The rate of change in our organizations feels insurmountable and the new skills our employees need to keep up with that change is overwhelming. This session will use stories from transformations we’ve been a part of – the types of transformations many organizations are going through now – to help you identify questions to use with business partners to identify upcoming talent impacts.

This session is focused on moving from a practitioner addressing specific needs, to a strategy partner with your business leaders. We’ll share the resources we look to in order to proactively identify reskilling efforts and we’ll share how organizations are assessing current roles, evaluating potential opportunities for reskilling to meet areas of high demand, and leveraging learning offerings to address the need.

Most importantly, we’ll talk about the frameworks you might use to think about how equitable your skills development strategy is and how to advocate with business and HR leaders for different approaches the helps build talent for today AND tomorrow.

Here’s what you should be able to do when you walk away from this session:
1. Describe the differences between upskill and reskilling, and use a framework for evaluating the durability of skills you’re delivering
2. Advocate with business and HR leaders for more equitable approaches to skilling and creating mobility for existing employees to grow