Employee Upskilling Programs

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

Static textbooks might be outdated soon... Learn Your Way — Google's AI-powered learning tool, is one of the most thoughtful experiments I’ve seen in AI + education. It can turn a simple PDF into five personalized learning formats in one click. And instead of one-size-fits-all lessons, it adapts to you: Pick your grade level + interests → the content reshapes itself. ---- Into space? Physics comes with rocket examples. ---- Learning to code? It adjusts to your experience level. Where it’s at now: • Live in Google Labs as an official research experiment • Built on Google’s LearnLM + Gemini (pedagogy-first AI stack) 💡What it already does well: 🔹 Converts content into multiple formats (read, listen, slides, mind maps) 🔹 Built-in quizzes + adaptive feedback 🔹 Contextual examples that actually feel relevant 🔹 Low-effort learning modes (like audio on commutes) *Still early-stage (can’t upload your own materials yet, in tester phase), but what’s there already shows what AI + education could look like. Fun to explore,  Link’s in the comments. __________ For more on AI and learning materials, plz check my previous posts. Alex Wang #education #ai #generativeai #edtech

9 soft skills to accelerate your career: 1. Make People Feel Important (SHR Method) Your formula to be charismatic: Seen • Give eye contact • Offer a specific compliment Heard • Ask good questions • Be interested, not interesting Remembered • Follow up • Remember name(s) • Recall something you discussed — 2. Hone Your Body Language (7-38-55 Rule) People will like/dislike your communication based on: • 7% words • 38% tonality and face • 55% body language Stand up straight, pull your shoulders back, make eye contact, smile, give a firm handshake... You will be dangerous. — 3. Master the 4-Bullet Update Powerful people are busy. (They might not remember what they asked you to do.) Give an update with this outline: • Here's what you asked me to do • Here's what I did • Here are the risks/blockers (if any) • If given more time, I'd do this — 4. Record and Study Your Speaking The best communicator I know told me her secret: She records her calls. Then she replays them, studies them (like an athlete watching game film). You'll cut 'ums' and 'likes.' 99.9% won't do this. Be the outlier. — 5. Ask Rapport-Building Questions Your network is your net worth. Build bonds with these Qs: • What neighborhood are you in? • Do you have any siblings/kids? • How'd you meet your partner? (if mentioned) • Any fun upcoming trips? Simple, but most people miss this. — 6. Send 'Friday Highlights' If you're new to a team, do this to build trust. Every Friday, send your supervisor(s) a short email. Two parts: 1) Highlights from the prior week • Big tasks completed • People networked with • Extracurriculars (like affinity groups) 2) Upcoming activities for next week • Forward-looking big tasks and networking Friday Highlights will help you: • Build trust • Hold yourself accountable • Tactfully self-promote (perception is reality) • Have everything you need for self-reviews — 7. Don't Complain or Gossip. Ever. Nobody likes to hear complaining. So why do we do it ourselves? (Respectfully standing up for yourself is different.) Separately, when you talk bad about others, people wonder if you talk bad about them too. Just don't do it. — 8. Remember ALL the Names A person's favorite sound is their name. I have a theory about their 2nd favorite sound: The names of their loved ones and pets. Whenever you hear one mentioned, write it down. Later, ask *by name* about them. You will stand out. — 9. Give Yourself a Personal MBA Willingness to learn is a crucial soft skill. I wrote a popular thread on how to give yourself a personal MBA (in 6 months). All it takes to finish? Read 30 mins daily. — 📌 Want to receive a high-res PDF of this one-pager? 1. Follow Ben Meer 2. ♻️ Repost to help your network 3. Subscribe to my free newsletter: https://lnkd.in/ewnjDzas Follow the steps above, and I'll send you this and 8+ of my best infographics for free.

Continuous improvement (CI) in organizations is only possible through developing CI competencies in people and teams!! It's clear that every business wants competent, capable employees who have the ability to streamline processes and swiftly adapt to process changes... BUT... ...despite recognizing the importance of CI, many organizations find themselves with a workforce unskilled in the practical, agile application of continuous improvement. There's a real disconnect! Why is this? 🤔 A few reasons.... 👉 It could be an issue with training vs real-world application. Often, employee training programs are heavy on theory but light on practical, hands-on experience. Employees understand the 'what' but struggle with the 'how.' Including leaders! 👉 It could be cultural resistance. People may not embrace adaptability and learning. That problem could be also caused by ineffective leadership! 👉 It could be lack of tools, resources or autonomy. Knowing what needs improvement is one thing; having the tools and authority to make changes is another. That's also something leaders influence! 🚨 So what's the call to action here? Leaders need support to develop themselves and they also need to understand the important role they play in developing CI competencies in every person. This involves: ✅ Hands-on Coaching and Learning. Shift from traditional "telling" to coaching on the job. Provide real-world problem solving opportunities, ask great questions and involve people in process management to develop critical thinking and problem-solving skills in every person. ✅ Cultivating a Psychologically Safe CI Culture. Foster an environment where every employee feels empowered and motivated to seek out and try out improvements, without fear of failure. Transparent and regular communication is key. ✅ Empowering people. Equip teams, not just with tools but also the authority to lead and implement changes. People are much more innovative and creative when they feel they are in control of their own work. When employees see their ideas come to life, it reinforces their capability and drive for continuous improvement. What else works to bridge the gaps in continuous improvement skills? Leave your suggestions in the comments below 🙏 #continuousimprovement #lean #agile #employeedevelopment #learninganddevelopment #leadership #skilldevelopment

I've coached executives across five continents, and here's the brutal truth: The professionals getting promoted aren't necessarily the smartest—they're the fastest learners. While everyone else is consuming content passively, top performers have cracked the code on accelerated learning. They don't just read about strategy—they can teach it back to you in 60 seconds. ✅ The Harvard Business Review's latest research confirms what I see daily: Professionals who can learn and apply new concepts 10x faster than their peers become indispensable in half the time. Here's the framework that separates rapid learners from information collectors: • Explain like you're 5 → Simplify complex concepts into basic terms • Visualize the process → Create mental maps of how things work • Break it into chunks → Divide big concepts into 3-5 digestible parts • Find the patterns → Extract rules and formulas you can apply elsewhere • Relate to real life → Connect every concept to situations you encounter daily • Use analogies → Compare new ideas to familiar concepts you already know • Break the myths → Identify 3 misconceptions and learn the truth behind them • Ask the critical "why" → Understand impacts & consequences, not just facts • Teach it back → Explain the concept to someone who knows nothing about it • Challenge it → Question common assumptions and identify potential mistakes • Simulate practice → Create scenarios to apply the knowledge immediately • Turn it into stories → Transform concepts into brain-friendly narratives While your peers are still highlighting PDF articles and saving LinkedIn posts they'll never revisit, you could be mastering new skills, solving complex problems, and positioning yourself as the go-to expert in your field. The professionals who master rapid learning don't just advance faster—they become irreplaceable. Coaching can help; let's chat. #coachingtips #careeradvice #professionaldevelopment

𝐏𝐚𝐠𝐞𝐆𝐫𝐨𝐮𝐩 𝐏𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞𝐬: 𝐀𝐈 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐓𝐞𝐜𝐡 𝐂𝐚𝐫𝐞𝐞𝐫𝐬  This post marks the beginning of PageGroup Perspectives, a series where I’ll explore key areas of PageGroup’s services, and share insights that are reshaping the workforce. In this first post, I focus on AI’s impact on the tech sector. AI is transforming the tech industry at a rapid pace, and with it comes an increased demand for AI skills. This growing need is pushing tech professionals to rethink their roles and career trajectories, while businesses are finding innovative ways to bridge the skills gap. Michael Page’s latest edition of Tech Career Decoded explores this evolving landscape, which you can read here: http://bit.ly/4fipEKz Here is my perspective on how AI is driving the future of jobs: 𝐀𝐈 𝐢𝐬 𝐒𝐡𝐚𝐩𝐢𝐧𝐠 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 - 𝐑𝐢𝐠𝐡𝐭 𝐍𝐨𝐰  AI’s impact on tech careers isn’t a future trend - it’s already happening. According to PageGroup’s 2024 Talent Trends report, 4 in 10 tech professionals say AI is already influencing their career decisions, while almost 60% believe it will shape their long-term choices. What we’re seeing is a growing recognition that understanding AI is essential to staying competitive. 𝐀 𝐂𝐚𝐭𝐚𝐥𝐲𝐬𝐭 𝐟𝐨𝐫 𝐍𝐞𝐰 𝐂𝐚𝐫𝐞𝐞𝐫 𝐏𝐚𝐭𝐡𝐬 The real power of AI is how it’s unlocking entirely new possibilities for tech professionals. For instance, product managers used to rely heavily on manual data analysis. Today, AI tools handle that process, allowing them to focus on strategic decisions and innovation. To thrive in these transformed roles, professionals now need to be skilled in AI-driven data analysis tools and machine learning frameworks. And it’s not just product managers - software engineers, data scientists, and countless other roles are evolving alongside AI. In fact, half of all tech professionals worldwide are already using AI in their daily work. 𝐔𝐩𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠: 𝐓𝐡𝐞 𝐊𝐞𝐲 𝐭𝐨 𝐅𝐮𝐭𝐮𝐫𝐞-𝐏𝐫𝐨𝐨𝐟𝐢𝐧𝐠 𝐂𝐚𝐫𝐞𝐞𝐫𝐬  But with AI advancing quickly, how do tech professionals ensure they aren’t left behind? The answer is upskilling. We are seeing many of our clients invest in in-house AI training programmes and courses to equip their teams with the tools they need. Upskilling doesn’t just help fill the AI skills gap, it empowers professionals to evolve within their roles. Whether it’s a software engineer learning to integrate AI into applications or a cybersecurity specialist mastering AI-driven threat detection, gaining these skills opens the door to greater responsibilities and career advancement. AI is set to be a permanent part of the future of work and the tech professionals who embrace it today will be the ones who thrive tomorrow. The key isn’t just about learning AI for the sake of staying afloat - it’s about seeing AI as a partner in creating new opportunities. What steps are you taking to explore the opportunities AI offers?

Upskilling Strategies: Yesterday we looked at the Upskilling for business success and today we're going to look at customizing learning pathways for your Tech team. In today’s tech landscape, a one-size-fits-all approach to training just doesn’t work. To build a high-performing, future-ready tech team, upskilling programs need to be personalized and role-specific. 🔍 Start by assessing your team’s current skills: Use skills assessments, 360-degree feedback, and project performance reviews to understand the strengths and gaps within your tech teams. 🔑 Tailor learning pathways to meet the needs of specific roles within your organization. A few examples: ·       Cloud Engineers can benefit from certifications and training in platforms like AWS, Microsoft Azure, or Google Cloud. ·       DevOps Teams should focus on tools like Docker, Kubernetes, Jenkins, and CI/CD pipelines to streamline workflows and improve collaboration. ·       Cybersecurity Specialists need continuous learning in threat detection, encryption, and certifications like CISSP or CEH. ·       Software Developers could advance their skills in languages like Python or Java, or explore microservices and API development. 🎯 Personalization matters. When you align learning paths with individual roles and career goals, your team is more engaged and motivated, and the impact of upskilling is much greater. To create a successful upskilling strategy: ·       Set clear development goals based on current and future business needs. ·       Leverage e-learning platforms that offer customizable learning paths and assessments. ·       Encourage mentorship and peer learning to reinforce new skills within the team. ·       Investing in personalized learning paths doesn’t just future-proof your workforce—it drives innovation, improves retention, and keeps your tech teams agile and ready for the challenges ahead. Are your upskilling programs tailored to the unique needs of your tech team? #upskilling #personalizedlearning #techtrends #cloudengineering #DevOps #cybersecurity #continuouslearning #workforcedevelopment

Degrees alone won’t fix India’s employability gap anymore. And therefore, this year’s Union Budget 2026 budget announced support for ICAI and ICSI to design short-term, modular skill programmes aimed at faster employability and job readiness. These aren’t feel-good certifications. They’re being built around live industry demand, especially across finance, compliance, governance and MSME-driven roles. This signals a clear shift: The market is moving from “learn everything first” to “learn what gets you hired.” Here’s what this shift really means for professionals and freshers 1️⃣ Short courses now need hiring logic, not just curriculum A course adds value only when it helps you demonstrate how you can reduce risk, improve compliance, support operations or drive outcomes. Completion alone no longer impresses recruiters. 2️⃣ Industry-designed modules matter more than trending skills ICAI and ICSI programmes are aligned with regulatory, accounting, governance and MSME needs. These roles continue hiring even when other sectors slow down. 3️⃣ Skill + storytelling decides interview outcomes Candidates lose offers not because they lack skills, but because they can’t explain how those skills apply to the role. How you frame a short course in interviews matters more than the certificate itself. 4️⃣ Budget 2026 is pointing toward where jobs will actually grow Manufacturing, services, city-based employment and MSMEs are clear focus areas. Learning that aligns here gives you a hiring edge others miss. 5️⃣ Modular learning signals adaptability, a top hiring signal in 2026 In volatile markets, employers look for candidates who can learn fast and adjust. Short, outcome-driven programmes communicate that better than long theoretical tracks. The reality is simple: Degrees get you shortlisted. Skills get you interviewed. Clarity gets you hired. If you were choosing one skill today purely to improve your job chances in 2026, what would it be and why? Let’s discuss 👇 #budget2026 #employability #upskilling #careercoach #interviewpreparation #jobmarketindia #skillsthathire

Are You Aligning Your Strengths with What Your Organization Values? A few years ago, a talented professional, came to me feeling frustrated. Despite her hard work, she wasn’t moving forward in her department. After a core competency analysis, we discovered the reason: She excelled in technical skills, but the company placed heavy emphasis on leadership, initiative, and innovation—areas where she wasn’t fully demonstrating her potential. To fix this, we crafted a plan to develop these core competencies. We assigned her small team projects to build leadership experience, and encouraged her to share her innovative ideas. Within six months, she was recognized as a natural leader, and new opportunities started opening up for her. 🌱 📊 Here’s How You Can Assess Your Organization’s Core Competencies: 👉Review Job Descriptions: Look at the required skills for your current and aspirational roles. Companies often include key competencies in job postings. 👉Pay Attention to Company Culture: Observe what behaviors are praised and rewarded—this is often a reflection of the core competencies the organization values. 👉Engage with Leadership: Ask for feedback and guidance on what the organization sees as vital for success in your role. 👉Study Performance Reviews: Look at what’s being measured in performance evaluations—this will reveal the competencies your company values most. 💡 Key Action Points: 🔆Assess the core competencies your organization values most. 🔆Identify where your strengths align with those competencies. 🔆Take proactive steps to develop in-demand skills like leadership and innovation. Feeling stuck in your role? It might be time to reassess your competencies and align your strengths with what the organization values. Start today and unlock new opportunities! #Leadership #CareerDevelopment #CoreCompetencies #Innovation #Initiative #ProfessionalGrowth #LeadershipSkills #CareerAdvancement #SkillDevelopment #LearningAndDevelopment

Yesterday my daughter made an observation that’s relevant to all mid-market CISOs. While speaking to her on voice call, my father-in-law struggled to switch the WhatsApp call to video to show their dog’s antics. He asked my mother-in-law to help. While on the call, my mother-in-law needed to transfer money via UPI to someone. So they had to cut the call - because my father-in-law needed to step in! My daughter came to me with this question: Two people. Same house. Same everyday things. Yet their skill levels are so different. Now, imagine this inside a company with hundreds or thousands of employees. - Some struggle to identify phishing emails - Some don’t understand the risk of weak passwords - Some click on malicious links without a second thought - Some approve payment requests based on text messages - Some download & install unauthorized software - Some share sensitive information over email without realizing - Some upload company secrets into ChatGPT for projects Yet, many CISOs run just 𝙤𝙣𝙚 𝙤𝙧 𝙩𝙬𝙤 cyber awareness simulations per year & think it’s enough. It’s not. Cyber awareness needs to be continuous, personalized & measurable. A strong cyber awareness program should: 𝟭) 𝗧𝗲𝘀𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘄𝗶𝘁𝗵 𝗿𝗲𝗮𝗹-𝘄𝗼𝗿𝗹𝗱 𝗮𝘁𝘁𝗮𝗰𝗸 𝘀𝗰𝗲𝗻𝗮𝗿𝗶𝗼𝘀 Phishing, smishing, vishing, and deepfake attacks that mimic what attackers actually do. 𝟮) 𝗔𝗱𝗮𝗽𝘁 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗯𝗮𝘀𝗲𝗱 𝗼𝗻 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝘀𝗸𝗶𝗹𝗹 𝗹𝗲𝘃𝗲𝗹𝘀 A finance executive needs different training than a new intern. 𝟯) 𝗢𝗳𝗳𝗲𝗿 𝗲𝗻𝗴𝗮𝗴𝗶𝗻𝗴, 𝗶𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝘃𝗲 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 Gamification, role-based training, and bite-sized learning improve retention. 𝟰) 𝗧𝗿𝗮𝗰𝗸 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁𝘀 & 𝗿𝗶𝘀𝗸𝘆 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿 Identify employees who need extra training instead of treating everyone the same. 𝟱) 𝗥𝘂𝗻 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝘀𝗶𝗺𝘂𝗹𝗮𝘁𝗶𝗼𝗻𝘀, 𝗻𝗼𝘁 𝗼𝗻𝗲-𝘁𝗶𝗺𝗲 𝗲𝘃𝗲𝗻𝘁𝘀 Cyber threats evolve daily; training should too. 𝟲) 𝗚𝗶𝘃𝗲 𝘁𝗵𝗲 𝗰𝘆𝗯𝗲𝗿 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗽𝗼𝘀𝘁𝘂𝗿𝗲 𝗮𝘁 𝘁𝗵𝗲 𝗰𝗹𝗶𝗰𝗸 𝗼𝗳 𝗮 𝗯𝘂𝘁𝘁𝗼𝗻 Department-wise reports of people & the potential learning gaps Awareness is not running a simulation & calling it a day. It's the actions & the next steps: - for improvement - knowing the awareness posture of everyone - for building a culture where employees become security assets If you’re a CISO evaluating solutions that train employees further based on their actual responses, DM me. My team works with a platform designed to make cyber awareness practical, engaging & effective. -- Hi, I’m Rajeev Mamidanna. I help mid-market CISOs strengthen their Cyber Immunity.