Skillsoft https://www.skillsoft.com/ en-us Mon, 10 Feb 2025 11:42:53 -0500 Mon, 10 Feb 2025 11:42:53 -0500 AI at Work: The Top 7 Use Cases for AI https://www.skillsoft.com/blog/ai-at-work-the-top-7-use-cases-for-ai Mon, 10 Feb 2025 09:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/ai-at-work-the-top-7-use-cases-for-ai

Artificial intelligence (AI) is revolutionizing business operations and shaping the future of technology. From streamlining software development with intelligent coding assistants to enhancing cybersecurity through predictive analysis, AI is driving efficiency and solving challenges that were once thought insurmountable.

To find out how these advancements in AI are impacting professionals, we talked to employees throughout Skillsoft about how they are integrating AI into their work, showcasing how this cutting-edge technology is powering growth, boosting productivity, and enabling smarter business solutions.

So, whether you’re an HR professional looking to streamline communications processes or a software developer wanting to stay ahead of the curve, it’s time to explore how AI is unlocking solutions to complex challenges and rewriting the playbook for success in technology.

Top Uses Cases for AI

The integration of AI tools is reshaping job roles and skill requirements across industries. In Skillsoft's IT Skills and Salary Report, we found that AI remains the top investment priority for IT decision-makers. However, 65% say there is a significant skills gap within their teams. This means that AI skills are in high demand.

If you’re wondering how you can put these highly sought-after skills to use, here are the top use cases for AI at work:

1. AI for Creating Training Material

Artificial intelligence is rapidly becoming a trusted partner for content creation. Whether you need a first draft of an article, a training module, or a list of quiz questions, AI tools like ChatGPT, Claude, or Copilot can help.

Sarai Fernandez, a senior manager leading  Data, AI, and Security Curriculum at Skillsoft, says she often relies on AI to generate initial drafts of learning materials, such as quizzes or review cards.

“AI can be used to create a first draft of multiple-choice assessments and review cards for topics we’re teaching,” Fernandez said. “Often, these are very based on the content we’ve already created, so using AI is an easy choice because it can read the content we’ve already created and vetted. Usually, we end up having to do a lot of copy-pasting across the system for these repetitive tasks, but AI can speed this up exponentially!”

2. Software Development Assistance

From automating code generation to optimizing testing and deployment, AI is revolutionizing the software development process by introducing tools and techniques that enhance productivity, accuracy, and innovation.

"Coming into 2025, I start most tasks by asking AI to generate a script for my use case, then dialogue to refine the solution,” says David Johnson, Principal Software Engineer at Skillsoft. “Once the script for my function is close enough, I polish it by matching the project’s coding styles, fixing any trivial defects, updating the syntax to match what’s commonly found in the codebase, and adding clarifying comments around the code’s workflow, choices, and data updates.”

What about troubleshooting and bugs? “Same idea!” says Johnson. “I ask the AI model trained in our internal code along with checking Stack Overflow before digging in. Adding an AI request to the traditional web search seems to land me close to any common or known issues pretty quickly, leaving me plenty of time to invest deeply into novel troubles and new investigations.”

By aiding in code generation and helping detect bugs, vulnerabilities, and inefficiencies, AI is leading to an accelerated coding process, reducing human error, and allowing software developers to focus on more creative and complex tasks.

3. Automating Repetitive Tasks

Repetitive tasks — such as copying and pasting content, data reformatting, or even renaming files — can drain productivity. By integrating AI tools into workflows to automate repetitive tasks, employees gain more time to focus on the innovative aspects of their work. 

For instance, AI can batch-process document formatting across hundreds of files in a few minutes, automate invoice processing, schedule meetings, or generate routine performance reports, all significantly reducing manual labor. This not only speeds up operations but also minimizes errors that often occur in manual processes.

4. Enhancing Communication Skills and Productivity

Crafting emails, presentations, or internal memos can be time-consuming, especially when starting from scratch. AI-powered drafting tools can provide starting templates or suggested text that employees can edit for tone and specificity.

For example, if an employee needs to follow up with a client, an AI tool can generate a polished, professional response based on previous correspondence. This boosts productivity by reducing time spent on communication tasks and ensures clarity and professionalism across messages.

AI can also help improve communication skills by serving as a training platform. With Skillsoft’s CAISY™, organizations can equip their employees with scenario-based practice that mimics real-life situations, making communication more natural when it comes to handling crucial conversations.

5. Data Analysis and Insights

Unstructured data, like open-ended survey questions, customer reviews, or social media comments, can be challenging to analyze manually. Luckily, AI can make this process much more seamless.

Skillsoft’s HR team has put this into practice. Lisa Hall, senior director of Total Rewards, says she’s worked with AI to analyze text responses in employee surveys. Doing so helps analyze hundreds of survey responses quickly and get a sense of employee sentiment.

AI tools are perfect for this. They can quickly process large datasets, uncover recurring themes, and identify trends or anomalies.

By delivering actionable insights rapidly and accurately, AI allows organizations to make data-driven decisions, enhance strategic planning, and boost operational efficiency, transforming raw data into meaningful business outcomes.

6. Cybersecurity and Threat Detection

Artificial intelligence is changing the cybersecurity game by lowering the bar to entry into cybercrime and threatening to unleash a myriad of new types of attacks. To combat these emerging threats, cybersecurity pros have started using their own AI tools to strengthen their networks and defend against AI-powered risks.

When it comes to cybersecurity, AI can monitor systems for anomalies, detect potential threats, and respond to security breaches. This results in enhanced security, reduced response times, and enhanced protection of sensitive data throughout organizations.

When using AI to fight AI, it’s important to implement guidelines to ensure the technology is being used ethically and responsibly. Adopting a formal AI policy and training, emphasizing human supervision, continuing to use traditional controls, and bracing for the future are keys to successfully using AI for organizational cybersecurity practices.

7. Collaboration and Productivity Tools

As the scope of AI continues to expand, the technology is now seamlessly integrated with multiple productivity platforms like Slack, Microsoft Teams, or Trello to enhance collaboration. AI can suggest task assignments, recommend deadlines based on project data, or even summarize project updates for the team.

When she has to miss a meeting due to an overbooked schedule, Skillsoft’s Lisa Hall uses AI-powered meeting recaps to catch up on what she’s missed. During the initial investigation and triage phase of a project, Skillsoft’s David Johnson uses GPT AI to quickly offer solutions to common programming problems and integration issues that are common to shared libraries, allowing him to focus on new, workflow-specific issues with a fresh mind.

By reducing administrative overhead, AI helps teams stay aligned and focused, leading to enhanced collaboration and productivity across teams.

Considerations for Implementing AI at Work

Artificial intelligence, while extremely promising, is not without its flaws and risks. As the technology becomes more integrated into various aspects of an organization’s operations, ethical considerations become paramount.

Many concerns about AI revolve around security and ethical implications. Organizations must be cautious about the data they feed into these models and ensure they have proper consent and mechanisms in place to protect user privacy. Mishandling sensitive data could lead to breaches, leaks, and violations of privacy regulations.

“We need to solve for a [security] issue for HR, and it’s critical to be mindful of using AI with confidential information that has unique identifiers that could identify an employee in some way,” said Lisa Hall.

By staying informed about the potential risks and benefits, and staying updated on the technology, organizations can make informed decisions about how to use AI tools effectively while safeguarding their security, ethics, and overall mission.

The key lies in fostering a culture of responsible AI adoption and continuous learning to harness the full potential of this transformative technology.

“Excellence Through Execution”: The Future of AI at Work

David Johnson perfectly captured how AI is shaping the future of change in the tech industry. “I see AI continuing to drive a shift in the human landscape from a focus on knowledge to a focus on wisdom,” he said.

By leveraging AI, workplaces can unlock higher productivity, smarter decision-making, and more seamless operations. While AI can handle repetitive and analytical tasks, employees are free to focus on creativity, strategy, and innovation, making this partnership between human ingenuity and machine intelligence an unbeatable combination for success.

Artificial intelligence is not just about doing things faster — it’s about doing them better.

“AI can help us create first drafts of content, but I don’t see it fully replacing content authors anytime soon,” said Sarai Fernandez. “There are many quality and accuracy issues that mean we still need that human touch.”

While AI might be changing the way we do work, it doesn’t mean it’s replacing us. Rather, professionals must learn how to work with artificial intelligence and craft their skills along with the evolving technology.

Skillsoft’s AI Skill Accelerator helps organizations identify and measure skill proficiencies to ensure that teams keep pace with leading-edge AI technology. 

It’s time to future-proof your organization. Check out all of Skillsoft’s AI training, and let us help you prepare for the era of AI.

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How Cohort-based Learning Impacts Culture, Leaders and Creativity https://www.skillsoft.com/blog/how-cohort-based-learning-impacts-culture-leaders-and-creativity Fri, 07 Feb 2025 09:05:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/how-cohort-based-learning-impacts-culture-leaders-and-creativity

As shoppers, the environment sets the tone for the entire experience — good, bad or ugly.

What if the music is bad? The lights are too bright or dim? Of if it’s too difficulty to find what you’re looking for?

You’ll leave and take your hard-earned dollars with you.

It’s a lose-lose. You, as the customer, don’t get what you’re looking for and the retailer missed its shot.

That’s where Array Marketing saves the day. Array is a creative powerhouse, serving clients such as Gucci, Adidas, Kiehl’s, Maybelline, Sephora and many others.

Much of their work focuses on engineering creative retail experiences that draw in and delight customers. The team designs elegant product showcases, live experiences, unique displays and more for top-of-the-line brands.

What this means is that employees must also work at the top of their game — from designers to engineers, project managers, and customer support. These employees, collectively, are responsible for their clients’ campaigns, which may come with strict deadlines, complicated logistics, and feats of engineering.

If they drop the ball, it could cost them their reputation and their clients.

That’s why Array started investing more in ongoing professional development. Doing so would ensure their employees have every opportunity to close skill gaps and stay sharp.

However, the learning and development team was essentially looking at a blank canvas. Nothing on paper. They needed to get creative.

The Challenge

When Array’s Director of Organizational Development and Learning Jessica Steed-Brown started at the company, Skillsoft had just been brought on as a vendor. At the time, there were few learning programs in place and it hadn’t been widely communicated that employees would have access to learning resources.

“That affected the way we were rolling out these things,” she said. “I had to fight that notion that this was a selective thing and not everybody had access to learning.”

For Steed-Brown, the challenge was primarily putting a structured program in place and getting the word out.

To start, she consulted with Array’s senior leadership team to understand the business’ strategic priorities and which skill areas must improve.

“You always have to tie it back to the business need and the business outcomes,” she said. “I picked the programs I picked because the business needs them and they will actually impact the person’s day-to-day work.”

Having gathered feedback from senior leaders, she decided to prioritize newly appointed managers of designers and engineers.

Managers play a vital role in ensuring that every employee at Array can do their best work. They serve as leaders, mentors, and coaches to their reports, who rely on them to support their careers.

“Our managers will be our accelerators,” she said. They need the skills to empower, set expectations, provide feedback, manage performance, develop their reports, and improve the quality of work. “Without strong leaders, training individual contributors wouldn’t be as impactful.”

However, these managers also faced another layer of complexity. Newly appointed, they faced the challenge of starting a new role and building a new skill set.

But Array had recently gone through an internal restructuring – which means these managers also had to navigate entirely new departments and ways of working with other areas of the business.

Knowing this, the next step for Steed-Brown was to develop a curriculum that would meet this cohort of managers where they are in a way that supported the changing business.

The Solution

The leadership team at Array saw the greatest potential return on investment from their new managers — ambitious individuals who’ve taken on the responsibility and privilege to lead others.

These professionals would, as Steed-Brown said, accelerate their journey to their desired outcomes. They play an important role in working with clients, coaching staff, and encouraging ongoing development.

Seeing their potential, Steed-Brown launched a 12-week pilot program focused on developing new leaders. The purpose was to help this cohort get a jumpstart after being promoted, teaching them the fundamentals of leading others.

How it was organized:

  • On-demand learning — Steed-Brown customized Skillsoft’s leadership development curriculum. She organized the material by relevance and importance, adding and subtracting material carefully. 
  • Weekly workshops — Every week, the entire cohort would meet for a 75-minute workshop, in which they discussed their triumphs, their challenges, and their development goals.
  • Ongoing assessments — Throughout the program, managers were assessed on their development to demonstrate and track progress.

Steed-Brown gave program participants access to the tools and material they would use throughout the 12 weeks. She facilitated the weekly workshops and distributed the assessments.

These managers progressed through a carefully curated learning journey, which was used to ground discussions and activities during their weekly workshops.

“That really helps apply the learning and understand what it means for them in their jobs,” she said. “And you also hear from your peers what they found most useful.”

Through these workshops, they bonded as a group, which increased trust, collaboration and problem-solving. For everyone, it also fostered more empathy as they learned about one another’s challenges, their remit within the organization, and their goals.

The group also documented their discussions and progress in a singular, digital whiteboard. (For this, they used Microsoft Whiteboard.) The whiteboard detailed how far they’ve come as a group and visually showed how their development tied back to business goals. Zooming out, the entire 12-week program became a mural of what they all accomplished together.

As the pilot wrapped up, it was bittersweet. This group had become tight-knit and didn’t want the program to end.

And in some ways, it didn’t.

Since the pilot was a success, Steed-Brown now had a blueprint for what an effective learning program looks like at Array.

Steed-Brown went onto launch another 12-week program in fall 2023. Another in spring 2024. Another in summer 2024. And then in the fall, launched 12 more programs.

In less than two years, Steed-Brown took a nascent learning and development program and scaled it exponentially by doubling down on what works.

The Outcomes

Enrollment is up. Employees are talking. The programs are taking off.

Steed-Brown has seen in her relatively short tenure at Array a marked impact on the organization’s culture. Employees share their experiences with their co-workers, which prompts others to sign up. It cascades, and more people seek out these opportunities. The appetite for training is growing.

Moving forward, Steed-Brown plans to continue facilitating and launching these programs to target strategic, in-demand skill areas. She plans to focus on presentation and public speaking skills, the ability to influence and persuade, and work more effectively as a team.

Along the way, she also hopes to double down on data.

Assessments, for one, will be integrated at more stages of the learning journey to closely track how employees improve over time. This will help demonstrate the efficacy of the programs.

Having this data will help inform how to optimize programs in the future and integrate training into employees’ development. For example, Steed-Brown says that the leadership development program may become mandatory for newly minted managers.

Ultimately, the goal is to make more time and space for learning, for connection.

“I'm proudest of the relationships that are being built throughout the organization as a result of the programs,” she said. “It’s the humanity side of it. There's something about that classroom environment, digital or otherwise, where you build connection and community that I think is really important.”

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Breaking Poverty: SOME’s Mission to Restore Hope in Its Community https://www.skillsoft.com/blog/breaking-poverty-somes-mission-to-restore-hope-in-its-community Thu, 06 Feb 2025 09:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/breaking-poverty-somes-mission-to-restore-hope-in-its-community

A record-high 653,104 people experienced homelessness in the U.S in 2023. That number represents a staggering 12% increase from 2022.

The rising numbers of homelessness in America, coupled with the stagnant rates of poverty, underscore a critical need for solutions that go beyond mere shelter and rather focus on long-term empowerment and stability.

Amid these challenges, many people turn to programs that offer life-changing—and lifesaving—resources and support, helping those in need reach their full potential.

That’s where So Others Might Eat comes in.

So Others Might Eat (SOME) is a community-based organization that serves to meet the needs of at-risk populations throughout the District of Columbia. Through its partnership with Skillsoft, SOME isn’t just changing lives in its community but also revolutionizing the workplace for its employees.

Here’s how:

SOME: A Beacon of Hope in Washington, D.C.

In a city like Washington, D.C., with soaring living costs and a lack of affordable housing, many residents are just one hardship away from dislocation. These issues inherently influence job security as people struggle to balance finding and maintaining work with worrying about their ability to have a stable home environment, resulting in a cycle of poverty that is hard to break.

Since its inception in 1970, SOME has been a care provider and beacon of hope to D.C. residents. It offers a whole-person model of care to individuals, families, senior citizens, veterans, and those affected by physical or mental illness, regardless of where they are in their personal or professional journeys.

SOME’s whole person model of care includes a wide range of services such as housing, healthcare, emergency and social services, education and workforce development, and advocacy. This multifaceted support system is sustained by a devoted team of social workers, clinicians, instructors, and volunteers, all committed to working together to make a difference in their communities by breaking the cycle of homelessness and poverty and putting their clients on the path to success.

Meredith Maimone, an Employee Experience Specialist in Learning & Development, is a crucial member of the employee support team at SOME and is helping to transform the employee experience with the help of Skillsoft.

Supporting a Whole-Person Care Approach

SOME's mission is grounded in dignity, respect, and autonomy. It aims to serve, empower, and elevate community members through a people-centered, trauma-informed, and equity-grounded approach.

Central to SOME’s ability to succeed in its mission is its employee Learning & Development initiatives. Many of SOME’s employees have non-traditional education paths and professional journeys so investing in training programs is a proactive strategy that equips all employees with the skills and knowledge necessary to secure and maintain stable employment and advance in the workforce.

When talking about the experiences of SOME employees, Meredith expressed that “not all of them have traditional educational and professional background, and it can be intimidating for them to ask for help because they might not know where to start.”

To support long-term education and professional growth, all SOME employees have access to Skillsoft’s Percipio platform, where they are encouraged to utilize the extensive library of unique courses spanning from technical training to personal and professional development. “Percipio gives [our employees] a very easy-to-use starting point,” added Meredith.

Transforming the Employee Experience at SOME Through Streamlined Learning & Development

Skills are the new currency in the modern workforce. They have the power to drive growth for both organizations and individuals.

To meet the challenge of ever-changing strategic goals, enterprises must invest in upskilling and reskilling to support employee and organizational growth. When leaders commit to investing in their employees, it not only helps improve individual career development but also leads to a stronger, more productive organization.

According to Skillsoft’s IT Skills and Salary Report, these are some of the top benefits of training:

  • Improving team morale
  • Shortening project durations
  • Improving talent retention
  • Making it easier to attract talent
  • Increasing revenue
  • Increasing ability to innovate

At SOME, the organization’s needs were quickly outgrowing the available tools. Organization leaders were struggling with how to manage the centralization of tasks, keep up with compliance requirements, and provide supervisors with adequate support for managing employees.

Today, Meredith is using Percipio to transform the employee experience at SOME. By making learning processes more organized and engaging, they have increased employee enthusiasm for learning and development.

Skillsoft offers a wide range of courses, from technical skills and certifications to soft skills and leadership training. By providing access to these high-quality educational resources, SOME ensures that all employees can invest in themselves and commit to continuous growth.

Here’s how Percipio can impact your training:

  • Personalized – Personalize and deliver training that’s relevant to individual employees based on how they answer a pre-training assessment. It’s also customizable to the organization and can reflect the internal lexicon, roles, and more.
  • Scalable – Holistic learning journeys or assignments that can adapt to business needs, compliance requirements, and a changing workforce.
  • Efficient – Dynamic content reduces the need for separate courses, assignments, or journeys, saving admins time while still meeting demands for delivering highly relevant training material. 
  • Versatile – Admins can develop an assignment using virtually any combination of courses, books, videos, or other training resources.

“As a former educator specializing in adult education, I am thoroughly impressed at Percipio’s ease of use and accessibility. Our staff have become more exploratory and independent, often autonomously searching for and completing training modules that are in alignment with their professional and personal goals. It’s wonderful to see our employees take charge of their growth in this way.”

By providing employees with a safe space to search for and participate in learning and growth opportunities, Percipio offers employees a platform where they can make mistakes without consequences and learn from them. “This ties back to our mission to serve our community as a whole and provide this continuing education for our employees who are also our community members,” said Meredith.

Making a Difference by Enhancing Leadership Development, Professional Training, and Support

When it comes to professional training programs, one size doesn’t fit all. Percipio has helped supervisors to better provide personalized support to their teams by identifying skills gaps and recommending relevant courses, thus strengthening their leadership capabilities and resulting in tangible differences for the at-risk communities in D.C.

"We’ve transformed because of Percipio,” said Meredith. By prioritizing education and continuous personal growth, SOME empowers its employees to transcend any past challenging circumstances and work towards building a better future for themselves and the community members they serve.

With Skillsoft’s Percipio, it’s now easier than ever to support continuous learning by exploring and developing new skills.

Enhance the training program at your organization today and make a difference in the communities you serve.

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Are Certifications Worth It? Yes — But There’s a Problem https://www.skillsoft.com/blog/certification-paths Mon, 27 Jan 2025 07:00:00 -0500 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/certification-paths

Employees who have earned certifications help their employers outcompete others in the market.

These professionals help alleviate the anxieties that clients may feel as they hire a new vendor, thanks to their proven expertise and professionalism.

For some, working with such professionals is a baseline requirement. In fact, some clients may only do business with those organizations that employ certified staff.

One-third of IT leaders say this is a leading benefit of having certified professionals on payroll, according to Skillsoft’s IT Skills and Salary Report.

Unfortunately, many organizations don’t have a clear picture of who holds certifications, making it harder to win business when credentials count.

“It’s a pain point for both learners and organizations,” says Ravishankar Sharnagat, AGM – Group Human Resources at Adani Group. “Many organizations can’t figure out how many people are certified. When they don’t have an understanding of this, they can only rely on their intuition to assign projects and work.”

The dollar value of certifications, according to Skillsoft's IT Skills and Salary Report.

Client requirements notwithstanding, there are many other benefits of employing certified professionals.

Think about it.

A professional who devotes the time and energy (and the money!) to certify demonstrates their drive to learn and grow. Often, it directly reflects their work ethic and performance on the job.

The main benefits of employing certified staff:

  1. They often work faster.
  2. They often work smarter.
  3. They’re more engaged.
  4. They’re more confident.
  5. The quality of their work is higher.

No doubt, having these professionals on the payroll yields many benefits. So, why aren’t more employers encouraging their workforce to certify and keeping track of those who do?

Turns out, it’s not that simple.

Read further to learn why professionals often struggle to obtain certifications — and, more importantly, what to do about it.

Are Certifications Worth the Effort?

No question. But, not all training for certifications is created equal.

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

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

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

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

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

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

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

Thankfully, that’s changing.

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

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

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

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

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

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

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

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

What’s new?

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

What’s coming soon?

  • Certification analytics dashboard (Coming in March 2025)
  • “My Certifications” actions for learners (Coming in March 2025)
  • Ongoing updates to the Certification Center (Coming in March 2025)
  • Certification renewal requirements
  • Learning notifications to engage learners
  • Voucher management for administrators

Help More Employees Earn Coveted Certifications

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

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

Only, the process isn’t easy today. 

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

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

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

Get more information about this new feature by reaching out.

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5 Characteristics of an Effective Leader https://www.skillsoft.com/blog/characteristics-of-an-effective-leader Fri, 24 Jan 2025 15:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/characteristics-of-an-effective-leader

Effective leadership enhances adaptability, fosters innovation, and improves talent retention by creating environments where employees feel valued and motivated. Only, there's an issue. 

Most workers leave before getting promoted. ADP's 2025 People at Work Report found that 75% of workers leave their jobs before being promoted. Of those who stay, fewer than 1% are promoted by their third year of the job, the report says. 

What's the reason? 

ADP's findings suggest a lack of upskilling and employer support play a significant role. The research shows fewer than 4% of workers upskill within their first two years, suggesting that too few have access to relevant training. 

During a time when AI is changing so many core business skills — from how we communicate to how we analyze data — it’s essential to stay adaptable and make sure your employees are developing future-forward skills. 

In particular, leadership skills are among the most important for workers to develop, according to the World Economic Forum's 2025 Future of Jobs Report. One of the best and, frankly, most important ways to keep team members engaged is by helping them grow in their careers. This can be done through self-paced or live training, mentorships, coaching, and peer groups. 

As an employer, if you want effective leaders, you must invest in workers' development to ensure they have the skills they will need. Otherwise, you risk high-potential talent quitting — as the research points out.

Let’s dive deeper into what effective leadership looks like and why it's important.

Effective Leadership, Defined

Effective leadership is the ability to inspire, guide, and motivate individuals or teams to achieve a shared vision, while driving sustainable success. Being an effective leader goes beyond managing and delegating work but rather fostering an environment where collaboration, trust and innovation are the norm.

Benefits to Having and Training Effective Leaders

Why should you have effective leaders at every level of your organization? It may seem obvious, but it's also worth stating: effective leaders provide clear direction and deliver business results. They bring people together. They communicate well and promote transparency. They support their teams' growth and career trajectories. They demonstrate compassion and empathy, while remaining accountable for their performance and their teams. Great leaders inspire. 

Flip the coin now. Why shouldn't you have poor leaders? 

Likewise, it may seem obvious — but it's also worth stating. Poor leaders can cause strife within teams, mismanage their reports, and hinder — as opposed to support — business objectives. In studying the most common reasons why people quit their jobs, the Harvard Business Review shared that many feel compelled to "get out" of their current situations. "People who experience a classic fight-or-flight response are often being managed in a way that wears them down," the authors wrote.

5 Characteristics of an Effective Leader

1. A Strategic Visionary

In a recent Skillsoft survey of 2,500 workers, fewer than half of respondents said their leadership has shared their strategic vision and company goals. Because of this, only one-third of workers feel their skills align to company goals. 

Imagine if your leadership team failed to communicate its plans or goals. How would you feel? Confused? Uncertain? Worried, maybe? It make sense why. 

Defining the vision and strategy is critical to uniting the team. It points them toward a shared destination, even when the path is foggy. Without it, it’s like setting sail without a map, leaving the crew searching the horizon, unsure of where they’re heading or why. 

Crafting a long-term vision that aligns with organizational goals and market trends is one of the strongest ways to unite a team. However, it’s not enough. These goals and the grander vision should be communicated clearly, so individuals may understand how their work contributes company’s success. 

2. A Trustworthy, Transparent Communicator

Communication is key to effective leadership because it ensures clarity, alignment, and trust. By articulating a clear vision, setting expectations, and actively listening to feedback, leaders can inspire their team and address challenges. According to the 2025 Edelman Trust Barometer Global Report, 68% of research participants believe that leaders purposefully lie and mislead people, which it says is an "all-time high." The report paints a picture of waning trust in industries, institutions and leaders. 

With people's trust at record lows, it's more important than ever to work diligently to remediate feelings of skepticism and confusion that may damage team morale or otherwise hinder performance. By connecting with their teams through consistent, transparent, and motivational communication, leaders can inspire success and resilience within the organization.

3. Empathetic

Being an effective leader also means understanding and connecting with your team on a deeper level. By being empathetic, leaders can recognize and address the individual needs, concerns, and motives of each employee to aid in creating a supportive and inclusive work environment. 

Emotional intelligence goes right alongside empathy, having the ability to manage your emotions as the leader and respond to others thoughtfully can make all the difference during challenging situations. Here’s an example: 

Let’s say a direct report is feeling overwhelmed by their workload, a leader with emotional intelligence might notice their stress and ask how they’re doing, showing genuine concern. Instead of just offering solutions or encouraging them to keep working, the leader actively listens, validates their feelings, and collaborates on a plan to manage the workload, ensuring the employee feels supported and understood. 

Ultimately, this results in the direct report feeling seen and heard. Working on a plan to balance workload may help reduce the employees' stress too. Support like this can go a long way toward boosting morale and motivation on the team.

4. Adaptable

Being adaptable is another critical characteristic if you’re trying to be an effective leader. Today, whether we like it or not the business landscape is constantly changing, so being adaptable helps leaders pivot when strategies or priorities shift, ensuring the team doesn’t miss a beat.

For example, image there is a sudden change in the market. A leader who is adaptable might quickly reassess the team’s goals and adjust the strategy to align with the change. Being open and receptive of change may create new opportunities that would've been missed if leaders remained fixated on staying the course. But with any change in direction, it's important to bring others into the fold. 

An effective leader would communicate the change, help the team navigate the transition, and encourage new ideas to stay competitive as the market continues to change. This adaptability ensures the team remains agile, maintains morale, and continues to perform well, despite unexpected challenges.

5. A Supportive Guide and Devout Learner

Like ADP, Skillsoft's own research has found workers crave opportunities to grow. In the Skillsoft survey, participants said training and skill development opportunties are the single more effective way to help employees become more successful in their roles. 

And if they are given the chance to develop their skills? They leave. 

Skillsoft's IT Skills and Salary survey confirms this. A lack of professional development opportunities ranks as the second-most common answer to a question about why people quit their employer. (The first was compensation.)

The HBR study shared that "departures are expensive. Studies estimate that on average, the cost of losing an employee ranges from six to nine months’ worth of that person’s compensation." 

Effective leaders support their employees' career aspirations and help them find their way forward. This means making time and space for skills development. It could also mean connecting employees to other peers for cross-functional experiences or to other leaders for mentorship opportunities. These investments in employees make a difference, especially when it comes to loyalty and retention. 

And likewise, leaders must be fiercely commited to learning themselves. Just as their team's development matters greatly, so does their own.

How to Become an Effective Leader

Becoming an effective leader starts with self-awareness, a clear understanding of your team’s needs, and a commitment to continuous growth. It’s about embodying all the characteristics above and key skills like strategic thinking, conflict negotiation, and agility to inspire and guide others toward achieving their objectives. 

But as you might know, developing those skills doesn’t happen overnight.

It takes time and practice. 

Practicing human-centric skills like communication or how to influence others is hard to do in front of a live audience. Luckily, AI can help us out with this one. 

CAISY, Skillsoft’s AI Coach, was built for exactly that, honing your communication skills in a safe virtual environment where it’s okay to mess up. You can choose any of our 100+ CAISY prompts, whichever best suits you, and CAISY will begin the conversation. Once you’ve responded and the conversation has come to an end, CAISY will provide detailed feedback on how you did and what you can do to improve for next time. 

Ready for one of the best parts? You can try, try, and try again with CAISY. Your AI coach will be there with you all the way until you feel you’ve mastered it.

Skillsoft doesn’t just have CAISY to offer. We have thousands of leadership courses, offer 1:1 coaching and so much more. If you’re looking to develop effective leaders in your organization without having to merge with 4 different learning vendors and hire different executive coaches, Skillsoft offers the all-in-one solution you need.

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The 9 Highest-Paying AWS Certifications and How to Earn Them in 2025 https://www.skillsoft.com/blog/top-paying-aws-certifications Tue, 21 Jan 2025 06:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/top-paying-aws-certifications

TLDR

Below, you’ll find the average global salary associated with each AWS certification, according to findings from the IT Skills and Salary survey:

  1. AWS Certified Advanced Networking – Specialty earn professionals on average $151,061 
  2. AWS Certified Cloud Practitioner earn professionals on average $105,419 
  3. AWS Certified DevOps Engineer – Professional earn professionals on average $164,012 
  4. AWS Certified Developer – Associate earn professionals on average $125,879 
  5. AWS Certified Machine Learning – Specialty earn professionals on average $171,725 
  6. AWS Certified Security - Specialty earn professionals on average $158,594 
  7. AWS Certified Solutions Architect – Associate earn professionals on average $99,410 
  8. AWS Certified Solutions Architect – Professional earn professionals on average $155,905 
  9. AWS Certified SysOps Administrator – Associate earn professionals on average $129,840

Cloud computing remains a top investment area for IT leaders this year, according to Skillsoft’s annual IT Skills and Salary survey. Likewise, AWS is a priority vendor for many worldwide. 

There’s also high demand for cloud professionals across the board, but the labor pool hasn’t kept up. Of the leaders who participated in the survey, they rated cloud computing as the third toughest area to hire for — behind cybersecurity and technical support.

Hiring managers tend to see some of the stiffest competition for talent when sourcing architects, engineers, or developers. Over half (56%) of leaders say they’ve had three or more open spots on their teams this past year, often because they struggle to attract talent with the right skills.

Without skilled talent, it’s tough to fully utilize the services that vendors like AWS have to offer, let alone innovate and advance. 

“Organizations need individuals with cloud skills to help transform their business, and there is a growing demand for IT professionals with AWS Cloud skills,” said Maureen Lonergan, vice president, AWS Training and Certification. “AWS Training and Certification, along with our AWS Training Partners like Skillsoft Global Knowledge aim to equip the builders of today and tomorrow with the knowledge they need to leverage the power of the AWS Cloud. AWS Training, designed by the experts at AWS, teaches in-demand cloud skills and best practices, and helps learners prepare for AWS Certification exams so they can advance their careers and transform their organizations.”

Because of the demand for skilled professionals and the prestige and trustworthiness that comes with AWS certifications, these credentials can earn professionals some of the highest salaries in the industry

In keeping with past years, we looked at the top-paying AWS certifications after collecting survey data from professionals around the world. Globally, 651 survey respondents reported having earned at least one AWS certification. 

Here, we share what the average annual earnings are associated with the certifications, go into detail about each and provide resources on how to earn them. 

What is an AWS Certification?

AWS, or Amazon Web Services, certifications validate a professional's expertise in various aspects of cloud computing, including architecture, development, operations, and security. These certifications span different levels — foundational, associate, professional, and specialty — to support one's career from beginner to expert. 

They demonstrate proficiency in AWS technologies, enhance career prospects, and increase earning potential. Additionally, AWS certifications can help professionals close skill gaps, stay current with industry trends and best practices, as well as provide opportunities for networking and professional growth.

AWS Certifications for Beginners to Experts

Like other providers, AWS organizes its certifications by career experience — as in, beginner, intermediate and expert. The respective certifications are meant to help validate knowledge of AWS services, concepts and best practices in relation to one’s role and commensurate with their experience. 

The different types of AWS certifications: 

Foundational: Foundational-level certifications are meant for those who are new to IT and cloud computing. In terms of hierarchy, these are the lowest level certifications from AWS, suitable for those early in their tech careers. 

The purpose of these certifications is to introduce AWS services and cloud computing concepts. For example, a newer foundational-level certification from AWS is its AI Practitioner credential, which affirms professionals’ knowledge of AI/ML and generative AI. 

Now, what’s the best certification for beginners or AWS newcomers? It’s the AWS Cloud Practitioner. Get the details on this one below. 

Associate: For those with some technical proficiency, associate-level certifications help validate knowledge of AWS services and the skills used to implement them. Among these is the AWS Certified Solutions Architect – Associate certification, which validates a professional’s ability to design fault-tolerant architectures. 

Professional: For those who are further along in their careers, professional-level certifications offer more rigor. These validate a deeper understanding of AWS services and how to bring them together. Included among these are the Solutions Architect – Professional certification, which builds upon the prerequisite but tests candidates’ ability to deal with increasingly complex scenarios.

Specialty: The specialty certifications offered by AWS help professionals advance their skill set in specific technical areas, namely security, machine learning and networking. Candidates must have a higher degree of domain knowledge and career experience to pass these exams. 

What Are the Benefits of Becoming AWS Certified?

As with any certification, there’s a cost associated. That cost often includes training, the exam fee, and the time spent. Thankfully, it’s all worth it when certifying with AWS. 

Consider the key findings from a report by Enterprise Strategy Group, a division of TechTarget. The report shares the survey findings of 1,250 tech decision-makers on the benefits of AWS training and certifications. 

The findings: 

  • 92% of decision-makers say AWS training boosts job satisfaction among employees, improves operational efficiency, closes skill gaps. 
  • 92% also feel more confident in a job applicant’s abilities knowing they’ve taken AWS training.
  • 91% say employing professionals who are trained on AWS helps their teams complete projects faster and leads to better outcomes.

Said differently, those who’ve taken AWS training and/or certified are more confident at work, more skilled in their roles, leading to higher job satisfaction and performance. 

Another report from the same group, which was commissioned by AWS, supports this but offers the point of view of 1,000 learners: 

“AWS Training has helped Learners increase their job security (82%,) organizational influence (77%), ability to focus on more interesting projects (74%), and earnings (69%).”

“Similarly, AWS Certifications have increased Learners’ job security (83%), organizational influence (79%), ability to change their focus area to something more interesting (75%), and earnings (74%).”

“90% of Learners credit AWS Training and Certification programs as a reason they were selected to work on special cloud projects at their organization in the past 24 months, thereby improving their job satisfaction. Notably, 66% said they had been selected for such projects more than once during this period.

Knowing this, it’s a bit less surprising to learn AWS certifications earn professionals some of the highest salaries in the industry, followed by many other career benefits: 

  • Enhanced Career Opportunities – AWS certifications are highly regarded in the industry, leading to better job prospects.
  • Increased Earning Potential – Certified professionals often command higher salaries due to their validated skills.
  • Skill Validation – Certifications demonstrate proficiency and expertise in AWS technologies.
  • Industry Recognition – Credentials from AWS enhance professional credibility and recognition.
  • Access to Exclusive Resources – Certified individuals gain access to AWS communities, forums, and training materials for continuous learning.

The Average AWS Certification Holder

Numerous factors may affect a professional’s compensation and job prospects, including the certifications they have. However, many other factors are at play too, like whether they’ve managed a team before, their soft skills, and work history. The list goes on. 

While certifications are an excellent investment in one’s abilities, it helps to understand that a single certification isn’t always responsible for a professional’s earning potential or their ability to land a job. 

Bearing this in mind, consider what the average AWS certification holder reported in the IT Skills and Salary survey:

Average Age 39
Manages a Team 52%
Holds a Cybersecurity Certification 64%
Average Number of Certifications 14
Most likely Cross-certification Microsoft, ISC2
Average Salary $108,814

What AWS Certifications Pay Globally

CertificationAverage Salary
AWS Certified Advanced Networking – Specialty $151,061
AWS Certified Cloud Practitioner $105,419
AWS Certified DevOps Engineer – Professional $164,012
AWS Certified Developer – Associate $125,879
AWS Certified Machine Learning – Specialty $171,725
AWS Certified Security - Specialty $158,594
AWS Certified Solutions Architect – Associate $99,410
AWS Certified Solutions Architect – Professional $155,905
AWS Certified SysOps Administrator – Associate $129,840

What AWS Certifications Pay in the United States

CertificationsAverage Salary
AWS Certified Advanced Networking – Specialty $187,630*
AWS Certified Cloud Practitioner $142,704
AWS Certified DevOps Engineer – Professional $196,814*
AWS Certified Developer – Associate $165,171*
AWS Certified Machine Learning – Specialty $213,267*
AWS Certified Security - Specialty $203,597*
AWS Certified Solutions Architect – Associate $155,597
AWS Certified Solutions Architect – Professional $221,069*
AWS Certified SysOps Administrator – Associate $168,563*

AWS Certified Advanced Networking – Specialty

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, and they should be familiar with AWS services and best practices. When studying for the exam, the domains focus on network design, network implementation, management and operations, and network security, compliance and governance.

The exam costs $300 USD, lasts 170 minutes, and presents 65 multiple-choice or multiple-response questions.

Recommended certification training:

AWS Certified Cloud Practitioner

For those early in their careers and interested in cloud computing, the AWS Certified Cloud Practitioner certification is likely the best starting point. This credential helps validate you know the foundational ins and outs of AWS, including core services, its shared responsibility model, billing and more. 

No prior IT experience is required or recommended, per se, before sitting the exam. However, candidates should study the exam’s domains: cloud concepts, security and compliance, cloud technology and services, billing, pricing and support. 

The exam costs $100 USD, lasts 90 minutes, and presents 65 multiple-choice and multiple-response questions. 

Recommended certification training:

AWS Certified Developer – Associate

The AWS Certified Developer – Associate certification proves a professional’s knowledge of current software development skills and practices, workflows and methodologies. It affirms skills that support developing, packaging and managing applications. 

Candidates should have at least one year of hands-on experience developing apps on AWS. They should also prepare for the following exam domains: development with AWS services, security, deployment, troubleshooting and optimization.

The exam costs $150 USD, lasts 130 minutes, and presents 65 multiple-choice and multiple-response questions.

Recommended certification training:

AWS Certified DevOps Engineer – Professional

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

Those who pursue this certification should have at least two years of relevant professional experience and know the software development lifecycle, programming and scripting. The exam covers these domains specifically: SDLC automation, configuration management and IaC, resilient cloud solutions, monitoring and logging, incident and event response, security and compliance.

The exam costs $300 USD, lasts 180 minutes, and presents 75 multiple-choice and multiple-response questions.

Recommended certification training:

AWS Certified Machine Learning – Specialty

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 12% 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. 

The exam costs $300 USD, lasts 180 minutes, and presents 65 multiple-choice and multiple-response questions.

Recommended certification training:

AWS Certified Security – Specialty

Ranking at the top of our list of highest paying IT certifications, 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 certification (see more below). They should also have at least five years of relevant professional experience, with two or more working with AWS workloads. The exam tests candidates on these domains: threat detection and incident response, security logging and monitoring, infrastructure security, identity and access management, data protection, management and security governance. 

The exam costs $300 USD, lasts 170 minutes, and presents 65 multiple-choice or multiple-response questions. 

Recommended certification training:

AWS Certified Solutions Architect – Associate

The AWS Certified Solutions Architect – Associate validates an individual's ability to design and deploy scalable, robust, and fault-tolerant cloud-based architectures on AWS. 

AWS recommends candidates have at least one year of hands-on experience working with its services. Candidates should also have strong familiarity with the AWS Well-Architected Framework, and it helps to know the basics of programming, though deep coding experience isn’t required. The exam covers these domains: design secure architectures, design resilient architectures, design high-performing architectures, design cost-optimized architectures.

The exam costs $150 USD, lasts 130 minutes, and presents 65 multiple-choice and multiple-response questions. 

Recommended certification training:

AWS Certified Solutions Architect – Professional

After completing the associate-level certification, consider advancing onto the AWS Certified Solutions Architect – Professional. Much like the prerequisite certification, the professional level validates a deeper level of knowledge in designing highly secure, cost-optimized architectures to meet more complex business challenges. 

As such, candidates who intend on sitting the exam should have two or more years of hands-on experience designing on AWS. They should 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 covers these domains: designing solutions for organizational complexity, design for new solutions, continuous improvement for existing solutions, accelerate workload migration and modernization.

The exam costs $300 USD, lasts 180 minutes, and presents 75 multiple-choice and multiple-response questions.

Recommended certification training:

AWS Certified SysOps Administrator – Associate

The AWS Certified SysOps Administrator – Associate certification is best suited to those earlier in their careers who want to validate their ability to manage AWS workloads. 

AWS recommends candidates have at least one year of relevant professional experience with AWS. Prior to testing, it’s important to be familiar with the six exam domains: monitoring, logging, and remediation; reliability and business continuity; deployment, provisioning, and automation; security and compliance; networking and content delivery; cost and performance optimization.

The exam costs $150 USD, lasts 130 minutes, and presents 65 multiple-choice and multiple-response questions. 

Recommended certification training:

What’s the Best Training for an AWS Certification?

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 and Global Knowledge can help.

Skillsoft’s Global Knowledge has been recognized as an AWS Learning Partner of the Year several years running, 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.

How We Built This List

This list of top-paying AWS certifications is based on survey responses from Skillsoft’s IT Skills and Salary Survey conducted from May to September 2024. 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 651 respondents who reported having at least one AWS certification. When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand and other factors. Salaries are not normalized for cost of living or location.

*Fewer than 50 respondents; data is presented for continuity but lacks statistical relevance.

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An HR Pro’s Guide to Learning and Development https://www.skillsoft.com/blog/an-hr-pros-guide-to-learning-and-development Fri, 10 Jan 2025 08:37:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/an-hr-pros-guide-to-learning-and-development

With as many as 66% of IT decision-makers reporting skills gaps in their organizations, the ability to adapt and grow is paramount. If left unchecked, skills gaps fester. They cause teams more stress, push out project timeliness, and even expose organizations to more security vulnerabilities.

For reasons like these, organizations of all kinds must prioritize ongoing learning and development.

As companies strive to remain competitive amid technological advancements and shifting workplace dynamics, learning and development (L&D) has emerged as a vital element of organizational success. No longer confined to the realm of basic employee training, L&D has transformed into a strategic force that drives change, bridges skills gaps, and fuels employee engagement and retention.

Over the last few years, the human resources (HR) function has also undergone rapid change in preparation to support the workforce of tomorrow. From addressing the emergence of cloud computing through urgent workforce reskilling to attempting to master big data and analytics, HR is grappling with digital transformation and how best to prepare employees and organizations for success in the modern workforce.

So, as an HR professional, how can you maximize the full potential of L&D for your organization? Let’s find out.

What is Learning and Development, and Why Does it Matter?

Learning and development refers to the educational activities within a company that enhance its employees' skills, knowledge, and competencies. Some key L&D methods include coaching, mentoring, training programs, workshops, and other learning initiatives designed to improve performance and productivity.

And it looks much different today.

Traditionally, L&D was synonymous with training programs that focused solely on equipping employees with the skills necessary for their current roles. However, as the business environment has become more complex and interconnected, the scope of L&D has broadened significantly.

Today, learning and development encompasses a wide array of initiatives designed not only to improve job performance but also to align employee development with overarching business goals. This strategic evolution benefits organizations by enabling them to effectively respond to industry trends and prepare the workforce for future challenges.

Moreover, L&D plays a vital role in bridging skills gaps, fostering a positive workplace, and boosting employee engagement and retention. By integrating L&D with broader business objectives, companies can ensure a resilient and adaptable workforce.

The Role of HR in Learning and Development

HR plays a central role in orchestrating L&D efforts by analyzing employee performance data, understanding job requirements, and staying abreast of marketing trends, ultimately helping to identify critical skills gaps that must be addressed.

Crafting L&D programs that address these gaps not only supports individual growth but also improves the organization’s competitiveness. Furthermore, HR’s involvement in L&D is crucial for creating career development paths, fostering leadership capabilities, and promoting a culture of continuous learning.

Here are some examples of L&D programs and resources you can instill within your organization:

  1. Technical skills development: Technology moves fast, often faster than training programs. And yet, virtually all organizations rely on technology to accomplish myriad tasks. A relevant and adaptable technical curriculum helps professionals stay updated on the latest developments, earn required or in-demand certifications, and more.  
  2. Power skills development: Power skills—like communication, teamwork, and problem-solving—enable individuals to interact effectively and harmoniously with others. They are crucial for building strong relationships, resolving conflicts, and adapting to change, making them essential for career success and effective leadership. 
  3. Leadership training: Leadership training equips individuals with the skills and knowledge to effectively guide and inspire teams. By developing strong leaders, companies can improve employee engagement, foster innovation, and ensure a positive workplace culture, ultimately leading to better performance and growth.  
  4. Safety and compliance training: Compliance training helps organizations adhere to laws, regulations, and internal policies. It minimizes risks by educating employees on identifying and managing potential threats, thus protecting the company from legal issues and financial losses. Effective training fosters a culture of accountability and ethical behavior, enhancing the organization’s reputation and operational efficiency.

L&D Improves Engagement and Business Performance

Implementing robust L&D programs yields numerous benefits for organizations:

  • Skill Enhancement: Facilitates continuous improvement and acquisition of new skills, keeping employees updated with industry trends. 
  • Career Advancement: Opens up opportunities for promotions and career progression by equipping individuals with necessary competencies. 
  • Employee Engagement: Increases job satisfaction and motivation, reducing turnover by fostering a culture of growth and development.
  • Organizational Growth: Drives innovation and competitiveness, ensuring the organization remains agile and forward-thinking.
  • Increased Productivity: Improves efficiency and performance as employees are better equipped to handle tasks and challenges.
  • Talent Retention: Attracts and retains top talent by emphasizing personal and professional development opportunities.

These programs can significantly boost employee engagement by prioritizing learning and growth. They underscore the company’s commitment to both personal and professional development.

At Curia, leaders were looking for ways to provide their employees with more opportunities to build skills and develop their careers. After implementing a manageable and consumable learning and development program utilizing Skillsoft content, employees at Curia were encouraged to put their new skills into practice, resulting in excitement and eagerness to share the information they learned and discuss how best to put it into practice.

When employees perceive their development as a priority, they are more likely to feel valued and motivated, which naturally leads to higher retention rates. They see a future within the organization and are inspired to contribute meaningfully to its success.

Moreover, well-structured L&D initiatives foster a culture of continuous improvement and innovation. At Lexmark, employees who participated in the company’s various learning opportunities enhanced their leadership proficiencies and connected with peers and mentors they may not have otherwise met. This type of supportive environment encourages employees to explore new ideas and embrace change, further enhancing their motivation and commitment to the organization.

By ensuring that the workforce is equipped with the right skills needed to meet strategic goals, organizations experience increased operational efficiency and effectiveness, paving the way for long-term success.

How to Elevate L&D at Your Organization

There is no one-size-fits-all strategy when it comes to learning and development. What works well for one company may not be as effective for another. The strategy you implement will depend on your industry's training requirements, the roles within your company, and the size of your business.

Regardless, developing the right skills and competencies across your workforce is crucial for organizational success and can lead to a positive overall development in culture, retention, and growth. It’s a win-win for all.

An organization’s lifeline is its workforce’s skills and how they learn to achieve them, but in order to successfully implement L&D initiatives, you must also be able to measure performance to demonstrate the impacts of your efforts. Without proof that what you’re doing is having a positive impact, L&D programs can be at risk of being perceived as a luxury rather than a necessity, so it’s important to constantly keep track of how your initiatives are helping your employees and business.

Some key ways to measure the impact of learning and development programs include:

  • Evaluating participant engagement
  • Analyzing performance improvement
  • Seeking feedback from participants
  • Comparing results with benchmarks

By following these steps, you can assess whether your L&D program is achieving its intended outcome and making a positive impact on your organization.

At Skillsoft, we offer a blend of self-paced online courses, hands-on practice, virtual live online classes, and coaching to propel people and organizations to grow together.

Check out Skillsoft’s Percipio platform and start enhancing your organization’s learning and development initiatives today!

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8 Important AI Skills to Build in 2025 https://www.skillsoft.com/blog/essential-ai-skills-everyone-should-have Wed, 08 Jan 2025 03:44:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/essential-ai-skills-everyone-should-have
an stock image with AI illustrations

Artificial intelligence (AI) is transforming our world, but for many of us it still feels out of reach if not downright intimidating. Some want to avoid it, fearing it will take jobs, while others are a little too eager to use it without fully understanding how it works.

The truth is, neither path leads to growth.

Whichever side of the great debate you're on, AI is an essential part of our future. But, what if AI isn’t here to replace us, but to help us thrive?

A recent New York Times article supports this optimistic view: "2024's Nobel Prize in physics was awarded to two scientists who helped computers ‘learn’ closer to the way the human brain does. A day later, the Nobel Prize in Chemistry went to three researchers for using A.I. to solve a problem that stumped biologists for decades, yet could be solved by A.I. in minutes."

That's remarkable. The truth is, AI is a powerful tool that can amplify our strengths, streamline our work, and even enhance our quality of life. And while automation will undoubtedly replace some jobs, it will also create new opportunities in fields like STEM, creativity, and business.

The Growth of AI Adoption in the Workplace

A PwC report suggests AI could add $15.7 trillion to the global economy in 2030 and give many countries a bump to their GDP in the neighborhood of 26%. The reason is two-fold: increased productivity and higher consumer demand. 

In Skillsoft's IT Skills and Salary Report, we found that AI remains the top investment priority for IT decision-makers. However, 65% say there is a significant skills gap within their teams. 

What this means is that AI skills are in demand and make those who have them highly coveted by organizations of all kinds. 

But what skills are we talking about specifically? Let's get into it. 

What Are AI Skills?

AI skills encompass a blend of technical expertise, critical thinking, and ethical understanding. These skills allow us to work effectively with AI tools, develop AI systems, and address both the challenges and opportunities AI presents.

Let's explore some important AI skills:

Programming Skills

Programming is the backbone of AI development. Python is particularly popular due to its simplicity and the vast array of libraries available for AI and machine learning, such as NumPy, pandas, and TensorFlow. 

For example, developers use TensorFlow to build and train deep learning models for tasks like image recognition or natural language processing. R is also used for statistical analysis and data visualization, making it ideal for analyzing trends in datasets. Java is often used in large-scale systems, such as integrating AI into enterprise-level applications or building AI-powered chatbots.

See what each language entails by exploring Codecademy's AI Course Catalog.

Mathematics and Statistics

Linear algebra and calculus are essential for understanding how algorithms work, especially in neural networks. 

For example, training AI models involves a lot of math. Calculus helps adjust the model’s settings (called weights and biases) to make better predictions. Probability and statistics are used to understand patterns in data and to measure how well the model is working. This includes checking things like accuracy or how balanced the predictions are.

Machine Learning

Machine learning involves understanding different types of learning (supervised, unsupervised, reinforcement learning) and being able to implement algorithms like decision trees, neural networks, and support vector machines. 

For example, supervised learning is often applied to train models to classify emails as spam or not spam. Familiarity with machine learning frameworks, like Scikit-learn or PyTorch, helps efficiently build and deploy models for applications such as forecasting sales or detecting fraud.

Data Analysis and Visualization

Skills in data cleaning, processing, and visualization are important for preparing data for AI models and interpreting the results. 

Cleaning raw data by removing duplicates or filling in missing values is critical before training an AI model. Tools like Matplotlib, Seaborn, and Tableau are commonly used for creating insightful visualizations, such as heatmaps that highlight correlations in data or dashboard reports that summarize AI predictions to stakeholders.

Problem-Solving

AI often involves tackling complex, open-ended problems. Strong analytical skills and creativity are needed to design algorithms that can effectively address these challenges and improve over time. 

For example, solving a problem like optimizing delivery routes for a logistics company requires building an AI model that takes into account traffic, weather, and delivery time windows, offering a solution far better than traditional methods.

Read Next:   10 Transferable Skills that Can Help Anyone Adapt to Any Career

Domain Knowledge

Understanding the specific context in which AI is applied (e.g., healthcare, finance, automotive) allows for the development of more tailored and effective AI solutions. 

For example, in healthcare, domain knowledge helps AI developers create predictive models for diagnosing diseases using patient data or medical imaging. This knowledge ensures the AI is not only technically sound but also practically relevant.

Ethics and Bias Awareness

AI systems can inadvertently perpetuate biases present in training data. Being aware of these issues and implementing strategies to mitigate bias is crucial for developing fair and ethical AI applications

For example, when building a hiring algorithm, developers must ensure that the training data does not disproportionately favor certain demographics, implementing techniques like balanced datasets or fairness-aware algorithms to address potential biases.

Communication Skills

AI professionals often need to work with cross-functional teams and explain technical concepts to stakeholders who may not have a technical background. 

For instance, an AI developer might need to present the results of a predictive sales model to a marketing team, breaking down how the model works and how it can drive actionable insights. Clear communication ensures that AI solutions are understood and effectively integrated into business processes.

How to Build AI Skills

Developing skills to work with AI involves a combination of technical education, hands-on experience, and staying updated on industry trends. 

Here are a few approaches to build and enhance these skills:

Online Courses and Certifications

Several providers offer a breadth of AI training to help organizations upskill their workforces quickly. Taking on-demand courses can make learning in the balance of work and life more manageable. 

Certifications from reputable organizations, such as Google’s TensorFlow Developer Certificate or Microsoft’s AI Engineer Associate, can help validate expertise and improve employability.

Hands-On Projects

Practical experience is key to mastering AI concepts. Working on real-world projects — such as building a chatbot or training a neural network — can deepen understanding of AI frameworks and methodologies. Open-source datasets and platforms like Kaggle provide excellent opportunities for experimentation.

This one-hour course from Codecademy teaches learners to build their own GPT. 

Participating in Hackathons and AI Communities

Joining hackathons or AI-focused meetups allows for collaborative learning and problem-solving. Engaging with communities on platforms like GitHub, Reddit, or specialized AI forums fosters networking and helps uncover new development techniques.

Staying Updated with Research

AI is a rapidly evolving field, so staying informed about the latest advancements is essential. Reading research papers, following AI blogs, and subscribing to newsletters from prominent organizations can help you keep pace with new tools, technologies, and ethical guidelines.

Future-Proof Your Teams with AI Skills Training

According to a recent Deloitte report, 94% of executives believe investment in AI will be critical to business success over the next five years. But our own C-Suite perspective report found that 57% of tech leaders say their team’s current skills in AI are low. Recruitment of new talent is expensive and time-consuming. Training and upskilling existing employees can help bridge the skills gap, giving your organization a competitive advantage.

Skillsoft’s AI-powered learning platform helps organizations identify and measure skill proficiencies to ensure their workforce stays relevant. The platform makes skilling personalized and accessible, offering a blend of self-paced courses, hands-on practice, virtual live online classes, and coaching to close skill gaps. 

When we embrace learning AI skills, we’re fueling the human curiosity and drive that have always propelled us forward. AI isn’t here to replace us; it’s here to empower us. By learning essential AI skills, we can position ourselves and our businesses for a future of innovation and growth.

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What CompTIA Certifications Pay Worldwide and How to Earn Them in 2025 https://www.skillsoft.com/blog/the-11-most-popular-comptia-certifications-and-what-they-pay Tue, 07 Jan 2025 09:00:00 -0500 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/the-11-most-popular-comptia-certifications-and-what-they-pay

TLDR

Below, you’ll find the average global salary associated with each CompTIA certification, according to findings from the IT Skills and Salary survey:

  1. A+ earns professionals on average $83,798.
  2. CASP+ earns professionals on average $127,451.
  3. Cloud+ earns professionals on average $105,143.
  4. CySA+ earns professionals on average $97,147.
  5. Data+ earns professionals on average $154,719.
  6. Linux+ earns professionals on average $110,589.
  7. Network+ earns professionals on average $90,793.
  8. PenTest+ earns professionals on average $110,540.
  9. Project+ earns professionals on average $118,471.
  10. Security+ earns professionals on average $91,350.
  11. Server+ earns professionals on average $109,389.

 

CompTIA certifications are among the most popular choices for professionals who plan to build their careers in IT — and for good reason.

CompTIA, or the Computing Technology Industry Association, is a globally recognized, vendor-neutral organization that offers professionals trusted credentials to validate their career experience and build a versatile skillset.

Several of CompTIA’s certifications serve as job requirements, including for technical roles at the U.S. Department of Defense, fulfilling its 8140.03M requirements. 

These certifications are a popular choice for professionals at every level of their careers, whether they’re just starting out or advancing to senior or leadership roles. 

Why? 

They earn professionals more respect and credibility among their peers. They also earn professionals higher wages, improve job security, and more. 

Skillsoft's IT Skills and Salary survey garnered responses from over 5,100 tech professionals worldwide. It collected information on their current jobs, experiences, certifications, and salaries. Globally, 1,905 survey respondents — 1,180 were U.S. residents — reported having earned at least one CompTIA certification

Here, we show the average earnings of individuals who reported having at least one CompTIA certification. You can see our methodology for this list at the end of the post.

Is It worth Your Time, Effort and Money to get CompTIA Certified?

A Resounding Yes!

Is it worth the money? Definitely. 

The cost to earn a CompTIA certification would include at least training and the exam. Exam fees range from $138 USD to $509 USD, depending on which credential you're pursuing. Training has a wider range in terms of cost. Instructor-led courses and bootcamps can run a few thousand dollars, while on-demand training may cost less than $100. However, many employers will either cover the cost of this training or may have it available already.

But, let's say, you're shelling it out of your own pocket and spend $5,000. That figure may include the cost of a live, instructor-led course (say ~$3,000), which does not include the exam voucher — although many do. Add the exam voucher at $500 and another $1,500 for supplemental resources, like on-demand courses, books, and so on. 

What you get from training and earning the certification pays off many times over.

Those who reported having CompTIA certifications make about 16% more on average than those who have no certifications ($71,279), the Skillsoft survey found. 

But consider these results from the report too: 

IT decision-makers in the report quantified the annual economic impact of certified staff. The highest percentage of this group (22%) say certified staff, versus non-certified staff, help the business save $30,000 or more. 

So, when it comes time to hire someone new, who is more likely to get the job? Probably the person who's certified.

Then, when you're in the role, those who’ve earned a certification say it boosts productivity, reduces their troubleshooting time, and closes skill gaps. The latter causes a slew of issues on IT teams, notably higher levels of stress and productivity loss. Furthermore, one in five professionals say they received a raise as a result of earning a certification, while others reported getting a promotion or a new job. 

So, is it worth it? 

I’ll answer your question with another question: Who doesn’t want to be better and faster at their job — and get paid more?

Average CompTIA Certification-Holder Profile

Numerous factors may affect a professional’s compensation and job prospects, including the certifications they have. However, many other factors are at play too, like whether they’ve managed a team before, their soft skills, and work history. The list goes on. 

While certifications are an excellent investment in one’s abilities, it helps to understand that a single certification isn’t always responsible for a professional’s earning potential or their ability to land a job. 

Bearing this in mind, consider what the average CompTIA certification holder reported in the IT Skills and Salary survey:

Age 38
Manages a team 32%
Holds a cybersecurity certification 61%
Most likely cross-certification vendor(s) Microsoft, ISC2
Average salary $82,901
Average number of certifications 8

What CompTIA Certifications Pay Worldwide (On Average)

CERTIFICATIONAVERAGE SALARY
CompTIA A+ $83,798
CompTIA CASP+ (Now SecurityX) $127,451
CompTIA Cloud+ $105,143
CompTIA CySA+ $97,147
CompTIA Data+ $154,719
CompTIA Linux+ $110,589
CompTIA Network+ $90,793
CompTIA PenTest+ $110,540
CompTIA Project+ $118,471
CompTIA Security+ $91,350
CompTIA Server+ $109,389

What CompTIA Certifications Pay in the United States

CERTIFICATIONAVERAGE SALARY
CompTIA A+ $89,965
CompTIA CASP+ (Now SecurityX) $130,715
CompTIA Cloud+ $113,052
CompTIA CySA+ $111,077
CompTIA Data+ $154,728*
CompTIA Linux+ $129,289
CompTIA Network+ $98,037
CompTIA PenTest+ $123,176
CompTIA Project+ $121,473
CompTIA Security+ $102,333
CompTIA Server+ $109,796

Which CompTIA Certification Should You Get? Read This List

CompTIA offers many certifications, but which is right for you… right now? Whether you’re a beginner or a seasoned expert, CompTIA’s credentials can validate your skills.

The best certification for you right now will depend on your skill level — again, beginner or expert? — and where you want to take your career. For an IT or technical professional just starting out, CompTIA offers foundational certifications like IT Fundamentals+ and A+. However, as time goes on, the roles you pursue will also determine which credentials are best at the time. Interested in a role in cybersecurity? Security+ is essential. Interested in the cloud? Cloud Essentials+ and Cloud+. 

Learn more about CompTIA's certifications and how to earn them below.

CompTIA A+

CompTIA’s A+ is the entry point to a professional career in IT — making it one of the most popular certifications, according to Skillsoft research. 

Being a foundational certification, A+ validates a broad knowledge set: managing hardware and software; understanding the types of networks; baseline cybersecurity knowledge; troubleshooting, professionalism and more. 

Those seeking this certification must pass two certifications: Core 1 and Core 2. They cost $253 USD each. Coming spring 2025, CompTIA will roll out new versions of the exams, which have been updated to remain relevant to what professionals will experience on the job.

It’s recommended candidates have about a year of professional experience before sitting the exams. After earning this certification, many go on to pursue Network+ and Security+.

Resources to help you earn this certification:

CompTIA CASP+ (Now called SecurityX)

Cybersecurity remains both a key concern and top area of investment for many in leadership. Often, this domain is among the toughest to hire for, leaving a talent gap. Given the continuous demand for cybersecurity skills, CompTIA’s Advance Security Practitioner (CASP+) certification is ideal for professionals who aspire to more senior roles on their teams, holding titles like security engineer or architect, risk analyst, among others. The certification was renamed to SecurityX in December 2024 with the launch of the new exam (CAS-005).

Earning this certification means a professional can determine an organization’s cybersecurity readiness when faced with an attack and implement solutions to strengthen its posture. This includes analyzing the organization’s architecture and operations; governance, risk and compliance; and more. 

This certification is recommended for cybersecurity professionals with at least 10 years of experience, including 5 years of hands-on experience. The exam features up to 90 multiple-choice and performance-based questions. It costs $509 USD. 

Resources to help you earn this certification:

  • Skillsoft’s on-demand CompTIA CASP+ training
  • Skillsoft’s Global Knowledge live, instructor-led CASP+ prep course

CompTIA Cloud+

Cloud computing is a top investment area for IT decision-makers this year, according to Skillsoft’s survey. Part of the reason has to do with the benefits of the cloud: efficiency, scale, convenience, price flexibility. As organizations continue investing in this area, they also need skilled professionals to lead and implement the work.

CompTIA’s Cloud+ certification validates many skill areas that network administrators, cloud engineers and similar professionals must have to be successful on the job. Areas include: cloud architecture, deployment and security. The certification is mapped to NICE/DCWF job roles.  

Before sitting the exam, CompTIA recommends candidates have at least 5 years of experience, with up to three in a relevant role. If you’re earlier in your career, consider the Cloud Essentials+ certification. The exam spans 90 questions and costs $369 USD.

Resources to help you earn this certification:

CompTIA CySA+ (Cybersecurity Analyst)

The CySA+ is a great choice for aspiring incident response analysts, threat hunters, cybersecurity engineers and similar roles. Those who pursue this certification will learn skills that help organizations improve their security operations and identify vulnerabilities. Certified cybersecurity analysts are adept at mitigating and detecting threats and responding swiftly. 

Before sitting this exam, candidates should have at least four years of relevant experience, in addition to their Network+, Security+ or a comparable certification. Then, to pass the exam, candidates have 165 minutes to answer 85 multiple-choice and performance-based questions. It costs $404 USD. 

Resources to help you earn this certification:

  • Skillsoft’s on-demand CompTIA CySA+ training
  • Skillsoft’s Global Knowledge live, instructor-led CySA+ prep course

CompTIA Data+

Organizations collect, store, and use incredible amounts of data. To work with it meaningfully and compliantly, organizations need professionals who know their way around databases and analytics tools. 

That’s what CompTIA’s Data+ validates. This certification proves that a professional knows how to work with data to support business decision-making. The exam focuses on these skill areas in particular: data concepts and environments, data mining, data analysis, visualization, and data governance, quality, and controls. 

Before sitting the exam, CompTIA recommends candidates have roughly two years of experience in a relevant role. They must pass a 90-question exam that costs $253 USD.  

Resources to help you earn this certification:

  • Skillsoft’s on-demand CompTIA Data+ training

CompTIA Linux+

Linux is more or less the de facto standard for running highly available, reliable, and critical workloads. As a result, a vast number of enterprises use Linux in cloud, cybersecurity, mobile and web applications. That means, there’s demand for IT professionals who can navigate the ins and outs of this powerful and versatile operating system.

CompTIA’s Linux+ is made for the job, meaning it helps validate the skills professionals must have while supporting systems running Linux. The current exam focuses on systems management, security, scripting, containers and automation, and troubleshooting. 

Those considering the exam are recommended to have completed either the CompTIA A+, Network+, or Server+ certification. Additionally, CompTIA recommends candidates have at least 12 months of hands-on experience working with Linux servers in a junior support role. The exam spans up to 90 questions and costs $369 USD.

Resources to help you earn this certification:

  • Skillsoft’s on-demand CompTIA Linux+ training

CompTIA Network+

One of the main reasons why Network+ helps candidates thrive at work is due to the vendor-neutral nature of the certification.

For those who plan to work as administrators or engineers, studying for Network+ helps prepare you to build networks — regardless of vendor or technology — that are resilient and available. Earning this certification proves your knowledge of the essentials, but also network security, troubleshooting and operations. Further, it’s often a prerequisite for more specialized certifications, like those in a specific domain (e.g., cybersecurity) or related to a specific vendor (e.g., Cisco).

Before sitting the exam, candidates should have about a year of experience in a network-focused role. CompTIA also recommends having your A+ certification as well. Candidates have 90 minutes to complete 90 questions. The exam costs $369 USD. 

Resources to help you earn this certification:

CompTIA PenTest+

CompTIA’s PenTest+ is an intermediate-level certification for those who currently work as penetration testers or cybersecurity consultants. It’s similar to other certifications offered by CompTIA, requiring candidates to demonstrate their skills and apply their knowledge to pass the exam. 

The exam covers these domains: engagement management, reconnaissance and enumeration, vulnerability discovery and analysis, attacks and exploits, and post-exploitation and lateral movement. 

Candidates who pursue this certification should have their Network+ or Security+ first, and roughly four years of professional experience as a pen tester. The exam spans 90 questions and costs $404 USD. 

Resources to help you earn this certification:

CompTIA Project+

CompTIA’s Project+ is a great addition for those seeking to bolster their project management skills, ascend to leadership positions, and generally take the lead on their teams. Candidates who pursue this certification will build basic project management skills and learn about Agile methodologies. It’s also “good for life,” according to CompTIA, meaning once obtained, certification holders don’t need to renew it.  

Training for this certification helps professionals build these skills without being confined to one framework or methodology, making it versatile and widely applicable. The latest version (PK0-005) is available. 

It’s recommended that candidates have at least six to 12 months of hands-on experience managing projects in an IT environment. The exam spans 90 questions and costs $369 USD.

Resources to help you earn this certification:

  • Skillsoft’s on-demand CompTIA Project+ training

CompTIA Security+

Those who aspire to a career in cybersecurity often start with CompTIA’s Security+ certification. Of the CompTIA certifications listed here, the Skillsoft survey found Security+ is the most popular, followed by A+ and Network+. If you’re charting your certification path, the latter two often serve as steppingstones to Security+ — so, A+ then Network+ then Security+. All three are approved for DoD 8140.03M requirements.

This certification proves a professional has the knowledge and skill to carry out the duties that many analysts, pen testers, and architects face day to day. CompTIA recommends candidates earn their Network+ first and have at least two years of experience in a security-focused role. 

To earn the certification, candidates must pass the 90-question exam, which features multiple-choice and performance-based questions. It costs $404 USD.

Resources to help you earn this certification:

CompTIA Server+

CompTIA Server+ is an entry-level, broad scope certification that validates the skills of IT professionals who installs, manages, and troubleshoots physical and virtualized servers in data centers, while reflecting the industry’s adoption of cloud-based solutions. Skills tested: server hardware installation and management, server administration, security and disaster recovery, and troubleshooting.

Before sitting the exam, CompTIA recommends earning the A+ certification first and having at least two years of experience on the job. The exam presents up to 90 questions and costs $369 USD. 

Resources to help you earn this certification:

Searching for Your Next Certification? See Our Latest Research

Skillsoft’s IT Skills and Salary Report shares the results of an international survey of 5,100 tech professionals. It shares detailed findings of which certifications pay the most, which skill areas are the toughest to hire for, and far more. 

How We Built This List

This list of CompTIA certifications is based on survey responses from Skillsoft’s IT Skills and Salary survey conducted from May to September 2024. The survey is distributed to IT professionals around the world by technology providers, certification bodies (including CompTIA), and Skillsoft. It 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 focus of this list is on the 1,905 respondents worldwide, who reported having at least one CompTIA certification. When reporting salary figures, Skillsoft looks for at least 50 survey responses before considering relevance, demand, and other factors. Salaries are not normalized for cost of living or location.

*Fewer than 50 respondents; data is presented for continuity but lacks statistical relevance. 

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Saving Lives in Minutes: The Importance of Safety Stories https://www.skillsoft.com/blog/saving-lives-in-minutes-the-importance-of-safety-stories Fri, 03 Jan 2025 09:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/saving-lives-in-minutes-the-importance-of-safety-stories

Dr. Aleks Krotoski, an award-winning international broadcaster, author, and academic once said: “Stories are memory aids, instruction manuals, and moral compasses.” She meant to highlight how stories serve as a way to retain information, learn how to act, and understand ethical principles.

This is true in many aspects of life, and especially in learning.

As part of our Environmental, Health, and Safety (EHS) compliance training program, Skillsoft has developed a series of Safety Stories that include real-life accounts and expert insights on various safety topics. 

Safety Stories feature real people sharing their experiences with safety incidents at work. The stories cover a wide range of topics, such as cardiopulmonary resuscitation (CPR), toxic exposure, electrical safety, and ladder safety. Safety Stories are designed for both supervisors and employees and can be used to promote a culture of safety. 

A Safety Story About Protective Barriers

In the world of first responders, the importance of knowing how to approach CPR cannot be overstated. Scott, a seasoned first responder, shared a poignant story during his interview for the course “Safety Stories: Bloodborne Pathogen Awareness.” His narrative underscores the critical need for proper training and the use of protective barriers when performing CPR.

Scott began by recounting a tragic incident involving a deputy in Orange County, Florida. The deputy responded to a call about an unresponsive three-month-old child. Upon arrival, he identified the need for CPR and, without a barrier, proceeded to perform mouth-to-mouth resuscitation. 

Unfortunately, the child had vomited, and the deputy ingested some of it, leading to his death from the same bacterial infection that had afflicted the infant. This heartbreaking story highlights the risks first responders face and the vital importance of using protective equipment.

Scott emphasized, “It's our job to learn from them, what they did right, what they did wrong so that they can save others.” This deputy's sacrifice has undoubtedly saved many lives, including Scott's, by reinforcing the necessity of using barriers during CPR. 

In his training sessions, Scott often asks participants if they would perform mouth-to-mouth CPR without a barrier. The responses vary, but the story of the deputy serves as a powerful reminder of the potential consequences of not using protective equipment.

The importance of scene safety and preparedness is a recurring theme in Scott's teachings. He recounted another incident where he responded to a domestic violence call involving a severe injury. Despite the urgency, he took the time to put on gloves before administering first aid. “It took me three seconds to put gloves on,” he said, illustrating the minimal time required to ensure personal safety.

Scott's experiences underscore the necessity of being prepared and having the right equipment. He stressed that agencies must provide their responders with the necessary tools, such as gloves and CPR masks, to perform their duties safely. “It's about you being prepared, your agency being prepared,” he noted.

These types of stories serve as a stark reminder of the importance of bloodborne pathogen training and proper training and the use of protective barriers. Scott's message is clear: “Don't add victims. Don't be another person lost because you jumped before you should have.” By taking a few extra seconds to ensure safety, first responders can protect themselves while saving others, honoring the sacrifices of those who came before them.

The Impact of Short-Form Training

Regular training in bloodborne pathogen safety and CPR is crucial for several reasons. First and foremost, it ensures that rescuers are proficient in using personal protective equipment (PPE) and CPR devices correctly, which is essential for responding to medical emergencies effectively and safely. 

As Scott emphasized, “It only takes a few seconds to put on gloves, grab that CPR mask, or put on a face shield.” This quick action can make a significant difference in preventing the transmission of infectious diseases between the rescuer and the victim.

Training also helps rescuers become familiar with engineering controls, best safety practices, and different types of PPE. Regular refresher training and practice ensures that rescuers can use them confidently and efficiently in emergency situations.

Required refresher training intervals help ensure that first responders stay updated on the latest guidelines and techniques and maintain their skills at a high level. But many organizations and training programs suggest more frequent refreshers, especially for high-risk professions. 

And that’s where Safety Stories come in. Regular training, practice sessions, and drills can help reinforce key safety lessons – like the importance of using protective barriers and PPE – and ensure that employees are always prepared to act safely and effectively in emergency situations.

See how Safety Stories fit into Skillsoft’s full collection of EHS Compliance Shorts. Read about them here.

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3 Ways Microsoft Copilot Can Improve Productivity https://www.skillsoft.com/blog/microsoft-copilot-can-improve-productivity Thu, 02 Jan 2025 14:00:00 -0500 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/microsoft-copilot-can-improve-productivity

AI can be exhausting.

The constant demand to keep up with new tools, updates, and processes can feel overwhelming, especially when many of these tasks seem to be running fine already.

According to Skillsoft’s 2024 IT Skills and Salary report, while many expected increased disruptions because of AI, more than half (54%) of tech professionals have found AI beneficial.

This begs the question: How are leaders integrating AI into their workflow? And how can AI increase individual and team efficiency?

During a recent webinar with the Association for Talent Development, Skillsoft’s Chief Content Officer Mark Onisk shared how to begin weaving LLMs and AI tools like Microsoft Copilot into your workflow as a leader. He doubled down on the most practical ways to begin integrating Copilot into your daily tasks and how beneficial it can be when developing skill frameworks.

Here are three strategies to enhance efficiency by seamlessly integrating Copilot into your workflow:

1. Maximizing the Voice-to-Text Feature

One of the most powerful features of Copilot is its voice-to-text capability. While voice recognition has been around for a while, its application for daily tasks can be particularly helpful. Enabling Copilot to capture notes during a meeting, summarize key takeaways from a training session, or outline the next steps for your team, Copilot can transcribe your spoken words into clear, concise text. This eliminates manual notetaking, allowing you to focus on listening and engaging rather than trying to take notes in real time.  

For example, imagine you are preparing for your annual performance review, Copilot (or Skillsoft CAISY) can act as your virtual manager, providing you with a safe, protected environment to simulate that conversation.

You can prompt Copilot to act as your manager and use the voice-to-text feature to speak authentically like you would during the real thing. Then, you’re able to prompt Copilot for feedback. Copilot can give you different recommendations on how to improve your approach for when the real conversation comes around. 

Skillsoft's Onisk shows how it works in a recent webinar, which is available to members of the Association for Talent Development.

2. Efficient Proofreading and Editing  

Another area where Copilot excels is in proofreading and editing. Whether drafting training materials, creating internal reports, or reviewing employee development plans, ensuring accuracy and clarity in your writing is essential.

Copilot can take the headache out of this process by automatically checking for grammar, punctuation, and spelling errors. But its capabilities go beyond simple grammar checks.

Copilot can also assist with complex editing tasks, such as adjusting the style of your writing. For example, you might need to switch between APA, Chicago, or MLA citation styles when preparing educational materials or research reports. Copilot can instantly reformat your content according to the required style, saving you from having to adjust each reference manually.   

Additionally, Copilot can modify the voice of your content, switching it from a first-person to a third-person perspective (or vice versa), which is particularly useful when you need to adjust the tone for different audiences.

This level of flexibility can be a huge time-saver, especially when preparing content for multiple formats or diverse stakeholders. Automating these tasks ensures your materials are consistently polished and professional without spending hours on manual editing.  

3. Reformatting Existing Content  

Reformatting content can be incredibly time-consuming, but Copilot simplifies this process by morphing content for various uses.

Let’s say you’ve created a detailed training document and now need to condense it into a slide deck for a presentation. Copilot can reformat your original content into a clear, engaging presentation outline, adjusting the structure and highlighting key points for easy understanding. This allows you to move from one format to another without manually copying and pasting information, which can lead to errors or inconsistencies.   

Similarly, Copilot can help you adjust the content length, whether you need to expand on specific ideas or condense a large body of text into a more digestible format.

For example, if you’re preparing an executive summary, Copilot can identify the most critical points and help you distill complex information into concise, focused messaging. This capability is handy when tailoring materials for different audiences — whether it’s a high-level overview for leadership or a detailed breakdown for individual contributors.

By automating the reformatting process, you free up more time to focus on strategy, analysis, and other higher-level tasks that require brain power. 

More Ways to Use Tools like Copilot (and Some Tips from AI)

Tools like Copilot are powerful and as models improve, so will the tools. As you get started with these tools, start by understanding the basics — as in, get used to the interface, find your way around, and tinker with its functions. Then, try using them to accomplish simple tasks before moving onto more advanced or complicated tasks.

See this course too: An Introduction to Generative AI

10 Ways People Can Use Microsoft Copilot

  1. Drafting Emails Quickly - Prompt Copilot to draft well-written, professional emails in Outlook.
  2. Generating Summaries - Summarize lengthy documents or reports into concise, key takeaways for easier communication. This works for meetings too.
  3. Creating Presentations - Build compelling and polished PowerPoint presentations complete with visuals and structured content suggestions. The "Designer" function can help you quickly tweak layouts too. (This is actually quite impressive!)
  4. Analyzing Data - Use Copilot in Excel to identify trends, create visualizations, and extract insights from complex data sets.
  5. Brainstorming Ideas - Jumpstart creativity by generating content ideas, topic outlines, or research angles.
  6. Tailoring Content for Audiences - Adjust tone, style, or detail levels to suit different audiences, such as executives, teams, or clients.
  7. Automating Meeting Notes - Generate accurate and organized notes from meeting transcripts for easy follow-up and collaboration.
  8. Polishing Writing - Improve grammar, clarity, and flow across written materials, from emails to reports.
  9. Managing Schedules and Tasks - Streamline task management by creating prioritized to-do lists or summarizing calendar schedules.
  10. Translating Text - Break language barriers by using Copilot to efficiently translate documents or communication into multiple languages.

5 Prompting Best Practices

Be Specific and Clear

Clearly define what you want the language model to achieve. Vague instructions can lead to equally vague or inaccurate outputs. Providing context and examples can help the model understand the task better.

Use Step-by-Step Instructions

For more complex tasks, break down your request into smaller, logical steps. This not only improves the quality of the output but also helps you verify each step more easily.

Iterate and Refine

Don’t hesitate to iterate on your prompts. Fine-tuning and experimenting with different ways of phrasing your input can significantly improve results.

Limit Scope When Necessary

If your request involves detailed or technical information, try narrowing the scope of your prompt. Asking for concise summaries or specific points ensures that the response remains focused and relevant.

Use Contextual Anchoring

Providing background information or framing the prompt within a specific context can help guide the model’s responses. This is particularly useful when the task requires domain-specific knowledge or a specific tone.

Check out this course: Prompt Engineering with Generative AI Tools

...But Don't Forget the Risks of Using LLMs

While tools like Copilot and other large language models (LLMs) provide incredible convenience and efficiency, they also come with certain risks and challenges that users should consider.

One significant concern is the potential for generating inaccurate or misleading information. Since LLMs rely on their training data, they may produce outputs that sound plausible, but are factually incorrect or outdated.

Additionally, LLMs can unintentionally reflect biases present in their training data, which could lead to inappropriate or prejudiced outputs. Privacy is another important factor to remember — using sensitive or proprietary information with these tools may expose data to unintentional sharing or misuse.

Finally, overreliance on LLMs can diminish critical thinking and creativity, as users may become accustomed to accepting generated content without sufficient scrutiny. By understanding these pitfalls, users can ensure they use AI ethically, responsibly, and effectively.

Learn to Use Generative AI Today

While learning how to use Copilot and other AI tools takes time, the investment in learning will likely pay off in the long run. AI tools can speed up and automate tasks, freeing up time. Down the line, knowing how these tools work and how to get the most from this technology may help prepare you and your team for the next technological advancement.

At Skillsoft, our transformative learning experiences simplify the journey to mastering essential future-forward skills, such as leveraging Copilot. Whether you prefer self-paced courses, hands-on labs, live instruction, or coaching, Skillsoft is prepared to be your upskilling partner.   

Ready to elevate your team’s efficiency? Learn more about our AI training today.

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Enhancing Workplace Safety With Insights https://www.skillsoft.com/blog/enhancing-workplace-safety-with-insights Mon, 23 Dec 2024 09:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/enhancing-workplace-safety-with-insights

“Straight from the horse’s mouth” is an idiom that means to hear something from someone who has personal knowledge of a topic. You could also call this getting information straight from the source.

When you hear something directly from the person who is most knowledgeable about it, you can trust that the details are correct and not distorted by some of the miscommunications that occur when information is passed through multiple people. This helps in making informed decisions and reduces the risk of relying on incorrect or incomplete information.

Typically, a full-length workplace safety course features a narrator who introduces learners to critical topics, discusses why they are important, and provides relevant safety guidelines. (Skillsoft’s training is more dynamic than that, but that’s another blog post.)

Imagine if there was a new way to reinforce full-length training – a way that your organization could deliver critical information that supports safety, compliance, and skill-building within the workplace that is effective, flexible, and engaging. And comes straight from the horse’s mouth.

Spoiler alert: There is! Skillsoft Insights begin with short-form videos where a subject matter expert shares their knowledge and experience on a specific Environmental, Health, and Safety (EHS), Transportation, or Security topic. Each course also includes one to three pages of content that complements the expert's insights, an interactive exercise, and a test question to reinforce learning.

The Benefits of Learning From Experts

We've seen that featuring subject matter experts (SMEs) can be highly effective in a workplace setting. Here’s why our Insights format works:

  • Bite-Sized Learning: Short videos fit well into employees' busy schedules. They allow employees to absorb key points quickly without the commitment of a lengthy training module.
  • Expert Insight: When a recognized expert shares their knowledge, it enhances credibility and trust. Employees are more likely to value the content and see it as relevant and actionable since it’s based on real-world experience.
  • Engagement and Retention: Short, focused videos maintain viewer interest more effectively than longer formats – crucial for critical topics like safety, compliance, or regulatory updates.
  • Clear, Specific Guidance: With experts addressing specific topics, the information is usually concise and relevant to particular needs, helping employees focus on what’s essential and immediately applicable in their roles.
  • Reinforcement of Best Practices: SMEs can emphasize industry best practices, ensuring that employees are aligned with up-to-date and compliant approaches. 
  • Flexible Access: Short videos can be easily accessed from various devices and locations, allowing employees to engage with training content when it’s most convenient for them.

An Expert on Safe Driving

Gary Williamson, Senior Training Specialist at StrataG, is a subject matter expert (SME) on driving safely. We recently interviewed him for, “Driving Safety Short: Keys to Safe Driving – Gary's Insights,” which is available now.

Gary began the conversation by explaining why transportation is a leading cause of occupational fatalities and injuries. He noted, “We drive to and from work, and many of us work in vehicles all day.” This extensive involvement in transportation increases the likelihood of accidents.

He shared examples of accidents and injuries associated with driving at work. For example, road accidents on long hauls are common, but accidents also occur on plant sites due to factors like forgetting speed limits and distracted driving. On a more personal note, two of Gary’s friends were involved in a horseplay-related accident on a gravel road, which resulted in one truck swerving and clipping the other, with one vehicle ultimately sliding into a ditch.

Incorporating these types of real-world examples in the Insights training demonstrates to learners that safe driving is an issue that impacts real people in very real ways. Not only that, but Gary’s expertise helps to reinforce critical pieces of information that organizations want employees to retain from full-length training courses, including:

  • Avoid distractions. Understanding distractions is critical because distractions are a major factor contributing to hazardous driving. According to Gary, those distractions could come from cell phones, radios, or even just trying to keep up with a schedule. He recounted multiple instances where workers were distracted by their phones, leading to severe accidents and even fatalities.
  • Drive safely. Safe driving techniques to avoid collisions, drive safely in various weather conditions, and respond to specific driving emergency situations are essential. Gary noted that more accidents tend to happen on clear, warm days because people are less cautious and more distracted. However, he acknowledged that fog, rain, snow, and ice also pose significant risks.
  • Wear a seatbelt. Always wearing a seatbelt is one of the simplest yet most effective ways to protect yourself in the event of an accident. Gary emphasized the importance of wearing seatbelts, stating that “seatbelts do save lives” and are crucial in the event of an accident.

Insights can play a critical role in short-form workplace safety training. By learning from experts, employees can better understand the risks and best practices associated with a variety of topics, including driving safely, ultimately reducing the likelihood of accidents and injuries.

See how Insights fit into Skillsoft’s full collection of EHS Compliance Shorts. Read about them here.

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Safety Shorts: Promoting a Safer Workplace, a Few Minutes at a Time https://www.skillsoft.com/blog/safety-shorts-promoting-a-safer-workplace-a-few-minutes-at-a-time Fri, 20 Dec 2024 09:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/safety-shorts-promoting-a-safer-workplace-a-few-minutes-at-a-time

What does safety training look like at your organization?

For many workplaces, it follows a familiar pattern:

  1. New employees receive safety training as part of their initial orientation to ensure they understand potential hazards, emergency procedures, and how to use any safety equipment required in their roles.
  2. After the initial deep dive, they might take a regular cadence of mandatory safety training sessions (e.g., yearly or every six months) to stay up-to-date on safety protocols and reinforce safe practices.
  3. Emergency drills like fire or active shooter are then conducted on a set schedule (e.g., quarterly or biannually) to ensure everyone knows what to do in an actual emergency.

Some organizations offer additional workplace safety training to address specific risks when new equipment, chemicals, or processes are introduced. Others offer training following an accident or near-miss so they can prevent future incidents and discuss lessons learned.

And while these are all effective ways to ensure workplace safety, forward-thinking organizations understand that – to build a safety culture – workers need more. Here’s why:

  • Full-length training classes, online courses, or videos are packed with information, often covering multiple topics at once. This can lead to cognitive overload, making it difficult for employees to absorb and retain all the details.
  • Without opportunities to apply what they're learning, workers may feel like passive viewers rather than active participants.
  • Workers have busy schedules and are expected to stay productive while also meeting their training requirements.

Finally, today's workforce includes a variety of generations, many of whom prefer shorter, interactive learning formats. Millennials and Gen Z, in particular, tend to favor quick, to-the-point content that mirrors their experiences with digital learning and online content.

By breaking down workplace safety training into bite-sized, interactive segments, organizations can help employees stay engaged, retain more information, and ultimately practice safer habits on the job . . . often between their regularly scheduled training sessions.

What Are Skillsoft’s Safety Shorts?

For all these reasons, and more, Skillsoft has introduced Safety Shorts. These are condensed, easily digestible versions of our full-length safety courses that focus on one or two specific topics. These bite-sized modules have become an essential tool for organizations aiming to foster a robust culture of safety while respecting employees' time and diverse learning needs. 

Our Safety Shorts include content, interactive exercises, and two to four test questions. Let's explore the impact they have been able to make on workplace training.

1. Easy to Digest and Highly Focused

Safety Shorts are designed to cover specific safety topics quickly and concisely, which allows employees to learn and retain critical information without feeling overwhelmed. Instead of navigating an entire course, learners can access a 5- to 10-minute module that dives into one targeted topic—ideal for quick breaks or on-the-job learning. 

This streamlined approach helps learners stay engaged, making it easier to absorb essential safety information.

2. Interactive Learning Reinforces Retention

Each Safety Short incorporates interactive exercises and test questions, creating a dynamic learning experience. Interactive elements not only keep employees engaged but also help reinforce the material by applying what they've learned immediately. 

This practical approach helps cement knowledge, making it more likely that employees will retain and apply it on the job. Regularly using Safety Shorts can lead to better long-term retention of safety practices and procedures, ultimately making the workplace safer for everyone.

3. Building a Safety Culture

Safety Shorts contribute to a strong safety culture by regularly bringing focused safety topics to the forefront. By addressing specific issues within the broader context of workplace safety, these modules serve as valuable reminders of the company's commitment to employee well-being. 

Regular exposure to these shorts fosters a sense of personal responsibility for safety and helps employees stay informed about best practices.

4. Convenient and Flexible

One of the main benefits of Safety Shorts is their flexibility. With limited time in the workday, it can be challenging for employees to complete lengthy training sessions. 

Safety shorts allow for training to be integrated seamlessly into daily routines. Employees can fit in quick, targeted lessons between tasks, or managers can schedule them during team meetings to ensure everyone stays up-to-date.

Examples of Safety Shorts Available Now

Here at Skillsoft, we’re developing new content all the time. Below, please find just some of the Safety Shorts we have available now. And feel free to suggest some that may be useful to your organization.

  • Behavior-Based Safety Short: Role of Supervisors and Employees
  • Hazard Communication Short: Safety Data Sheet Basics
  • Incident Investigation Short: Investigation Procedures and Fact Finding
  • Heat Stress Short: Preventing, Recognizing, and Treating Heat Illness
  • Forklift Safety Short: Pedestrian Safety from Forklift Traffic
  • Mental Health Short: First Aid for Mental Health Issues
  • Fire Safety Short: Using a Fire Extinguisher
  • Driving Safety Short: Avoiding Distracted Driving
  • Outdoor Hazards Short: Physical and Biological Hazards for Outdoor Workers
  • Driving Safety Short: Accident Prevention Techniques for Driving Safely at Work
  • Natural Disasters Short: Floods, Tornadoes, and Earthquakes – Actions to Take
  • Forklift Safety Short: Traveling with a Forklift
  • Safety Rules Short: Basic Safety Rules and Incident Response
  • Environmental Short: Environmental Awareness

TLDR: Safety Shorts are an innovative way to deliver essential safety information in a format that meets the needs of today's workforce. By offering short, interactive, and flexible training sessions, companies can more effectively foster a culture of safety. In turn, employees are better equipped to uphold safety practices, reducing the risk of accidents and enhancing overall workplace well-being.

Interested in learning about Skillsoft's full collection of EHS Compliance Shorts? Read about them here.

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Making Use of Safety Shorts, Insights, and Safety Stories to Enhance Your Environmental, Safety, and Health Program at Work https://www.skillsoft.com/blog/making-use-of-safety-shorts-insights-and-safety-stories-to-enhance-your-environmental-safety-and-health-program-at-work Wed, 18 Dec 2024 02:57:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/making-use-of-safety-shorts-insights-and-safety-stories-to-enhance-your-environmental-safety-and-health-program-at-work

By recognizing the importance of health and safety in fast-paced work environments, organizations are not only able to protect their most valuable asset – their employees – but also to position themselves for long-term success and sustainability in an increasingly competitive business landscape. 

But employees don’t always need to take full-length courses and the appetite for bite-sized training is growing. Shorter-length training materials allow organizations to deliver critical safety information in a concise, time-efficient manner. This is especially beneficial for:

  • New hire orientation, where employees need to quickly get up-to-speed on safety protocols
  • Refresher training to reinforce key safety concepts
  • Just-in-time training when employees need to review procedures before a specific task

One way that Skillsoft’s customers are promoting safety awareness and education at their own organizations is through the use of Safety Shorts, Insights, and Safety Stories as part of the Environmental, Health, and Safety (EHS) Compliance Shorts series. 

These resources are versatile and can be integrated into various aspects of workplace safety programs. Their brevity makes them convenient to fit into busy work schedules without major disruptions. And research shows that shorter, focused training content tends to improve information retention compared to longer formats because they hold employees’ attention more effectively and focus on core safety concepts without extraneous details. 

What Are Safety Shorts, Insights, and Safety Stories?

Skillsoft’s EHS Compliance Shorts do not take the place of full-length courses, but they do facilitate safety culture by addressing a topic or topics within a larger knowledge base. Here’s a breakdown of what they are:

  • Skillsoft’s Safety Shorts are condensed versions of our existing U.S. English courses, covering one or two topics. Each short includes content, interactive exercises, and two to four test questions.
  • Our Insights include a video of a subject matter expert sharing their knowledge and experience related to a specific EHS, transportation, or security topic. In addition to the video, each course includes content that complements the information shared by the expert, an interactive exercise, and a test question.
  • And finally, Safety Stories are short EHS stories told by real people about workplace incidents. The intent of the stories is to enhance interest and promote an emotional response while also educating learners about workplace risks and controls. They also include some additional content, at least one interactive exercise and test question.

Let’s explore when – and how – they can be utilized most effectively.

How to Incorporate EHS Compliance Shorts Into Your Workplace Safety Program

Following are some ways that we’re seeing EHS compliance shorts being integrated into our customers’ workplace safety programs. Would any of these use cases for micro-learning work for your organization?

Safety Committee Meetings

Safety committee meetings are essential for discussing and addressing workplace safety concerns. Incorporating Safety Shorts, Insights, and Safety Stories into these meetings can make them more engaging and informative, as they offer: 

  • Targeted learning on specific EHS topics and best practices
  • Quick refreshers on critical protocols
  • Immediate application of knowledge to current tasks

Because they are able to quickly illustrate real-life scenarios and lessons learned, the information becomes more relatable and memorable.

Check out the following:

Lockout/Tagout Short: Control Hazardous Energy – Mike's Insights

Uncontrolled Energy Short: Electric Shock – Brandon's Story

Pre-Job Briefings, Toolbox, and Tailgate Talks

Pre-job briefings, toolbox, and tailgate talks are brief, informal safety meetings held at the beginning of a work shift, typically in construction or other hazardous work environments. They are crucial for preparing employees for the tasks ahead – often covering job-specific hazards, controls, and procedures.

Regular toolbox talks help retain safety concepts and improve workers’ awareness of potential hazards. Examples of common topics include:

  • Use, care, and importance of PPE
  • Proper use of heavy equipment and safety devices
  • Dangers of working at heights and proper use of fall protection equipment
  • Hazards and proper use of electrical equipment
  • Identification and mitigation of common workplace hazards such as slippery floors, sharp objects, and uneven surfaces

Check out the following:  

Refreshing Previous Learning

Continuous learning and reinforcement of safety knowledge are vital for maintaining a safe work environment. Employees may forget a significant portion of newly learned information within a short time after initial exposure. By providing brief, focused review sessions, micro-learning helps counteract this natural tendency.

Skillsoft’s EHS Compliance Shorts allow for the strategic spacing of content review over time, which is crucial for long-term retention. By breaking down complex topics into smaller, more digestible chunks, they make it easier for learners to revisit and reinforce specific concepts.

Check out the following:

Supplementing Orientation Training

Orientation training is often the first step in introducing new employees to an organization’s safety culture. Micro-learning can cover specific safety topics in more detail, ensuring that new employees have a thorough understanding of the hazards they may encounter. 

It can also help to accelerate the onboarding process for new employees. Short, targeted modules allow new hires to ramp up faster and start contributing sooner. It also enables employees to access specific safety information when they need it most, improving their ability to apply knowledge on the job. And finally, because it is so flexible, it allows new employees to fit training into their busy schedules without disrupting their work.

Check out the following:

Addressing Specific Hazards, Near-Misses, or Incidents

When specific hazards, near-misses, or incidents occur, it’s crucial to address them promptly and effectively. Our EHS Compliance Shorts are often used to provide targeted information on specific hazards or incidents, helping employees understand what went wrong and how to prevent it in the future. 

This targeted approach allows for:

  • Detailed exploration of the hazard or incident
  • Clear demonstration of proper safety procedures
  • Visual representation of potential consequences

Check out the following: 

Upskilling Employees Assigned New EHS Responsibilities

As employees take on new EHS responsibilities, they need to be equipped with the necessary knowledge and skills. By providing quick, focused training on specific EHS topics, our EHS Compliance Shorts ensure that employees are well-prepared for their new roles. 

Organizations have used this training to:

  • Target specific skill gaps identified in the workforce
  • Provide just-in-time training for emerging EHS issues
  • Quickly disseminate information about new regulations or procedures

Check out the following:

Supporting Safety Goals or Initiatives

Safety goals and initiatives are essential for driving continuous improvement in workplace safety. Shorts can be used to communicate these goals and initiatives to employees, ensuring that everyone is on the same page. 

In fact, our EHS Compliance Shorts play a crucial role in fostering a strong safety culture. They ensure all employees receive standardized safety information, promoting a unified approach to safety across the organization. Using relatable scenarios and storytelling techniques helps embed safety principles into the organizational culture. And, they provide constant safety reminders throughout the workday.

Check out the following:

Training for Site Visitors, Contractors, Interns, etc.

Ensuring the safety of site visitors, contractors, interns, and other temporary personnel is just as important as protecting full-time employees. Our EHS Compliance Shorts can provide quick, essential information on site-specific hazards and safety protocols, even for those who are only on-site temporarily, reinforcing the organization’s commitment to safety. They are particularly effective for audiences with limited time or varying schedules.

Here are some of the benefits of using the training in this way:

  • Highlight key hazards unique to the facility or work environment
  • Demonstrate evacuation routes, assembly points, and emergency response protocols
  • Show proper use of required personal protective equipment
  • Contractors or visitors can watch relevant safety videos immediately before starting work in a new area
  • Training can be made available on mobile devices, allowing personnel to quickly review safety procedures on-site

Check out the following:

Incorporating Safety Shorts, Insights, and Safety Stories into your workplace safety program can enhance safety awareness, reinforce learning, and promote a culture of safety. By using these tools in various settings, from safety meetings to orientation training, you can ensure that safety remains a top priority for all employees. 

And remember, while EHS Compliance Shorts are valuable, they should complement, not replace, comprehensive EHS training. Together, these tools can help create a safer, more informed workplace.

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New Year, New Goals: Aligning Your Workforce Strategy with Business Priorities https://www.skillsoft.com/blog/align-workforce-strategy-with-business-priorities Thu, 12 Dec 2024 08:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/align-workforce-strategy-with-business-priorities

Advancement opportunities. Product innovation. Cutting-edge technology adoption. Talent optimization and development. 

Leaders are constantly looking for ways to deliver growth for their business and workforce, striving to reach the goals they set the previous year. As we approach 2025, upcoming strategic priorities and business objectives are top of mind, whether those plans were finalized and shared months ago or in the finishing stages.

But how many employees actually have visibility into these plans? And understand their role in helping achieve the set goals? Research shows recent dips in perception of leadership with only 27% of employees saying they are very confident in their company’s future. 2024 also saw the first drop since 2008 in the percentage of employees who strongly agree their supervisor is an active supporter of the changes that affect their work group.

As the workplace continues its rapid shift, it’s clear employees seek more consistent, proactive communication from their leaders. This is especially true with regards to roadmaps, priorities, growth strategies, and more, which help instill confidence in the workforce that there is a plan and indicates how they ladder up to it.

According to Deloitte’s 2024 Global Human Capital Trends research, 86% of leaders surveyed said more transparency equates to greater trust and confidence from employees.

As we head into the New Year, how can organizations effectively communicate their key goals and objectives? And in doing so, help ensure all employees are in lockstep with what’s needed for a successful year?

Skillsoft surveyed more than 2,100 global workers across the United States, UK, and Germany to explore these questions, digging into workplace challenges and perceived levels of preparedness going into 2025. The survey examined:

  • What employees perceive as top challenges facing them and their companies
  • Obstacles they anticipate facing in 2025
  • Company goals for 2025 and whether respondents felt prepared to meet them
  • What would make workers more effective in their roles, and more.

Keep reading to see the key takeaways of the survey — or jump to the in-depth research.

Strategic Goals are Subject to Failure due to Skill Gaps and Workplace Challenges

Less than half (48%) of respondents say their organizations have shared strategic goals and priorities for the coming year. Of those who say their leadership has done so, the top priority is improving operational efficiency (48%), followed by increasing revenue and profitability (46%), and enhancing the customer experience (39%).

For the other half of the workforce that hasn’t been informed of their organization’s objectives for 2025, how can their plans be expected to align with wider goals, much less establish action items or performance indicators? Communication of the company strategy early and often helps ensure everyone is aligned to a common framework. It also helps employees develop skills that support the strategy.

Only a third of respondents say they believe their skills strongly align with their organization’s strategic priorities. Among those who said they are unsatisfied in their current role, that number drops by nearly 15 percentage points – an important statistic when respondents identified talent retention and acquisition as the most common organizational challenge.

When employees’ most common work-related challenges are burnout (39%), decreased motivation (35%), and overwhelming workload (35%), leaders must consider the skill sets of their workforce when creating strategic goals to foster engagement and increase the chances of success. And, there must be employee growth plans in place to develop their talent in a way that will help achieve the objectives.

Leadership and Management Are Underprioritized and Unrealized

Of the challenges respondents expect their organizations to face in 2025, leadership and management were the third most common answer, above regulatory changes and even data privacy and security. Despite this, less than a fifth of respondents said enhancing leadership and management was a strategic goal for their company in 2025, leaving the hurdle unaddressed and under prioritized .

Our survey also examined the perceived influence of the US presidential election on the workplace, with nearly three quarters (73%) of respondents anticipating some degree of impact.

Respondents hypothesize a positive impact on areas like AI tools in the workplace and employee development and career pathing. Meanwhile, they anticipate a negative impact on factors like regulatory compliance requirements and employee morale and engagement. If companies are to effectively direct their employees through the shifts in the political climate, they must prioritize leadership and management.

Skills Gaps Are Still Present – But Companies Are Focused Elsewhere

Alarmingly, employees say that closing skill gaps is one of their organization’s least prioritized goals for 2025. When only a third of employees believe their skills are strongly aligned to strategic priorities and 23% feel extremely prepared to handle future work-related challenges, developing talent must be top-of-mind.

The top challenges organizations will face in 2025, according to Skillsoft research.

Respondents felt the top organizational challenge for 2025 will be talent acquisition and retention (31%). Skillsoft’s recent 2024 IT Skills and Salary Report found similar challenges specific to tech teams with skill gaps and talent retention among the top four key barriers for IT decision-makers.

Offering upskilling opportunities supports talent acquisition and retention on two fronts. A balance between internal talent development and external hiring efforts splits the load of building industry-leading teams while offering a top incentive for job seekers and current employees alike.

Further, industry-specific certifications have clear financial, psychological, and business benefits, including an estimated $30,000 in added value per certified employee, as well as increased work quality and employee engagement.

Employees Are Clear About What Works

The most effective leaders optimize their talent and their talents’ skills to achieve business goals. According to our research, organizations can better support employees to develop these skills with personalized training tailored to their role (35%), frequent and updated training sessions to keep up with industry best practices (33%), and an increase in mentoring and coaching opportunities (32%).

Personalizing training to specific individuals allows experience, responsibility, legislation, culture, and more to form the most effective learning path. This added context ensures employees are staying on the bleeding edge of their industry for everything from compliance to communication styles. Moreover, the research found that respondents who feel more prepared for future workplace challenges are more satisfied with their current role.

Moving Forward: Preparing for the Challenges of 2025

As we head into the new year, businesses expect new challenges, but are they prepared?

Establishing broader goals like increasing operational efficiency or increasing revenue must be coupled with actionable steps within the current workforce's skill set or clear plans to develop those skill sets. Otherwise, companies are setting goals that seem unachievable, contributing to the burnout, exhaustion, and worry felt by their employees. A lack of investment in employee development would handicap an adaptable and agile workforce capable of thriving with a proper roadmap.

  • Invest in programs that develop leadership and power skills such as communication, empathy, decision-making, and delegating to enhance transparency and trustworthiness across the organizational structure. Skillsoft’s recent State of Enterprise Skilling research found power skills were most important for success in today’s workplace.
  • Create a culture of continuous improvement and empowerment. By embedding learning in company priorities, organizations can foster an environment where talent transformation becomes an integral part of daily operations.
  • Reinforce this culture of growth with diverse training options. Expanding on traditional digital learning – online video lectures, digital workbooks, etc. – with live, instructor-led training, interactive experiences, coaching workshops, or mentorship opportunities produces a workplace driven by excellence, creativity, and innovation.
  • Take advantage of AI and automation technology, too, with use cases centered largely around personalization and ad hoc learning. AI-driven tools can help identify skill gaps, recommend personalized training modules, and provide real-time feedback during assessments, filling gaps for the most effective support needs.

Addressing the misalignment of strategic goals and talent skills through comprehensive training programs is essential to meet business priorities set for 2025. By fostering a culture of continuous improvement and empowerment, companies can ensure their workforce is resilient, adaptable, and ready to tackle future challenges.

Research Methodology

Skillsoft’s research survey was conducted online in October 2024 through the Pollfish platform. The survey yielded 2,150 complete responses from full-time workers across various industries and roles in the United States, United Kingdom, and Germany. 

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Does Your LMS Integrate with Skillsoft? https://www.skillsoft.com/blog/does-your-lms-integrate-with-skillsoft Tue, 10 Dec 2024 06:46:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/does-your-lms-integrate-with-skillsoft

As technology evolves at lightning speed, agile skills have become the new workforce currency — fueling not only individual career growth but also organizational success. This shift has placed Learning and Development (L&D) at the forefront, with businesses turning to innovative solutions to equip their teams for the challenges ahead.

To stay competitive, organizations need tools that empower continuous learning — and that’s why a Learning Management System (LMS) is indispensable.

An LMS is a platform designed to efficiently create, deliver, and track employee training and development programs. Functioning as the virtual "training brain" of your organization, it’s a critical cornerstone of modern learning strategies. In fact, 72% of businesses worldwide use one today.

And, it's an investment that offers powerful benefits: A recent study by the Brandon Hall Group found that companies utilizing robust LMS solutions can expect an average ROI of 353%, along with 40% higher employee engagement. These figures highlight more than just financial returns —they reflect the transformative impact of streamlined learning.

But here’s the catch: that virtual brain needs solid connections to function at its best. That’s where LMS integration comes in — streamlining training to be faster, smarter, and more effective by syncing your learning ecosystem into a seamless operation. Without it, businesses risk fragmented tech stacks, manual data entry, and disconnected workflows, resulting in wasted time, lackluster engagement, and diminished productivity.

What is LMS Integration?

LMS integration is the process of connecting your LMS to other systems, platforms, or tools to create a unified learning experience. Think of it as plugging your LMS into a comprehensive network of resources. 

When your LMS syncs with tools like content libraries, HR systems, and analytics platforms, learning becomes a smooth, efficient, and engaging experience. Integration can also automate manual tasks like syncing employee data, enrolling learners in courses, and tracking learner progress, freeing your L&D team to focus on your most important asset: your people.

Here’s why LMS integration is crucial:

  • Streamline Workflows: Simplify data entry and automate processes like course assignments and progress tracking.
  • Engage Learners: Provide employees with personalized, easily accessible learning paths tailored to their roles and goals.
  • Level Up Analytics: Get crystal-clear insights into training impact with robust reporting tools.
  • Scale with Ease:  Easily add new tools, systems, or content libraries as your organization grows.

What are the Different Types of LMS Integrations?

Your LMS should integrate with a variety of systems for different benefits:

  • HR Systems: Sync employee data for seamless enrollment and tracking.
  • Content Libraries: Access learning materials without leaving your LMS, and easily add new content and courses.
  • Single Sign-On (SSO): Simplify logins for enhanced security and convenience.
  • Web Conferencing Tools: Bring live learning to the platform with webinars or virtual classrooms.
  • Payroll and Compensation: Track and reward employees for completing training programs, certifications, or learning milestones
  • Business Intelligence Tools: Merge data streams for powerful learning and ROI insights.

Does Your LMS Integrate with Skillsoft?

The integration of Skillsoft's engaging learning assets with the comprehensive learning administration capabilities of your LMS offers the best of both worlds. The result can dramatically increase usage by delivering the best possible learning experience for your employees. 

Our content integration solution utilizes eLearning standards such as AICC to ensure the best possible compatibility with a range of Learning Management Systems (LMS). Wrapped around these standards are a set of tools and technologies that simplify the administrative effort and ensure a great content experience for learners.

These tools focus on three core aspects of LMS/content deployment: content management, content launch and consumption, and tracking learning activity and completion.

With these leading LXP and LMS providers and more, you can deploy, discover, and track Skillsoft content within your learning platform with minimal administration: 

Saba
Saba is a cloud-based talent management and learning management platform that offers organizations a suite of tools for training, development, and performance management. By integrating Skillsoft’s content library with Saba, organizations can enhance their training programs with engaging courses, certifications, and assessments.

SAP SuccessFactors
SAP SuccessFactors is a popular human capital management (HCM) solution that includes tools for learning and development, performance management, and employee engagement. By integrating Skillsoft’s content with SuccessFactors, companies can create personalized learning paths, track employee progress, and measure the impact of training.

SumTotal
SumTotal offers a comprehensive suite of learning and talent management solutions. By integrating with Skillsoft, SumTotal users can access a vast range of high-quality learning materials, including compliance training, soft skills courses, and leadership development programs.

Cornerstone OnDemand
Cornerstone OnDemand provides a cloud-based talent management platform that includes learning, performance, and recruitment tools. Integration with Skillsoft enables businesses to deliver automated but tailored learning experiences, track learner completion, and measure training effectiveness.

360 Learning
360 Learning helps your organization adapt and evolve with new skills and capabilities, from machine learning to design thinking, blockchain to business skills. Integration with Skillsoft enables customers using 360Learning to take advantage of Skillsoft's expansive list of pre-curated, role-based, and skill-based learning paths within their platform.

Degreed
Many of the world's most innovative businesses build skills with AI-powered Degreed. Integrating Skillsoft's expansive digital library with Degreed adds over 1,250 expertly curated learning paths designed to support today's most sought-after skills and competencies — from machine learning to design thinking, blockchain to business skills. 

Workday Learn
Workday Learn is an integrated learning management system that helps organizations manage employee development. By integrating with Skillsoft, organizations can provide employees with access to a wide array of training resources and track their progress within the Workday ecosystem.

Moodle
Moodle is an open-source learning platform that offers a flexible and customizable LMS solution. Skillsoft’s integration with Moodle allows organizations to leverage its rich content library alongside the platform’s customizable features.

Oracle
Oracle offers a range of enterprise-level solutions, including Oracle Learning Cloud Connector. By integrating Skillsoft with Oracle’s platform, businesses can deliver personalized learning experiences, track progress, and gain valuable insights into their learning initiatives, including compliance content.

Getting Started with LMS Integration

Embarking on an LMS integration journey may seem daunting, but with the right partner, it’s a collaborative process designed for success. 

When integrating content with your system, you can choose which content you want to deploy, the initial deployment method, and how best to keep the deployment in sync with the regular content updates Skillsoft provides.

What content you deploy and how you deploy it is largely dependent on two things: capabilities of the system you are integrating with and your content management strategy.

No matter your needs, our team will be with you every step of the way. Here’s how Skillsoft ensures your integration is seamless:
 

  1. Plan
    Collaborate with our team to map out your needs, set a timeline, and design a solution tailored to your organization.
     
  2. Build
    Our technical experts work with your IT team to create an integrated system that works flawlessly from day one.
     
  3. Launch
    Together, we’ll craft a communication plan that builds excitement and engagement, ensuring your learners are ready to unlock their potential.

The Lasting Power of LMS Integration

LMS integration isn’t just about efficiency — it’s about transformation. Integrating your LMS with a world-class content library like Skillsoft's empowers your organization to nurture and upskill talent, streamline operations, and stay ahead of the (very competitive) curve. 

Reach out today to discover how LMS integration can transform your training program, boost ROI, and empower your workforce to thrive.

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Future-Proof Your Business: The Journey to a Skills-Based Organization https://www.skillsoft.com/blog/future-proof-your-business-the-journey-to-a-skills-based-organization Thu, 05 Dec 2024 07:00:00 -0500 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/future-proof-your-business-the-journey-to-a-skills-based-organization
Take Skillsoft's State of Your Skilling assessment

One question looms large for learning and development professionals, executives, and business leaders alike: Is your organization equipped to build a skills-based workforce that can thrive amidst digital disruption?

Beyond technological investments, success in digital transformation hinges on a strategic approach to upskilling and reskilling. McKinsey research shows that organizations prioritizing skilling are 2.5 times more likely to succeed in their digital transformations. The numbers make it clear: building a comprehensive talent development strategy is crucial.

To do this, organizations should invest in strategic business transformation and embrace a holistic approach to learning that aligns talent development seamlessly with organizational objectives. Skillsoft’s State of Your Skilling Assessment is designed to tackle this challenge head-on, identifying your organization’s skill strengths and gaps while providing insights to refine your skilling strategy.

Understanding the Current State of Skilling

Businesses face a myriad of challenges when it comes to developing a future-fit workforce. As industries shift and new technologies and markets emerge, organizations need employees with an ever-changing array of skills and competencies.   

Organizations are under significant pressure to not only identify these skills, but also to implement effective training strategies that can adapt to this dynamic environment. And, as every role and department evolves, talent transformation must scale across the enterprise, necessitating a skills-based approach that includes development and accurate skill tracking. 

A major hurdle? Justifying the business case for learning and development.  

Companies must demonstrate the tangible benefits and return on investment (ROI) of skilling initiatives, linking programs directly to business performance metrics and showing how upskilling and reskilling contribute to productivity, innovation, and, ultimately, bottom-line results. Quantifying these impacts is essential for securing the resources and support to sustain them. Because skilling initiatives cannot exist in a vacuum — they must be intricately connected to organizational objectives.  

By embedding skilling into the core business strategy, organizations can create a well-developed learning culture that drives the company forward. 

So, where to begin? We turned to Ciara Harrington, our very own Chief People Officer, for her perspective on leading a successful skilling strategy. 

Evaluating Your Organization’s Approach to Skilling 

Harrington emphasized the importance of evaluation in developing a skills-focused workforce, stating, “Building a skills-based organization requires you to first assess where your organization stands in its skilling journey.” According to her, this evaluation is crucial for identifying actions and next steps to improve your skilling strategy and measure success. “By understanding your current capabilities and deficiencies, you can set a clear path toward a future-fit workforce,” she said. 

What is a Skills-Based Organization and Why Does it Matter?  

A skills-based organization is one that aligns its workforce development strategies with the specific skills needed to achieve its business objectives. “This approach ensures that employees are equipped with the right competencies to drive innovation and sustain growth,” Harrington explained. 

But despite its importance, a recent survey indicated that only 28% of professionals report their organization offers skill and role-based learning paths, highlighting the need for organizations to embrace the shift toward a skills-based framework.  

It’s a strategic imperative for success. 

The Phases Explained 

Harrington shared that “the journey to building a skills-based organization involves a structured approach, with the skilling process broken down into distinct phases, each integral to crafting a robust and responsive strategy. Understanding these phases is crucial for enabling systematic progress and creating a workforce that is not only equipped for today’s demands but also agile enough to adapt to tomorrow's uncertainties.” 

Let’s take a closer look at the three core phases Harrington outlined: 

Level 1 

Your organization evaluates its skilling needs, identifying the right skills to prioritize, securing stakeholder buy-in, and aligning training initiatives with broader business goals. This phase involves gathering insights and data to inform your strategy, ensuring future efforts are well-targeted and effective. Understanding your workforce’s current capabilities and pinpointing areas for development is crucial. 

Level 2

Your organization compiles a comprehensive list of areas needing focused training based on preliminary assessments. Cataloging existing skills, identifying gaps, and integrating insights into a structured plan are key. This phase focuses on refining strategies, ensuring alignment with business objectives, and fostering stakeholder engagement to build a robust framework for continuous skilling. 

Level 3 

Your organization implements structured skilling programs, working on upskilling and reskilling your workforce. Executing and refining initiatives ensures they are impactful and aligned with business goals. Enhancing efforts by scaling programs across departments, linking outcomes to tangible results, and maintaining a dynamic approach to evolving needs is essential. 

“These phases,” Harrington concluded, “lay the foundation for a stronger, more agile workforce.”  

But as we know, standing still is not an option.  

Enhancing Your Skilling Strategy 

While every organization is at a different point in its skilling journey, one thing remains true: there are always steps you can take to enhance your strategy. Whether it’s identifying new skill gaps or refining existing programs, continuous improvement is key to staying competitive.  

The ongoing evolution of skills demands that organizations adopt a mindset of perpetual progress, where proactively identifying new skill gaps becomes a regular practice. By doing so, businesses can stay ahead of the curve, ready to tackle emerging challenges and opportunities.  

Here are a few tips to elevate your skilling strategy: 

  • Fine-tune your skilling programs: By tailoring skilling initiatives to meet both the personal and professional growth aspirations of employees, companies can foster a culture of growth that leads to enhanced organizational performance. 
  • Integrate cutting-edge technologies and methodologies: Embracing the latest tools and techniques within skilling strategies can prepare your workforce for future demands, drive engagement, and empower employees to excel and innovate in their roles. 
  • Adopt a proactive approach: By embedding continuous improvement and innovation into the core of your strategy, your organization can remain agile and forward-thinking, fostering a culture that excels in growth and adaptability. 

Remember, the journey toward a skills-based organization is a marathon, not a sprint. By laying the groundwork today, you are investing in a future where your organization is agile, innovative, and prepared for tomorrow’s challenges. Start by evaluating your current skilling approach with the State of Your Skilling Assessment.  

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Overcoming Fear: Becoming a Great Public Speaker https://www.skillsoft.com/blog/overcoming-fear-becoming-a-great-public-speaker Tue, 03 Dec 2024 06:00:00 -0500 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/overcoming-fear-becoming-a-great-public-speaker

Stepping onto a stage with a spotlight glaring down can be one of the most daunting experiences, conjuring images of nervous glances, shaky hands, and the overwhelming pressure to deliver the perfect speech.

This scene often comes to mind when we think about public speaking. However, the reality of public speaking has evolved; now, rather than a physical audience, we face a virtual gallery of colleagues.

This new way of work brings its own set of challenges and misconceptions. The absence of physical presence doesn't necessarily ease the anxiety. Instead, it introduces new pressures like managing technology, maintaining engagement without physical cues, and the fear of technical glitches interrupting your flow.

For leaders in the workplace, public speaking is often seen as a necessary challenge but mastering the skill can have a profound impact. Leaders who effectively convey messages confidently and authentically enhance trust among team members, foster a culture of openness, and strengthen morale.

Ultimately, well-spoken, authentic, and convincing leaders can motivate teams during times of ambiguity.

IT’S NOT AS EASY AS IT LOOKS  

Public speaking presents unique challenges for workplace leaders, particularly in today's digital age. Unlike in-person settings, where eye contact and body language help maintain engagement, virtual meetings make it difficult to read non-verbal cues, requiring leaders to rely heavily on their vocal tone and digital content to capture and retain audience attention. 

Managing diverse and remote audiences adds another layer of complexity. Leaders are often tasked with addressing teams scattered across different geographical locations, each with cultural nuances and time zones. 

These challenges, among others, can be particularly intimidating for new leaders and managers who may need to become more familiar with digital communication tools and techniques. But how can you improve your public speaking skills? And what are the different ways to practice overcoming the fear that 25% of the population shares?  

5 STRATEGIES TO BECOME A BETTER PUBLIC SPEAKER

1. Relax Your Body Language  

Nervousness can negatively impact your body language, leaving you tense. Speakers who exhibit proper posture, make eye contact and move naturally demonstrate confidence in the subject matter and enhanced credibility.

Improve your performance by starting with your arms at your sides and using purposeful gestures. Maintaining eye contact during any speech or meeting can help the audience genuinely connect with the information being shared.  

2. Practice Voice and Breath Control  

Public speaking can often accelerate your perception of time, causing you to rush. This results in quickened speeches, which can make the presentation harder to follow.

Maintain a steady pace to calm your nerves and enhance audience comprehension. Practice breath control by using your diaphragm and take deep breaths before speaking to steady yourself.  

3. Prepare Talking Points  

Be clear about what you're communicating. One of the best ways to iron out your talking points is to create an outline with the key messages you hope the audience takes away. Start with three to five broad themes and develop supporting points.

Organize these logically to stay on track and ensure comprehensive coverage of essential topics. Try not to stray from your original outline, keep the audience focused on what you are trying to communicate.  

4. Know Your Audience  

Who's going to be in the room? What about your topic will resonate with them? Are you using language that’s easy to follow?

These are a few of the critical questions you should be asking yourself as you prepare to speak.

It's important to tailor the presentation to the audience. Doing so will retain their attention and more effectively deliver the message. Consider what matters to them, and adjust your presentation accordingly. 

5. Rehearse  

Practice is vital to mastering public speaking. Through repetition, you can refine your message and improve delivery.

Rehearse multiple times to become more comfortable and natural when speaking in front of an audience. Even the most experienced speakers use practice as a way to identify areas for improvement.  

Recording your speeches can help too. This allows you to review and analyze your performance. 

PRACTICING WITH AN AI COACH 

One of the tried-and-true ways to become an expert at anything is to practice and prepare. Skillsoft’s AI conversation simulator, or CAISY, is just the tool leaders need to practice a speech before the big day. 

CAISY allows anyone to prepare for real business conversations in a safe, protected virtual environment. The AI coach will provide real-time feedback on your responses and help you refine your communication skills. 

See exactly how ⬇️ 

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Tech Salaries Climbed 5% Thanks to Earning Skills and Certifications https://www.skillsoft.com/blog/tech-salaries-climbed-5--thanks-to-skills-and-certifications Thu, 21 Nov 2024 15:00:00 -0500 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/tech-salaries-climbed-5--thanks-to-skills-and-certifications

TL;DR

  • The Report — Skillsoft’s latest IT Skills and Salary Report shares the results of a survey of 5,100+ tech professionals worldwide, including findings on compensation trends, job security, and satisfaction. 
  • The Key Takeaways — Skillsoft found that investments in AI remain strong and ongoing, with more feeling the positive effects of the technology. Many also feel good about their job security, reporting high satisfaction. Yet, more are eying a job change this year.
  • Salaries and Certifications — IT professionals worldwide report making 5% more than last year on average. Professionals in the Latin American and Asia-Pacific regions saw the highest raises. Most were bonus-eligible this year, with some exceptions. 
  • Where to Get the Report — Find the whole 55-page report here: 

5,191 professionals participated in Skillsoft’s annual IT Skills and Salary survey this year, resulting in a 55-page report that shares the findings. 

The report — now in its 19th year — has a long history of tracking IT professionals’ feelings toward job security, job satisfaction, learning and development, compensation and certifications, and more.

Over time, the Global Knowledge and Skillsoft teams report on different aspects of the report, calling out new and continuing trends.

Here, we’ll cover the highlights of the Salary and Certifications sections of the report.

What’s the Latest in Tech Salary Trends?

In the survey, the Skillsoft team asks respondents to share their current and last year’s salaries. This allows us to see how much salaries rise or fall.

The survey showed that IT professionals worldwide earned an average of 5% more than last year. The worldwide average of IT professionals was $88,448 this year.

Who’s Earning the Most?

Across regions, those in North America still report the highest salaries. This has been true for as long as we’ve done this report. In North America, the average salary was $113,211. Those in management make, on average, $134,235, whereas those who are individual contributors bring in $102,340.

Those in Europe, the Middle East and Africa averaged $70,876. In Latin America, $57,724. In Asia-Pacific, $63,477.

While those in Latin America and Asia-Pacific countries averaged lower than their peers elsewhere, they saw the highest raises this year.

Here’s how the different regions fared this year:

  • North America – 5%
  • Europe, Middle East and Africa – 4%
  • Asia-Pacific – 6%
  • Latin America – 9%

For the most part, professionals were eligible for a raise last year. However, IT professionals — those who don’t manage a team or budget — in North America and Europe, the Middle East, and Africa were in the minority when it came to bonus eligibility.

Similar to previous years, those with more career experience and responsibility tend to earn more than those with less. For example, executives in North America make almost double what individual contributes make — on average.

The domain of the role also plays a part. In North America, those who work in cloud computing averaged more than $142,000 a year. The highest paying roles in Europe, the Middle East and Africa, Latin America, and Asia-Pacific including:

  • Application Development
  • Business Analysis
  • Business Operations
  • IT Architecture and Design
  • Project Management
Compensation by job role chart featured in the IT Skills and Salary Report

Many additional factors affect a professional’s salary, too. Location is another. This year, you can see how salaries fluctuate by U.S. state, Canadian province, or European country.

But what else helps professionals earn a little extra?

What’s Helping Pros Earn More and Land Jobs?

The most common reason for earning more is job performance. In other words, professionals were recognized for doing good work and were rewarded for it.

But what else? Here’s what respondents reported:

  • Standard company increase
  • Developed new skills
  • Earned a new certification
  • Cost-of-living increase
  • Promotion within the company

People also cited taking on more responsibility or completing various assignments in their current role. Others said jumping to a new employer help earn them a bump — a move that almost two-thirds are entertaining in the next year.

The main reason people chose to leave their employers in the past year was in pursuit of more money, the survey showed.

If you’re in the market, what will help you land a new job?

The majority (67%) of those who found themselves in the market this past year said their technical certifications appealed to hiring managers. Then, it was technical skills (66%), followed by soft skills (56%), their network (51%), and leadership skills (34%).

This differs slightly from what IT decision-makers said, although not drastically. The highest percentage (75%) said a candidate’s technical skills were the most desirable trait. However, other key considerations were a professional’s work history or experience (57%), their soft skills (56%), and certifications (50%)

What’s the Latest in Certification Trends?

This survey focuses on technical certifications. While rigorous and sometimes costly to obtain, these credentials can result in a substantial return on investment for both individuals and their employers. 

For example, IT leaders overwhelmingly recognize the tangible benefits of having certified staff on payroll. They say these professionals are more productive at work, quicker to resolve problems and offer solutions, and alleviate the burden of skill gaps. 

Skill gaps commonly increase teams' stress. They also expose organizations to more security risks, slow down project times, and even impact customer satisfaction and revenue. 

This is a big deal as two-thirds of IT leaders say they can recognize skill gaps on their teams, with some of the worst in areas of great demand, like artificial intelligence.

And that’s why certifications become so valuable. 

When IT leaders and hiring managers assess a candidate, there are few other credible validations of one’s skill set beyond a certification — especially a certification from a reputable provider.

The assurances alone warrant added value, but leaders recognize these professionals bring more to the table than those without. And they’re willing to pay for it.

Which Pay the Most? 

As mentioned earlier, pay will vary because of many factors. Where one resides can have a great impact on earnings, as we see in the report.

Around the world, these are the highest-paying certifications: 

  • Worldwide – ISSMP Information Systems Security Management Professional earns professionals on average $188,291.
  • North America – AWS Certified Security - Specialty earns professionals on average $202,959.
  • Latin America – CISM - Certified Information Security Manager earns professionals on average $134,025.
  • Europe, Middle East and Africa – Microsoft Certified: Azure AI Engineer Associate earns professionals on average $110,871.
  • Asia-Pacific – CISM - Certified Information Security Manager earns professionals on average $111,346.

Historically, certifications that validate a professional's skills in these areas tend to command generous salaries: cybersecurity, governance, risk and compliance, and cloud computing. This year, that proved true again.

What’s the Future of Certifications Look Like? 

Of those who participated in the survey, 93% hold at least one technical certification. And this group is ambitious. 

Many have their sights set on an array of certifications from providers such as Microsoft, AWS, CompTIA, Google Cloud, ISC2, and several others.

These are the certifications most plan to pursue in the year ahead: 

  • CompTIA’s Security+
  • ISC2’s CISSP – Certified Information Systems Security Professional
  • AWS Certified Cloud Practitioner
  • CompTIA’s Network+
  • CompTIA’s CySA+ (Cybersecurity Analyst)

For anyone in leadership who’s struggled to hire cybersecurity talent, this list may come as good news. Cybersecurity, as shown in the survey, is the toughest area for hiring talent and still one of the leading priorities of those in leadership. 

The certifications above would undoubtedly help in that area. CompTIA’s Network+, Security+ and CySA+ all help build vendor-neutral skills that are relevant and widely applicable. 

ISC2’s CISSP is a gold standard security credential for those in leadership and responsible for security operations. 

AWS’ Certified Cloud Practitioner would appeal to many who’ve invested in AWS and need to ensure they configure their environment properly.

Want to Know What Else We Found? Get the Report Today

The IT Skills and Salary Report provides a wealth of data to dig into. 

For those in leadership, you can learn about how your peers worldwide plan to bridge skill gaps and invest their resources. 

For learning and development professionals, it’s a detailed resource to learn how technical professionals value learning and choose to build new skills. 

For technical professionals — from the help desk to cloud architects — this report may help chart out your career, which certifications are worth your while, and where your pay stands in comparison to others. 

You can find the report today here: 

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Career Development in 2025: Navigating the Future of Work https://www.skillsoft.com/blog/career-development-in-2025-navigating-the-future-of-work Thu, 14 Nov 2024 13:03:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/career-development-in-2025-navigating-the-future-of-work

As we approach 2025, the terrain of career development is undergoing a profound transformation. The convergence of technological advancements, shifting societal norms, and evolving business practices are reshaping how professionals grow and thrive in their careers. For most in a corporate role, understanding these trends and adapting to the new paradigms will be critical for sustaining growth and staying competitive.

Technological Integration: A Catalyst for Change

One of the most significant drivers of change in career development is the rapid integration of technology. Artificial intelligence (AI), machine learning, and automation are not just altering the nature of jobs but are also redefining the skills required to excel. By 2025, experts believe these technologies will have pervaded almost every industry, necessitating a continuous learning mindset among professionals.

Upskilling and Reskilling

The importance of upskilling and reskilling cannot be overstated. As automation takes over routine tasks, the demand for skills such as critical thinking, problem-solving, and emotional intelligence will soar. Companies will need to invest in training programs that help employees adapt to new tools and methodologies. Massive open online courses (MOOCs), virtual reality (VR) training modules, and AI-driven personalized learning experiences will become standard components of corporate training programs.

Digital Literacy

Digital literacy will be a foundational skill for all professionals. Understanding how to leverage data analytics, cybersecurity practices, and digital collaboration tools will be essential. Organizations will prioritize digital competency in their hiring processes and provide ongoing education to ensure their workforce remains adept in an increasingly digital world.

Flexible Work Models: The New Normal

The traditional 9-to-5 work model is giving way to more flexible and adaptive work arrangements. The COVID-19 pandemic accelerated the adoption of remote work, and by 2025, hybrid work models will be the norm. This shift presents unique opportunities and challenges for career development.

Work-Life Balance

Flexibility in work schedules allows employees to better balance their professional and personal lives. Companies that support flexible work arrangements will attract top talent and foster a more engaged and productive workforce. Career development programs will need to accommodate these new work patterns, offering virtual mentorship, online networking events, and remote coaching sessions.

Global Talent Pool

The rise of remote work also expands the talent pool to a global scale. Companies can tap into diverse skills and perspectives from around the world. However, this also means that professionals need to be culturally sensitive and proficient in virtual communication. Cross-cultural training and language skills will become valuable assets in career development.

Personalized Career Pathways

The one-size-fits-all approach to career development is becoming obsolete. In 2025, personalized career pathways tailored to individual strengths, aspirations, and circumstances will be the standard.

AI-Powered Career Guidance

AI will play a pivotal role in personalizing career development. AI-driven platforms can analyze an individual’s skills, experiences, and preferences to recommend tailored career paths and learning opportunities. These platforms can provide real-time feedback and adjust recommendations as professionals progress in their careers.

Employee-Centric Development Plans

Organizations will need to adopt employee-centric development plans that align individual goals with company objectives. Regular career conversations, goal-setting sessions, and continuous feedback loops will ensure that employees feel valued and engaged in their career growth. Tools like digital career maps and progress tracking will aid in visualizing and achieving career milestones.

Emphasis on Power Skills

While technical skills remain important, the emphasis on power skills (formerly known as soft skills) will grow stronger. Leadership qualities, communication skills, teamwork, and adaptability will be critical in navigating the complexities of the modern workplace.

Leadership Development

Investing in leadership development will be a priority for companies aiming to cultivate future leaders. Training programs focused on emotional intelligence, conflict resolution, and strategic thinking will prepare employees to take on leadership roles. Mentorship programs will also be instrumental in transferring knowledge and nurturing emerging leaders.

Collaborative Skills

The ability to work effectively in teams, both in-person and virtually, will be a key competency. Career development initiatives will include collaborative projects, team-building exercises, and platforms that facilitate seamless communication and collaboration among team members.

A Look to the Future

Career development in 2025 will be characterized by continuous learning, flexibility, personalization, and a strong focus on durable skills. For anyone in the corporate space, embracing these changes and investing in comprehensive development programs will be essential in building a resilient and capable workforce. As we navigate the future of work, the ability to adapt and evolve will be the hallmark of successful career growth.

By staying ahead of these trends and fostering a culture of innovation and learning, companies can ensure their employees are equipped to thrive in the ever-changing landscape of 2025 and beyond.

As we continue to explore the evolving outlook of career development, it is imperative to stay informed about the latest strategies and best practices. The books and audiobooks below delve into the various aspects of professional growth that will shape the workforce of 2025. For those interested in further expanding their knowledge, these book recommendations encapsulate the key elements and trends that forward-thinking organizations should consider.

Future Skills: The 20 Skills and Competencies Everyone Needs to Succeed in a Digital World by Bernard Marr | © 2022, Wiley

Experience, Opportunity, and Developing Your Career: HBR Work Smart Series by Harvard Business Review | © 2024, Gildan Media

Confident AI: The Essential Skills for Working with Artificial Intelligence by Andy Pardoe | © 2024, Kogan Page

Effective Career Development: Advice for Establishing an Enjoyable Career by Sarah Cook | © 2023, IT Governance

Career Anchors Reimagined: Finding Direction and Opportunity in the Changing World of Work by Peter A. Schein, Edgar H. Schein, and John Van Maanen | © 2023, Ascent Audio

The Upskilling Imperative: 5 Ways to Make Learning Core to the Way We Work by Shelley Osborne | © 2020, McGraw Hill

The Future is BIG: How Emerging Technologies are Transforming Industry and Societies by Uma Vanka | © 2023, Business Expert Press

Create the Future: Tactics for Disruptive Thinking by Jeremy Gutsche | © 2023, Ascent Audio

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10 Transferable Skills That Can Help Anyone Adapt to Any Career https://www.skillsoft.com/blog/top-transferable-skills Wed, 06 Nov 2024 00:00:00 -0500 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/top-transferable-skills

Transferable skills are the cornerstone of career development and are not confined to a single technology, role, or industry. They pivot across various functions, providing a competitive edge in an ever-changing job market.

By acquiring these skills, you can take on advanced roles, embrace new challenges and opportunities, and diversify your professional experiences. They enhance your ability to integrate into new teams and environments quickly, facilitating better collaboration and productivity.

Here are the 10 transferable skills that everyone should build: 

  1. Effective Communication
  2. Leadership and Management
  3. Problem-Solving and Critical Thinking
  4. Digital Literacy
  5. Adaptability
  6. Emotional Intelligence
  7. Creativity
  8. Teamwork and Collaboration
  9. Time Management
  10. Networking

How to Build Transferable Skills

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

Assess Your Current Skills

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

For organizations aiming to take a similar approach, Skillsoft’s State of Your Skilling Assessment can help evaluate where your organization stands in its skilling journey, pinpointing skill strengths and gaps across your workforce and offering insights to refine your strategy.

Start Training

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

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

If you’re chasing an advanced role, the best training might include pursuing a certification or even a degree. Search job listings for the positions you aspire to and check the requirements. Many technical and specialized roles often require specific certifications or credentials, in addition to experience. 

Add to Your Portfolio

As you’re learning new skills, it helps to take on work that adds to your work portfolio. Take on projects or roles outside your primary area of expertise to broaden your skill set and gain a holistic understanding of your organization. 

Seeking out opportunities like these adds to your resume, and in the best case scenario, it can also help with internal mobility at your current employer.

10 Transferable Skills Everyone Should Develop

Developing these transferable skills will empower you to excel in any career path, ensuring long-term success and adaptability.

Effective Communication

Effective verbal and written communication are fundamental in any profession. Clear communication ensures that ideas are conveyed accurately and can significantly influence workplace relationships and productivity. Whether you’re delivering a presentation, writing an email, or discussing projects with colleagues, strong communication skills improve understanding and collaboration. 

In the healthcare sector, for example, clear and compassionate communication enhances bedside manner and patient care for nurses and doctors, ensuring patients feel understood and well-cared for during their treatment. Similarly, in the tech industry, software developers must communicate complex ideas clearly to both technical and non-technical stakeholders. This is akin to how educators need to explain complex concepts to students in an understandable way.

Proficiency in communication is not just about clarity but also about cultural sensitivity and emotional intelligence. Understanding and respecting cultural differences can enhance your ability to connect with a diverse workforce and global clientele, while emotional intelligence allows you to manage and respond to emotions effectively, fostering stronger interpersonal relationships.

Resources to help:

Leadership and Management

Leadership and management skills are indispensable for guiding teams and projects. Effective leaders inspire and motivate their teams, make sound decisions under pressure, and strategically navigate challenges to achieve organizational goals.

And, it isn’t just about managing people. It’s about setting a vision and fostering an environment where innovation thrives. Leaders must be adaptable, forward-thinking, and resilient. They need to balance short-term objectives with long-term vision, all while maintaining team morale and productivity. 

No matter the industry or role — whether in traditional sectors like finance and healthcare or technical fields like IT and engineering — leadership skills are universally valuable. Strong leadership abilities enable professionals across all fields to influence others, drive change, and deliver results effectively, making them essential for both individual and organizational success.

Resources to help: 

Problem-Solving and Critical Thinking

Problem-solving and critical thinking are vital across all industries, enabling professionals to identify challenges, analyze situations, and implement effective solutions. By approaching problems methodically and creatively, you can drive innovation and improve processes within your organization.

These skills apply to every industry. Problem-solving and critical thinking help healthcare professionals diagnose accurately, develop effective treatment plans, and adapt to complex patient needs, ultimately improving patient outcomes. In industries like manufacturing, these skills help identify inefficiencies, optimize production processes, and swiftly resolve issues.

Both skills help professionals question assumptions and explore alternative solutions. They require a mindset that evaluates information critically and makes reasoned judgments. 

Resources to help: 

Digital Literacy

Regardless of your role, it’s likely you’re working with technology in some way. That could be at the point of sale, entering data into software, or even navigating your organizations many platforms. Given the ubiquity of technology today, everyone must become digitally literate.

Digital literacy encompasses understanding software tools, data analysis, and staying current with tech trends. Becoming familiar with the tools your organization uses helps you position yourself as an adaptable professional who’s driven to learn. 

This is especially true as applications that use artificial intelligence become more popular. The ability to use these apps in optimal ways can help in several ways to boost productivity, including automating repetitive tasks, analyzing data, and more. 

Resources to help:

Adaptability and Flexibility

Adaptability isn’t just about surviving change — it’s about leveraging change as an opportunity to grow, innovate, and lead.

Adaptability helps professionals thrive in a dynamic job market. It involves being open to change and learning new skills as required. The ability to pivot quickly in response to new challenges or opportunities is highly valued by employers and can significantly boost your career prospects. 

In the retail industry, professionals who adjust sales strategies, embrace new technologies, and respond to customer feedback promptly stand out. And – in finance, those who adapt to regulatory changes, reassess risks and economic fluctuation, and devise innovative solutions excel in the market. 

Without adaptability and flexibility, you risk falling behind as industries evolve, making it harder to meet new demands and advance in your career. 

Resources to help:

Emotional Intelligence (EQ)

Emotional intelligence involves recognizing and managing your emotions and understanding the emotions of others. It plays a significant role in professional relationships and teamwork. High EQ leads to better interpersonal dynamics, conflict resolution, and overall workplace harmony.

Those with high levels of emotional intelligence are better equipped to connect with their team members, understand their needs and motivations, and foster a positive work environment. They are also adept at handling stress, navigating complex interpersonal dynamics, and leading with empathy and compassion.

Focusing on improving your emotional intelligence can help in these ways: 

  • Self-awareness
  • Self-regulation
  • Social skills
  • Empathy
  • Motivation

Resources to help:

Creativity and Innovation

Organizations need creative thinkers who can envision the future. Encouraging a creative mindset within any role can yield significant benefits.

Creativity drives innovation and problem-solving, leading to business growth and career advancement. By thinking outside the box, you can devise new approaches to challenges and contribute to the organization’s competitive edge.

Whether developing breakthrough products or improving customer experiences, creativity and innovation leads to solutions that differentiate companies in the marketplace.

Resources to help: 

Teamwork and Collaboration

Collaboration goes beyond mere cooperation — it’s about creating synergies where the collective effort produces greater results than individual contributions. Effective teamwork and collaboration are critical in achieving organizational goals. Especially in diverse teams, the ability to integrate different viewpoints and leverage each member’s strengths can drive exceptional outcomes.

Using manufacturing as an example, each phase of fabrication must build on the one that comes before it. On the floor, the team at one station must complete their work before another can complete theirs. The handoff between the two must happen seamlessly to get the work done quickly. Without teamwork and constant collaboration, production slows or stalls. 

The same is true for virtually any other industry, in which working with others is required.

Resources to help: 

Time Management and Organization

Time management and organization skills involve effectively planning and controlling how much time to spend on specific activities to increase efficiency, productivity, and work-life balance.

These skills help professionals prioritize tasks, meet deadlines efficiently, and set realistic goals. Maintaining an organized approach to work can significantly enhance productivity and career advancement. 

In project management, effective time management ensures that projects are completed on schedule and within scope, leading to successful outcomes and client satisfaction. And – organization skills enable medical professionals to manage patient records accurately and deliver timely care.

Without time management and organizational skills, you may find yourself overwhelmed with tasks, missing deadlines, and experiencing higher stress levels, which can hinder professional growth and job satisfaction. 

Resources to help: 

Networking and Relationship-Building

In a world where who you know often matters as much as what you know, networking can dramatically influence career opportunities. Building and maintaining valuable connections with industry peers and mentors can open doors to new opportunities and provide support throughout your career. A strong network can offer advice, mentorship, and resources that are crucial for professional development.

Here's how to get started:

  • Attend industry events and conferences: Engage with peers and experts to expand your professional circle.
  • Leverage social media platforms like LinkedIn: Connect with industry leaders and stay updated on trends and opportunities.
  • Engage in professional associations and groups: Join relevant associations and groups in your field to connect with like-minded professionals. 

Resources to help: 

Elevate Your Career With Transferable Skills

Developing transferable skills is essential for advancing your career. These skills will not only set you apart in job interviews, but also help you stay resilient in the face of change. Skills like these also form a solid foundation for taking on more responsibility at work, whether that’s a more specialized role or one in management.

To help build skills like these, Skillsoft’s CAISY Conversational AI Simulator is designed to recreate realistic work scenarios that can help professionals work on their Power Skills, like those listed above. Learn more about how CAISY works and try it out for yourself. 

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

Announcing Skillsoft’s CAISY™ Conversation AI Simulator

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What are Average Cybersecurity Salaries in 2025? https://www.skillsoft.com/blog/cyber-security-salary-by-role-and-experience-level Thu, 31 Oct 2024 13:00:00 -0400 Sumithra.Appalabottula@sumtotalsystems.com (Sumithra Appalabottula) https://www.skillsoft.com/blog/cyber-security-salary-by-role-and-experience-level

These days, the technology everyone is talking about is AI, and, more specifically, generative AI (GenAI). Ever since OpenAI’s breakthrough app, ChatGPT, was launched, AI has permeated every conversation — from executives in the boardroom to teenagers on social media.

While the true potential (and pitfalls) of AI is still relatively unknown, IT leaders are well aware that as these AI technologies become more sophisticated, so too do the threats they pose. Traditional security measures are no longer sufficient to combat the nuanced tactics employed by malicious actors leveraging generative AI tools to create realistic phishing attacks, deepfakes, and automated intrusion attempts.

As a result, organizations find themselves needing to prioritize the recruitment of cybersecurity roles, such as cybersecurity engineers, analysts, specialists, consultants, and architects. 

Are Cybersecurity Jobs in Demand?

Yes, cybersecurity professionals are in demand. Why? Security professionals are essential to counteract the new security challenges posed by generative AI, as well as continue fighting back against cybercriminals who are always finding new avenues for cyber theft, IP and financial infringement, fraud, and increasingly aggressive cyber-crime.

The demand for cybersecurity professionals also highlights a broader trend: companies must be proactive in building resilient teams that can navigate an increasingly complex digital landscape. These teams, inclusive of technical and non-technical professionals, must be cyber-aware and understand attack vectors, risks and their role in safeguarding information.

The problem is, according to our latest IT Skills and Salary Report, too few have these skills. Thirty-eight percent of IT decision-makers, for example, say cybersecurity professionals are the toughest to hire for. Cybersecurity as a domain is their second greatest priority behind AI. 

Why? Less than one in five IT leaders feel their teams’ security skills are advanced. The rest feel less confident. And skill gaps pose a risk to their ability to protect their organizations. 

Most realize this. Seventy-two percent of leaders plan to invest in training their teams to close gaps, while others will look to hire outside help or add to their teams. For anyone reading this as a hiring manager, it’s important to know that 30% of your peers can’t pay candidates what they want. It’s a common reason for existing gaps on their teams, leaving many with vacant positions. 

How Much Do Cybersecurity Jobs Pay?

Cybersecurity jobs in the United States can range from $50,000 per year to well over $500,000. This broad range reflects the nuances of cybersecurity and the those who work within in. Skills, certifications, years of experience, location and several other factors will affect a professional's salary.

However, in this line of work, organizations are willing to pay top dollar for cybersecurity professionals to stay a step ahead of bad actors and protect their businesses, partners, and customers. After all, they need people who have the skills to protect their company’s most valuable assets.

Looking at our IT Skills and Salary survey, 1,049 survey respondents globally — 479 responses in the U.S. — reported working in a cybersecurity or information security role. 

Below, we break down the current average U.S. salary by role: 

Cybersecurity RoleAverage Salary
Application Security Tester $170,909
Compliance Manager $135,417
Data Loss Prevention Manager $106,250
Executive (CISO, CSO, CIO, etc.) $193,250
Incident Response, Forensic Analyst $109,660
Information Security $110,152
Penetration Tester $104,583
Risk Assessor $110,978
Risk Manager $141,876
Security Administrator $89,636
Security Architect $188,106
Security Auditor $111,200
Security Consultant or Integrator $207,053
Security Engineer or Analyst $105,274
Security Manager or Director $164,480
Security Operations Center (SOC) Analyst $78,611
Senior Leadership (Vice President, Director) $185,578

Salaries Depend on Many Factors

It is important to note that these salaries can vary widely depending on numerous factors, including the individual's additional skills, education, certifications, and years of experience. 

For example, this table shows the average U.S. salaries based on the years of experience of respondents:

Years of ExperienceAverage Salary
<1 year $69,742
1-5 years $89,842
6-10 years $139,613
11-15 years $140,089
16-20 years $153,641
21-25 years $159,945
26+ years $158,957

Cybersecurity Certifications Can Boost Salaries

Furthermore, certified professionals tend to enjoy higher salaries than those without. Some of the highest-paying certifications in the industry focus on cybersecurity, including those below: 

  1. AWS Certified Security - Specialty averages $203,597
  2. CCSP - Certified Cloud Security Professional averages $171,524
  3. CCNP Security averages $168,159
  4. CISSP - Certified Information Systems Security Professional averages $168,060
  5. CRISC - Certified in Risk and Information Systems Control averages $165,890

See a complete list of the highest-paying certifications here.

Start Your Journey to Become a Cybersecurity Professional

Certifications are an important way for professionals to prove they have the skills they need to succeed in cybersecurity, but they're also valuable to employers beyond hiring qualified employees. Earning certification helps a professional build new skills and sharpen existing ones, making them even more effective in their roles. 

In fact, according to our IT Skills and Salary Report, 96% of respondents claim that certified staff added measurable monetary value to their organization every year. In other words, certifications are sources of real, concrete value for organizations and a great place for those looking to jumpstart their cybersecurity careers. 

If you’re looking for some of the top cybersecurity certifications, check out this list of the 20 of the Best Cybersecurity Certifications in 2024 (and What They Pay) → 

At Skillsoft, we also offer virtual and live instructor-led training courses for cybersecurity. You can get started with one of our numerous cybersecurity journeys, which are curated role- and skill-based learning paths designed to transform careers. 

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Celebrating Cybersecurity Awareness Month with Skillsoft's CISO Okey Obudulu https://www.skillsoft.com/blog/cybersecurity-awareness-month-celebration Wed, 30 Oct 2024 16:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/cybersecurity-awareness-month-celebration

During Cybersecurity Awareness Month this October, I had the pleasure of sitting down with Okey Obudulu, Skillsoft's Chief Information Security Officer (CISO), to learn about his unique approach to cybersecurity. 

Okey's career journey spans a range of environments, each adding to his expertise. He spent some time in law enforcement as a criminal digital forensic investigator, handling highly sensitive information. Later, as VP of Cybersecurity at Goldman Sachs, he implemented best practices within a heavily regulated financial sector. Seeking new challenges, he moved on to lead and build cybersecurity programs from the ground up at start-ups like Justworks and Codecademy

These varied experiences equip Okey with a distinctive perspective on designing and sustaining effective cybersecurity strategies. In this interview, he discusses the CISO role, the obstacles he faces, and the pivotal role of cybersecurity in today’s digital landscape. 

For more insight from Okey, check out this on-demand webinar he participated in this month to delve into insights from Skillsoft’s 2024 Cybersecurity Awareness Report. The webinar highlights the most impactful courses and certifications shaping the industry in 2024, from cloud security fundamentals to ethical hacking.

The Role of a CISO

Following Skillsoft's acquisition of Codecademy in 2022, Okey transitioned from leading cybersecurity at Codecademy to overseeing Skillsoft’s cybersecurity efforts, marking a significant evolution in his role. 

Strategic leadership is essential for defining the vision and guiding the execution of a cybersecurity program. “Our team benefits from strong, hands-on guidance across key domains to drive program success and resilience,” Okey explained.

Cybersecurity is a dynamic field, constantly presenting new challenges. It's essential to quickly understand emerging issues and determine their impact on our organization. “On some days, this means swiftly addressing new threats,” said Okey. “On others, it involves making informed decisions about the controls we are implementing or already have in place.” 

Adaptability is key to navigating these changes and maintaining a robust security posture.

Getting hands-on and engaging with the work is vital. Maintaining a certain level of depth across all security domains helps Okey stay attuned to key priorities and support team members whose roles cover those areas. This approach enables the organization to establish a comprehensive program that provides the right level of protection for the company.

“Collaboration with legal, privacy, and compliance teams is a significant aspect of our work,” said Okey. “Meeting regulatory, compliance, and contractual requirements is non-negotiable. Additionally, managing vendor risk is a dual responsibility—we must scrutinize our vendors while also ensuring we protect our customers as vendors ourselves.”

For Okey, the best part of his job is the constant challenge. “You can never get bored!” he exclaims. This enthusiasm and dedication are evident in the way he approaches his work and leads his team.

Vendor Risk and Customer Obligation

For any cybersecurity professional, managing vendor risk is a dual responsibility.  

CISOs must scrutinize every vendor their organization works with to ensure they are protecting our confidential information. At the same time, they need to protect customers as vendors, themselves.  

Okey believes that every business, including Skillsoft, has three cybersecurity obligations to its customers: 

  • Don’t collect information you shouldn’t be collecting. “If you are not going to use the information you’re collecting from your customers for a specific purpose, you don’t need to collect it,” said Okey.  
  • What you collect, you are responsible for protecting. “We see this pop up in the news when a company has been breached and a customer’s information is now in the ether,” Okey explained. “All information should be used for a clear purpose. That limits the potential for it to fall into the wrong hands.”  
  • Limit the potential for a breach. Okey believes that customers and vendors need to be partners. “Customers bring a vendor on because they have a business problem to solve,” he explains. “To be successful, the vendor must help the customer solve that problem.” However, vendors need to proactively manage security to reduce the risk of breaches, helping customers achieve their goals. 

Skillsoft is committed to keeping customers’ information safe, remaining compliant with security and privacy requirements, and mitigating the risk of a security breach.  

Mitigating the Risk of a Cybersecurity Breach

According to Okey, a well-rounded cybersecurity program encompasses three critical aspects, which can help to mitigate the risk of a cybersecurity breach: 

  • Protect Assets: The primary goal of cybersecurity is to safeguard an organization's valuable assets, including data, intellectual property, and infrastructure. This can prevent unauthorized access, data breaches, and other cyber threats that could lead to financial loss, reputational damage, and operational disruptions. 
  • Meet Regulatory Requirements: Compliance with regulatory requirements is essential to avoid legal penalties and maintain the trust of customers, partners, and stakeholders. Regulations such as GDPR, CCPA and others mandate specific security practices and measures to protect sensitive information. Adhering to these regulations ensures that the organization operates within the legal framework and demonstrates a commitment to data protection and privacy. 
  • Enable the Business: A robust cybersecurity program not only protects the organization but also supports its growth and success. Your security program can enable the business in a variety of ways, including regular security audits, sales enablement, showcasing your commitment to security and privacy, and building and maintaining trust with customers and prospects. 

By focusing on these elements, CISOs can build a resilient cybersecurity program that not only safeguards the organization but also fosters its growth and enhances its reputation. 

Tips for Improving Cybersecurity in Your Organization

Here are some eye-opening statistics on cybersecurity threats: 

  • Cybercrime costs are expected to grow by 15% per year over the next five years, reaching $10.5 trillion annually by 2025. 

With these in mind, and as we wrap up our conversation, Okey shares some final thoughts on what CISOs should be thinking about every day. “Unfortunately, regardless of how much focus and investment goes into cybersecurity, there are no guarantees.” 

But here are some practical tips to improve your organization’s cybersecurity outlook:

  • Regularly Update Software and Systems: Ensure that all software and systems are up-to-date with the latest security patches. This helps protect against known vulnerabilities. 
  • Implement Strong Password Policies: Encourage the use of strong, unique passwords and consider implementing multi-factor authentication (MFA) to add an extra layer of security. 
  • Educate Employees: Conduct regular training sessions to educate employees about cybersecurity best practices, such as recognizing phishing emails and avoiding suspicious links. 
  • Back Up Data: Regularly back up important data and ensure that backups are stored securely. This can help mitigate the impact of ransomware attacks. 
  • Monitor Network Activity: Implement tools to monitor network activity and detect any unusual behavior that could indicate a security breach. 
  • Develop an Incident Response Plan: Have a clear incident response plan in place so that your organization can quickly and effectively respond to any security incidents. 

By following these tips and staying vigilant, organizations can better protect themselves against the ever-evolving landscape of cybersecurity threats. 

Curious about what types of cybersecurity training learners are pursuing in 2024? 

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What Skills Do You Need To Work in Cybersecurity? https://www.skillsoft.com/blog/what-skills-do-you-need-to-work-in-cybersecurity Fri, 25 Oct 2024 04:44:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/what-skills-do-you-need-to-work-in-cybersecurity

In today’s interconnected digital landscape, cybersecurity continues to be one of the most sought-after skills for tech professionals worldwide. 

With data breaches at an all-time high and threats becoming more sophisticated, driven by the advancement of technologies like AI, understanding cybersecurity principles is vital for everyone in an organization, helping professionals contribute more effectively to their teams and enhance career prospects. 

To successfully combat cyberattacks, organizations must continually reassess their strategies and enhance employee training. Embracing AI-driven defenses and fostering a culture of continuous learning will help protect digital infrastructures, ensuring competitiveness and resilience against evolving cyber threats

Top Cybersecurity Skills

With the advancement of technology in the modern cyber landscape, the risks and threats of cyberattacks have also advanced, underscoring the imperative need for talented workers who are skilled in cybersecurity and equipped to handle the most dangerous threats. 

So, whether you're just starting out in the field, or looking to advance in your position, here are the top skills you need to work in cybersecurity:

1. Network Security

Network security consists of the policies, processes, and practices adopted to prevent, detect, and monitor unauthorized access, misuse, modification, or denial of a computer network and network-accessible resources. Understanding these protocols, vulnerabilities, and mitigation strategies is crucial for securing networks and preventing unauthorized access. 

Interested in learning more about network security? Check out these resources from Skillsoft:

2. Cloud Security

With more and more organizations moving their data to cloud platforms, cloud-based security providers must protect and keep their data secure. Mastering cloud security concepts like access control, encryption, and compliance frameworks is essential and will provide you with the foundations you need to secure data in the cloud.

Interested in learning more about cloud security? Check out these resources from Skillsoft:

3. Artificial Intelligence

Over one-third of C-suite leaders point to cybersecurity and AI as top investment areas for upskilling this year. Artificial intelligence can enhance the scale and complexity of cyberattacks, highlighting the importance of understanding the new technology and how to use it for good. It can also help security experts understand the cyber environment and identify abnormal activity.

Interested in learning more about artificial intelligence? Check out these resources from Skillsoft:

4. Incident Response

Incident response procedures are essential to enterprise security operations. In the event of a cyberattack, it’s crucial to have a clear incident response plan and the necessary skills to implement it efficiently to reduce damage and expedite recovery. This encompasses skills like identification, containment, eradication, and recovery. 

Interested in learning more about incident response? Check out these resources from Skillsoft:

5. Ethical Hacking

To protect an organization’s network and infrastructure effectively, you’ll need to fully understand how they can be exploited in the first place. That’s why most cybersecurity professionals must learn how to hack ethically. By developing the same skills as a hacker, you can then work to create effective solutions for thwarting these attacks.

Interested in learning more about ethical hacking? Check out these resources from Skillsoft:

6. Security Operations

Overseeing and managing security systems, analyzing security logs and alerts, and addressing security incidents is vital for sustaining a robust security stance. Proficiency in security operations tools and strategies is crucial for ongoing monitoring and detection of threats. 

Interested in learning more about security operations? Check out these resources from Skillsoft:

7. Secure Coding

With the increasing reliance on software, writing secure code is imperative. Understanding secure coding practices and principles, such as input validation, data sanitization, and memory management, is essential for building secure applications that will protect sensitive data throughout your organization. 

Interested in learning more about secure coding? Check out these resources from Skillsoft:

8. Communication

In addition to hard skills, possessing power skills is also imperative for cybersecurity professionals. As a cybersecurity expert, you will work closely with different teams and departments, so it is important to communicate effectively in order to explain your issues, concerns, and solutions to others. You must be able to comprehensively convey even the most technical information to individuals of all different levels of technical comprehension. 

Interested in learning more about communication? Check out these resources from Skillsoft:

9. Problem-Solving

As a cybersecurity professional, problem-solving will be a major part of your day-to-day work. You must find creative ways to tackle and address complex information and security challenges across various existing and emerging technologies and digital environments. 

Interested in learning more about problem-solving? Check out these resources from Skillsoft:

10. Risk Management

Risk management involves identifying, evaluating, and prioritizing risks, followed by minimizing, monitoring, and controlling the impact or probability of those risks occurring. Your ability to think through what could go wrong, assess the severity of threats, and gauge the potential impact of attacks will empower you to work through problems proactively and have a bigger impact on your organization. 

Interested in learning more about risk management? Check out these resources from Skillsoft:

Improving Your Cybersecurity Skills with Training and Certification

Today's cybersecurity industry faces a significant talent shortage, with a global shortage of 3.4 million cybersecurity professionals. 

When it comes to improving your cybersecurity skills, there are many ways to ensure you are prepared to take on the challenges presented by the workforce. Most importantly, this involves staying up-to-date on the latest technologies and threats and establishing strong cybersecurity knowledge grounded in training and certification. 

A well-trained workforce is at the core of every organization’s defense against cyber threats. A workforce that understands that today’s cybercriminals must be met with a deep understanding of the technology powering the attacks and the skills and knowledge to help stop them. That starts with continuous education.

Certifications ensure that cybersecurity professionals stay informed about the latest technological developments and emerging threats, maintain their preparedness for new challenges, and provide a competitive edge, validating their skills and knowledge to potential employers. Here are some of the most significant benefits of certification:

Career advancement: Certification can unlock new career opportunities, demonstrating commitment and a willingness to enhance skills. This often leads to promotions, leadership roles, and higher-paying positions

Increased credibility and marketability: Being certified boosts credibility and marketability in a competitive job market. It signals to employers that you possess the necessary knowledge and skills to protect their systems and data

Better compensation: Certified professionals typically earn higher salaries, with potential increases of up to 20%, compared to those without certifications.

Keeping up with the technology and threats: certification programs ensure that professionals stay informed about the latest technological developments and emerging threats, maintain their preparedness for new challenges

Industry recognition: Many employers prefer or require certifications during hiring or promotions. A significant percentage of organizations consider certifications a critical factor in their decision-making process.

No one is safe from cybercrime. Every second counts regarding threats; the better an organization's employees are prepared, the better they can fight against attacks.  

With continuous cybersecurity training and sound data security policies, you can help prevent the unauthorized or unintentional disclosure of data across your organization, protecting your customers, your people, and your reputation.

Start today! 

Learn more about the most significant trends in cybersecurity by reading Skillsoft’s Cybersecurity Awareness Report.

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How Non-Linear Career Paths Can Boost Your Workforce Agility https://www.skillsoft.com/blog/how-non-linear-career-paths-can-boost-your-workforce-agility Thu, 24 Oct 2024 09:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/how-non-linear-career-paths-can-boost-your-workforce-agility

Did you see those recent headlines about Nike’s new CEO? His name is Elliott Hill and he started at Nike in 1999 as a sales intern. Little did he know that his three-decade long career would lead him to be Nike’s new Chief Executive Officer in 2024. 

Hill exemplifies a growing trend: an untraditional career path that has put him in 14 different roles across several different teams. How was he able to do this? His skills were a valuable currency, allowing him to change roles based on his interests and market opportunities. 

While traditional career paths are linear, often moving from coordinator to specialist to manager, they often negate the employee’s interests or passions that will ultimately lead to them being satisfied in their role. When those interests aren’t factored into an employee’s career plan, it can lead to decreased job satisfaction and lower engagement. 

Frankly, in today’s new way of work and with all the changes brought by AI, maintaining traditional linear career planning would do both your employees and your organization a disservice. Skills-based workforce planning empowers organizations to harness the unique capabilities of their employees and remain agile. Here’s how your organization can start embracing non-linear career paths and boost your workforce agility:

Non-linear Career Paths

Non-linear career paths are those that do not follow a predetermined or predictable sequence of roles or positions within an organization or industry (e.g. coordinator to specialist to manager). Focusing on an individual employee’s interests and skills allows employees to pivot across roles and industries more fluidly, taking advantage of their diverse skill sets and experiences.

Some examples of non-linear career paths are:

  • A marketing manager who transitions to a product manager role in a different industry, leveraging their customer insights and communication skills.
  • A software engineer who becomes a data analyst, applying their coding and problem-solving skills to extract insights from data.
  • A teacher who becomes a curriculum developer, using their educational background and writing skills to create engaging and informative content.

Why Non-linear Career Paths Are the Future

Imagine a work environment where career progression isn't a straight line but a dynamic journey that adapts to individual strengths and market trends. Non-linear career paths offer this strategic advantage, enabling employees to rapidly adjust to shifting business demands and customer expectations by seamlessly transitioning into roles or projects suited to their skills. This flexibility not only benefits employees but also empowers employers to optimize talent allocation, making the most of existing workforce capabilities without needing to hire externally or outsource.

These career paths also promote a culture of learning and continuous skill development. Employees are motivated to keep pace with the latest industry trends and technologies, ensuring their skills are both relevant and advanced. This dedication to growth fosters innovation, allowing employers to cultivate an environment that values knowledge and skill enhancement.

Moreover, non-linear career paths equip employees to thrive amidst the uncertainties and complexities of the future workplace, confidently embracing change and diversity. For employers, this translates to nurturing a workforce that is resilient and ready to capitalize on emerging opportunities while addressing potential challenges. By supporting non-linear career paths, organizations are building a workforce poised to succeed in an ever-evolving market landscape.

How to Implement Non-linear Career Paths:

Implementing non-linear career paths requires a focus on skills and competencies over titles and hierarchies.  

Pivoting your workforce planning strategy involves several steps alongside a shift in mindset and culture. First, ensure your current strategies align with talent development goals by identifying your organization's current state of skilling. Then, assess the skills and interests of your employees to understand their strengths and aspirations. This foundational step allows you to map out potential career trajectories that leverage individual talents.

Next, create flexible role structures that accommodate dynamic shifts in responsibilities and projects. This flexibility enables employees to explore different roles that match their evolving interests and skills. Encourage cross-functional projects, giving employees the opportunity to collaborate across various departments. This not only broadens their skill sets but also enhances their understanding of the organization as a whole.

Providing continuous learning opportunities is crucial. Offer training programs, workshops, and access to educational resources to ensure employees stay updated with industry trends and technologies.

Lastly, maintain open communication between management and employees. Regular discussions about career aspirations and development plans help align individual career paths with the organization’s strategic objectives. By supporting career development through transparent communication and structured planning, organizations can effectively implement non-linear career paths that benefit both employees and the company.

Whether we’re prepared for it or not, skills and having the right talent in the right roles is the most valuable asset an organization has. By focusing on skills and interests rather than rigid hierarchies, you can enhance employee satisfaction and agility, creating a future-ready team equipped with the skills to seize tomorrow's opportunities.

Invest in the right tools to effectively index and leverage your workforce's skills, ensuring your organization is prepared. 

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20+ Top-Paying IT Certifications Going Into 2025 https://www.skillsoft.com/blog/top-paying-it-certifications Thu, 24 Oct 2024 07:01:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/top-paying-it-certifications

Nearly all IT leaders agree that certified staff add value to their organizations, with most saying in excess of $30,000 a year. And when you consider the monetary costs of preparing for and sitting the exam, the payback is quite substantive, especially how those returns show up for the organization. 

Most often, leaders notice an uptick in productivity as those employees who earn certifications feel energized and more engaged at work. But certifications make a difference in other ways too. 

Shorter resolution times, projects move faster, deployments are smoother, and employee retention edges up as well. This is all according to recent findings from Skillsoft’s annual IT Skills and Salary survey, which has collected data about certifications and their value to individuals and organizations for nearly two decades. The survey also informs a comprehensive report you can find here, with a new volume releasing soon. Subscribe to the blog for updates on its release. 

This year, we examined the reported salaries of individuals around the world to find the highest-paying certifications in the IT industry. 

This list is the result of thousands of IT professionals graciously participating in the survey, which is distributed to technical professionals worldwide by Skillsoft and its partners, including CompTIA, Google Cloud, ISACA, Nutanix, Cisco, Microsoft, and CQURE.

The cumulative results are fascinating insights into the value of skills and certifications. This year in the U.S. alone, more than 2,000 professionals participated in the survey. 

That’s how we’ve arrived at this specific list of the highest paying certifications in the U.S. 

However, you’ll also find the highest-paying certifications worldwide, in Europe and the Middle East, in the Asia-Pacific and Latin American regions too. 

In these lists, you’ll see similar trends to past years. 

“This year’s list shows that cloud computing skills remain in high demand and can be quite lucrative for tech professionals,” said Greg Fuller, vice president of Codecademy Enterprise. “Overall, the IT job market is characterized by a significant imbalance between supply and demand, which continues to drive salaries higher. Our data suggests that tech professionals skilled in cloud computing, security, data privacy, and risk management, as well as able to handle complex, multi-faceted IT environments, will be well positioned for success.”

However, it’s important to remember salaries are the culmination of several factors, including the ability to apply your skills at work, job role, continuous professional development, tenure, and hard work. 

What’s more, this list also provides a snapshot of the average certification holder, including the average number of certifications held, the most popular cross-certification, if they are in management, and their average age. 

As we compile this list, we look for certifications that have at least 40 survey responses — unless noted otherwise — before considering other factors. To see more about how we collected this data and compiled the list, read the methodology at the end of the post.

Are IT Certifications Worth the Time and Effort?

The Short Answer: Yes! 

Professionals who dedicate the time to earning a certification see it pay off in many ways. Most often, they improve their skills, which then translates to higher quality outcomes that they arrive at faster. With this, they often feel more engaged and confident at work. The survey shows earning a certification has also led to pay raises, promotions and new jobs. 

So, are they worth it? For those looking for any of the above, it's a resounding yes. But, earning a certification takes time, effort, and often money. 

For individuals, it's best to check with your employer to see if training is already offered to earn the certification you're interested in. If it's available, carve out time daily to chip away at the learning journey before attempting the exam. Creating a habit will make the herculean effort feel less overwhelming, and taking advantage of training that's already available should save you from paying extra. Once you've earned the certification, don't forget to add it to your LinkedIn profile and resume too. 

If training isn't available, build a business case for it and keep it simple. (And use our report as back up!) The benefits to individuals are clear, but the same is true for employers. Faster resolution times, a more engaged workforce, and decreased errors all support an organization's overarching mission to create the best possible experience for its customers, patients, employees, stakeholders, and so on. 

Most IT leaders who took Skillsoft's annual survey see the value in both training and certifications too, which means most are already bought in. Leaders say training improves team morale and attrition — both are common issues in the industry — and even helps increase revenue, meet client requirements, and win new business. 

Finally, IT leaders agree certified employees add more value to their organizations than non-certified employees — most often at $30,000 or more a year. Consider that figure against the cost of a prep course (which could range from a couple hundred to many thousands) and exam fees (which are often a couple of hundred dollars or less). The ROI becomes evident quickly.

So, again, are certifications worth it? Yes, we think so.

The Highest-Paying Certifications in the United States

Below are the top 20 highest-paying technical certifications in the United States, according to responses to the IT Skills and Salary survey. 

If you’re a returning reader, you’ll notice many have graced this list in the past and also a few that made the list for the first time.

  1. AWS Certified Security - Specialty averages $203,597
  2. Google Cloud - Professional Cloud Architect averages $190,204
  3. Nutanix Certified Professional - Multicloud Infrastructure (NCP-MCI) v6.5 averages $175,409
  4. CCSP - Certified Cloud Security Professional averages $171,524
  5. CCNP Security averages $168,159
  6. CISSP - Certified Information Systems Security Professional averages $168,060
  7. CCIE Enterprise Infrastructure averages $166,524
  8. CRISC - Certified in Risk and Information Systems Control averages $165,890
  9. AWS Certified Developer – Associate averages $165,171
  10. CIPP - Certified Information Privacy Professional averages $161,439
  11. Microsoft 365 Certified: Administrator Expert averages $160,044
  12. CISM - Certified Information Security Manager averages $157,189
  13. CIPM - Certified Information Privacy Manager averages $155,976
  14. AWS Certified Solutions Architect – Associate averages $155,597
  15. CISA - Certified Information Systems Auditor averages $155,362
  16. CGEIT - Certified in the Governance of Enterprise IT averages $152,838
  17. Microsoft Certified: Azure Administrator Associate averages $148,849
  18. Google Cloud - Associate Cloud Engineer averages $146,533
  19. CEH - Certified Ethical Hacker averages $146,260
  20. CDPSE - Certified Data Privacy Solutions Engineer averages $146,033

#1 AWS Certified Security – Specialty

Average Annual Salary: $203,597

The AWS Certified Security – Specialty certification ranked sixth on this list the past two years. Last year, it commanded an annual salary of $166,449 — roughly 22% less than this year. The year before, it earned professionals $149,741.

Why the steady rise? Findings from the survey may help paint a picture. 

Globally, AWS is the vendor most IT leaders plan to prioritize in the year ahead, just behind Microsoft. What’s more, cybersecurity is among the top skill areas they plan to invest in more. This is because it’s exceedingly tough to hire candidates with the skills they need, according to the survey results. And when asked to assess their team’s security skills, the lion’s share feel ambivalent about their abilities. (AWS also reports job listings that show this certification as a requirement rose 73% from 2021 to 2022.)

All these factors combined make professionals with this certification highly valuable. 

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.

SEE OUR CERTIFICATION TRAINING FOR AWS

AVERAGE CERTIFICATION-HOLDER
Salary $203,597
Average number of certifications 37
Earned a certification in the last year 53%
Average age 37
Likely job role Security Engineer or Analyst
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 35%

#2 Google Cloud – Professional Cloud Architect

Average Annual Salary: $190,204

Google Cloud’s Professional Cloud Architect certification has ranked highly on this in the past, often trading places for the top with others like Google Cloud’s Professional Data Engineer certification and comparable credentials from AWS. Last year, it topped the list with an average salary of $200,960. The year before, it ranked third with an average annual salary of $161,371.

Cloud computing is an area that’s as important as it is trying. The technology is widespread by now, adopted by organizations of all kinds worldwide because it’s efficient, cost-effective, and conducive to modern work — whether it’s application development or a personal drive. 

However, it’s still tough to find professionals with the right skill set. While cybersecurity is the toughest area to source talent, cloud computing isn’t far behind (it’s third on the list). Similarly, most in leadership feel their team’s skills could be stronger in this area.  

When a prospective job candidate comes to the table with this certification, recruiters and hiring managers alike feel assured they’ve found someone who can do the job — and many are looking for help with the Google Cloud Platform. The survey shows Google Cloud rounds out the top three priority vendors globally, behind Microsoft and AWS.

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.

SEE OUR CERTIFICATION TRAINING FOR GOOGLE CLOUD

AVERAGE CERTIFICATION-HOLDER
Salary $190,204
Average number of certifications 28
Earned a certification in the last year 77%
Average age 41
Likely job role Cloud Architect
Popular cross certification AWS Certified Cloud Practitioner
% holding a cybersecurity certification 43%
% in management 49%

#3 Nutanix Certified Professional - Multicloud Infrastructure (NCP-MCI) V6.5

Average Annual Salary: $175,409

The Nutanix Certified Professional – Multicloud Infrastructure (NCP-MCI) certification has ranked on this list before. Two years ago, it was the eighth highest paying at $147,170. This year, at nearly 20% more, it rounds out the top three and further validates the sustained demand for cloud computing skills. 

More often today, organizations enlist the services from multiple cloud providers to get the best from each. While promising, it can be tricky to manage, which is what Nutanix prides itself on. The company’s cloud platform promises to simplify the management of cloud services. 

As a professional who’s well-versed in such a platform, you’d be a lifesaver to those organizations struggling to operate more efficiently but mired in complex processes and disjointed services. 

Earning this certification proves your abilities to deploy and manage virtual infrastructure components and VMs, perform operational maintenance tasks, and initiate disaster recovery. It’s best suited for those with roughly three years of professional experience, including one working with Nutanix specifically. 

The knowledge objectives: 

  • Manage Cluster, Nodes, and Features
  • Manage Cluster Storage
  • Configure Cluster Networking and Network Security
  • Analyze and Remediate Performance Issues
  • Configure, Analyze, and Remediate Alerts and Events
  • Manage VM Deployment and Configuration

To earn this certification, candidates must pass the exam. It costs $199 USD, spanning 75 questions. Professionals have 120 minutes to complete the exam.

SEE OUR CERTIFICATION TRAINING FOR NUTANIX

AVERAGE CERTIFICATION-HOLDER
Salary $175,409
Average number of certifications 6
Earned a certification in the last year 73%
Average age 41
Likely job role Systems Engineer
Popular cross certification Microsoft Certified: Azure Fundamentals
% holding a cybersecurity certification 17%
% in management 13%

#4 CCSP - Certified Cloud Security Professional

Average Annual Salary: $171,524

ISC2’s CCSP certification is an excellent choice for advanced security practitioners who want to earn more credibility at work, validate the versatility of their skill set, and join a respected peer network. 

This certification validates a professional’s ability to apply best practices, as set by the ISC2 community and experts, to secure cloud environments. It also meets the Department of Defense’s 8140 compliance requirements for those who intend to work as a contractor or employee. 

The CCSP exam covers six domains: 

  • Cloud Concepts, Architecture and Design (17%)
  • Cloud Data Security (20%)
  • Cloud Platform & Infrastructure Security (17%)
  • Cloud Application Security (17%)
  • Cloud Security Operations (16%)
  • Legal, Risk and Compliance (13%)

To officially earn this certification, candidates must have at least five years of professional work experience, including three in security and one year in one of the domains listed above. If you don’t have the experience, you can still pass the exam and become an Associate of ISC2 until you do. 

It costs $599 USD to sit the exam. After passing, you must start the application process, agree to the ISC2 Code of Ethics and pay the annual maintenance fee. 

SEE OUR CERTIFICATION TRAINING FOR CCSP

AVERAGE CERTIFICATION-HOLDER
Salary $171,524
Average number of certifications 29
Earned a certification in the last year 72%
Average age 42
Likely job role Security Consultant or Integrator
Popular cross certification Security+
% holding a cybersecurity certification 100%
% in management 61%

#5 Cisco Certified Network Professional (CCNP) - Security

Average Annual Salary: $168,159

A specialist certification from Cisco, the CCNP Security credential covers a range of domains that professionals need to be successful as a network security engineer or security analyst. 

Being CCNP Security certified means you’ve proven your knowledge and skills in security infrastructure. Candidates can identify threats and vulnerabilities, setup and manage firewalls, secure cloud applications, configure various identity and access management features, and more. 

To earn the certification, you must pass two exams: the core and the concentration. The core exam tests candidates’ knowledge of security infrastructure, and it serves as a qualifier for the CCIE Security certification. It costs $400 USD. Candidates have 120 minutes to complete it. 

The concentration exam is — as the name would suggest — more specific, and Cisco offers many exam options to pick from. This allows practitioners the chance to customize the certification to their ideal career trajectory. These cost $300 USD and last up to 90 minutes. The concentration exams:

  • Securing Networks with Cisco Firewalls
  • Implementing and Configuring Cisco Identity Services Engine
  • Securing Email with Cisco Secure Email Gateway
  • Securing the Web with Cisco Secure Web Appliance
  • Implementing Secure Solutions with Virtual Private Networks
  • Automating Cisco Security Solutions
  • Designing and Implementing Secure Cloud Access for Users and Endpoints

If you plan to pursue this certification, you can also redeem Cisco Learning Credits, which are prepaid learning vouchers often purchased by an employer. It’s worth checking with your team or learning and development department to check what’s available. 

SEE OUR CERTIFICATION TRAINING FOR CCNP SECURITY 

AVERAGE CERTIFICATION-HOLDER
Salary $168,159
Average number of certifications 46
Earned a certification in the last year 39%
Average age 41
Likely job role Network Engineer
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 70%

#6 CISSP - Certified Information Systems Security Professional

Average Annual Salary: $168,060

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 2023, the reported annual earnings have stayed fairly consistent. In 2022, professionals reported an average annual salary of $158,191. In 2023, $156,699. 

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. Then, you’ll have up to six years to obtain the required experience to earn your CISSP. The exam is $749 USD.

SEE OUR CERTIFICATION TRAINING FOR CISSP

AVERAGE CERTIFICATION-HOLDER
Salary $168,060
Average number of certifications 18
Earned a certification in the last year 66%
Average age 44
Likely job role Security Manager or Director
Popular cross certification ISACA’s CISM
% holding a cybersecurity certification 100%
% in management 58%

#7 Cisco Certified Internetwork Expert (CCIE) Enterprise Infrastructure

Average Annual Salary: $166,524

The CCIE Enterprise Infrastructure certification validates the skills a network architect or systems engineer should have today while working with enterprise networks. It proves one’s knowledge and skills in designing and managing software-defined networks that are fault-tolerant and scalable; automating tasks to cut costs and reduce errors; routing, switching and multicast; and accounting for security.   

Like other Cisco certifications, you must pass two exams to earn this one: the core and the concentration. The first tests candidate’s knowledge of enterprise infrastructure. It’s called Implementing Cisco Enterprise Network Core Technologies, or 350-401 ENCOR. This one costs $400 USD and spans 120 minutes. 

The second is an intensive hands-on exam. It tests candidates’ knowledge of working with enterprise networks start to finish. Candidates must know how to create a network at this scale, maintain and optimize it over time. It costs $1,600 USD and spans eight hours. 

As with other Cisco certifications and training, you can redeem Cisco Learning Credits if they’re available to you. These are prepaid vouchers that cover the cost of training, exams and more. 

SEE OUR CERTIFICATION TRAINING FOR CISCO

AVERAGE CERTIFICATION-HOLDER
Salary $166,524
Average number of certifications 45
Earned a certification in the last year 31%
Average age 38
Likely job role Enterprise Architect
Popular cross certification CISSP
% holding a cybersecurity certification 57%
% in management 58%

#8 CRISC (Certified In Risk And Information Systems Control)

Average Annual Salary: $165,890

ISACA’s Certified in Risk and Information Systems Control (CRISC) is another highly respected certification that’s appeared on this before, as well as featured in our annual IT Skills and Salary Report. Last year, it ranked 14th on the worldwide list of highest-paying certifications, earning professionals an average of $133,616.

This certification is for those who manage their organization’s risk. These professionals evaluate and address emerging technology — this includes AI — to help reduce and manage risk by putting control systems into place. It spans four domains: Corporate IT Governance, IT Risk Assessment, Risk Response and Reporting, and Information Technology and Security. 

The ideal candidate for the 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.

The certification exam costs $575 USD for members and $760 for non-members. After passing the exam, candidates pay a $50 application processing fee, submit their application and agree to the code of ethics and continuing education policies.

SEE OUR CERTIFICATION TRAINING FOR CRISC 

AVERAGE CERTIFICATION-HOLDER
Salary $165,890
Average number of certifications 28
Earned a certification in the last year 55%
Average age 44
Likely job role Security Manager or Director
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 75%

#9 AWS Certified Developer – Associate

Average Annual Salary: $165,171

The AWS Certified Developer - Associate certification validates a professional’s 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, including some 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. 

SEE OUR CERTIFICATION TRAINING FOR AWS

AVERAGE CERTIFICATION-HOLDER
Salary $165,171
Average number of certifications 44
Earned a certification in the last year 47%
Average age 37
Likely job role Cloud Engineer
Popular cross certification Security+
% holding a cybersecurity certification 65%
% in management 73%

#10 CIPP - Certified Information Privacy Professional

Average Annual Salary: $161,439

The CIPP certification from the IAPP ranks on this list for the first time. Why? AI may have something to do with it. “While AI certifications are not yet at the forefront, the increasing emphasis on data privacy and compliance is closely tied to the rollout of AI technologies,” said Greg Fuller, with Codecademy Enterprise. 

And that’s where the IAPP comes in. It supports professionals who work at the junction of data privacy, AI governance and digital responsibility. The IAPP provides resources, training and a peer network to help professionals advance in their careers.

The CIPP certification is meant for those professionals who must know data privacy laws inside and out, and perhaps more so, understand how they may impact an organization — wherever they are in the world. The IAPP offers five regional versions of the certification to help professionals specialize in that region’s regulations and means of enforcement. 

To certify, candidates must pass the exam, which costs $550 USD, lasts two and a half hours, and presents 90 questions.

AVERAGE CERTIFICATION-HOLDER
Salary $161,439
Average number of certifications 52
Earned a certification in the last year 42%
Average age 38
Likely job role IT Audit Manager
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 85%

#11 Microsoft 365 Certified: Administrator Expert

Average Annual Salary: $160,044

Microsoft’s Administrator Expert certification validates a professional’s ability to manage a tenant, Entra ID identity and access, handle security threats using Defender XDR, and account for compliance using Purview. It’s designed for those who work collaboratively with other administrators and those responsible for 365 workloads, infrastructure, security and more. 

An expert-level certification, candidates should have experience working with several Microsoft tools (like those mentioned before), and be well versed in networking, server administration, DNS and PowerShell. Further, candidates must have at least one prerequisite certification before attempting this one. They include Endpoint Administrator Associate, Messaging Administrator Associate, and Identity and Access Administrator Associate. 

Once meeting the requirements, you must pass the exam, MS-102 Microsoft 365 Administrator. It costs $165 USD.

SEE OUR CERTIFICATION TRAINING FOR MICROSOFT

AVERAGE CERTIFICATION-HOLDER
Salary $160,044
Average number of certifications 30
Earned a certification in the last year 63%
Average age 42
Likely job role Enterprise Architect
Popular cross certification Security+
% holding a cybersecurity certification 63%
% in management 63%

#12 CISM - Certified Information Security Manager

Average Annual Salary: $157,189

ISACA's Certified Information Security Manager (CISM) certification continues to be a highly credible, high-paying credential in the cybersecurity field. In 2022, it ranked as the second highest-paying certification, commanding an average annual salary of $162,347. Last year, it ranked fifth at $167,396.

CISM sustains its presence this year for good reason. Cybersecurity continues to be a top priority for leader 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 have five years of professional work experience and pass 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

SEE OUR CERTIFICATION TRAINING FOR CISM

AVERAGE CERTIFICATION-HOLDER
Salary $157,189
Average number of certifications 17
Earned a certification in the last year 63%
Average age 45
Likely job role Security Manager or Director
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 68%

#13 CIPM - Certified Information Privacy Manager

Average Annual Salary: $155,976

The CIPM certification from IAPP graces this list for the first time, along with the aforementioned CIPP. This certification is for those in management who are accountable for creating and maintaining privacy programs from start to finish.

Together with a CIPP/E (as in Europe) certification, the organization says candidates meet the DPO requirements of GDPR. “The CIPP/E relates to the knowledge a DPO must have concerning the European legal framework of the legislation, and the CIPM to the theoretical aspects necessary to lead an organization’s data protection efforts,” the IAPP says on its website.

Training for this certification will focus on these domains: creating a company vision, structuring a privacy team, developing a framework, communicating with stakeholders, measuring performance, and learning about a program’s lifecycle.  

Those who plan to pursue this certification must pass the exam. It costs $550 USD, lasts two and a half hours and presents 90 questions.

AVERAGE CERTIFICATION-HOLDER
Salary $155,976
Average number of certifications 51
Earned a certification in the last year 25%
Average age 36
Likely job role IT Audit Manager
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 83%

#14 AWS Certified Solutions Architect – Associate

Average Annual Salary: $155,597

Consistently a popular and high-paying certification is the AWS Certified Solutions Architect — Associate, the precursor to the professional-level credential. Last year, this earned professionals an average salary of $160,052. The year before, it was $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. However, candidates should have a year of hands-on experience designing systems on AWS before attempting it.

The exam costs $150 USD. Candidates have 130 minutes to complete the 65-question exam.

SEE OUR CERTIFICATION TRAINING FOR AWS

AVERAGE CERTIFICATION-HOLDER
Salary $155,597
Average number of certifications 25
Earned a certification in the last year 70%
Average age 40
Likely job role Cloud Architect
Popular cross certification Security+
% holding a cybersecurity certification 53%
% in management 48%

#15 CISA - Certified Information Systems Auditor

Average Annual Salary: $155,362

ISACA's Certified Information Systems Auditor certification ranked eleventh last year, with an average annual salary of $154,500 — just $862 shy of this year. The year before (2022), this certification earned professionals $142,366.

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 have passed 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 members and $760 USD for non-members. 

SEE OUR CERTIFICATION TRAINING FOR CISA

AVERAGE CERTIFICATION-HOLDER
Salary $155,362
Average number of certifications 20
Earned a certification in the last year 55%
Average age 44
Likely job role Information Security
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 56%

The Extended Cut of Our Top-Paying It Certifications List

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 high 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.

#16 CGEIT - Certified in the Governance of Enterprise IT

Average Annual Salary: $152,838

ISACA’s CGEIT certification is designed for professionals who manage, advise, and oversee IT governance in an organization. It validates their expertise in aligning IT with business goals, managing investments, and ensuring effective governance. In 2018, it topped this list as the highest paying. It earned professionals $139,529 that year.

Most commonly held by those in leadership positions, these professionals help steer their organizations toward better ways of utilizing resources, managing risk, and improving operations. The certification is framework agnostic and caters to the individual, according to ISACA. 

The exam focuses on these domains: Governance of Enterprise IT, IT Resources, Benefits Realization, and Risk Optimization. It costs $575 USD for members and $760 USD for non-members. 

AVERAGE CERTIFICATION-HOLDER
Salary $152,838
Average number of certifications 50
Earned a certification in the last year 46%
Average age 41
Likely job role Security Manager or Director
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 85%

#17 Microsoft Certified: Azure Administrator Associate

Average Annual Salary: $148,849 

Among Microsoft’s most popular certifications, the Azure Administrator Associate has landed on this list before. Last year, it earned professionals an average of $120,622 — roughly 23% less than this year. 

Among the survey 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 — which has been true for several years running.

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. 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.  

SEE OUR CERTIFICATION TRAINING FOR MICROSOFT

AVERAGE CERTIFICATION-HOLDER
Salary $148,849
Average number of certifications 24
Earned a certification in the last year 67%
Average age 40
Likely job role Cloud Architect
Popular cross certification Security+
% holding a cybersecurity certification 64%
% in management 52%

#18 Google Cloud - Associate Cloud Engineer

Average Annual Salary: $146,533

Google Cloud’s Associate Cloud Engineer certification ranked on this list last year, earning professionals an average salary of $161,075. 

The 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 Google Cloud solutions. After earning this one, it’s worth considering others, like the Cloud Database Engineer or the Cloud Security Engineer.

The exam covers these domains:

  • Setting up a cloud solution environment (~20% of the exam)
  • Planning and configuring a cloud solution (~17.5% of the exam)
  • Deploying and implementing a cloud solution (~25% of the exam) 
  • Ensuring successful operation of a cloud solution (~20% of the exam)
  • Configuring access and security (~17.5% of the exam)

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

AVERAGE CERTIFICATION-HOLDER
Salary $146,533
Average number of certifications 32
Earned a certification in the last year 79%
Average age 39
Likely job role Cloud Engineer
Popular cross certification AWS Certified Cloud Practitioner
% holding a cybersecurity certification 58%
% in management 48%

#19 CEH - Certified Ethical Hacker

Average Annual Salary: $146,260

The Certified Ethical Hacker (CEH) certification from EC-Council is a respected credential that equips individuals with the skills and knowledge to identify and address security vulnerabilities. It focuses on ethical hacking techniques and tools, preparing professionals to protect organizations from cyber threats by thinking like a hacker. This certification has featured on this list in the past. Most recently in 2019, it earned professionals $126,653. 

Version 13 of the certification comes with new AI tools and techniques to help practicing ethical hackers speed up their workflows — by up to 40%, according to EC-Council — and improve their productivity. To earn the certification, candidates must pass the knowledge exam, which lasts four hours, spans 125 questions, and covers the following domains: 

  • Information security threats and attack vectors
  • Attack detention
  • Attack prevention
  • Procedure methodologies

The cost of the exam depends largely on the training you take. EC-Council offers several learning packages, ranging from $2,400 to $3,500. These packages include the exam, along with training materials to help candidates prepare. 

Good to know: To earn the master level of this certification, candidates must pass an additional exam. It’s delivered via a cyber range, spans six hours and presents 20 challenges. 

SEE OUR CERTIFICATION TRAINING FOR CEH

AVERAGE CERTIFICATION-HOLDER
Salary $146,260
Average number of certifications 24
Earned a certification in the last year 75%
Average age 42
Likely job role Security Engineer
Popular cross certification Security+
% holding a cybersecurity certification 100%
% in management 52%

#20 CDPSE – Certified Data Privacy Solutions Engineer

Average Annual Salary: $146,033

The CDPSE certification from ISACA is an experience-based, technical certification focused on IT implementation and best practices for data privacy. 

Certifications like this one are becoming increasingly important as organizations of all kinds strive to comply with regulations like GDPR and CCPA. What’s more, organizations collect vast amounts of data from their patrons, making them responsible for ensuring its safety and security. 

However, doing so isn’t exactly easy. It requires professionals stay current with regulations, have plans to adapt and remain compliant, and fend off ongoing threats. Thankfully, hiring managers and IT leaders can rest assured that prospective candidates with this certification have the skills needed for the job.

The exam focuses on three domains: Privacy Governance, Privacy Architecture, and Data Lifecycle. It costs $575 USD for members and $760 for non-members. 

SEE OUR CYBERSECURITY TRAINING

AVERAGE CERTIFICATION-HOLDER
Salary $146,033
Average number of certifications 41
Earned a certification in the last year 34%
Average age 41
Likely job role Information Security
Popular cross certification CISSP
% holding a cybersecurity certification 100%
% in management 76%

Just Missed the Cut

Historically when compiling this list, we set a benchmark 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. 

Here are a few more certifications that didn’t have enough responses to make the list but still worth keeping an eye on:

Google Cloud – Professional Data Engineer

Average Annual Salary: $206,900

Google Cloud's Professional Data Engineer certification has historically earned IT professionals high salaries, and it’s topped this list in the past. This year, it just missed the cut, falling short of the response threshold. 

Despite this, it’s worth mentioning this certification as 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 both individuals and organizations make decisions. 

This certification validates an individual's capability to construct and manage effective data processing systems using the Google Cloud Platform. It affirms their ability to create secure, scalable, and reliable data solutions. 

The exam costs $200 USD. It's 50 to 60 questions, taken over two hours. Google recommends candidates have at least three years of professional experience, with at least one working with its platform, before sitting the exam. 

AWS Certified Solutions Architect – Professional

Average Annual Salary: $221,069

Last year, the AWS Certified Solutions Architect - Professional certification ranked fourth on this list with an average annual salary of $174,137. The year before, it sat at the very top at $168,080 — roughly 32% less than this year.

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 infrastructure 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. 

AWS recommends two or more years of hands-on experience and familiarity with a scripting language, Windows, Linux, and many AWS services. The exam costs $300 USD, lasts 180 minutes and consists of 75 questions. 

ISSMP Information Systems Security Management Professional

Average Annual Salary: $173,820

ISC2’s ISSMP certification hasn’t ranked historically on this list due to lower response rates. However, this year, it met the threshold and tops the worldwide list at $188,291. 

And for good reason. 

The ISSMP certification is for cybersecurity leaders. These are professionals who are equally adept in security as they are at leading teams — especially those dealing with incident response and recovery. Further, these professionals sit at the helm of establishing, presenting and governing information security programs, according to ISC2. 

Requirements for this certification include first earning the CISSP, with two additional years of experience, or seven years of cumulative work experience. The exam test candidate’s knowledge on these domains: Leadership and Business Management, Systems Lifecycle Management, Risk Management, Threat Intelligence and Incident Management, Contingency Management, and Law, Ethics and Security Compliance Management. 

The exam costs $599 USD. It lasts three hours, covering 125 test items.

The Highest-Paying Certifications Worldwide

Below are the highest-paying certifications worldwide, according to the IT Skills and Salary survey. More than 5,000 IT professionals around the world participated in the survey this year, with the most responses from these countries: 

  1. United States (42%)
  2. India (11%)
  3. Canada (3%)
  4. United Kingdom (3%)
  5. South Africa (3%)
  6. Japan (2%)
  7. Brazil (2%)
  8. Germany (1%)
  9. Philippines (1%)
  10. Australia (1%)

In November, a new volume of the IT Skills and Salary Report will release, giving a more holistic view into global skills and certification trends. Remember to subscribe to Skillsoft’s blog to get updated on its release. 

CERTIFICATIONSALARY
ISSMP Information Systems Security Management Professional $188,291
Microsoft Certified: Azure Cosmos DB Developer Specialty $178,304
AWS Certified Machine Learning – Specialty $171,725
CCSE - Check Point Certified Security Expert $166,685
Certified Network Security Engineer (PCNSE) $165,817
AWS Certified DevOps Engineer – Professional $164,012
CDPSE - Certified Data Privacy Solutions Engineer $163,852
CCSP - Certified Cloud Security Professional $161,959
AWS Certified Security - Specialty $158,594
ECIH - Certified Incident Handler $156,658
AWS Certified Solutions Architect – Professional $155,905
CCIE Security $152,855
CIPM - Certified Information Privacy Manager $151,676
AWS Certified Advanced Networking – Specialty $151,061
CGEIT - Certified in the Governance of Enterprise IT $148,573
CIPP - Certified Information Privacy Professional $147,567
AIGP - Certified AI Governance Professional $146,509
CCIE Enterprise Infrastructure $146,372
CISSP - Certified Information Systems Security Professional $146,131
GIAC Certified Incident Handler Certification (GCIH) $145,967

The Highest-Paying Certifications in Europe and the Middle East

In this year’s survey, more than 1,150 people who live in Europe and the Middle East completed the IT Skills and Salary survey, ranking these certifications as the highest paying across the region. 

CERTIFICATIONSALARY
Microsoft Certified: Azure AI Engineer Associate $110,871
Cisco Certified CyberOps Associate $92,229
Professional - Cloud Security Engineer $91,669
Professional - Data Engineer $86,259
Cloud+ $80,989
PenTest+ (Penetration Testing) $80,944
Nutanix Certified Professional - Multicloud Infrastructure (NCP-MCI) v6.5 $79,253
Nutanix Certified Associate (NCA) v6.5 $79,004
Microsoft Certified: Azure Administrator Associate $77,204
CISA - Certified Information Systems Auditor $75,308
Microsoft Certified: Azure Solutions Architect Expert $71,317
Network+ $70,044
Security+ $65,098
Microsoft Certified: Azure Security Engineer Associate $64,234
Microsoft Certified: Azure Fundamentals $63,994
CCNA $62,839
ISC2 Certified in Cybersecurity (CC) $61,648
CySA+ (Cybersecurity Analyst) $61,276
CCNP Enterprise $56,881
Microsoft Certified: Security, Compliance, and Identity Fundamentals $53,593

The Highest-Paying Certifications in the Asia-Pacific Region

The Asia-Pacific region accounted for more than 1,002 complete responses to this year’s survey, showing these as the highest-paying certifications. 

CERTIFICATIONSALARY
CISM - Certified Information Security Manager $111,346
CISSP - Certified Information Systems Security Professional $110,907
CySA+ (Cybersecurity Analyst) $103,990
CISA - Certified Information Systems Auditor $99,705
Google Cloud - Professional Cloud Developer $95,176
Professional - Cloud Security Engineer $87,018
Security+ $82,890
Professional - Cloud DevOps Engineer $81,855
Microsoft Certified: Azure AI Engineer Associate $80,330
Microsoft Certified: Azure Administrator Associate $77,168
Professional - Data Engineer $75,859
CEH - Certified Ethical Hacker $72,590
AWS Certified Solutions Architect – Associate $72,417
ISC2 Certified in Cybersecurity (CC) $70,452
Professional - Cloud Network Engineer $66,071
Professional - Cloud Architect $64,406
Nutanix Certified Professional - Multicloud Infrastructure (NCP-MCI) v6.5 $56,005
Nutanix Certified Associate (NCA) v6.5 $54,957
Microsoft Certified: Azure Solutions Architect Expert $53,030
Associate - Cloud Engineer $48,638

The Highest-Paying Certifications in the Latin American Region

The Latin American region accounted for 321 responses to this year’s survey, showing these as the highest-paying certifications. 

Disclosure — The certifications below do not meet the threshold we set (40), except for Security+. They are presented for continuity and are subject to fluctuation with more responses. 

CERTIFICATIONSALARY
CISM - Certified Information Security Manager $134,025
CISA - Certified Information Systems Auditor $129,525
PenTest+ (Penetration Testing) $126,663
CySA+ (Cybersecurity Analyst) $87,395
Security+ $79,158
Google Cloud - Professional Cloud DevOps Engineer $77,000
CCNA $71,284
CEH - Certified Ethical Hacker $67,786
Google Cloud - Professional Data Engineer $60,864
Google Cloud - Professional Cloud Security Engineer $59,610
VMware Certified Professional - Data Center Virtualization 2024 $58,130
Google Cloud Professional - Cloud Architect $57,120
Microsoft 365 Certified: Administrator Expert $56,928
Microsoft Certified: Azure Solutions Architect Expert $55,725
Cisco Certified CyberOps Associate $54,608
VMCE - Veeam Certified Engineer $51,353
Red Hat Certified System Administrator (RHCSA) $50,760
Cloud+ $50,641
Google Cloud - Professional Cloud Database Engineer $49,980
Nutanix Certified Associate (NCA) v6.5 $48,644

How We Built the List

Our list of the top-paying certifications is based on survey responses from the Skillsoft IT Skills and Salary survey conducted May 2024 to September 2024. The survey asks respondents about their current jobs, experiences, 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, and in the U.S., 2,217 IT professionals participated. When asking survey participants to report their salary, those who live outside of the U.S. are asked to convert their earnings into United States dollars. 

Survey responses by country or region: 

  • Worldwide: 5,191 
  • United States: 2,217 
  • Europe and the Middle East: 1,150
  • Asia-Pacific: 1,002
  • Latin America: 321

For the U.S. list specifically, certifications must have at least 40 survey responses to be considered and reported, unless disclosed otherwise. Then, we consider relevance, demand, and certification requirements. Salaries are not normalized for cost-of-living or location (e.g., California vs. Montana). 

The top U.S. states represented in this survey are as follows:

  1. California (11%)
  2. Texas (9%)
  3. Florida (6%)
  4. Virginia (6%)
  5. New York (5%)
  6. North Carolina (4%)
  7. Maryland (4%)
  8. Illinois (4%)
  9. Georgia (4%)
  10. Colorado (3%)
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5 Types of Cybersecurity Attacks — And How to Prevent Them https://www.skillsoft.com/blog/5-types-of-cybersecurity-attacks-and-how-to-prevent-them Tue, 15 Oct 2024 11:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/5-types-of-cybersecurity-attacks-and-how-to-prevent-them

In March of 2024, Microsoft developer Andres Freund made a discovery that stopped a global cyberattack in its tracks. While running tests on Linux, Freund noticed unusually high processing power from an application. Investigating, he uncovered malicious "backdoor" code hidden in the latest version of XZ Utils, a data compression tool used in millions of systems worldwide. If the code had spread, attackers could have seized control of vital systems from hospital networks to government infrastructures.

Freund’s intuition stopped a potentially catastrophic cyberattack, proving that even the smallest details matter in cybersecurity. 

Of course, he's an experienced and highly skilled tech pro, and not everyone is. But not every cyberattack is an intricate "backdoor" attack, either. 

In fact, bad actors always look for the easiest way in. 

Cybercriminals are looking for your organization's “unlocked front door” — the frontline employees who unknowingly make their crime easier. 

Hackers don't have to be tech experts. They know that tricking someone into making a quick decision — like clicking on a suspicious link or trusting an email from a “colleague” — is far easier than breaking into an encrypted system. 

Security expert Bruce Schneir famously said, "Only amateurs attack machines; professionals target people." Cybercriminals take advantage of natural human behavior.When we react quickly without awareness, or get complacent about securing our personal information, mistakes can happen. And they happen often: according to one IBM study, 95% of cybersecurity breaches result from human error. 

That's why every employee plays a critical role in keeping their organizations safe. By learning about common cyberattacks, recognizing warning signs, and taking simple steps to help prevent them, we can all contribute to a safer workplace — and a safer world.

Let's examine five common types of cyberattacks and discuss some simple ways to shut that front door.

Cybersecurity Awareness Report 2024
What's the State of Cybersecurity Skills?

Our Cybersecurity Awareness Report offers valuable insights into the landscape of cybersecurity education and development. The report also reveals the most sought-after cybersecurity skills and celebrates significant learning achievements in 2024. 

1. Phishing: Now Powered by AI

Phishing attacks are one of the most common (and sneaky) methods hackers use. These attacks come through emails or messages that appear to be from a trusted source, like your boss, and prompt you to open a malicious link, open an infected attachment, or provide sensitive information like passwords.

With the rise of AI, cybercriminals are creating sophisticated "spear phishing" campaigns that are fine-tuned to the recipient. AI tools can scrape social media or professional profiles to generate highly targeted messages that feel incredibly real and make them harder to detect.

How to Spot a Phishing Attack
• Watch out for emails with urgent language, such as "Immediate action required."
• Check the sender’s email address closely — does it look correct, or have an extra or missing letter?
• Be wary of unexpected attachments or links. Check the source first.

Prevention Tips: Set an email filter for attachments and external links. Always verify the source before taking any action. If anything seems off, contact the sender using a trusted communication method — don’t reply to the suspicious email.

2. Malware: Keep the Bugs Out

Malware, short for malicious software, can sneak into your computer to damage, steal, or hold your data hostage. Malware can come from various sources, like clicking on a link, downloading free software, or even plugging in an infected USB drive.

How to Recognize a Malware Attack
• Your device suddenly slows down, crashes, or starts acting weird.
• You notice strange pop-up messages or unfamiliar programs installed on your computer.
• Files disappear or are suddenly inaccessible.

Prevention Tips: Install and regularly update anti-virus software to catch malware before it wreaks havoc. Always double-check the source before downloading and installing any programs. Inform your supervisor and contact your IT department immediately if you recognize the warning signs.

3. Ransomware: Don’t Let Hackers Hold Your Data Hostage

Ransomware is a terrifying form of malware. Hackers encrypt your files, making them inaccessible, and then demand payment (a ransom) to unlock them. It’s like someone breaking into your home, locking all your valuables in a box, and charging you to get the key.

How Ransomware Sneaks In
• Ransomware often enters your system through phishing emails.
• Clicking on a bad link or downloading a harmful attachment can give hackers access to your files.
• "Drive-by" downloads can occur through infected URLs and "adware" (fake ads embedded with malware.)

Prevention Tips: Regularly back up your files to an external hard drive or cloud service so that you won't be forced to pay if ransomware strikes. Practice "safe surfing" and don't click on pop-up ads, especially on work devices. (There's more than one reason you shouldn't surf the web at work.) 

4. Password Attacks: Strengthen Your Digital Lock

If your passwords are easy to remember, they're also easy to crack. A recent Home Security Heroes study reveals that AI can crack 51% of common passwords in under a minute. And once a hacker accesses your accounts, they can steal or sell your information or even lock you out.

Signs Your Passwords Are Vulnerable
• You receive notice that your personal data has been leaked in a breach.
• Are you using the same "pet name" password across multiple accounts? Congrats! You've just gifted your hacker a free pass to your whole life.
• You store passwords in an unencrypted document or file, or a non-password-protected device.

Prevention Tips: Change passwords frequently, especially when affected by a breach. Choose lengthy, unique passwords for each account by using a non-sequenced mix of letters, numbers, and symbols. Use a password manager to generate and store passwords securely. And don’t forget to enable multi-factor authentication (MFA) on all your accounts, which adds an extra layer of security.

5. Social Engineering: Playing Mind Games

Social engineering is, at its heart, more about psychology than technology. It's a set of tactics cybercriminals use to manipulate people into giving up confidential information. This could be someone pretending to be an IT professional, or an email or pre-text from a vendor or friend that looks legit but isn’t.

Common Social Engineering Scenarios
• Someone calls, pretending to be from IT, and asks for your login credentials.
• You receive an email promising a service or benefit in exchange for information (Quid Pro Quo).
• Unauthorized people can steal or access confidential information if they manage to physically enter secure premises.

Prevention Tips: Be cautious when anyone asks for sensitive information, especially if it seems urgent. Never allow someone you don't know to "tailgate" you into your workplace, and always follow security protocols. Remove camera and microphone permissions from personal apps. And never leave your browser open, or confidential documents unsecured.

From Open Doors to New Horizons, Training is the Key

Here's another reason to "break in" to cybersecurity: The U.S. Bureau of Labor Statistics forecasts a 32% rise in cybersecurity jobs between 2022 and 2032, far exceeding the 3% average growth rate for all jobs in the country. According to Forbes, nearly 4 million cybersecurity jobs remain vacant. 

The tech skills gap is real. Professionals who are skilled in this area and understand how to safeguard applications, resources, data and so on, are greatly needed — right now. 

Remember, cybersecurity awareness doesn’t require a degree in IT — but it starts with learning. Investing in personalized cybersecurity training not only empowers employees with the knowledge they need to spot potential dangers but also grows a culture of shared responsibility. 

If you're curious about learning more, Skillsoft's Introduction to Cybersecurity Aspire Journey is a great place to start.

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Mental Health on Campus: How to Curb Students’ Anxiety Toward the Future https://www.skillsoft.com/blog/mental-health-on-campus-how-to-curb-students-anxiety-toward-the-future Thu, 10 Oct 2024 16:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/mental-health-on-campus-how-to-curb-students-anxiety-toward-the-future

Imagine, it’s your senior year of college. You’re set to graduate — but you’re dreading it. 

The four long years of intense study, exams, late nights, early mornings finally come to an end. 

A cause for celebration, right?

Wrong.

Many of today’s graduating class — who’ve given so much of themselves to coursework, clubs, part-time jobs, internships, and more — can’t help but feel anxious, rather than celebratory, about what comes next. 

Unfortunately, students from all over, from all backgrounds feel the same way. 

In spring 2023, the highest rates of depression, anxiety and suicidality were reported by the Healthy Minds Network, a research organization focused on mental health among adolescence and young adults. 

In the 15+ years of the survey, which asks undergraduate and graduate students about their mental health, researchers saw the pinnacle. 

From 2015 to 2022, the percentage of students who reported depressive symptoms more than doubled. Since then, findings show improvement — but only slight, decreasing from 44% in 2022 to 38% in 2024. 

The findings galvanized researchers and campus mental health professionals to dig into these issues further and muster resources to help students. 

Afton Storno, Outreach Coordinator and Staff Therapist at Kennesaw State University, is among those searching for answers and taking action.  

As a therapist on campus, she’s worked with students over the past decade but says today’s graduating class faces a unique set of obstacles. 

“With all the students I’ve seen throughout my career here, this a very special population — and I say that in the most heartfelt way,” she said. “These are students who have been through so much economically, personally, and have had to make so many shifts… It’s ruptured their ability to develop.” 

Due to poor mental health, many students withdraw from school, stressing a higher education system that’s already burdened with declining enrollment

Recognizing the gravity of the problem, Storno and the Counseling and Psychological Services Department at KSU launched its Virtual Wellness Academy for students, faculty, alumni, and the broader campus community. 

The goal of the Academy is to prepare participants for the future and promote resilience. 

And it’s gaining momentum.

Amid Declining Mental Health Nationwide, KSU’s New Program Brings Hope to Students

Many students at Kennesaw State University are the first in their families to graduate college. Because of this, they don’t have a family member or close relative to ask what it’s like on the other side — meaning, post-graduation. 

“They look at what’s being said on the news, what their friends are saying about their possibilities after graduation,” Storno said. “When they come into my office, they’re feeling pretty down and out because they don’t see a whole lot of opportunities for themselves.”

Launching the Virtual Wellness Academy was a direct response to students’ anxiety toward the future. Disclaimer: KSU works with Skillsoft to offer the Academy to students, using Percipio.

It provides a step-by-step way for students to build social skills and confidence in preparation for their professional careers, which Storno says is essential for a generation that experienced disruptions to their education, intermittent isolation and elevated levels of stress during the pandemic. 

Those who gain access to the Academy will find a mix of digital resources — like courses, assessments, and more — that will help them develop their skills in these areas: leadership, problem-solving, interpersonal communication, professionalism, adaptability, teamwork and emotion intelligence. 

These are all skills that Storno says are necessary for students to have when entering the workforce. “A lot of companies nowadays are looking for connectivity,” Storno said. “They want to see students as a good team member.”

In this way, the Academy offers a win-win scenario to students and their future employers: 

For Students — Students gain access to a virtual, on-demand curriculum that will help them prepare for their futures. The Academy will help them build in-demand, highly transferable skills

For Employers — Employers will recruit highly skilled professionals who leave campus with confidence.

The benefits of the Academy will ripple throughout campus, providing more tools to faculty, campus organizations, mental health professionals, prospective students and others. All of these cohorts can use the Academy to supplement their efforts, whether that’s in-class instruction, one-on-one sessions, or student-led activities.

To judge the Academy’s success, Storno will lean into the data gathered in the platform. She’ll look at students’ engagement, their ability to apply what they’ve learned and their feedback. Over the long term, however, she’s interested in how this Academy will affect career progression and job placement. 

“This is a very heartfelt project for me,” she said. “I want students to feel more confident and to bring about more hope among students.”

To Reverse the Trend, Universities Must Face the Problem Head-on

Many students walk through Storno’s door and express their fears. Some say they’re afraid of walking into a classroom late or raising their hands to ask questions. They fear the judgement of their peers and professors. In some cases, this pressure builds and deters students from attending class altogether.

This is a generation of students whose lives are often spent online. Unlike generations that came before, being in person — even talking on the phone — isn’t as comfortable. 

Despite these fears, many students wait or forego seeking help. For example, at KSU students often wait until their senior year to step into a counselor’s office because of a longstanding stigma surrounding mental health.

“There are so many suffering in silence and don’t know where to start when asking for help,” Storno said. “With the intensity of the workforce, they are facing a lot in front of them, and I think they know that.”

And that’s exactly why Storno pushed for this Academy. It supports the department’s mission to help students prepare for the future by building the skills they will need.

The department is taking every measure it can to spread the word and encourage students to seek help. 

Thankfully, they’re not on this mission alone.

Storno is working with marketing classes on campus to launch peer-led efforts to raise awareness of the Academy and other services available to students. Part of the goal is that students connecting with their peers may help quell the stigma of therapy and normalize discussions about mental health.

The department is participating at several events on campus to spread the word, get feedback and meet students where they are. Along the way, those in the department share resources on social media, especially Instagram, to show up in places familiar to students. It’s all done in the name of making these resources as accessible as possible. 

Taking these steps will help address the issue head-on. It’s programs like these that will make a difference in the lives of students who want a better future for themselves and would benefit from extra support. 

However, more universities must follow suit. To collectively reverse this trend of declining mental health, it’ll take campus communities nationwide to help students embrace their future. 

“My goal is to bring about more graduating classes that feel confident going out into the workforce, knowing their skills and who they are as a person are valuable,” Storno said. 

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Cybersecurity Awareness Month: A Corporate Imperative for a Resilient Digital Future https://www.skillsoft.com/blog/cybersecurity-awareness-month-a-corporate-imperative-for-a-resilient-digital-future Wed, 09 Oct 2024 13:35:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/cybersecurity-awareness-month-a-corporate-imperative-for-a-resilient-digital-future

In today’s digital corporate environment, cybersecurity awareness is not just a buzzword; it's a critical component of our business operations. As industries accelerate their digital transformation efforts, the necessity to safeguard sensitive information and maintain robust security protocols has never been more pivotal. Here we’ll explore why cybersecurity awareness is essential and how it can be effectively cultivated within a corporate setting.

The Growing Threat Landscape

The digital age has ushered in unprecedented convenience and connectivity, but it has also introduced a host of cybersecurity threats. From sophisticated phishing attacks to ransomware and data breaches, the threat landscape is evolving at an alarming pace. Cybercriminals are becoming increasingly adept at exploiting vulnerabilities, and no organization, regardless of size or industry, is immune. According to data compiled by security firm Cobalt, 75% of security professionals have observed an increase in cyberattacks over the past year, impacting millions of businesses worldwide.

The Cost of Cyber Insecurity

The repercussions of inadequate cybersecurity measures can be devastating. Financial losses, legal liabilities, reputational damage, and operational disruptions are just a few of the potential consequences. For instance, a single data breach can cost an organization millions of dollars in fines and remediation efforts. Moreover, the loss of customer trust can have long-term implications, affecting client retention and market position.

Case in Point: A Cautionary Tale

Consider the case of a prominent financial institution that fell victim to a ransomware attack. Despite having a reasonably robust security framework, a single employee inadvertently clicked on a malicious link in a seemingly innocuous email. The resulting attack encrypted critical data, demanding a hefty ransom for its release. The aftermath was a stark reminder of the importance of continuous vigilance and education.

Cybersecurity Awareness Report 2024

THE STATE OF CYBERSECURITY

The complexity of cybersecurity threats is escalating with the integration of advanced technologies like AI, requiring organizations to enhance their security strategies and training programs. Access our latest Cybersecurity Awareness Report to learn more. 

Building a Cyber-Aware Culture

Creating a culture of cybersecurity awareness within an organization is not a one-time effort but an ongoing process. Here are some strategies to foster such a culture:

  1. Continuous Training and Education

    Regular training sessions should be conducted to keep employees abreast of the latest threats and best practices. These sessions should be engaging and interactive, employing real-world scenarios to illustrate key points. Additionally, specialized training for different departments can address specific vulnerabilities related to their functions.
     

  2. Clear Policies and Procedures

    Establishing and enforcing clear cybersecurity policies is paramount. These policies should outline acceptable use of company resources, data protection protocols, and incident response procedures. Ensuring that all employees are familiar with these guidelines can significantly reduce the risk of security breaches.
     

  3. Encouraging Vigilance and Reporting

    Employees should feel empowered to report suspicious activities without fear of consequences. Implementing a straightforward reporting mechanism can help in the early detection and mitigation of potential threats. Furthermore, recognizing and rewarding vigilance can reinforce positive behavior.
     

  4. Utilizing Robust Security Tools

    Leveraging advanced security tools and technologies can provide an additional layer of protection. Firewalls, intrusion detection systems, and endpoint protection are just a few examples. Regularly updating and patching these tools can ensure they remain effective against emerging threats.

The Role of Leadership

Leadership also plays an essential role in championing cybersecurity awareness. When executives prioritize and invest in cybersecurity, it sets a tone that permeates the organization. Leaders should lead by example, demonstrating a commitment to security protocols and encouraging a proactive approach to threat management.

Executive Engagement

Involvement of the C-suite in cybersecurity initiatives can significantly enhance their effectiveness. By participating in training sessions and staying informed about the latest developments, executives can better understand the challenges and support the necessary measures to address them.

Allocating Resources

Proper allocation of resources is essential for maintaining a strong cybersecurity posture. This includes investing in the latest technologies, hiring skilled professionals, and providing ongoing education for employees. Budgeting for cybersecurity should be viewed as a vital investment rather than an optional expense.

Looking Ahead: Evolving with the Threats

The cybersecurity landscape is in constant flux, with new threats emerging daily. Staying ahead requires a proactive and adaptive approach. Organizations should continuously review and update their security measures, staying informed about the latest trends and technologies.

Adopting a Risk-Based Approach

A risk-based approach to cybersecurity involves identifying and prioritizing the most critical assets and vulnerabilities. By focusing efforts on protecting these areas, organizations can optimize their resources and minimize potential damage.

Collaboration and Information Sharing

Collaboration with industry peers, government agencies, and cybersecurity experts can provide valuable insights and enhance collective defense mechanisms. Information sharing about threats and best practices can help create a more resilient security ecosystem.

Embracing Innovation

Innovative technologies such as artificial intelligence and machine learning are revolutionizing the field of cybersecurity. These tools can analyze vast amounts of data, detect anomalies, and respond to threats in real time. Embracing such innovations can bolster an organization’s defense capabilities.

Cybersecurity: A Self-Teaching Introduction

by C.P. Gupta and K.K. Goyal

Cyber Guardians: Empowering Board Members for Effective Cybersecurity

by Bart R. McDonough

Cyber Security, Second Edition

by Amit Garg and Krishan Kumar Goyal

Cyber Resilience: Defence-in-Depth Principles

by Alan Calder

Cybercrime: Protecting Your Business, Your Family and Yourself

by Todd Wade

Confronting Cyber Risk: An Embedded Endurance Strategy for Cybersecurity

by Gregory Falco and Eric Rosenback

Confident Cyber Security: The Essential Insights and How to Protect From Threats

by Jessica Barker

Executive’s Guide to Cyber Risk: Securing the Future Today

by Siegfried Moyo

Cybersecurity Awareness is Everyone’s Business

Cybersecurity awareness is an indispensable element of contemporary corporate strategy. By fostering a culture of vigilance, investing in the right tools and technologies, and engaging leadership at all levels, organizations can navigate the complex threat landscape with confidence. 

Remember, cybersecurity is not solely the responsibility of the IT department; it is a collective effort that requires everyone’s participation and commitment. 

Together, we can build a secure and resilient digital future.

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The Cybersecurity Training Everyone Needs in 2024 https://www.skillsoft.com/blog/cybersecurity-training-for-everyone Tue, 08 Oct 2024 15:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/cybersecurity-training-for-everyone

Consumption of security and infrastructure courses showed the most significant gains last year, with cybersecurity certifications increasing by more than 100% since 2022, according to our Lean Into Learning Report

And, with good reason. 

According to a report by Sonicwall, there were over 6 billion malware attacks worldwide in 2023. And, from March to May of 2024, instances of malware increased by 30%, and encrypted threats increased by 92%, indicating that malware attacks are growing more sophisticated. For example, in March 2024, hackers released sensitive personal data onto the dark web of 7.6 million current customers and 65.4 million former customers of AT&T. 

The fact is that 2024 has ushered in new cyber threats that require organizations to outsmart threat actors. While AI has seemingly unlimited potential for good, it also represents a potential weapon in the hands of cybercriminals. AI-powered malware, spear-phishing emails that seem eerily personal, and deepfake scams are just some of the emerging threats this technology has enabled. 

The impact of these threats can be catastrophic, ranging from financial losses to extreme reputational damage. AT&T, for instance, is facing multiple class-action lawsuits. The average cost of a data breach in the United States has risen to over $9 million, by some estimates, and businesses that fail to adequately protect their data may face regulatory penalties as well. 

That's why cybersecurity isn’t just an IT issue. Everyone must be knowledgeable of these threats and how to help prevent them.

For learning and development (L&D) professionals, the challenge is clear: cybersecurity training must evolve to address these new threats, and quickly.

How do you ensure that your team — and your organization — are prepared?

Cybersecurity Awareness Report 2024
Cybersecurity: What We Learned in 2024

The complexity of cybersecurity threats is escalating with the integration of advanced technologies like AI, requiring organizations to enhance their security strategies and training programs. Access our latest Cybersecurity Awareness Report to learn more. 

Why Cybersecurity Training is Essential

As cybercriminals continuously refine their tactics, businesses must proactively cultivate a culture of security, supported by a strategic approach to policy, training, prevention, and response.

Nobody is safe from cybercrime. Every second counts, and the better we're all trained, the better we can stave off threats.

At the core of every organization’s defense against cyber threats is a well-trained workforce. One that understands that today's cybercriminals must be met with a deep understanding of the technology powering the attacks, along with the skills and knowledge to help stop them. 

And that starts with continuous education.

Cybercriminals are always searching for new vulnerabilities, and without regular training updates, employees may not be equipped to handle the latest threats. For instance, while many employees may now recognize a generic phishing email, advanced AI-powered "spear-phishing" techniques targeting specific individuals or departments require everyone to be extra vigilant.

Of course, each team member interacts with technology differently and faces unique threats based on their responsibilities. For instance, while IT personnel may require in-depth technical training on threat detection and response, frontline employees might benefit from practical workshops on recognizing phishing attempts and safeguarding sensitive information. By tailoring the content to specific roles, you not only enhance relevance but also empower employees to take ownership of their own security practices. 

For organizations, the benefits of tailored cybersecurity training are undeniable:

  • Reduced Risk of Data Breaches: Employees who are trained to recognize phishing schemes, avoid suspicious downloads, and use secure passwords help reduce the likelihood of data breaches.
  • Improved Compliance: Regulatory bodies expect organizations to demonstrate that they are taking steps to protect sensitive information. Cybersecurity training is a key component of meeting these compliance standards.
  • Enhanced Employee Confidence: When employees understand their role in cybersecurity, they are more confident in their day-to-day operations and better equipped to avoid mistakes that could lead to security breaches.

For employees, cybersecurity training can enhance career prospects as more industries demand employees with strong security awareness. In sectors such as finance, healthcare, and government, understanding cybersecurity practices is becoming a baseline requirement.

How do you design a strategic cybersecurity training program?

Key Components of Effective Cybersecurity Training

Effective cybersecurity training programs should cover a range of essential topics to ensure employees are prepared to face diverse threats. Key areas of focus can include:

Phishing Awareness

Training employees to identify phishing emails, texts, and social engineering tactics is crucial, as these are often the entry points for larger attacks.

Password Hygiene and Authentication Protocols

Strong password policies and multi-factor authentication (MFA) seem basic, but they are critical measures in preventing unauthorized access.

Incident Reporting and Response

Employees need to know how to report suspicious activity and understand the organization’s incident response protocol.

Remote Work Security

With hybrid and remote work models here to stay, training on secure remote access and use of VPNs is essential.

Data Protection and Compliance

Employees must understand data protection laws relevant to their industry, such as HIPAA, and the importance of safeguarding sensitive information.

Just as importantly, these programs need to be updated regularly. Continuous learning — in the form of periodic refreshers, simulated phishing exercises, and micro-learning modules — can help ensure that employees remain engaged, empowered, and informed. Since time constraints and workload can inhibit employee adoption, offer self-paced learning and a variety of resources and training modalities to meet them where they are.

Strategies for Championing Cybersecurity Training

As an L&D leader, you're responsible for securing and developing cybersecurity training — and that means you’re on the front lines of safeguarding your organization’s future. How do you get both the C-Suite and your employees onboard? 

Here are a few strategies to help get you started: 

  • Align Training with Business Goals: To convince stakeholders of the value of cybersecurity training, tie it to business objectives. Highlight how the training can reduce costs associated with data breaches, improve regulatory compliance, and protect the organization’s reputation.
  • Use Data to Build a Case: Gather metrics on the effectiveness of cybersecurity training in reducing incidents like phishing or malware attacks. Share data-driven insights with upper management to demonstrate the return on investment in training.
  • Foster a Culture of Security: Employee engagement is crucial for the success of cybersecurity training. Encourage leadership to model good security practices and use internal communications to consistently reinforce the importance of cybersecurity awareness. Gamified training approaches, reward systems, or regular cybersecurity drills can also help increase participation and retention.

Here's how one of our customers is growing their own culture of security:

Cross-Enterprise Security Training at T-Mobile

T-Mobile's customers trust them to keep their information secure, and that’s a responsibility they take seriously. They're committed to maintaining the highest standards of cybersecurity and continue to invest in and enhance their measures to safeguard technologies, processes, systems, and teams. 

At T-Mobile, cybersecurity training is delivered to people across the enterprise, including HR, finance, customer service, retail, and IT. But the training across these departments is adapted to a professional's respective role because how they experience security risks often looks different.

"If you want to affect lasting change, people need to see themselves in the training, not just hooded attackers," says Adam Gwaltney, T-Mobile's Cybersecurity Training Manager. "Messaging and content must be diverse and inclusive. What training looks like for someone on the technology side is going to look vastly different than training for someone people-facing like HR, which is why having a content library that is relevant to a wide audience, like Skillsoft's, is important.”

T-Mobile recently achieved International Organization for Standardization (ISO) 27001 certification, one of the most well-known cybersecurity certifications in the world. And they recently secured an A rating from ImmuniWeb along with a 780/900 score from Bitsight. 

Let Us Know How We Can Help

In 2024, cybersecurity training is a critical line of defense for your organization. As an L&D leader, you are the driving force behind this transformation, empowering your teams with the skills and knowledge they need today.

Skillsoft’s cybersecurity training provides a comprehensive, outcome-oriented curriculum that's designed to provide your employees with a multi-faceted, blended learning experience. 

To learn more, reach out to schedule a demo today.

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A History of the Worst Cyberattacks https://www.skillsoft.com/blog/a-history-of-the-worst-cyberattacks Thu, 03 Oct 2024 02:06:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/a-history-of-the-worst-cyberattacks

In 2023 alone, there were 2,365 cyberattacks, which resulted in more than 343 million victims worldwide.

Cyberattacks aren’t new. Since the birth of the internet, organizations from all sectors have been targeted by cyber threats of all kinds.

In today’s digital age, however, cyberattacks have become even more of a looming threat for companies, big and small, leaving millions of individuals vulnerable to having their personal data compromised. When corporations are targeted, the repercussions can be monumental, often resulting in the exposure of sensitive information belonging to hundreds of millions of users. The aftermath of such breaches not only shakes consumer trust but can also cause stock prices to plummet and customers to abandon brands 

Businesses invest heavily in cybersecurity every year, striving to build robust defenses against potential threats. However, the battle between security experts and cybercriminals is ongoing. As companies develop more sophisticated security measures, hackers continuously evolve, crafting even more advanced techniques to bypass these defenses.

The relentless tug-of-war highlights the urgent need for companies to stay one step ahead in protecting their data and maintaining customer trust. Ultimately, this high-stakes game emphasizes the crucial role of vigilance and innovation in the realm of cybersecurity. 

Understanding the Different Types of Cyberattacks

Between an increase in cyber threats, a major skilling gap in the workplace, and the rapid adoption of new technology, cyberattacks look very different today than they did a few years ago. Therefore, individuals and organizations alike must understand what cybersecurity vulnerabilities look like amid the dynamic evolution of cyber threats.

Here are some of the most common types of cyberattacks individuals and organizations face today:

1. Malware: Malware is a type of software designed to wreak havoc on computer systems and disrupt users. Almost every modern cyberattack involves malware of some kind. Hackers use malware attacks to break into systems, making them inoperable, destroying data, stealing sensitive information, and even erasing crucial operating system files. One prevalent type of malware is ransomware, which takes control of a victim’s data or device and locks it, then demands a payment to unlock or prevent the stolen information from being leaked.

2. Phishing: Phishing is the most common type of cyberattack seen today. It most often comes in the form of fraudulent emails, email attachments, text messages, or phone calls to trick people into sharing personal data or login credentials, downloading malware, sending money, or taking other actions that could expose them to cybercrimes.  

3. Denial-of-service (DoS) Attacks: A denial-of-service attack is like a digital traffic jam. It’s when a website or system gets bombarded with so much fake traffic that it slows down or becomes completely unusable for legitimate users. Distributed denial-of-service attacks (DDoS), are similar except they use a network of internet-connected, malware-infected devices or bots to cripple or completely crash the targeted system.

4. Man-in-the-middle (MitM) Attacks: Man-in-the-middle attacks occur when cybercriminals sneak into network connections and secretly listen in and hijack conversations, stealing valuable data in the process. One common trick they use is to target people on unsecured Wi-Fi networks where they can easily intercept the information being sent between devices. It’s a stark reminder to always be cautious when connecting to public Wi-Fi.

5. Zero-day attacks: A zero-day attack is a sneaky type of cyberattack that exploits hidden or unpatched security weaknesses in software, hardware, or firmware. The term “zero-day” refers to the fact that a software or device vendor has “zero days” to fix the vulnerabilities because malicious actors can already use them to gain access to vulnerable systems, rendering these attacks particularly harmful because they leave systems exposed and unprotected before anyone even knows there’s a problem.

Cybersecurity Awareness Report 2024
What are the most sought-after cybersecurity skills?

Breaches often occur because IT professionals lack the necessary skills to prevent attacks. But which skills make the biggest difference? Get our Cybersecurity Awareness Report to learn more. 

The Worst Cyberattacks in History

To truly grasp the gravity of cybersecurity, it is also essential to examine some of the most infamous cyberattacks that have occurred throughout history. These incidents not only illustrate the potential scale and impact of modern cyber threats but also underscore the critical importance of continuing to take robust cybersecurity measures today.

Here is a break-down of some of the worst cyberattacks in history: 

The Melissa Virus 

One of the earliest and biggest modern cyberattacks known today occurred in 1999 and is referred to as the Melissa Virus. The hacker responsible for the virus hijacked an America Online (AOL) account and used it to post a file on an internet newsgroup, promising dozens of free passwords to fee-based websites. When users took the bait, downloaded the document, and then opened it with Microsoft Word, a virus was released on their computers, taking over their Microsoft Word program and then hijacking the Microsoft Outlook email system. It then sent messages to the first 50 addresses in their mailing lists, therefore repeating the baiting cycle and operating like a malicious chain letter. 

While the virus didn’t steal any money or sensitive information, it wreaked lots of havoc. Overall, approximately one million email accounts were disrupted, and servers were overloaded at over 300 corporations and government agencies worldwide. 

At the time that the attack occurred, the Melissa virus was considered the fastest-spreading infection, awakening many Americans to the dark side of the web. Importantly, the virus also served as an example to spread awareness of the danger of phishing attacks and opening unsolicited email attachments, bringing awareness to the new reality of online viruses and the damage they can cause. 

The NASA Cyber Attack

A few months after the Melissa Virus, between August and October of 1999, a 15-year-old hacker caused a 21-day shutdown of NASA computers after he used a vulnerability in the operating system to gain unauthorized access to NASA’s computer system. The attack resulted in the hacker being able to invade a Pentagon weapons computer system and intercept over 3,000 emails to steal important usernames and passwords, also resulting in a $41,000 cost in contractor labor and replaced equipment for NASA. 

This attack was a significant event in the history of cybersecurity as it was one of the first high-profile cyberattacks against a government agency, and it highlighted the vulnerability of even the most secure computer systems. As a result of the attack, NASA and other government agencies increased their security measures, highlighting the danger of cyberattacks and the need for better cybersecurity practices.  

The Sony PlayStation Network Outage

In 2011, the Sony PlayStation Network encountered a major incident in which the names, addresses, dates of birth, passwords, and financial details such as credit and debit card information of about 77 million people with accounts on its PlayStation Network were leaked. The intrusion was potentially one of the biggest ever into a store of credit cards. 

In response to the attack, Sony PlayStation Network took several measures to enhance its security and prevent future incidents, including temporarily shutting down the PlayStation Network and rebuilding the network with stronger infrastructure. 

Yahoo Data Breach

Affecting more than three billion people, the Yahoo cyberattack in 2013 is considered to be the largest data breach in history. The sheer scale of the breach is staggering and it resulted in the hackers gaining access to extremely sensitive information such as names, dates of birth, addresses, and passwords which could be used to commit identity theft or break into other accounts held by the same users. This breach had a major impact on the internet giant and its customers, resulting in various lawsuits and financial liability for the company.

The hackers were allegedly able to gain access to Yahoo’s system through a single click on a spear phishing email. That’s why cybersecurity training regarding phishing and other cyber threats is crucial for businesses and needs to be taken seriously by companies of all sizes.

WannaCry Ransomware Attack 

The WannaCry ransomware attack was a major security incident that impacted businesses and organizations all over the world. In May 2017, the WannaCry ransomware worm encrypted data on victims’ computers and demanded a ransom payment to decrypt the data. The attack affected more than 200,000 computers in 150 countries, and it was especially dangerous because it spread quickly thanks to a feature that allowed it to move from one computer to another. Notable attack victims include FedEx and the UK’s National Health Service (NHS).

Within hours of the attack, the spread of the virus was temporarily neutralized, thanks to a cybersecurity expert who discovered a “kill switch” that turned off the malware. However, many affected computers remained encrypted and unusable until the victims paid the ransom or could reverse the encryption.

The Equifax Data Breach

In 2017, the world saw another major attack when hackers stole a trove of financial data from Equifax, a top credit-reporting company. This breach potentially exposed the personal information of as many as 143 million people. Information stolen during the breach included customer names, credit card numbers, Social Security numbers, birthdates, and addresses.

This attack was especially pertinent as Equifax is one of the three major companies that monitor credit scores after data breaches, with companies like Target, Home Depot, and Sony having used Equifax’s credit monitoring services. Given the wide range of financial or other institutions that report credit details to Equifax, many of the 143 million consumers affected by the breach may not have even been aware that the company was storing their information, rendering the attack especially troubling. 

The Log4j Vulnerability

The Log4j vulnerability is a critical vulnerability that was discovered in the Apache Log4j library in 2021. Since Log4j is one of the most widely deployed open source programs in the world, many security agencies have considered the vulnerability to be extremely catastrophic. 

While Apache was able to respond to the vulnerability and limit some of the ways hackers could take advantage of it, it is still an ongoing issue that is predicted to continue affecting hundreds of millions of devices for years to come. Because no single action can completely fix the issue, organizations have to continuously stay aware of the dangers of the Log4j vulnerability and instill security measures through which to best protect their data and information.

The MOVEit Cyberattack

In 2023, the biggest attack of the year involved the widely used file transfer software MOVEit. Mass exploitation of a zero-day vulnerability allowed cybercriminals to steal data from a large array of businesses and governments. The full extent of the attack was unknown in the few months immediately following the breach, but ultimately, around 2,620 organizations and 77.2 million people were affected. 

The MOVEit incident revealed the importance of organizations ensuring the safety and security of their supply chains in addition to internal security, considering that several of the organizations impacted were not direct users of the MOVEit software.

No organization is immune to cyberattacks. That’s why it’s important for all organizations to take steps to protect their computer systems and data. This will result in safer, more dependable systems that everyone can trust.

Read on to see how you can ensure your organization is safe from cyberattacks.

How to Protect Your Organization from Cyberattacks

The world of cybersecurity is extremely dynamic. With new threats evolving as quickly as the technology does, companies spend considerable amounts of money on cybersecurity each year. Understanding the history of cyberattacks can help to better comprehend the dangers of cybercrime as it exists today. 

As security measures become more advanced, so do cybercriminals’ methods of outmaneuvering them. This makes cybersecurity an essential issue that organizations must take seriously. Otherwise, they risk facing serious consequences. 

To mitigate the risk of cyberattacks and data breaches, companies need skilled cybersecurity teams capable of planning and executing robust strategies. This requires an investment in technology, advanced employee training, policy development, and continuous monitoring to stay ahead of evolving risks.

By committing to cybersecurity training, organizations can enhance their cybersecurity efforts, build robust defenses against cyber threats, and foster a culture of resilience.

Start protecting your company today and learn more about what cybersecurity training Skillsoft has to offer.

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A Guide to Essential Executive Leadership Training https://www.skillsoft.com/blog/a-guide-to-essential-executive-leadership-training Wed, 02 Oct 2024 09:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/a-guide-to-essential-executive-leadership-training

When professionals seek new opportunities, they don’t just consider the compensation or office perks. One of the primary factors they evaluate is the strength of the company’s leadership team. Who is leading the organization? Are they visionary and supportive, or are they stagnant and resistant to change? 

A strong executive team can be a game-changer, not just for attracting top talent but also for retaining them. Leadership training ensures that executives are not just competent, but exceptional, making your company a magnet for high-caliber professionals.

Here’s a scenario that recently played out in my own network: a colleague was deciding between two job offers. Both companies were in the same industry, offered similar pay, and had flexible work benefits. The deciding factor? The leadership team

One company invested heavily in executive leadership training, and it showed. Their executives were approachable, forward-thinking, and had a clear vision for the future. The other company lacked this investment; their leaders seemed out of touch and resistant to change. My colleague chose the former and has thrived ever since. 

A well-trained leadership team doesn’t just sit at the top; they influence the entire organization, setting the tone and culture.

Understanding the Need for Leadership Training

Whether it’s navigating digital transformation, managing remote teams, or fostering an inclusive workplace, continuous learning and development for executive leaders is essential. Executive leadership teams are now expected to be not just strategists, but also visionaries who can navigate through constant change while keeping their teams aligned and motivated. 

The pressure to deliver short-term results while also focusing on long-term strategic goals can create a challenging balancing act. Emotional intelligence, effective communication, and resilience are now more critical than ever. But without the right training and development, even the most talented executives can struggle to keep up with these demands.

This is where the benefits of executive leadership training come into play. Investing in leadership training equips executives with the tools and skills they need to navigate these challenges successfully. It fosters a growth mindset, encouraging leaders to stay curious, innovative, and open to new ideas. 

Continuous learning also helps executives stay ahead of industry trends, improves their decision-making capabilities, and enhances their ability to lead through change. Ultimately, well-trained leaders are better positioned to inspire their teams, drive organizational success, and create a positive work culture that attracts and retains top talent.

Key Competencies of Effective Executive Leadership Training

As leadership and development professionals, you hold the immense responsibility of shaping the next generation of executives. It’s not just about imparting skills but fostering an environment where leaders can thrive. Here are some key competencies that make executive leadership training truly effective.

Emotional Intelligence: At the core of great leadership lies emotional intelligence (EI). Understanding and managing emotions, both your own and those of others, is paramount to building stronger relationships and demonstrating genuine empathy. This isn’t just about being nice; it’s about creating a culture where people feel valued and understood.

Strategic Thinking and Decision Making: Leaders must be visionaries. They need to set long-term goals and have the strategic thinking to navigate the complexities of their industry. This requires robust analytical skills and problem-solving abilities, critical thinking, and making decisions based on data and insights.

Communication Skills: Effective communication is non-negotiable. Whether it’s public speaking, presentations, active listening, or providing feedback, leaders must excel in conveying their message and understanding others. Help your executive team practice their public speaking skills and give them tools to become active listeners.

Change Management: Change is the only constant. Leaders must be adept at guiding their organizations through transitions. This involves not just managing the logistics of change but also leading people through it. Executive leaders must be adaptable and resilient.

Great executive leaders are not born; they are made through thoughtful and comprehensive training. By focusing on these key components—emotional intelligence, strategic thinking, communication, and change management—you are setting the stage for your trainees to become exceptional leaders.

Implementing and Maximizing the Benefits of Training

Implementing and maximizing the benefits of training is a strategic process that requires careful planning, execution, and evaluation. Here’s how your organization might think about this:

Assess Skills and Knowledge Gaps: Begin by assessing the current skills and knowledge gaps within your team or organization. This can be achieved through surveys, performance reviews, and consultations with key stakeholders. 

Index Your Efforts: Determine where you need to focus your executive leadership training efforts. Set clear, measurable goals and objectives to ensure your training is purposeful and can deliver the desired results.

Develop a Training Program: Training is only as effective as its application. Employees must be able to translate what they learn into their daily tasks and responsibilities. Here are some ways that they can do this: 

  • Hands-On Practice: Incorporate practical exercises and real-world scenarios into the training program. This could include simulations, role-playing, or project-based learning. Such activities help participants to better understand how to apply new skills in their work environment.
  • Mentorship and Coaching: Pair executive leaders with mentors or coaches who can provide guidance and support as they begin to apply new skills. This hands-on support can significantly enhance the learning experience and ensure a smoother transition from theory to practice.
  • Create Opportunities for Application: Encourage executive leaders to apply their new skills immediately to reinforce learning and demonstrate the value of the training investment.

Reassess and Pursue Continuous Improvement: Learning is an ongoing process, and continuous improvement is key to maximizing the benefits of training. Establish a system for regular feedback from both trainers and participants. This could include surveys, one-on-one meetings, and group discussions. Feedback helps identify areas of strength and areas needing improvement.

Measure key performance indicators (KPIs), including productivity metrics, employee satisfaction scores, and other relevant data points. Comparing these metrics before and after training can provide valuable insights into its impact.

Use the feedback and outcome measurements to refine and improve future training programs. Be open to adjusting based on what works and what doesn’t. Continuous improvement ensures that the training remains relevant and effective.

Conclusion

The significance of robust executive leadership training cannot be overstated when it comes to attracting and retaining top talent. A company with a visionary and supportive leadership team stands head and shoulders above its competitors. It is not just about having leaders who are capable but those who are exceptional—leaders who inspire, drive change, and foster a positive work culture.

Investing in executive leadership training equips leaders with essential skills such as emotional intelligence, strategic thinking, communication, and change management. These competencies enable them to navigate the complexities of modern business environments effectively and to lead their teams with confidence and clarity.

By prioritizing executive leadership development, organizations can create a thriving environment that not only attracts top talent but also retains and nurtures it, driving long-term success and growth.

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6 Tips to Become a Percipio Power User https://www.skillsoft.com/blog/6-tips-to-become-a-percipio-power-user Tue, 01 Oct 2024 08:35:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/6-tips-to-become-a-percipio-power-user

You might be a Skillsoft power user if you:

  • Use advanced features that the average user might not be familiar with within our online skilling platform. 
  • Have a deep understanding of online skilling technology, so much so that you are able to customize and optimize its use to suit your specific needs. 
  • Employ shortcuts to enhance your efficiency and productivity. 
  • Are involved in testing new features and functionality and providing feedback to our developers.

Not a power user, yet? 

Don’t worry. We can get you there. 

In fact, one of the most effective ways to elevate your use of Skillsoft Percipio is to take advantage of the features and functionality to help drive learner engagement. 

Here are six tips to help you do that:

1. Enable Single Sign-On (SSO)

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

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

2. Ensure your Branding is Consistent

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

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

3. Embrace Personalized Learning

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

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

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

4. Create Digital Badges

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

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

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

5. Send Re-Engagement Emails

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

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

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

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

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

6. Explore Skillsoft CAISY™

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

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

Become a Percipio Power User

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

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The Evolving Role of a Chief Compliance Officer: Insights From Stephen Martin at Skillsoft https://www.skillsoft.com/blog/the-evolving-role-of-a-chief-compliance-officer-insights-from-stephen-martin-at-skillsoft Thu, 26 Sep 2024 02:24:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/the-evolving-role-of-a-chief-compliance-officer-insights-from-stephen-martin-at-skillsoft

In recent years, the role of Chief Compliance Officers (CCOs) has undergone a significant transformation, influenced by a rapidly changing regulatory landscape and advancements in technology. 

Today, on National Compliance Officer Day, Stephen Martin, Chief Compliance Officer at Skillsoft, offers a compelling perspective on these changes and shares his own experiences in navigating this dynamic environment.

A Shift in Responsibilities

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

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

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

Building a Proactive Compliance Team

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

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

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

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

A Day in the Life of a CCO

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

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

The Best Part of the Job

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

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

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

The Changing Compliance Landscape

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

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

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

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Fuel for Growth: How to Create Effective Employee Development Plans https://www.skillsoft.com/blog/fuel-for-growth-how-to-create-effective-employee-development-plans Tue, 24 Sep 2024 12:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/fuel-for-growth-how-to-create-effective-employee-development-plans

Even before the World Economic Forum launched the Reskilling Revolution in January 2020, we were already answering the call —empowering our customers to create a future-fit workforce, skilled and ready for the jobs of tomorrow. And, as Skillsoft has worked to help close the skills gap, we’ve also recognized a new and urgent challenge: The Retention Crisis. Nearly half (46%) of working professionals say they are considering quitting their jobs in 2024, according to a new study from Microsoft and LinkedIn.

What's behind this?

Since 2010, lack of career development opportunities has consistently ranked as the top reason employees leave their jobs, according to data from Work Institute. This statistic highlights a key issue for today’s workforce: if employees don’t see clear opportunities for growth, they won’t hesitate to seek them elsewhere. Companies that overlook this demand risk losing valuable talent. 

But here's the conundrum: when it comes to learning, today's workforce demands both flexibility and structure. For instance, Gen Z workers crave self-directed opportunities to explore new skills, while millennials tend to seek career progression opportunities. Where do they see eye-to-eye? Both want access to employer supported learning and development pathways that are personalized, interactive, and flexible.

The Solution: Tailored Employee Development Plans

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

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

What is an Employee Development Plan?

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

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

Key Components of an Effective Employee Development Plan:

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

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

Why Use an Employee Development Plan?

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

Benefits for Employees:

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

Benefits for Employers:

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

4 Steps to Creating an Employee Development Plan

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

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

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

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

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

Customer Stories: How Skillsoft Coaching Can Help Strengthen Your EDPs

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

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

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

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

Interactive Template for Your Employee Development Plan

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

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

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

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The 10 Power Skills Everyone Should Develop This Year https://www.skillsoft.com/blog/the-10-power-skills-everyone-should-develop-this-year Fri, 20 Sep 2024 09:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/the-10-power-skills-everyone-should-develop-this-year

In today’s dynamic professional landscape, staying ahead of the curve is essential for success. With emerging technologies like artificial intelligence reshaping the demands of the workforce, it’s become clear that mastering hard skills is no longer enough to stay ahead. 

Power skills are the new currency of the modern workforce and everyone—no matter what industry or role they’re in—should be prepared.

While technical expertise is still important, employers today are placing a greater emphasis on adaptable, problem-solving individuals who can communicate effectively and work collaboratively. That’s where power skills come into play as they enable companies to be adaptive and responsive in the face of rapid change.

Power Skills, Defined

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

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

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

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

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

Top 10 Power Skills Everyone Should Develop

1. Effective Communication

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

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

2. Problem Solving

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

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

3. Leadership

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

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

4. Critical Thinking

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

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

5. Emotional Intelligence

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

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

6. Strategic Thinking

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

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

7. Teamwork 

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

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

8. Time Management

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

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

9. Adaptability & Agility 

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

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

10. Resilience

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

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

Developing Power Skills

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

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

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

Start enhancing your power skills with Skillsoft CAISY™ today.

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Study: 2,500 Learners Share What Stops Them from Training https://www.skillsoft.com/blog/data-driven-decisions-transforming-skilling-programs-for-success Thu, 19 Sep 2024 07:30:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/data-driven-decisions-transforming-skilling-programs-for-success

Knowing what makes a talent development program successful is essential to plan for the future, strip away ineffective tactics, and have the greatest impact.

Otherwise, you risk a rinse-and-repeat approach to training that isn't serving your employees. 

As technology and market demands evolve, workers must acquire new skills to remain productive, while building resilience for the future. Upskilling programs can help bridge the gap and foster a culture of continuous learning. 

But don't be mistaken.

Not all upskilling programs are created equal. 

Some align better with workers’ needs and expectations than others. Therefore, it is important to evaluate the impact and satisfaction of upskilling programs from the perspective of both employees and employers.

To help learning and development professionals improve their programs, Skillsoft surveyed 2,500 full-time employees from the United States, UK, Germany, and India, to understand the state of enterprise skilling. The survey explored: 

  • What skills employees believed were necessary for success
  • What constitutes an effective talent development program
  • The impact of AI on work, and more.

Keep reading to see the key takeaways of the survey — or jump to the in-depth report.

Top Findings from the Research

Survey participants identified several skills as crucial for their job success. However, a noticeable gap exists between the skills they find essential and those they currently possess. This disparity has left many feeling uncertain about their capabilities and eager to bridge this gap.

This research underscores the need for a comprehensive approach to skill development, focusing on both current shortcomings and future requirements. Such an approach ensures employees remain versatile and prepared for evolving challenges.

Here are the takeaways: 

Lack of Time Leads Top 5 Barriers to Skilling

Skillsoft’s research found a lack of time was the top barrier to upskilling, chosen over 10 percentage points more often than the next closest barrier, lack of options (42% vs. 30%). The third most popular choice was poor support from leadership (26%), followed by lack of relevant content (26%) and lack of budget (24%).

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

Training Programs Must Reflect Talent Needs

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

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

Employees, Employers Must Align on Most Critical Skills 

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

Executive teams ranked these four skills:

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

Management and their teams ranked these skills:

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

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

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

Skill Gaps Make Workers Question Their Job Security 

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

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

Moving Forward: Supporting Talent to Face Tomorrow’s Challenges

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

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

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

Research Methodology

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

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From Barriers to Breakthroughs: What Really Motivates Employees to Learn? https://www.skillsoft.com/blog/what-motivates-people-to-learn Wed, 18 Sep 2024 08:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/what-motivates-people-to-learn

"The key to success in college is a simple willingness to learn," writes University of Texas Professor Jonathan Malesic in an opinion piece for The New York Times.

But, he also said …

"This attitude is not fixed. It's something that every student can cultivate."

At Skillsoft, we believe that no matter where we are in life's journey, we're all still students. The desire to learn is a fundamental part of being human. From early childhood through adulthood, we’re constantly seeking knowledge, adapting to new environments, and growing as individuals. And, you know what?

The workplace is no exception.

In fact, in the age of AI disruption, the need for continuous learning at work is more important than ever. In fact, recognizing that everyone has the potential to be a lifelong learner is an essential component of staying competitive.

The Lifelong Learner: Nature or Nurture?

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

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

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

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

What Drives Your Employees To Learn?

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

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

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

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

Common Challenges, Creative Solutions

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

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

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

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


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

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

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

Customer Story: Curia Learning from The Ground Up

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

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

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

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

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

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

Where do you start? 

Create a Culture of Innovation

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

Align Learning with Career Goals

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

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

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

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From Classroom Teacher to Confident Programming Leader: Meet Sr. Curriculum Manager Sarai Fernandez https://www.skillsoft.com/blog/sarai-fernandez Tue, 17 Sep 2024 07:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/sarai-fernandez

“I do, we do, you do.”

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

As the fast-paced world of education technology ebbs and flows, leaders who blend a passion for teaching with technical expertise are invaluable. One of those leaders is a part of the Skillsoft Codecademy curriculum team. Sarai Fernandez is a Sr. Curriculum Manager focused on data, AI and security course content, where she leads with confidence and competence.

Sarai's path from a classroom teacher to a key leader in the education technology field is a testament to her resilience, adaptability, and unwavering commitment to quality education.

Getting Her Start in Academia

Sarai’s journey into the realm of computer science traces back to her early middle and high school years, where she was drawn to math classes. She then decided to pursue her bachelor's degree at Stanford University, studying Symbolic Systems, where she really began to test her coding and technical knowledge. During her sophomore year she became a teaching assistant for CS106A, Stanford’s introductory programming course. This is where Sarai found fulfillment in supporting her peers learning and began to grow confidence in her own programming skills. During her time as a TA, she recalls developing her problem-solving and communication skills, while also growing as a leader and as a teacher.

I have been interested in education for a very long time. I first realized I could be interested in becoming a teacher when I began tutoring in high school. It was something I had an immediate passion for. It continued throughout college where my fellow classmates often knew me as someone passionate and interested in computer science. I do think my excitement for coding and my interest in mentoring young learners was the reason I accepted my first teaching job post-grad.” 

From Classroom Lessons to Cybersecurity Curriculum

After graduating, Sarai landed a job at a private school where she was tasked with designing and teaching the computer science curriculum for young students ranging from kindergarten to 8th grade. During her time there, she built a computer science department with an engaging curriculum that included lessons on Python, JavaScript, HTML/CSS, Scratch and computational thinking. In her time as an educator, she also collaborated with other teachers and specialists to create relevant, cross-curricular lessons and projects to help develop the student's computer skills.

“Our administrators didn't just want a teacher, they wanted someone who could design a full computer science curriculum for the whole entire school [K-8]. This role really challenges my critical thinking and time management skills. I always had a plan, but sometimes when you sit down with a 2nd grader or an administrator that plan has to change.  I learned to be really adaptable and refine my communication so that I could effectively convey the value to whoever the audience was.” 

While this role was incredibly fulfilling, the demands of teaching and the lack of work life balance eventually resulted in Sarai experiencing burn out. She knew she still wanted to help others learn, but now needed to find a more sustainable way to pursue that in her career.  

Sarai was looking for a balance between teaching others, using her programming expertise, and having time to live her life outside of work. She found herself pursuing roles within the education technology space and landed her first role as a Curriculum Developer at an e-learning company in 2019. 

During her time at the company, she partnered with technical subject matter experts that specialized in Java, Cloud and Cybersecurity content to design active and project-based learning experiences. She found that this role and the education technology field better aligned with her personal career objectives. Sarai spent time developing cross-functional relationships and honing her curriculum development skills. After a year, Sarai felt she had learned everything she could in her current role and was ready to continue moving forward in her career. She was ready to be challenged again and wanted to keep learning and developing her skills.  

Transitioning into a people manager role within the edtech space would provide her a perfect opportunity to continue teaching and mentoring others while also putting her vast technical knowledge to work. It was in 2021 when Sarai joined the Codecademy organization as a Sr. Curriculum Developer specializing in cybersecurity course development. She aligned with Codecademy’s mission of making programming and developer content more accessible for anyone looking to learn to code. It was here that she had the opportunity to put her power skills and coding expertise to the test when a team lead position opened up.  

At the time, Sarai was asked to serve as the interim manager. This opportunity allowed Sarai to test her own skills and see if people management was really the direction she wanted to head in. She found herself loving the opportunity to provide direction to the team and help her peers as they refined their instructional design skills.  

After six months, and no suitable replacement, she approached the department head and formally requested the promotion. Sarai felt that, after dedicating six months to learning the team and the key responsibilities of the manager role, she was the best person for the job. 

From grade school computer science teacher to expert curriculum developer, Sarai exhibited exceptional leadership skills like communication, decision-making, agility and compassion. She reinforced her belief in her own coding skills, her ability to lead with care and reinforced her self-assurance. 

She is now the Sr. Manager of all data, AI and security for Skillsoft. In her role, Sarai leads a global team of instructional designers and content strategists that contribute to creating all data, AI, and cybersecurity course content.  

Leading with Confidence and Competence

What Sarai didn’t know was how the adversity she faced as a teacher helped prepare her for her future roles in corporate America. Sarai described one instance where she came toe to toe with a colleague who doubted her expertise. But when faced with this colleague telling her how something ‘should’ be done, Sarai learned to rely on her own knowledge and what she believed was right. Having those types of difficult conversations early in her career helped her build confidence in her expertise and moreover build resilience for future technical roles.

While these experiences certainly helped her build a thick skin, Sarai still faced the same self-doubt all new people managers face.  

“I think what made me nervous to make the transition to people management were the obvious questions like: Do I truly know the right answer? Am I going to make the right decision? Will people listen to me? Do I have the right amount of expertise? What do I do if people don't listen to me or if things don't go right?” 

Sarai’s management philosophy has helped her team grow and develop their confidence. She prioritizes providing her direct reports opportunities to try new things and test their knowledge just like she did in her early career. Using this methodology, she has developed a competent team which creates data, AI, and cybersecurity curriculum that teaches learners how to thrive in the modern technology landscape.  

“I like to follow the ‘I do, we do, you do’ method. For example, maybe they’ve seen me do something, that’s ‘I do’. Then they practice it with me, that’s ‘we do’, and then they go off and do it themselves without me, that’s the ‘you do’. I find that this helps build my teams confidence, but also gives them a chance to refine and practice their approach before having to do it on their own.” 

By instilling confidence and competence in her team, Sarai not only empowers her direct reports but also creates a supportive environment where everyone can thrive and succeed.  

Confident tech leaders built capable teams.

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5 Certifications to Validate Your Machine Learning Skills (+ Training) https://www.skillsoft.com/blog/top-machine-learning-certifications Thu, 12 Sep 2024 16:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/top-machine-learning-certifications

Artificial intelligence has sharply risen in demand as more and more companies strive to launch projects reliant on the technology. However, a gap remains in the market.

There aren't enough skilled professionals available to keep up with demand, making roles like machine learning specialists highly sought after. Companies are vying for these professionals who know AI and its many branches.

Certifications make prospective candidates especially valuable to recruiters and hiring managers. They want professionals who have third-party validation of their skills, and they're willing to pay extra for the assurance of their capabilities.

The certifications below help candidates stand out in the market because they validate a professional's skills in the respective areas.

Learn more about each, what they pay, and how to earn them.

Popular Certifications for Machine Learning Specialists

Google Cloud – Professional Machine Learning Engineer

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

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

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

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

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

The Exam

Topic%
Architecting low-code ML solutions ~12%
Collaborating within and across teams to manage data and models ~16%
Scaling prototypes into ML models ~18%
Serving and scaling models ~19%
Automating and orchestrating ML pipelines ~21%
Monitoring ML solutions ~14%

AWS Certified – Machine Learning Specialty

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

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

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

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

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

The Exam

Topic%
Data Engineering 20%
Exploratory Data Analysis 24%
Modeling 36%
Machine Learning Implementation and Operations 20%

Microsoft Certified: Azure AI Fundamentals

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

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

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

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

The Exam

Topic%
Describe Artificial Intelligence workloads and considerations 15–20%
Describe fundamental principles of machine learning on Azure 20–25%
Describe features of computer vision workloads on Azure 15–20%
Describe features of Natural Language Processing (NLP) workloads on Azure 15–20%
Describe features of generative AI workloads on Azure 15–20%

Microsoft Certified: Azure AI Engineer Associate

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

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

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

The Exam

Topic%
Plan and manage an Azure AI solution 15–20%
Implement content moderation solutions 10–15%
Implement computer vision solutions 15–20%
Implement natural language processing solutions 30–35%
Implement knowledge mining and document intelligence solutions 10–15%
Implement generative AI solutions 10–15%

IBM Certified Data Scientist – Machine Learning Specialist

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

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

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

The Exam

Topic%
Evaluate business problem including ethical implications 21%
Exploratory Data Analysis including data preparation 18%
Implement the proper model 26%
Refine and deploy the model 18%
Monitor models in production 17%

Aspiring to a Career in AI? This Training Will Help

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

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

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

But where should you start?

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

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

How We Built This List

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

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

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Business Risks Are Becoming More Complex. How Should You Adapt? https://www.skillsoft.com/blog/introducing-compliance-suite Mon, 09 Sep 2024 06:59:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/introducing-compliance-suite

The risks organizations face have become increasingly difficult to identify, manage, and avoid. Add to this thin budgets and lean compliance teams, staving off misconduct isn’t easy today.

A 2024 Accenture Risk Study shows 83% of leaders say “complex, interconnected risks” have become more prevalent and 77% are struggling to manage these risks. 

Given the constant change and increasing complexity, very few believe their organizations manage risk effectively. From the study: 

“…just 14.5% of the organizations surveyed have advanced levels of risk management capabilities...”

However, leaders are working to fortify their organizations, protect their employees, and comply with mandates. 

To do this, many plan to invest in new technology, which is essential to building an effective, sustainable, and scalable compliance program that meets regulatory standards. Risk leaders are also prioritizing training their teams and workforce. 

This is where Skillsoft can help. 

Today, we’re announcing our new Compliance Suite — a dynamic, intuitive training solution that will help improve how organizations identify and reduce risk.

Deliver Risk-based Training, Measure the Impact

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

Traditional compliance training continually falls short in these areas. 

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

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

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

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

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

Not anymore. 

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

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

What’s Included with Skillsoft’s Compliance Suite?

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

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

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

Targeting Individual Risks to Reduce Collective Vulnerability

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

Only, it’s easier said than done. 

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

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

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

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

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

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

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

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Expert Project Manager to Empowered People Leader: Meet Sr. Director of Engineering Reed Laverack https://www.skillsoft.com/blog/reed-laverack Mon, 09 Sep 2024 06:31:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/reed-laverack

“You need to have that trust, and if you don't focus on the people through those one-on ones, those day-to-day interactions, they're not going to have trust in you.”

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

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

Who is Reed Laverack?

Reed decided to pursue further education in physics and civil engineering after really taking to those technical subjects in high school. He graduated from Clarkson University in 2011 with a bachelor’s degree in civil engineering and pursued his graduate studies in civil engineering at Northwestern University. Reed accepted a Geotechnical Engineer role where he managed a variety of subcontractors and performed geotechnical calculations to ensure construction stability. He then grew into a variety of different risk and research-related roles before moving into technology. 

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

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

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

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

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

Reed’s Transition to People Management

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

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

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

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

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

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

Reed’s Superpower: Managing Down

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

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

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

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

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

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

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

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

Develop the technical leaders your organization needs. 

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National Read a Book Day — How Reading Can Improve Your Power Skills https://www.skillsoft.com/blog/how-reading-can-improve-your-power-skills Fri, 06 Sep 2024 07:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/how-reading-can-improve-your-power-skills

Reading is not only a fun and relaxing activity, but also a powerful way to develop your soft skills and grow professionally.

What are power skills and why are they important?

Power skills, also known as soft skills, are the interpersonal and behavioral abilities that enable you to work effectively with others, communicate clearly, solve problems, and adapt to changing situations. 

Power skills are essential for any professional, regardless of the industry or role. They can help you stand out from the crowd, build trust and rapport with your colleagues and clients, and achieve your career goals. According to a recent Forbes article, possessing power skills empower you to make the best decisions for your organization and for your career, and also make you more in-demand for business and career opportunities. 

So, what exactly are power skills, and how in-demand are they? Below are the top ten power skills, ranked from the most highly-sought after to those slightly less desirable.

  1. Strategic Thinking: The ability to think strategically is critical because it allows individuals to develop and implement long-term plans that are aligned with their goals and objectives. It enables them to anticipate potential challenges and opportunities and to make informed decisions.
  2. Negotiation: Negotiating effectively is important in both personal and professional contexts. It allows individuals to reach mutually beneficial agreements, resolve conflicts, and build stronger relationships with everyone they interact with.
  3. Persuasion is a powerful skill that can be used to influence and inspire others. It enables individuals to communicate their ideas and visions in a compelling way, gain support for their proposals, and enact positive change.
  4. Presentation Skills: Strong presentation skills are essential in today's world, where effective communication is key to success. The ability to deliver clear, concise, and engaging presentations can help individuals convey their message and achieve their objectives.
  5. Critical Thinking: Critical thinking enables individuals to analyze and evaluate information objectively, identify potential biases and assumptions, and make informed decisions based on evidence.
  6. Mentoring: Mentoring involves helping others to develop their skills and achieve their goals. It allows individuals to share their knowledge and experience, provide guidance and support, and build stronger relationships with their colleagues and peers.
  7. Emotional Intelligence: Emotional intelligence is the ability to recognize, understand, and manage one's own emotions, as well as the emotions of others. It is an important skill that enables individuals to build stronger relationships, resolve conflicts, and lead effectively.
  8. Innovation: Innovation is a key driver of progress and growth in today's economy. The ability to generate new ideas, products, and services can help individuals and organizations to stay ahead of the competition and adapt to changing market conditions.
  9. Financial Management: Financial management skills are essential for individuals who want to make informed decisions about their finances. It involves understanding financial statements, budgeting, investing, and managing debt.
  10. Resilience: Resilience is the ability to adapt and recover from setbacks and challenges. It is a valuable skill that helps individuals to stay focused and motivated, even in difficult times, and to bounce back stronger than before.

How can reading help you improve your power skills?

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

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

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

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

Access any of these Power Skill Promoters on Percipio!  

How to Think Strategically: Upskilling for Impact and Practical Strategy

How to Think Strategically: Upskilling for Impact and Practical Strategy

by Greg Githens

Negotiation Essentials: The Tools You Need to Find Common Ground and Walk Away a Winner

Negotiation Essentials: The Tools You Need to Find Common Ground and Walk Away a Winner

by Keld Jensen

The Rules of Persuasion: How the World’s Greatest Communicators Convince, Inspire, Lead—and Sometimes Deceive

The Rules of Persuasion: How the World’s Greatest Communicators Convince, Inspire, Lead—and Sometimes Deceive

by Carlos A. Alvarenga

Presentation Essentials: The Tools You Need to Captivate Your Audience, Deliver Your Story, and Make Your Message Memorable 

Presentation Essentials

by Sardek Love and Anne Bruce

HBR Guide to Critical Thinking

HBR Guide to Critical Thinking

by Harvard Business Review

Coaching & Mentoring for Dummies

Coaching & Mentoring for Dummies

by Marty Brounstein and Leo MacLeod

Emotional Intelligence at Work: A Personal Operating System for Career Success

Emotional Intelligence at Work: A Personal Operating System for Career Success

by Penelope J. Holt and Richard M. Contino

The Creative Mindset: Mastering the Six Skills That Empower Innovation

The Creative Mindset: Mastering the Six Skills That Empower Innovation

by Jeff DeGraff and Staney DeGraff

Finance for Non-Finance Executives

Finance for Non-Finance Executives

by Anural Singal

Resilience: How to Cope When Everything Around You Keeps Changing 

Resilience: How to Cope When Everything Around You Keeps Changing 

by Liggy Webb

Join the OFF THE SHELF Book Club

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

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

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5 Ways to Measure the ROI of Employee Training https://www.skillsoft.com/blog/measure-roi-of-employee-training Thu, 05 Sep 2024 00:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/measure-roi-of-employee-training

In business, whether you're a startup or a well-established enterprise, the expectation is the same: achieve more with less. It’s no wonder why tech leaders surveyed in our C-Suite Perspective report cited that their biggest challenge was a combination of resource and budget constraints (31%). Unsurprisingly, these were followed by talent retention (27%) and talent recruitment (26%). 

It makes sense. When budgets are tight, businesses often respond by cutting costs, reducing headcount, or delaying investments in employee training programs. However, these short-term solutions can exacerbate other problems. A reduced or under-skilled workforce must take on more responsibilities, leading to increased workloads and, consequently, burnout. This, in turn, impacts employee morale and increases turnover rates, creating a vicious cycle where the remaining employees are stretched even thinner.

Ultimately, investing in employee training programs not only helps organizations do more with less, but it also anticipates what skills an organization will need to remain competitive long term. The problem is that it can be difficult for department leaders to justify investing in an employee training program. It usually requires leaders to build and present an effective business case to their leadership.

See how Corewell Health managed to protect its training investments by building and presenting an effective business case to its leadership team →

A crucial component of an effective business case is the ability to measure the return on investment (ROI) for the employee training program. Let’s take a look at how to do this. 

Why Is It Difficult to Measure ROI?

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

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

5 Best Practices to Measure ROI

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

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

1. Set Clear Objectives

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

2. Identify Relevant Metrics

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

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

3. Conduct Benchmark Assessments

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

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

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

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

4. Link Training to Business Objectives

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

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

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

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

5. Monitor Long-Term Impact 

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

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

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

Check them out:

Prove Training ROI with Skillsoft Percipio

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

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

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

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

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Visual Mapping into People Management: Meet Curriculum Manager Jiwon Shin https://www.skillsoft.com/blog/jiwon-shin Mon, 02 Sep 2024 07:03:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/jiwon-shin

“I approach my directs with a collaborative mindset, giving them the opportunity to be the expert and advise me on what they'd do in my shoes. Having a discussion and opening the space to let them share their opinions based on their expertise is really important.”

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

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

Who is Jiwon Shin?

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

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

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

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

Jiwon’s Transition to People Management

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

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

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

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

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

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

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

Jiwon’s Management Philosophy and Skill of Choice

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

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

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

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

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

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

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Become a Leader at Work: Practical Guidance for Everyday Success https://www.skillsoft.com/blog/become-a-leader-at-work Fri, 30 Aug 2024 08:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/become-a-leader-at-work

Leadership is not only about holding a title; it encompasses influence, behavior, and the ability to inspire and empower others. While titles can signify authority and responsibility within an organization, they do not inherently make someone a leader.

To become a leader at work, it’s essential to cultivate specific skills and behaviors that foster respect and admiration – to be someone that others look up to.

WHY LEADERSHIP AT WORK IS IMPORTANT

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

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

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

TOP LEADERSHIP TRENDS

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

Shift to remote work.

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

Adapt your approach.

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

Embrace emotional intelligence.

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

Lead with purpose.

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

Recognize your mid-level managers.

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

HOW TO BECOME A LEADER AT WORK

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

1. Lead by Example

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

2. Create Strong Connections with Co-workers

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

3. Cultivate Emotional Intelligence

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

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

4. Always Ask for Feedback

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

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

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

5. Ensure Upper Management Understands Your Vision

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

6. Be Innovative and Strategic

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

7. Mentor and Show by Example

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

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

FINAL THOUGHTS

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

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

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

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

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Professional Development Made Simple: The SMART Goals Guide to Navigating Change https://www.skillsoft.com/blog/professional-development-smart-goals Tue, 27 Aug 2024 00:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/professional-development-smart-goals

Tech advancements and business demands are constantly evolving. So, setting professional development goals is vital to staying relevant. But, with the rapid pace of change, it’s easy to feel overwhelmed. 

How do we stay on track when the skills we need — and the roles we aspire to — are constantly shifting under our feet?

The truth is, while a five-year plan may seem appealing, things are likely to look very different in 2029. In fact, the U.S. Department of Labor projects that approximately 30% of the total workforce will now change jobs every 12 months.

That's why the key to navigating professional development is to set SMART goals — goals that are specific, measurable, achievable, relevant, and time-bound. By focusing on SMART goals, you can navigate the uncertainties of today’s (and tomorrow's) job market with clarity and confidence.

Read on to explore what SMART professional development goals are, learn why they’re critical for your career, and gain insights from actionable examples to help you set and achieve them.

What Are SMART Goals for Professional Development

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

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

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

How to Use SMART Goals to Guide Your Career Path

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

Here’s why they matter:

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

How to Set Your Own SMART Goals

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

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

1. Assess Your Current Position

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

2. Research Industry Trends

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

3. Define Your SMART Goals

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

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

4. Divide Your Larger Goals into Smaller, Manageable Steps

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

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

What Are Professional Development Goal Examples?

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

1. Master New Technology

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

2. Improve Leadership Skills

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

3. Build a Personal Brand

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

4. Expand Your Professional Network

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

5. Enhance Communication Skills

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

6. Pursue a Certification

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

7. Learn a New Language

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

8. Develop Time Management Skills

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

9. Gain Experience in a New Industry

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

10. Write and Publish Thought Leadership Content

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

The Secret to Staying on Track to Meet Your Goals

Achieving SMART goals requires continuous effort and adaptation. 

Here’s how to stay on track:

Regularly Review Your Progress

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

Stay Flexible

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

Celebrate Milestones

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

Seek Feedback and Support

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

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

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

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Separating Fact From Fiction: 5 AI Fears Debunked https://www.skillsoft.com/blog/separating-fact-from-fiction-5-ai-fears-debunked Thu, 22 Aug 2024 08:11:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/separating-fact-from-fiction-5-ai-fears-debunked

In recent years, the rise of artificial intelligence (AI) has been accompanied by a surge of apocalyptic predictions, as if we’re teetering on the brink of a future that’s right out of sci-fi film. News headlines often paint AI as a force that could upend our daily lives, control our future, and potentially spell doom for humanity—and, while it’s essential to recognize the genuine risks associated with AI—it’s equally important to balance this with a grounded perspective.

Understanding the most common fears associated with AI can help to separate fact from fiction. For instance, fears about mass unemployment, deeper discrimination, and ethical breaches often dominate discussions about AI, but there are ways to mitigate these risks. With an informed, grounded perspective, we can harness the benefits of AI while ensuring the proper ethical frameworks and oversight is in place. 

Let’s dive into some of the most common AI fears and explore why they may not be as ominous as they seem.

Fear #1: AI Will Lead to Massive Job Losses

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

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

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

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

Fear #2: AI Will Further Inequality and Discrimination

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

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

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

Fear #3: AI Will Erode Privacy

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

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

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

Fear #4: AI Will Be Used for Malicious Purposes

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

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

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

Fear #5: AI Will Make Humans Obsolete

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

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

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

Want to Learn More About AI?

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

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

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Why You Need a Talent Development Strategy for the Skills Economy https://www.skillsoft.com/blog/why-you-need-a-talent-development-strategy-for-the-skills-economy Wed, 21 Aug 2024 11:35:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/why-you-need-a-talent-development-strategy-for-the-skills-economy

More and more, talent development leaders are adopting a skills-based approach and focusing on measuring competencies across their workforce. The move is part of a broader strategy to close skill gaps and develop more resilient employees as the nature of work continues to evolve.

Why a skills-based approach? Because any organization’s lifeline is its workforce’s skills — or the abilities of employees to accomplish an array of tasks.

By understanding and categorizing skill levels within the workforce, companies can not only refine their talent development processes but also enhance their talent acquisition and retention efforts. And – measuring the ongoing development of skills within your organization can optimize talent allocation, maximizing productivity, efficiency, and overall performance. 

In this post, we’re going to cover the critical realm of skill measurement and the strategic importance of embracing a competency-focused strategy in today’s rapidly evolving work landscape.

Let’s dive in.

Where Skills Fit Into the Talent Development Lifecycle

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

In the Hiring Phase:

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

During Onboarding:

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

Ongoing Development:

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

Succession Planning:

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

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

The Importance of Measuring and Indexing Skills

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

Effective skill measurement impacts several facets of organizational success: 

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

3 Ways to Measure Skills

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

Assessments and Surveys

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

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

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

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

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

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

Indexing Skills: Create a Structured Framework

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

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

A well-designed skill taxonomy serves multiple purposes:

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

And a well-designed job architecture can:

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

How to Index Skills

Skill Taxonomies and Frameworks

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

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

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

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

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

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

Skill Measurement is an Ongoing Process

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

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

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

Read Next: Measure Mastery: How Interactivity Showcases Earned Skills

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The Dog Days of Training: How to Encourage Learning Year-round https://www.skillsoft.com/blog/encourage-learning-year-round Wed, 21 Aug 2024 04:30:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/encourage-learning-year-round

As kids return to the classroom after summer break, they benefit from a refresher on what teachers covered during the spring. Leading up to the start of the school year, teachers are preparing to help students relearn the material often forgotten during the "summer slide."

Identified by researchers in 1996, the phenomenon refers to a regression in students' academic proficiency over summer break. That's why parents are encouraged to help their children maintain skills like math and reading while they're home for the summer.

Similarly, talent development professionals should help their employees during both the fast and slow parts of the year. Otherwise, employees may become stagnant, resulting in seasonal slumps.  

Doing so requires having a well-defined strategy to determine what employee development looks like each season. This strategy should account for how employees will learn in the flow of work and what challenges you might encounter in making continuous learning a company priority.

The Benefits of Year-round Employee Development

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

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

Year-round upskilling yields benefits like these:

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

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

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

5 Steps to Promote Learning Year-round

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

1. Assess and Plan

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

2. Provide Diverse Learning Opportunities

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

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

3. Foster a Learning Culture

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

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

4. Consider Incentivizing Learning

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

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

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

5. Monitor and Adjust

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

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

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

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

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7 Qualities of a Great Leader https://www.skillsoft.com/blog/7-qualities-of-a-great-leader Tue, 20 Aug 2024 08:30:00 -0400 Ursula.Dempsey@skillsoft.com (Ursula Dempsey) https://www.skillsoft.com/blog/7-qualities-of-a-great-leader

What Skills Do Great Leaders Have?

Leadership is not just a role; leadership is a set of competencies that define the effectiveness of an individual in guiding and inspiring others.

As organizations examine how to build their leadership pipeline – from first-time managers to senior executives – many face the challenge of successfully developing influential leaders and understanding precisely which core competencies every leader should have.

Failing to develop these leadership skills means dealing with rises in employee attrition, reduced employee productivity and effectiveness, and a weak leadership bench.

In a recent survey by Global Leadership Forecast, only 11% of organizations reported having a “strong” or “very strong” leadership bench – the lowest in the past 10 years. So, we wanted to help answer the question: what makes great leadership?

Who Needs Leadership Skills?

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

7 Qualities Great Leaders Demonstrate

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

Here are seven qualities of good leaders:

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

 

Integrity

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

Strong communication skills empower leaders to actively and empathetically listen to their team members, addressing concerns and feedback in a constructive manner. This open dialogue not only highlights the quality of leadership but also helps identify potential issues early, creating an inclusive environment where employees feel heard and valued. By prioritizing effective communication, leaders can demonstrate exceptional quality of leadership, foster a positive organizational culture, boost employee engagement, and drive long-term success.

Communication

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

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

Decisiveness

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

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

Self-Aware

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

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

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

Collaborative

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

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

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

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

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

Passionate

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

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

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

Open-Minded

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

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

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

Agile, Adaptable, and Flexible

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

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

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

Empowering, Motivating

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

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

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

Innovative

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

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

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

 

+5 Hard Skills Every Leader Should Have

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

Financial Management

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

Project Management

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

Data Analysis

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

Strategic Planning 

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

Technology Proficiency

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

 

Top leadership personality traits

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

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

How to Build These Skills

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

Learning Journeys 

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

Coaching

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

Interactive Training (with AI!)

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

Develop Your Leadership Skills

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

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

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

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How Professional Coaching Can Boost Your Career: 6 Key Elements from Skillsoft's Experts https://www.skillsoft.com/blog/professional-coaching-can-boost-your-career Thu, 15 Aug 2024 13:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/professional-coaching-can-boost-your-career

Once reserved for top executives, professional coaching is now more democratized, accessible, and affordable, reaching employees at all levels. This evolution has made coaching a vital investment with proven impact and value. 

By emphasizing confidentiality, preparing for manager calls, and leveraging AI as a complement to human interaction, organizations can create a robust coaching ecosystem that supports continuous learning and development. 

However, coaching programs are most effective when the coach and the person they’re coaching build trust and set clear, achievable goals. To get the most of professional coaching engagements, keep reading to learn about six best practices suggested by Skillsoft’s 400+ experienced coaches.  

What is Professional Coaching? 

Professional coaching is a collaborative partnership between a coach and the person they coach, or a coachee. The purpose of the engagement is to foster personal and professional growth.  

A coach is not always a mentor, a consultant, or a therapist, but rather a facilitator who helps others discover their own strengths, values, and goals. Coaching can help improve performance, enhance skills, overcome challenges, and achieve goals. 

The benefits of professional coaching are: 

  • It helps uncover hidden potential and unleash creativity by challenging assumptions and limiting beliefs. 
  • It enhances self-awareness and emotional intelligence by providing feedback and reflection on strengths, areas for improvement, and blind spots. 
  • It boosts confidence and motivation by fostering a growth mindset and a positive attitude toward learning and change. 
  • It improves communication and interpersonal skills by developing active listening, empathy, assertiveness, and conflict management abilities. 
  • It supports career advancement and transition by clarifying goals, identifying opportunities, and creating action plans.

6 Best Practices of a Professional Coaching Engagement

A successful professional coaching engagement relies on clear goals, a strong coach-client relationship, and effective communication. Establishing trust and rapport fosters open dialogue, while setting specific, measurable objectives guides the process. Both parties must be committed, with the client taking responsibility and the coach providing accountability.  

Follow the best practices below to get the most of professional coaching:  

1. Building Trust and Confidentiality

Barbara Visser: "Building trust is so important throughout the coaching relationship, and it starts from the very first meeting. In initial conversations, introduce yourself and share something personal to create a rapport. Emphasize that the coaching space is confidential and dedicated to the coachee’s growth. This trust-building helps create a safe environment for vulnerable and honest discussions." 

Jason Schreuder: "The first session is a 'chemistry session' to ensure both parties are comfortable and aligned on the program's goals. Confidentiality is paramount; everything discussed remains between the coach and the coachee. This creates a secure environment that allows the coachee to be open and vulnerable." 

Skillsoft's platform offers a selection of coaches to ensure a good match, with a coach match success rate of 98%, meaning that of coaches selected, 98% of coachees stay with the one they selected. This choice and careful matching help in building credibility and trust right from the start. 

2. Leveraging Manager Involvement

Marnie Ewing: "Three-way calls with managers are crucial for aligning focus areas and goals and are a unique capability with the Skillsoft Coaching platform. These calls are most effective when managers come prepared with specific feedback and examples, creating clarity on what the client is working on and what support looks like." 

Jason Schreuder: "These three-way calls reinforce the idea of an extended support ecosystem for the coachee. They ensure that the great work done in coaching is integrated into the coachee's professional development plan with their manager." 

Ivan Queiroz: "The manager's involvement in these calls is essential for reinforcing the progress made during coaching sessions. It helps in setting clear expectations and provides a structure for ongoing support, ensuring that coaching is not an isolated activity but a part of the overall development strategy."

3. Emphasizing AI and Human Collaboration

Marnie Ewing: "AI is becoming a significant trend in coaching, offering automated messaging, session recaps, and resource recommendations. However, the human element of coaching remains irreplaceable, and AI should complement, not replace, the coaching conversation." 

Skillsoft Coaching offers personalized coaching with tailored engagements, combining top-tier content, human and AI-aided coaching, and transformative technology for lasting outcomes. Our interactive AI Coaching Guide helps learners create development plans and will soon provide customized resource recommendations. Additionally, learners can use the CAISY™ AI Conversation Simulator to practice leadership scenarios and receive instant feedback and tips from the AI Coach. 

4. Setting Clear and Achievable Goals

Jason Schreuder: "Encourage coachees to come prepared with topics. This preparation ensures that each session is productive and focused on the coachee's immediate needs and challenges."

Barbara Visser: "Normalize coaching within the organizational culture. Encourage employees to take time for coaching and bring up challenging topics. This integration helps in making coaching a valuable and accepted part of professional development." 

Skillsoft Coaching features 360 Assessments from managers and peers to help guide self-reflection and development. The AI Coaching Guide assists in crafting a development plan, while access to the Skillsoft leadership development program on Percipio brings additional options to learners to set and track personal learning goals.  

5. Implementing Short-Term, Targeted Coaching

Ivan Queiroz: "Short-term, targeted coaching can be highly effective if there is a clear focus. It is crucial to set specific, measurable goals and ensure that both the coach and coachee are aligned on these objectives. This approach allows for concentrated effort and tangible outcomes in a shorter period." 

Barbara Visser: "On-demand coaching for specific situations like hard conversations or promotions can be incredibly valuable. However, it's essential that the infrastructure is there to support awareness and uptake of these opportunities." 

Marnie Ewing: "For short-term coaching to be effective, clear expectations must be set. The focus should be on achievable goals within the condensed timeframe, and sustained behavior change might require additional long-term support." 

Skillsoft offers a range of Coaching options from shorter-term to multi-year with features such as unlimited coaching sessions, ensuring flexibility and adaptability to meet various organizational needs. 

6. Ensuring Continuous Engagement and Learning

Marnie Ewing: "Help coachees prioritize their coaching sessions. Busy executives need to understand that this time is an investment in their personal and professional growth." 

Skillsoft Coaching platform nourishes ongoing engagement with the coach. Goals for meetings can be set, plus there are tools such as the new AI Coaching Guide that help learners develop their coaching goals, a proven element of a successful coaching engagement. 

Lean on Professional Coaches to Realize Your Potential

By focusing on these key elements — trust, manager involvement, AI, clear goals, targeted coaching, and continuous engagement — organizations can create a successful coaching program that drives meaningful development and sustained behaviorial change. 

Skillsoft's experienced coaches and robust platform are well-equipped to support these professional coaching engagements. Explore how Skillsoft Coaching can transform your organization's learning and development strategy today. 

Access our guide on building future-fit leaders through professional coaching:  

About the Coaches

Learn about the coaches featured in this post.

Marnie Ewing 

Marnie coaches new managers and emerging leaders using her 20+ years of corporate leadership and professional coaching experience to help them become more confident and effective leaders. She describes her coaching style as inspiring, practical, direct, and empowering. Executive coaching is her passion and purpose!   

Ivan Queiroz 

Ivan is passionate about working with emerging/experienced leaders and high performers. He is driven by a profound belief in the power of strategic disruption and reinvention to help leaders not only navigate uncertainty but also emerge stronger, more resilient, and ultimately thrive. He leverages his experience and professional training in various fields, including business, technology, the science of coaching, positive psychology, appreciative inquiry, and mindfulness.

Jason Schreuder 

Jason is a technology transformation leader with military and fintech experience who develops high-performing leaders and teams. He is a strategic thinker who thrives in ambiguity and loves tackling complex, cross-functional challenges to drive better business alignment, effective human systems and operational excellence. Jason served as a military officer after graduating from West Point, then earned his MBA before transitioning to increasingly challenging corporate roles as a transformation leader in the private sector. 

Barbara Visser 

As a coach, Barbara helps mid-career professionals gain clarity, increase self-confidence, navigate changes, and make empowered choices so that they can thrive both personally and professionally. In addition to her coaching skills, she brings a strong operational background in communication and program management, writing, speaking, and event planning with deep expertise in employee engagement, change management, and executive communications.

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National Book Lover’s Day — Enriching Your Life and Career One Book at a Time https://www.skillsoft.com/blog/national-book-lovers-day-enriching-your-life-and-career-one-book-at-a-time Fri, 09 Aug 2024 08:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/national-book-lovers-day-enriching-your-life-and-career-one-book-at-a-time

National Book Lover's Day occurs annually on Aug. 9  to celebrate the joy of reading and the abundant benefits it brings to our lives. As a leader, you may wonder what National Book Lover's Day has to do with business. 

Did you know that reading is one of the most important skills you can cultivate as a leader, and it can have a tremendous impact on your personal and professional growth?

Reading Books Bolsters Career Growth

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

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

Reading Books Builds Character and Reduces Stress

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

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

Celebrate National Book Lover’s Day

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

Read a book

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

Launch or join a book club 

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

Share your favorite books

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

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

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

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

Happy National Book Lover's Day!

Reading Recommendations

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

How to Live an Awesome Life: The 11 Step Formula for Fulfillment and Success

In 11 inspiring, actionable steps, this book will help you set big achievable goals that shape the life you want to live. Success in life isn't a secret. It's a blueprint. And it's in this book.  

Farther, Faster, and Far Less Drama: How to Reduce Stress and Make Extraordinary Progress Wherever You Lead

Everyone wishes life could be simpler in this fast-paced world, but that often feels impossible. It doesn't have to. Janice and Jason Fraser have been using their method for decades to help all kinds of people — including Navy SEALs, startup CEOs, and Fortune 100 executives — make progress in both their professional and personal lives by solving hard problems with grace. 

Superpower: An Inspiring Story to Overcome Self-Doubt and Unleash Your Authentic Greatness

In Superpower, bestselling author Kate Leavell delivers a compelling story of self-love, appreciation, and the power of sharing and connecting with those around us through vulnerability and understanding. 

The Perfect Story: How to Tell Stories That Inform, Influence and Inspire

We live in a story world. Stories are a memorable and engaging way to differentiate yourself, build connection and trust, create new thinking, bring meaning to data, and even influence decision-making. The Perfect Story makes storytelling accessible with practical and impactful steps for anyone to tell the perfect story for any occasion.

Practical Happiness: Four Principles to Improve Your Life

People think happiness is a singular feeling, but it isn't. The real way to feel happier is to expand your definition of happiness and manage your Happiness Zappers. Pamela Gail Johnson, founder of the Society of Happy People, identified the four practical happiness principles that have helped thousands of people shift their mindsets so they naturally notice more happiness. 

Gain Access to These Books

Start a free trial of Skillsoft Percipio today. 

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What's a Skills Taxonomy (vs. Ontology)? And Why Having One Makes HR Easier https://www.skillsoft.com/blog/whats-a-skills-taxonomy-vs-ontology-and-why-having-one-makes-hr-easier Thu, 08 Aug 2024 09:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/whats-a-skills-taxonomy-vs-ontology-and-why-having-one-makes-hr-easier

Organizations that haven't adopted a skills taxonomy or ontology often struggle to assess the skills and capabilities of their workforce.

Today, talent development teams are under pressure to fill vacancies within their organizations to remain competitive and innovative. Many businesses have a skills gap that hinders their performance, manifesting in low-quality outcomes, attrition and the inability to drive meaningful change. Without a taxonomy, it's tough to plan for the future, properly resource initiatives, and close skill gaps.

A skills taxonomy helps standardize what skills are, their hierarchy and importance within the organization, and much more. This mechanism to organize skills helps bring the clarity that talent development teams need to support broader workforce transformation initiatives, especially as many transition from a role-based organization to a skills-based organization.

Here's how they're commonly used at work:

  • Recruitment: Create precise job descriptions and identify candidates with the specified skill sets.
     
  • Training and Development: Develop targeted training programs based on the skills identified in the taxonomy. Tailor learning paths to employees' needs and career aspirations.
     
  • Performance Management: Assess employees' performance against the defined skill levels. Use this assessment to provide constructive feedback and plan their development.
     
  • Succession Planning: Identify high-potential employees and prepare them for future leadership roles by mapping their skills to the required competencies.

In many ways, a taxonomy provides the foundation for talent management operations. But given all the benefits of having a taxonomy, why are organizations still struggling to adopt one?

One study by Salary.com shows that more than half of HR professionals (54%) don’t know what a skills taxonomy or framework work is and 76% have yet to implement one. 

There are reasons for this. It can be an arduous process to create one, or taking the alternative route, buying one, can pose challenges too. The solutions available on the market are often too simple, complex, or expensive.

In this blog, we'll explain the ins and outs of skill taxonomies, why they're helpful, and some challenges with using them.

Why Use a Skills Taxonomy?

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

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

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

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

What is a Skills Taxonomy?

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

What are the benefits of a skills taxonomy?

Clarity in Skill Requirements

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

Streamlined Learning Paths

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

Effective Skill Assessment

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

Enhanced Talent Management

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

How to Develop a Skills Taxonomy

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

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

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

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

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

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

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

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

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

Potential Hurdles in Developing and Implementing a Skills Taxonomy

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

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

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

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

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

Bring Clarity to Talent Management with a Skills Taxonomy

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

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

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

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

Animated GIF of Skillsoft's Percipio platform, showing the Role Advisor feature.
Image: Role Advisor in Skillsoft's Percipio

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

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

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

See how the platform personalizes learning by requesting a demo.

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A Champion’s Mindset: Power Skills We Can Learn from Olympians https://www.skillsoft.com/blog/a-champions-mindset-power-skills-we-can-learn-from-olympians Wed, 07 Aug 2024 10:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/a-champions-mindset-power-skills-we-can-learn-from-olympians

The Olympic Games have returned to Paris after 100 years of traveling the world. Commonly believed to be the premier display of athletic prowess across 40 disciplines, many athletes re-evaluate their relationship with their sport as the four-year cycle restarts. Well-known names like LeBron James, Shelly-Ann Fraser-Pryce, and Andy Murray have said the 2024 Games is their last and many more have publicly expressed turning their focus to life after sport.

Imagine a world where Simone Biles is suddenly your marketing director. Maybe you see Dr. Katie Ledecky for your kid’s cold. What about all the Olympians or Olympic hopefuls who aren’t household names? How do high-performance athletes prepare for life after competitive sport and what unique skills do they bring to their careers?

Genevra “Gevvie” Stone, MD, OLY has been rowing for over 20 years. Her parents were U.S. Rowing National Team members, her mother a part of the crew that competed in the 1976 Montreal Games. Gevvie herself has competed at three, in 2012, 2016, and 2020 (held in 2021 due to the pandemic). She won a silver medal in the single scull at the 2016 Rio Games, an event where the boat is powered by just one person with two oars across 2000 meters, not a boat taken on by every rower due to the tremendous demand for perfect technique and self-motivation.

We sat down with Gevvie to discuss her career, transition to the emergency medicine field, and the skills workers can learn from Olympic-level athletes.

How did you approach your career in sport and transition to work?

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

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

What drew you to medicine?

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

What’s your relationship with rowing now?

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

What has been your biggest challenge balancing preparing for the future and being present in training?

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

What are some skills Olympians have that transfer well to the workplace?

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

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

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

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

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

Skills Olympians Teach Us

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

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

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

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

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

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

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

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20 of the Best Cybersecurity Certifications in 2024 (and What They Pay) https://www.skillsoft.com/blog/the-best-cybersecurity-certifications Wed, 07 Aug 2024 09:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/the-best-cybersecurity-certifications

Cybersecurity continues to be a lucrative field, with professionals worldwide earning more than $100,000 on average, according to Skillsoft's IT Skills and Salary Report.

However, professionals in this domain remain in short supply around the world. In the United States alone, nearly 470,000 job listings remain unfilled, leaving a gap that exposes organizations to increasing threats.

From 2022 to 2023, the number of attack victims' credentials shared on leak sites has increased by 76%, according to a CrowdStrike report. Threat actors are also targeting cloud environments more often — a 75% increase from the year prior, CrowdStrike says — and exploiting vulnerabilities native to certain providers.

The cost and frequency of these breaches are also increasing. In the past year, 84% of organizations have confirmed a breach, according to a report by Fortinet. The same report shows that nearly half of the 1,855 survey respondents confirmed that breaches cost them more than $1 million.

The good news from the report? Ninety percent of leaders want to hire professionals with technical certifications and would pay for them. 

Organizations worldwide stand to benefit greatly from employing skilled, certified information and cybersecurity professionals. These professionals can help secure their cloud environments, implement zero-trust architecture, and educate the greater workforce about the threats afoot.

The cybersecurity certifications listed later in this blog are among the most trusted. In fact, many are often listed as job requirements. To see how we compiled this list, check out our methodology.

What are the Benefits of Earning a Cybersecurity Certification?

Is It Worth All the Effort? Yes!

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

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

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

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

The Highest-Paying Cybersecurity Certifications Worldwide

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

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

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

  1. Google Cloud - Cloud Security Engineer pays on average $159,135.
  2. CISSP - Certified Information Systems Security Professional pays on average $140,069.
  3. AWS Certified Security - Specialty pays on average $138,053.
  4. CRISC - Certified in Risk and Information Systems Control pays on average $133,616.
  5. CISM - Certified Information Security Manager pays on average $131,967.
  6. CDPSE - Certified Data Privacy Solutions Engineer pays on average $127,403.
  7. CASP+ (Advanced Security Practitioner) pays on average $124,477.
  8. CSC - Cyber Secure Coder pays on average $119,260.
  9. DCA: Information Storage and Management v5 pays on average $118,887.
  10. CCSM - Check Point Security Master pays on average $114,904.
  11. CISA - Certified Information Systems Auditor pays on average $109,012.
  12. CIoTSP - Certified IoT Security Practitioner pays on average $109,663.
  13. Security+ pays on average $108,709.
  14. CCSP - Certified Cloud Security Professional pays on average $104,987.
  15. CySA+ (Cybersecurity Analyst) pays on average $103,271.
  16. CEH - Certified Ethical Hacker pays on average $102,366.
  17. CCSE - Check Point Certified Security Expert pays on average $101,740.
  18. Microsoft Certified: Cybersecurity Architect Expert pays on average $94,321.
  19. Microsoft Certified: Azure Security Engineer Associate pays on average $93,812.
  20. (ISC)² Certified in Cybersecurity pays on average $84,470.
The Cybersecurity Average Certification-Holder (Worldwide)
  • Average Age: 37
  • % Manages a Team: 60%
  • % Earned a Certification in Past Year: 57%
  • Average Number of Certifications: 8
  • Average Salary: $104,687

What These Certifications Pay in the U.S.

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

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

Google Cloud - Professional Cloud Security Engineer

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

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

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

Training Resources for this Certification

CISSP - Certified Information Systems Security Professional

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

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

Training Resources for this Certification

AWS Certified Security - Specialty

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

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

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

Training Resources for this Certification

CRISC - Certified in Risk and Information Systems Control

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

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

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

A GUIDE TO ISACA CERTIFICATIONS

Training Resources for this Certification

CISM - Certified Information Security Manager

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

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

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

Training Resources for this Certification

CDPSE - Certified Data Privacy Solutions Engineer

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

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

Training Resources for this Certification

CASP+ (Advanced Security Practitioner)

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

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

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

Training Resources for this Certification

CSC - Cyber Secure Coder

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

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

Training Resources for this Certification

DCA: Information Storage and Management

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

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

Training Resources for this Certification

CCSM - Check Point Security Master

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

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

Training Resources for this Certification

CISA - Certified Information Systems Auditor

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

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

Skillsoft Resources for CISA - Certified Information Systems Auditor

CIoTSP - Certified IoT Security Practitioner

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

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

Training Resources for this Certification

Security+

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

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

Training Resources for this Certification

CCSP - Certified Cloud Security Professional

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

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

Training Resources for this Certification

CySA+ (Cybersecurity Analyst)

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

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

Training Resources for this Certification

CEH - Certified Ethical Hacker

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

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

Training Resources for this Certification

CCSE - Check Point Certified Security Expert

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

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

Training Resources for this Certification

Microsoft Certified: Cybersecurity Architect Expert

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

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

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

  • Microsoft Certified: Azure Security Engineer Associate
  • Microsoft Certified: Identity and Access Administrator Associate
  • Microsoft Certified: Security Operations Analyst Associate
Training Resources for this Certification

Microsoft Certified: Azure Security Engineer Associate

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

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

Training Resources for this Certification

ISC2 Certified in Cybersecurity (CC)

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

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

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

Training Resources for this Certification

How We Built This List

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

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

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Is Your Workplace Too Hot? https://www.skillsoft.com/blog/is-your-workplace-too-hot Tue, 06 Aug 2024 06:15:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/is-your-workplace-too-hot

Did you know that the Chicago Heatwave of 1995 resulted in over 700 deaths? The Russian Heatwave of 2010 caused around 56,000 deaths, massive wildfires, and significant crop failures. And, the summer heatwave of 2022 prompted 3,000 more deaths than usual among people 65-years-old and over in England and Wales. 

It’s clear that the impact of extreme heat can result in severe consequences. In addition to death, these might include:

  • Environmental Impact: High temperatures can lead to devastating wildfires and severe droughts affecting agriculture, water supply, and ecosystems. 
  • Infrastructure Damage: High temperatures increase the demand for electricity, often leading to power outages. Extreme heat can also cause roads to buckle and rail tracks to warp, leading to accidents and transportation disruptions. And heatwaves can lead to water shortages.
  • Economic Impact: Extreme heat can devastate crops, leading to significant economic losses. It can also reduce labor productivity, particularly in outdoor occupations like construction and agriculture, affecting economic output.
  • Social Impact: Droughts and loss of livelihood caused by extreme heat can lead to forced migration as people seek cooler climates. Hot weather can also strain medical resources, leading to broader public health crises. Not to mention the impact of increased mortality levels on friends and family. 

Stay Cool, Stay Healthy

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

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

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

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

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

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

Heat Stress in Manufacturing

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

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

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

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

Engineering Controls

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

Administrative Controls

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

Personal Protective Equipment (PPE)

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

Health Monitoring

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

Environmental Monitoring

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

Policy and Planning

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

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

Learn More

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

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

Stay safe this summer. Learn more.

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What Does a Software Developer Do? And Is It Still a Good Career? https://www.skillsoft.com/blog/what-does-a-software-developer-do-and-is-it-still-a-good-career Mon, 05 Aug 2024 12:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/what-does-a-software-developer-do-and-is-it-still-a-good-career

If you enjoy... 

  • Puzzles 
  • Thinking creatively 
  • Challenging yourself 

...and haven't considered working as a software developer, you're missing out. 

Working in software development offers no shortage of challenges that deliver swift, objective feedback validating whether or not you've arrived at a solution. As a developer, you're assigned to solve problems by tinkering with solutions until you've reached that eureka moment. 

Sound exciting, gratifying? It is. 

According to Skillsoft's David Johnson, lead software engineer and DevOps facilitator (PSE), it's the best part of the job. 

When asked what he enjoyed most, he responded with: "The ability to create something from scratch, see it work, puzzle out the parts that aren't quite right, then dazzle my stakeholders with a polished product. Unlike soft skill jobs, or things with subjective output, I get regular and immediate feedback on what I make: pass/fail is it working? Yup! I immediately see how my product improves the situation, and what neat new tricks it can perform as others add on." 

Developers must think creatively and devote time to continuous learning to engineer customer-focused solutions. This is both the challenge and reward of this line of work. 

But, with AI automating some jobs, is it still a viable career? 

"Existing AI tools do not fully understand abstract concepts, context, and the nuances of human language and requirements. They also cannot make ethical decisions, consider the societal implications of a piece of software or innovate in the way humans can," writes Cory Althoff, Senior Vice President, Product Management, Data & Software at CompTIA. "Therefore, while generative AI can be a powerful tool in a software engineer's toolkit, helping to automate specific tasks and improving productivity, it is not likely to replace software engineers entirely." 

On the contrary, generative AI and copilots are making software developers more efficient at work, which Althoff speculates could lead organizations to pursue more challenging projects. Data from the U.S. Bureau of Labor Statistics suggests a similar trend. 

According to the BLS, employment for software developers is projected to grow by 25% through 2032, which is much faster than the average for all occupations and pays an average of $130,160. This growth reflects the integral role of software in various sectors, necessitating a continuous pipeline of skilled professionals to develop, maintain, and improve software. 

So, is software development a viable career choice? With high average salaries and increasing demand, you could say it's a safe bet. 

As industries adapt to new technologies, the need for proficient software developers remains essential, making it a reliable and rewarding career choice moving forward. 

The real question: Is it right for you? 

Learn more about this career path below to make that call. 

What is a Software Developer? Different Types, Languages, and Frameworks They Use

A software developer is a professional responsible for designing, implementing, testing, and maintaining software applications or systems. They work with programming languages and software development tools to create software that meets specific user needs or operational requirements. This role often requires collaboration with other stakeholders, such as project managers, designers, and quality assurance testers, to ensure that the final product functions as intended. 

Software developers can specialize in various domains, such as web development, mobile application development, or systems programming. Their work may involve both front-end development and back-end development, as is the case with full-stack developers

This career path offers opportunities for growth and specialization, making it a viable option for those with the appropriate technical and problem-solving abilities. There are several different kinds of software developers, each specializing in various aspects of development. Here are some of the main types: 

  • Front-End Developers: Focus on the user interface and user experience (UI/UX), working with languages like HTML, CSS, JavaScript, and frameworks like React, Angular, or Vue.js 
  • Back-End Developers: Handle server-side logic, databases, and application integration, working with languages like Java, Python, Ruby, PHP, and frameworks like Node.js, Django, or Spring 
  • Full-Stack Developers: Skilled in both front-end and back-end development, capable of managing entire projects from start to finish 
  • Mobile Developers: Specialize in developing applications for mobile devices, using platforms like iOS (Swift, Objective-C) and Android (Java, Kotlin) 
  • DevOps Engineers: Focus on bridging the gap between development and IT operations, implementing continuous integration/continuous deployment (CI/CD) pipelines, and managing infrastructure using tools like Docker, Kubernetes, Jenkins, and AWS 
  • Security Developers: Specialize in ensuring the security of software applications, conducting security audits, vulnerability assessments, and implementing security protocols 
  • Data Scientists/Engineers: Deal with data collection, processing, and analysis, utilizing programming languages like Python, R, and tools like Hadoop, Spark, and SQL 
  • Game Developers: Focus on creating video games for various platforms, using game engines and frameworks like Unity, Unreal Engine, and programming languages like C++ and C# 
  • Embedded Systems Developers: Develop software for embedded systems, which are specialized computing systems within larger mechanical or electrical systems 
  • Cloud Developers: Specialize in cloud computing services, using platforms like AWS, Microsoft Azure, Google Cloud, and related technologies and tools 
  • Machine Learning Engineers: Focus on creating algorithms and models that enable machines to learn from data, working with libraries and frameworks like TensorFlow, PyTorch, and scikit-learn (Interested? Read this: The Top 13 Skills Every Machine Learning Engineer Should Have in 2024

What Software Developers Do

Software developers create and maintain software applications or systems. They come up with the architecture, write and test the code, and debug it until everything works as it should. But naturally, there's more to it. 

These professionals often work in cross-functional teams, requiring varying levels of collaboration on a day-to-day basis. Developers work with other junior or senior developers, of course, as well as project managers, design, marketing and sales professionals, and senior executives. 

To develop solutions, developers must understand product requirements and customer challenges. Along the way, they must also document their work and iterate their code to integrate new features, improve performance, and ensure compatibility with other systems. 

Certainly, there's nuance to every job, and as software developers specialize in technologies, languages, frameworks, industries, and so on, the responsibilities will vary. But here are common duties you'd face on the job as a software developer: 

  • Designing Software Solutions: Creating the architecture and specifications for new software applications. 
  • Writing and Testing Code: Developing code in various programming languages and conducting tests to ensure functionality. 
  • Debugging Applications: Identifying and resolving defects in software to enhance performance and reliability. 
  • Collaborating with Stakeholders: Working with project managers, designers, and quality assurance teams to align on project requirements and objectives. 
  • Conducting Code Reviews: Participating in reviews of peers' code for quality assurance and sharing best practices. 
  • Documentation: Creating and maintaining documentation for software design, code, and user manuals to aid understanding and future maintenance. 
  • Updating Existing Software: Maintaining and upgrading current applications by adding new features and improving existing functionalities. 
  • Staying Updated with Technology Trends: Continuously learning about new tools, technologies, and development practices to remain competitive in the field.

What Skills Do Software Developers Need?

A combination of technical and soft skills is crucial to excel as a software developer. Here's a breakdown of these essential skills: 

Technical Skills: 

  • Programming Languages: Proficiency in languages such as Java, Python, C#, or JavaScript is fundamental. 
  • Version Control Systems: Familiarity with tools like Git to manage code changes and collaborate with other developers effectively. 
  • Frameworks and Libraries: Understanding frameworks such as React, Angular, or Django can enhance development efficiency. 
  • Database Management: Knowledge of relational databases (like SQL) and NoSQL databases (like MongoDB) for managing data storage and retrieval. 
  • API Development: Skills in designing and implementing APIs for seamless communication between software components. 
  • Testing and Debugging: Ability to write unit tests and perform debugging to ensure software quality. 
  • Cloud Services: Familiarity with cloud platforms such as AWS or Azure for deploying and managing applications. 

Soft Skills: 

  • Problem-solving: Strong analytical skills to identify issues and develop effective solutions. 
  • Communication: Ability to articulate ideas clearly and collaborate with team members and stakeholders. 
  • Time Management: Skills in prioritizing tasks and managing time effectively to meet project deadlines. 
  • Adaptability: Openness to learning new technologies and adapting to changes within the tech landscape. 
  • Teamwork: Capable of working well within a collaborative environment, balancing individual tasks with group objectives. 

Professional Certifications for Software Developers

Professional certifications benefit both individuals and their employers. For individuals, they're a credible validation of one's expertise and skillset. Employers must fulfill client requirements and lend a competitive advantage over others. In so many ways, certifications are a win-win. 

The certifications below can help software developers increase their knowledge and experience with specific platforms, improve their job-hunting prospects, and earn them higher salaries: 

Advice for Becoming a Software Developer

Becoming a software developer isn't always straightforward. Some land in the field as part of a career change. It's not always easy for recruiting organizations to land the right candidate with the desired nuanced skill set. In those cases, some opt to reskill and upskill new staff as part of the onboarding process. DB Systel's program is a great example of this. 

Today, many organizations still want developers to have a formal degree in computer science or a similar area. But not all, and there are signs that degree requirements are relaxing in favor of skills. 

If you're going to a university, it's not a bad option. But if you're planning a career change, you can still land a gig with the right experience, skills, and connections. This is where internships, mentors, and networking can help. "The Meetup scene for tech and dev is quite rich in most cities," Johnson said. 

What's important is the commitment to ongoing learning. 

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The 5 Toughest Skills for Hire For, According to the C-Suite https://www.skillsoft.com/blog/future-proof-your-tech-team-the-key-skills-for-tomorrows-challenges Mon, 29 Jul 2024 08:00:00 -0400 ravi.gd@skillsoft.com (Ravi Gd) https://www.skillsoft.com/blog/future-proof-your-tech-team-the-key-skills-for-tomorrows-challenges

In a landscape marked by economic uncertainty, the lingering effects of a global pandemic, and the swift evolution of technology, industries across the board are faced with profound disruption — and the tech sector is no different. 

According to Skillsoft’s latest report, The C-Suite Perspective, 71% of executives say skill gaps are present within their organization, and nearly 62% anticipate more skills gaps to arise in the next 1 to 2 years.

There is a combination of challenges driving this skilling struggle. Namely, it’s hard to hire candidates with the right skills; the rate of technological change exceeds skills training; and it’s difficult to attract candidates with the right skills. 

Want to read the full report? Download it here → 

However, amidst these challenges lies opportunity for those willing to seize it. Forward-thinking leaders are not merely overcoming these obstacles — they are actively seeking out avenues for growth and innovation — and that requires reskilling and upskilling their workforce.

Overcoming the Skilling Struggle

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

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

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

The Toughest Skills to Hire For

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

1. Cybersecurity

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

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

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

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

Interested in cybersecurity? Check out our Cybersecurity Career Journey

2. AI and Machine Learning

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

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

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

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

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

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

3. Analytics, Big Data, Data Science

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

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

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

Interested in data science? Discover some of our courses

4. Cloud Computing

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

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

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

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

Interested in cloud computing? Explore our Cloud Career Journey

5. Application Development

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

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

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

The Future of Skilling

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

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

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

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What is Reskilling? And Why Businesses Must Adapt https://www.skillsoft.com/blog/what-is-reskilling Fri, 26 Jul 2024 00:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/what-is-reskilling

Reskilling, while not a new concept, is becoming more important than ever as people’s skills show their age. 

The increasing pace of technological advancement is changing industries left and right, and it’s only speeding up. Technology, like AI, is shifting work as we know it. 

In some cases, existing roles are going away completely or being greatly reduced. In other ways, the job has changed and now requires workers to change alongside it. 

While job displacement is scary to think of, reskilling presents an opportunity to individuals but also businesses and even entire industries.

For one, organizations globally need skilled workers but often can’t source enough. A collective skill gap remains. For displaced workers, or even those who are interested in a career change or to brush up on new skills, reskilling is a way to close this gap and adapt.

What is Reskilling?

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

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

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

Using the definition for upskilling just after this, the example here seems more like it reflects upskilling than reskilling. Flesh this out more to explain the example and difference. Or, consider using a different, starker example. 

Why is Reskilling Critical for the Workforce?

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

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

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

The Advantages of Reskilling

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

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

Reducing Layoffs 

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

Reducing Turnover

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

Recruiting New Employees

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

Employee Empowerment

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

How to Reskill Your Workforce

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

1. Pinpoint What Skills Are Most Needed 

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

2. Identify The Employees You Would Like To Reskill

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

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

3. Encourage Your Employees To Adapt

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

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

4. Offer Courses, Training And Coaching

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

5. Track And Analyze Results

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

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

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

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

So, What’s Reskilling? It’s the Way Forward

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

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

Read Next: What is Upskilling? - Skillsoft

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What is a Full Stack Developer? And Advice on Becoming One https://www.skillsoft.com/blog/what-is-a-full-stack-developer Wed, 24 Jul 2024 00:00:00 -0400 alec.olson@skillsoft.com (Alec Olson) https://www.skillsoft.com/blog/what-is-a-full-stack-developer

Working as a full-stack developer can be a rewarding career for those who enjoy devising creative solutions to meaningful challenges. This career path demands continuous learning, as it never ceases to change, and a devotion to chasing mastery in a number of development disciplines. 

If that’s what you’re after, you've come to the right place.

A full-stack developer is a professional with the skills and knowledge to handle front-end (browser or client-side) and back-end development (server-side) tasks. These developers create and maintain all parts of a web application, from the user interface and experience to the server-side logic and database management. Since full-stack developers often navigate multiple layers of development, they can build comprehensive solutions independently and integrate various components created by others.

To land a job, professionals must become proficient in various programming languages and understand web servers, APIs, and database systems.

Keep reading to learn more about what full-stack developers do and how to become one.

What Does a Full Stack Developer Do?

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

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

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

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

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

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

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

Programming Languages and Frameworks for Full Stack Developers

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

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

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

Front-End Languages and Frameworks

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

Back-End Languages and Frameworks

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

Database Technologies

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

Other Essential Tools

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

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

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