customer loyalty.

Measurement and Reporting Requirements

CSR activities are usually reported in a separate CSR or sustainability report, and the metrics can vary widely from company to company. ESG factors are typically quantifiable and standardized across industries. They are often included in financial reports and are used by investors to assess a company's risk profile.

Stakeholder Engagement

CSR primarily focuses on the company's impact on the community and society at large. ESG takes a broader view, considering the company's impact on all stakeholders, including employees, investors, communities, and the environment.

Curious about the importance of transparency in CSR efforts?

For large organizations, both CSR and ESG are essential. CSR initiatives enhance a company's reputation, boost employee morale, and demonstrate a commitment to societal impact. Meanwhile, strong ESG performance can attract investors, lead to better financial results, and ensure long-term stability.

By understanding the differences and finding the right balance between CSR and ESG, large organizations can drive growth while building a better future. As society becomes more socially conscious, it's no longer enough for companies to merely do well—they must also do good. Understanding and implementing both CSR and ESG initiatives is a crucial step in this direction.

Discover four ways to future-proof your CSR efforts.

“We couldn't find those specific [employee] profiles that we needed,” explains DB Systel HR development specialist, Laura Steurer. Specifically, Steurer says they were looking for candidates with DevOps and networking automation skills.

The solution? DB Systel shifted its focus to recent college graduates, devising a program to recruit and train motivated new employees with the competencies they needed.

DB Systel leadership and HR invented what’s now known as the Sprint Starter program, tapping its existing relationship with Skillsoft to help make it happen.

Before partnering with Skillsoft, Steurer said the company took a much more traditional approach to onboarding and upskilling.

“We didn't use e-learning, videos, or any kind of online learning at all,” Steurer says. “We only had training with actual trainers standing right in front of employees in a classroom environment.”

That all changed in 2017 when DB Systel’s Skillsoft partnership shifted its onboarding approach — and employees’ mindsets — to a more digital format.

With the Skillsoft Percipio platform, the company can give employees “learning in parts,” integrating with overall DB Systel training. Training is focused on an employee’s role and adjusts during that employee’s career progression. These learning journeys can include both necessary job training and relevant employee interests.

Armed with the Skillsoft-powered onboarding process that was already favorable with both employees and managers, Steurer and the DB Systel team expanded on Skillsoft Percipio’s offerings to tackle its challenge of recruiting talent with the right skills.

Enter Sprint Starter: A three-month, skills-based intensive program, designed to onboard fresh college graduates into technical roles.

The program aligns with the end of German universities' academic semesters and includes a group of about 50 participants who start in either April or October (the times when new graduates are typically looking for jobs).

During each rotation, new recruits are trained in DB Systel’s most critically needed skills, including DevOps and networking automation skills.

“Those three months are quite packed with training of different kinds,” Steurer explains. In addition to DevOps, relevant training can include skills in cloud, software development, and even a blended learning path for Python beginners.

Using the Skillsoft Percipio platform, learners can absorb content at their own pace and then test their retention with skill benchmarks.

From the HR team’s perspective, the Sprint Starter program has been universally successful at creating the skilled workforce DB Systel seeks.

The hiring approach has shifted: Instead of searching for the perfect candidates during the recruiting process, DB Systel can recruit bright, motivated candidates and train them in the skills needed to do the job.

And for participants, Steurer says the feedback has been overwhelmingly positive.

“The sprint starters appreciate that with Skillsoft Percipio, they can learn on their own, when they have time and at their own speed,” Steurer says. “And they have the Percipio license for at least the rest of the year, so even if they can't do all the training that we provide, they can go back and look at things they’re interested it in.”

For DB Systel, a huge benefit is the reporting Percipio provides, which allows leadership to enhance curriculum based on interest.

“We can generate a report on what our users are searching for, including themes to focus on,” Steurer explains. “For instance, a lot of employees have been looking for AI and ChatGPT in the last month, and we can actually create courses that fit employees’ searched topics.”

As the Sprint Starter program continues to evolve and adapt, it remains an innovative example of how companies can take a proactive approach to employee recruitment and development. While formal certifications aren’t part of the program, intrinsic personal growth absolutely is.

“The greatest achievement we had is that we gave our employees the opportunity to manage their skills and their upskilling by themselves,” Steurer says. “They actually get the mindset that learning is not something that someone does for you, but something you have to take care of on your own.”

Steurer also credits the Skillsoft team and Percipio technology with making the program not only a reality, but an ongoing success.

“Our employees value this opportunity, especially the e-learning spirit it brought to DB Systel, and the realization that it’s as valuable as physical classroom courses,” Steurer says. “Phillip [our Skillsoft customer success manager] always has good ideas on how to keep users engaged with Percipio, and I couldn’t wish for a better partner.”

DB Systel's Sprint Starter program is a shining example of how organizations can use learning technology to address real hiring challenges. By using the flexibility of modern e-learning platforms to educate willing employees, DB Systel is leading the IT talent race and positioning itself to thrive in the ever-changing world of technology.

Of all the people we surveyed, 62% of respondents said they believe that organizations should take a stand on social and political issues, which is a fundamental component of CSR. But, compared to last year, where “doing the right thing” was a top driver of corporate CSR programs and initiatives (40%), organizations in 2023 report that they are increasingly taking cues from customer feedback, public perception, and government mandates (50%).

Put another way, CSR used to be about altruism. But based on responses from this year’s survey, organizations are beginning to see their CSR programs as a binding commitment to fulfill obligations to various stakeholders.

Perhaps that’s one reason that 55% of respondents reported that their CSR budgets increased since last year, and that CSR efforts are increasingly being driven by their organization’s C-suite. As regulations become more complex, organizations are compelled to allocate more resources to them — both in the form of money and strategic direction.

The C-suite's involvement in a company's CSR program is vital for ensuring that CSR is integrated into the company's culture, strategy, and operations. This involvement sends a strong signal to internal and external stakeholders about the company's commitment to responsible and sustainable business practices.

For many, the reasons why organizations participate in CSR are not as important as their participation in the first place. After all, CSR benefits business in many ways, including:

• Increased brand recognition
• Better relationships with customers and employees
• Improved morale and customer loyalty

And more importantly, CSR impacts society at large by providing a channel for positive social and environmental impact. However, understanding your organization’s “why” is crucial to the long-term success of your CSR program, and here are some compelling reasons:

Authenticity and Credibility: Stakeholders, including customers, employees, and investors, are more likely to view your organization’s actions as sincere and authentic when they are — in fact — sincere and authentic.

Ethical Considerations: A strong ethical foundation is a fundamental aspect of responsible corporate behavior and can lead to more meaningful and enduring contributions to society.

Legal and Regulatory Compliance: Companies that engage in CSR solely to meet legal obligations may not go beyond the minimum requirements and may not have the same positive impact as those with deeper motivations.

Sustainability: Companies that engage in CSR initiatives driven by a commitment to sustainability and responsible business practices are more likely to integrate CSR into their long-term strategies.

Organizations driven by a sense of purpose and commitment to CSR are more likely to invest in initiatives that have a lasting impact on the environment, society, and local communities. This long-term perspective is crucial for addressing complex social and environmental challenges — and it provides a solid foundation for change.

In fact, according to our survey respondents, the top indicator for a successful CSR program was an investment in long-term plans (35%), including training and education programs.

A long-term commitment to CSR initiatives is vital for companies to build trust, make positive impacts, manage risks, and remain competitive in a changing business environment. It goes beyond short-term public relations efforts and demonstrates a genuine dedication to responsible and sustainable business practices, which can yield numerous benefits over time.

But, many organizations still tread the line between meaningful action and using CSR as a PR tool. This is called “greenwashing” and has led to calls for greater transparency and accountability in CSR.

So, how can you make sure that your organization is committing to making change — and following through with the commitment?

Rather than treating sustainability and social and political justice as add-ons, companies need to integrate them into their core business strategies. This requires a cultural shift towards responsible and ethical decision-making, and a willingness to address complex global issues. Only then can corporate responsibility practices truly drive meaningful change and create a positive impact for all stakeholders.

The potential for CSR to drive positive change in the world remains significant, but every company must make sure they approach their goals with transparency, sincerity, and commitment.

When asked, “How does your organization plan to address issues related to CSR?” the top three survey responses were:

1. Invest in long-term plans, not short-term campaigns (34.8%)
   • If organizations want to make a significant impact, they need to have long-term goals. It’s not just about profit or one-off programs. Sustainability is key.
2. Commit time and people resources, not just money (32.4%)
   • Employees want to feel that they are making a difference. Incentives and recognition go a long way toward creating value.
3. Create authentic connections and partnerships (20.3%)
   • An organization’s CSR efforts won’t be effective if you don’t “walk the walk” and partner with others who share a similar mindset.

As successful as your CSR program might be, there’s always room for reflection and improvement. That’s why it’s important to check in with company leaders and employees to see how resources can best be utilized throughout the organization, ensuring a program that is effective and accessible.

The responses we received from our survey provide valuable insight into what the CSR landscape looks like today, and how it may continue to evolve in the future.

And, the good news is that CSR is here to stay.

As more and more business leaders recognize the impact that CSR can have, and more and more employees become invested in contributing to a better world, clearly there are many benefits to adopting CSR initiatives and implementing them.

As Vernon Jordan said, “We live forever through what we give,” so let’s stand shoulder to shoulder and commit to effecting lasting change today.

1. Higher Productivity for Developers

Generative AI is changing the game for developers by automating and streamlining the development process. According to a Github blog post, “AI-assisted engineering workflows are quickly emerging with new generative AI coding tools that offer code suggestions and entire functions in response to natural language prompts and existing code.”

What does that mean? Developers can use AI-powered tools to generate code, identify and fix bugs, and even create detailed documentation. These time-saving capabilities let developers focus on more creative and complex tasks, accelerate project timelines, and reduce the risk of human error.

And developers are taking full advantage: a Stack Overflow 2023 Developer Survey study showed, “70% of all respondents are using or are planning to use AI tools in their development process this year.”

2. Faster Content Creation

It’s no secret that marketers need a constant flow of content — and that’s another area where generative AI comes through. Tasks like writing product descriptions, creating social media content and (ahem, case in point) generating blog posts are made easier with AI tools. They not only save time, but can also help maintain consistency in branding and messaging.

Developing content more quickly means marketers can engage with their audience more effectively and respond to trends and market changes in real-time. And while companies like OpenAI's GPT-3 (shout out, thanks for your help!) don’t always generate text that sounds exactly human, they can give you a framework from which to build content that feels like your brand’s voice.

3. Codified Coaching and Leadership Development

It may seem counterintuitive: coaching and leadership development should only require direct human interaction, right? But generative AI has been shown to benefit professionals in leadership positions, and help stressed out managers be better coaches.

With AI-generated training materials and personalized feedback, coaches and leaders can create customized development plans for their team members, aligning with their unique strengths and weaknesses.

AI-powered tools are also great for assessments and skills benchmarks. By incorporating generative AI in leadership development, organizations can enhance the growth of their employees and foster better leadership skills.

4. Better Data Analytics and Decision-Making

Data is the lifeblood of modern business, and — perhaps its greatest strength — generative AI can play a significant role in data analytics.

According to an article By the International Institute of Business Analysis, “AI for data analysis allows for processing large volumes of complex data at high speeds, leading to quicker and more accurate business insights.”

AI models can help data analysts in identifying patterns, predicting trends, and generating reports. These insights are crucial for informed decision-making, allowing organizations to adapt to changing market conditions and make strategic choices based on data-driven evidence.

Generative AI is nothing if not versatile, and there are a few industries where it really shines in making workers' roles easier.

Healthcare

Medical researchers can use generative AI to analyze vast amounts of medical data against a patient’s symptoms. AI can therefore help doctors make better diagnoses and recommend treatment options, potentially saving lives and improving patient care.

While powerful, anyone in healthcare who plans to use a tool like ChatGPT should first check your organization’s internal policy or consult with legal counsel to ensure patient privacy and safeguard sensitive data.

Human Resources

AI can save hours of time for HR professionals who need to screen resumes and match candidates with open roles. Overall, it can make recruitment more efficient and effective. Not to mention, HR can use AI for onboarding, employee monitoring, and learning and development tasks.

Customer Support

AI-powered chatbots can enhance customer support by providing instant responses and resolving common issues fast. In fact, a McKinsey insight even credited AI with driving greater customer engagement.

Design and Creativity

Graphic designers and artists can use generative AI to create digital artwork, generate design concepts, and even assist in video editing. Like it or not, AI-generated art pieces have even won prizes.

While many worry that AI will replace human workers, promote biases, or push ethical boundaries, it’s up to companies to promote ethical and responsible AI use within their processes.

• Establishing ethical guidelines that prioritize fairness, transparency and responsible data management
• Training employees on AI technology, recognizing biases, and maintaining privacy standards
• Conducting regular audits of AI systems for ethical and legal compliance
• Encouraging open communication for employees to report concerns

Read Next: Is Your Organization Using AI? Here’s How to Do it Ethically - Skillsoft

In short, generative AI is a powerful tool that can enhance productivity and creativity across industries, departments, and disciplines in the workplace.

Developers, marketers, coaches, leaders, and professionals from diverse fields can all benefit from AI-powered solutions. However, to fully harness the potential of generative AI, organizations must prioritize ethical boundaries, transparency, responsible use, and proper training.

Skillsoft can help. Together with Codecademy, Skillsoft offers several courses and resources to help organizations take full advantage of AI reliably and ethically. Read more about our courses on generative AI and ChatGPT here.

Google Cloud’s Professional Cloud Architect certification has ranked highly on this in the past, often trading places for the top with others like the Professional Data Engineer certification and comparable credentials from AWS. Last year, it ranked third with an average annual salary of $161,371.

This year, it's the highest-paying certification in the field.

Developments in cloud — particularly the reliance on and maturation of the technology — have led many in the industry to entrust providers like Google with their data. For reasons like these, cloud architects have grown increasingly necessary for organizations of all sizes.

This certification validates the holder's proficiency in crafting, managing, and implementing secure, scalable, and reliable cloud solutions using Google Cloud technologies. It signifies an individual's understanding of Google Cloud's infrastructure and services, enabling them to devise and optimize cloud architectures that are efficient, cost-effective, and resilient.

Google recommends professionals have at least three years of experience before sitting the exam, with at least one designing and managing solutions in Google Cloud. There is a $200 USD exam fee, and professionals have two hours to complete the exam. The certification lasts for two years before professionals must recertify. Testing is done online or from a testing center.

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Google Cloud's Professional Data Engineer certification has historically earned IT professionals high salaries, and there are even fewer exceptions to this rule today. Roles like data engineers, scientists and specialists continue to grow in demand — much faster than average in the U.S. — as data and its application become far more critical to how virtually everyone makes decisions.

This certification validates an individual's capability to construct and manage effective data processing systems using Google Cloud. It affirms their ability to create secure, scalable, and reliable data solutions.

In this way, organizations stand to gain substantially by employing those who've earned this certification, as they bring specialized expertise in handling and analyzing vast datasets. Their skills in developing data processing systems can help organizations enhance operational efficiency, make data-driven decisions, and drive innovation.

To earn this certification, candidates must pass the exam, which has some changes coming Nov. 13, according to Google. The new exam will focus more on changes to Google Cloud's data storing, sharing, and governance, and less on operationalizing machine learning models. The exam costs $200 USD. It's 50 to 60 questions, taken over two hours.

Google does recommend at least three years of professional experience, with at least one working with its platform, before sitting the exam. If passed, you'll have two years before the certification expires.

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The Project Management Institute (PMI®) Project Management Professional (PMP) is one of the most highly regarded certifications of its kind, and it continues to show up on this list year after year. It provides employers and customers with a level of assurance that a project manager has both experience and knowledge.

In 2022, this certification earned professionals $148,290 on average, ranking seventh on the list. The substantive uptick in average earnings may reflect the growing demand for project managers and project management skills as a persistent gap exists. This year's IT Skills and Salary survey revealed that more than half of IT decision-makers rank their team's abilities in this area as medium to low, with only 14% saying their team's skills are high. PMI reports 25 million project management professionals are needed by 2030 to close the talent gap.

To earn the PMP, candidates must meet the Institute’s requirements. Candidates must have a four-year degree, three years of experience leading projects, and 35 hours of project management education or a CAPM® certification. Or, candidates must have a high school diploma, five years of experience, and 35 hours of project management education/training or hold the CAPM® certification. Then, pass the exam. It consists of 180 questions.

SEE OUR CERTIFICATION TRAINING FOR PMP

Last year, the AWS Certified Solutions Architect - Professional certification topped this list, with an average annual salary of $168,080. AWS certifications have continued to command high salaries for IT professionals due to the assurances they bring to organizations seeking highly skilled talent. What’s more, AWS is one of the top vendors IT leaders plan to invest in this coming year, so having reliable, skilled professionals architecting their cloud infrastructures becomes increasingly important.

This certification validates an individual's advanced technical skills and expertise in designing and deploying scalable, highly available, and fault-tolerant systems on the AWS platform. This certification, designed for seasoned solutions architects, serves as a testament to their comprehensive understanding of AWS architecture and design. Certification holders bring specialized knowledge in devising and implementing complex AWS architectures, optimizing infrastructure, enhancing security, and reducing costs.

AWS recommends two or more years of hands-on experience and familiarity with a scripting language, Windows, Linux, and many AWS services. Candidates pursuing this certification should also feel confident translating business requirements into technical solutions.

Earning this certification requires professionals to pass the current exam. The exam costs $300 USD, lasts 180 minutes, and consists of 75 questions. It can be taken online or at a Pearson VUE testing center.

Read Next: The Top 5 Highest-Paying AWS Certifications

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ISACA's Certified Information Security Manager (CISM) certification continues to be a highly credible, high-paying credential in the cybersecurity field. Last year, it ranked as the second highest-paying certification, commanding an average annual salary of $162,347.

CISM sustains its presence this year for good reason. Cybersecurity continues to remain a top priority for organizations who must protect sensitive data from ceaseless threat actors. This certification signals to organizations and industry peers that a professional can lead security teams and efforts effectively.

CISM validates the ability to manage, design and assess an enterprise’s information security. It proves expertise in these domains: information security governance, information security risk management, information security program, and incident management.

To earn this certification, professionals must first have five years of professional work experience in the required domains before they can sit the exam, which costs $575 USD for ISACA members and $760 USD for non-members.

Read Next:A Guide to the Highest-Paying ISACA Certifications

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Ranked in the same position this year is the AWS Certified Security — Specialty certification. Last year, at number six on the list, it earned professionals an average salary of $149,741.

The AWS Certified Security – Specialty certification validates the ability to secure data in the AWS cloud and successfully navigate complex security challenges. This certification showcases an individual's proficiency in managing security controls, understanding AWS security services, and handling incident response. It serves as a testament to a candidate’s knowledge and skills in safeguarding AWS environments, highlighting their specialization in cloud security.

AWS recommends professionals who want to pursue this certification have at least five years of experience in an IT security role, with two years of working knowledge securing AWS workloads. What’s more, those professionals should have strong familiarity with AWS security services, logging and monitoring strategies, cloud security threat models, security operations and risks, and more.

To earn the certification, professionals must pass the exam. The exam costs $300 USD. It’s 65 questions and candidates have 170 minutes to complete it.

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Google Cloud's Professional Cloud Database Engineer certification is for those who are responsible for designing, managing, and troubleshooting databases to ensure scalable and cost-effective solutions that meet both business and technical requirements.

To earn this certification, candidates must be familiar with these areas:

• Designing highly scalable, available databases
• Managing sprawling database solutions
• Migrating data solutions
• Deploying solutions in Google Cloud

Above are the four main topics of the exam. Within each section, candidates will be tested on their abilities to assess and evaluate solutions, administer the platform, and more.

Before sitting the exam, Google recommends professionals have at least five years of database experience, two of which should be hands-on with its solutions. The exam costs $200 USD, lasts two hours, and ranges between 50 and 60 questions

SEE OUR CERTIFICATION TRAINING FOR GOOGLE CLOUD

Google Cloud’s Associate Cloud Engineer certification is for those who are responsible for deploying and managing enterprise solutions. These professionals are adept at deploying applications, optimizing infrastructure, and ensuring the reliability and security of cloud-based systems.

To earn this certification, candidates are assessed on their ability to set up, configure, deploy, and ensure the successful operation of cloud solutions. Once achieved, it opens up doors to Google’s professional-level certifications, many seen elsewhere on this list.

There are no prerequisites to sitting the exam, however, Google recommends six months of experience working with the platform. The exam lasts two hours, costs $125 USD and spans up to 60 questions. Unlike others that expire in two years, this certification remains valid for three years.

SEE OUR CERTIFICATION TRAINING FOR GOOGLE CLOUD

Consistently a popular and high-paying certification is the AWS Certified Solutions Architect — Associate, the precursor to the professional-level credential ranked higher on this list. Last year, it earned professionals an average salary of $155,020.

The AWS Certified Solutions Architect - Associate certification is a highly respected credential that validates an individual's ability to design and deploy scalable, robust, and fault-tolerant systems on the AWS platform. This certification demonstrates proficiency over various AWS services, including compute, networking, storage, and database. It also attests to the professional's competency in implementing security controls and compliance requirements.

Those who hope to sit this exam should have strong familiarity with the AWS Well-Architected Framework, and it helps to know the basics of programming, though AWS says deep coding experience isn’t required. To achieve this certification, candidates must pass the exam. AWS recommends a year of hands-on experience designing systems on its platform before taking the exam.

The exam costs $150 USD. Professionals have 130 minutes to complete the 65-question exam.

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ISC2's Certified Information Systems Security Professional (CISSP) has been a consistently popular and well-regarded certification in the field, leading to high salaries reflected on this list for years. From 2022 to this year, the reported annual earnings stayed consistent. Last year, professionals reported an average annual salary of $158,191.

Earning the CISSP certification has been compared to earning a master’s degree in IT security, as it proves professionals have what it takes to effectively design, implement, and manage a cybersecurity program.

The CISSP exam is based around eight domains in information security:

• Security and Risk Management
• Asset Security
• Security Architecture and Engineering
• Communication and Network Security
• Identity and Access Management (IAM)
• Security Assessment and Testing
• Security Operations
• Software Development Security

To achieve this certification, candidates also need at least five years of paid, relevant work experience in two or more of the CISSP domains.

If you lack the necessary experience, you can still take the certification exam and become an Associate of ISC2 if you pass. Then, you’ll have up to six years to obtain the required experience to earn your CISSP. The exam is $749 USD, and starting April 2024, the exam will refresh.

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Also ranking in the same position this year is ISACA's Certified Information Systems Auditor certification. Last year, in the eleventh position, it earned certification holders an average salary of $142,336.

CISA-certified professionals can serve as the conduit between technical, legal and compliance teams and ensure organizations protect privacy and manage risk in an efficient, cost-effective way.

This certification has been around since 1978, making it one of the oldest, and most respected, credentials on this list. ISACA’s CISA certification validates audit, risk and cybersecurity skills pertaining to these domains:

• Information Systems Auditing Process
• Governance and Management of IT
• Information Systems Acquisition, Development, and Implementation
• Information Systems Operations and Business Resilience
• Protection of Information Assets

Earning this certification means you meet the minimum requirements and pass the exam. Like the CISM, professionals who pursue this exam must have at least five years of professional auditing experience. The exam costs $575 USD for ISACA members and $760 USD for non-members. Starting August 2024, there will be an updated exam.

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The AWS Certified Advanced Networking - Specialty certification is meant for those who wish to prove their expertise working with complex networks.

According to the IT Skills and Salary survey, more than half of IT leaders say their team’s networking skills fall somewhere between medium and low. That’s to say, relatively few feel very confident in their team’s abilities in this area (7% who say “high”), creating an opportunity for specialists — like those with this certification — to have an outsized impact on their teams and likely earn generous salaries, like what’s shown here.

A specialty certification, it's meant for those with at least five years of experience. Like other specialty certifications, AWS also recommends having hands-on experience with AWS services, security, and storage best practices. Candidates for this certification should also have knowledge of networking architectures, interconnectivity options, developing automation scripts and tools, and network security.

To earn this certification, candidates must pass the exam, which consists of 65 questions, lasts 170 minutes, and costs $300 USD.

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The AWS Certified DevOps Engineer - Professional certification demonstrates an individual's proficiency in operating and managing distributed application systems on the AWS platform. This certification has seen an increase in demand over the past several years, as more employers require it for hire, according to Lightcast.

Candidates who plan to pursue this certification should have at least two years of experience provisioning, operating, and managing AWS environments. They should also know at least one programming language and feel confident building a highly automated infrastructure. Other helpful skills:

• Administering operating systems
• Familiarity with modern development processes
• Familiarity with continuous delivery systems and security controls on AWS

To earn this certification, candidates must pass the exam, which costs $300 USD and lasts for 180 minutes. It can be taken at a Pearson VUE testing center or online.

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This certification from the Blockchain Training Alliance hasn't made the list before, partly due to a lack of responses collected, but reports of a recent spike in demand for these skills help explain what could be a notable rise in certifications on the topic. Further, IT leaders say their teams’ blockchain skills could be improved, with 66% saying they're medium to low. Only 9% feel confident (or rank those skills as “high”) in their team's skill, according to the IT Skills and Salary survey.

The Certified Blockchain Security Professional (CBSP) certification validates one's expertise in blockchain security. The exam covers twelve sections, including topics such as fundamental blockchain security, smart contract security, and blockchain risk assessment.

The CBSP certification is suitable for various professionals, including blockchain architects, developers, system administrators, and network security architects. It verifies their understanding of security threats and attacks on blockchain networks, best practices for blockchain security, and risk mitigation techniques.

To earn the certification, candidates must pass a 70-question multiple-choice exam that lasts 90 minutes. It is a performance-based assessment, meaning candidates must demonstrate their ability to apply their knowledge to real-world scenarios. Exams are online, and it costs $275 USD.

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The CCNA certification demonstrates your ability to navigate the evolving IT field by covering networking fundamentals, security, automation, and more. With CCNA training, you gain the skills to excel in managing and improving advanced networks.

It's one of the first certifications a candidate can earn to then branch out to other, more advanced certifications, like Cisco's CCNP Enterprise, which has historically made this list in the past. This year, only 19 respondents to the survey reported having the certification in the U.S. We look for 50 to 100 to report these figures more reliably. Those who responded earned an average salary of $160,399, which would place it high on this list.

Those who go after this certification tend to hold careers as network administrators or engineers. To earn the certification, you must pass the exam. It tests candidates on these topics, including:

• Network fundamentals
• Network access
• IP connectivity
• IP services
• Security fundamentals
• Automation and programmability

The certification remains valid for three years. Candidates must complete their exam through one of the Pearson VUE testing centers around the world. It costs $300 USD and lasts 120 minutes.

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This list has a long history of sharing the 15 top-paying IT certifications. However, as more certifications come onto the scene and technology evolves, we’re broadening our horizons to look further and dig deeper into the survey findings.

New this year is an extension of our annual list. Below, you’ll find another five certifications that earn IT professionals generous salaries due to their rigor, credibility and validation. For those in leadership building a team, certifications like the ones below not only prove that a prospective candidate has the skills you’re after, but demonstrate their commitment to learning, personal and professional development, and interest in going above and beyond.

Let’s keep going.

The AWS Certified Developer - Associate certification validates knowledge and proficiency in core services, best practices, and developing cloud-based applications. It's also a great building block toward more advanced or specialized certifications, like many others on this list.

This certification is best suited for individuals who have experience in a developer role, know at least one programming language, and have familiarity with AWS. It is also beneficial for those who wish to earn this credential to have strong on-premises IT experience and a solid understanding of transitioning from on-premises to cloud environments.

Earning this certification means first sitting the exam, which consists of 65 multiple-choice and multiple-response questions and allows roughly 130 minutes to complete. The cost of the exam is $150 USD, and it can be taken at a Pearson VUE testing center or through an online proctored exam.

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The AWS Certified Database - Specialty proves an individual's knowledge to design, administer and recommend the best database solutions based on the needs of the organization.

Today, those in IT leadership feel their teams’ abilities in this area are generally strong, with 39% saying their staff’s skills are somewhat high or high, according to the IT Skills and Salary survey. However, the highest percentage of respondents (42%) say their team’s skills fall somewhere in the middle of high and low. Likely, this leaves many data-focused teams with skills gaps, which often add stress or hamper projects. Those who pursue this certification become a valued team member who can alleviate issues like these.

It's best suited for those with experience administering on-premises and cloud relational and non-relational databases. Candidates should have five years of experience, with at least two hands-on working with AWS. They must feel confident designing database solutions using AWS services based on the needs and requirements of the organization.

The exam is 180 minutes and costs $300 USD. It consists of 65 questions, which can be either multiple choice or multiple response. The exam can be taken at a Pearson VUE testing center or through online proctoring.

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Among the most popular IT certifications, CompTIA's Security+ has made this list at varying ranks in the past. While popular, passing this exam calls for celebration as it covers a broad range of topics and requires close study to gain the familiarity necessary. Said differently, it’s not an easy exam to pass.

However, once earned, professionals open up opportunities to both advance their careers and deepen their expertise in this area. It often serves as an employment requirement and meets the Department of Defense's directive 8140/8570.01-M.

The new CompTIA Security+ exam went live on Nov. 7, 2023. Check with your training provider or CompTIA to learn more about these changes and what to study in advance of sitting the exam.

In the meantime, here are the new exam domains:

• General Security Concepts
• Threats, Vulnerabilities, and Mitigations
• Security Architecture
• Security Operations
• Security Program Management and Oversight

The exam costs $392 USD, consists of 90 questions, and lasts 90 minutes. Candidates should have their Network+ and at least two years of professional IT experience before attempting this test.

Read Next:The 3 Most Popular CompTIA Certifications (And What They Pay)

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CompTIA's CySA+, or Cybersecurity Analyst, certification is the intermediate security credential that falls between Security+ and CASP+, or Advanced Security Practitioner, which calls for at least five years of professional experience.

To earn this certification, candidates are tested on threat detection techniques, their ability to analyze data, identify vulnerabilities, respond to incidents, and more. The latest exam was updated in June 2023, now with greater emphasis on threat hunting, automating intel, and using various tools to monitor and respond to incidents.

The new CySA+ exam covers these domains, according to CompTIA:

• Security Operations (33%)
• Vulnerability Management (30%)
• Incident Response Management (20%)
• Reporting and Communication (17%)

The exam features up to 85 questions, lasts 165 minutes, and candidates should have their Network+ and Security+ — or similar expertise — and have roughly four years of hands-on work experience.

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Microsoft’s Azure Administrator Associate certification is the most popular offered by the company just behind its Azure Fundamentals credential, according to the IT Skills and Salary survey.

Among the results, Microsoft continually proves to be one of the most popular certification providers represented in the survey. What’s more, it’s the top vendor IT leaders plan to invest in this coming year, with 46% in agreement.

The leading reason for training, according to the survey, is to support product or solution deployments, which provides clearer reason why these certifications remain particularly popular. When seeking prospective hires, certifications assure IT leaders candidates have the skills and knowledge needed for the role.

This certification helps prove to leaders that a candidate knows how to administer an enterprise’s Azure environment. To earn the credential, it requires expertise in implementing, managing, and monitoring Azure environments, covering areas like virtual networks, storage, compute, identity, security, and governance.

The exam tests candidates' knowledge on these topics:

• Azure identity and governance management
• Storage implementation and management
• Azure compute resource deployment and management
• Virtual networking implementation and management
• Azure resource monitoring and maintenance

Candidates should also have a solid understanding of operating systems, networking, servers, and virtualization. Microsoft says candidates should have familiarity with tools like PowerShell, Azure CLI, Azure portal, Azure Resource Manager templates, and Microsoft Entra ID. The exam costs $165 USD.

Read Next:The Top 5 Highest-Paying Microsoft Azure Certifications

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When compiling this list, we’ve historically looked for certifications that have between 50 and 100 responses minimum to feel more confident in reporting salaries and the supporting data.

However, depending on the region, some certifications just miss the cut but are nonetheless worthy of a mention because of their relevance and reverence in the field.