Reskilling workers. Let’s talk about that. Welcome to work2dot0. In this episode, we talk about how talents and odds meeting the future of work. We share the insights that we acquired from our working with organizations through our tools TAO. And we bring those insights right to you so we all could learn and have a conversation about the future. If you are an organization and you are seeing that transformation is happening, which is almost every organization nowadays. Then one thing that is biting you hard if you’re at the leadership level is people getting obsolete in their skills and how to retrain them into the future organization that you are heading to. And challenges that you’re facing today. You’re not alone. A lot of businesses that we talk to are suffering from that. And almost everyone, although they understand this problem, their solution, and I think it to us even it’s gut-wrenching to see how some of these businesses are really stuck. They understand the problem.
They understand they’re doing enough to figure out what they need to do something. But the thing that they’re doing is often limited help. And why it’s not their fault? Because the thing that are available to you outside it is of limited importance. So what happens, what is happening? So you understand you need to grow, you have sort of skills that are getting obsolete. You understand the skills that you are hiring for. But you are relying right now on outside vendors to retrain your workers. So if you look at that, primarily what you’re looking at is content providing companies. Coursera, Udemy and many programs at core services boot camps. And they can train your workers. They can provide content to your workers pretty effectively. But what’s the problem?
The problem that we talked to businesses. And almost everyone that we talk to, they understand the idea of hey, these skills are amazing. The skill is where we are heading to. And skill A is where people are really obsolete and we are better off letting go. Some of the smarter companies that we interact with, they are figuring it out, hey, how can I take from people from A to B. And some of them not so smart companies with, well, a lot of financial pressure, are thinking in a very catastrophic way. How can I just get rid of B and hire more of A. Or get rid of A and hire more of B? But if you’re a smart company, you understand that one of the critical elements in creating a workforce of the future is a workforce that understands the nuance of your business. Understand the culture of your and that’s really expensive to train someone.
It’s very easy to let go. It is extremely hard to hire someone with the right attitude. And it’s equally harder to have them trust your company and deliver and understand your culture and contribute effectively within an organization. So you have gone through those first two stages of acquiring an amazing talent and grooming them. But somehow they get obsolete by whatever reasons you are trying to let go of those individuals. Not a very good strategy. But we understand there are some cost pressures going on. Now you’re thinking, Hey, sure it’s a problem, but how we could solve it. So the solution somehow lies in the problem. And the, your research in itself, as I said, that almost every one of you understand the obsolete skill, whether you say, Hey, call center reps are obsolete. Whether you say, people on the field are obsolete. And almost every one of you say, hey, we are a software company.
Basically we want to grow. Whether you say we need more AI and more sort of artificial intelligence, machine learning heading into the future. So if you think of it this way, and this is how Tao sees things. I’ll explain how TAO sees things in a few minutes. But if you look at this problem, so you have to skill clusters. Cluster A, which is obsolete skills cluster B, which is your next age magical skill that gets you to your premium dollars. That really helps your business succeed. So the thing that you need to understand is if you identify the skill cluster if you understand your workers. What do these workers know, how do they know it? And all that fun stuff. So you can have a very informative understanding of your skill cluster. Cluster A obsolete B the next stage.
And this is TAO`s approach and this is what you have learned from Tao. If you do the skill clustering part right, you actually can identify some of them, we call it transformational clusters. So from cluster A to cluster B. Maybe you need, there’s middle, there’s a cluster T, it’s called transformation. So, people, they don’t have to jump from cluster A to B. They can go through several small T`s getting to the B. So that really then you get to that knowledge. It really empowers you. It emboldens you because now you have a way to somehow connect the most obsolete worker of the company to the most cutting edge folks in futuristic folk in your company. And even when you start thinking of this particular problem from a skilled cluster point of view, that’s how even like a shameless plug that even Tao does the same thing.
TAO actually identify how your workers, which skills they are good at, why they are good at how much they are good at and how much they like being in that skill. So if you have understood the liking of a particular skill and you understand that this scale somehow you are good at those, suddenly become the council leader of that particular skill cluster. They can pull everyone else into the cluster. And then similarly you can actually create for every skill transformation cluster and cluster B, all those transformational champions. They are working with the company in either very intimate level helping understand the content, helping understand the skill and tools and capabilities that they need it. They actually give you that value perspective that a business needs to know to really help understand the psychology of growth. And many of us trust me, even if you give us any content to learn all the content, no doubt would help someone learn.
But even our way to handling content is pretty variable. Someone likes more pictures, someone’s like small text. Some people like audio, some people like just video. Some people like physical interactions when they are all basically classroom environment. It’s very difficult for you to tame what kind of environment suits which kind of people. So that’s why understanding culture and creating understanding skill clusters and creating maps across the skill cluster would be exceptionally helpful. So what would be the after effect? So if you have done right and you can do it on excel spreadsheets, no, no problem. If you’re a company or even 3000 per thousand people, 10,000 people, you can still do it on an excel spreadsheet. Not a very big project. But once you do it right, you would get a very insightful, visual of your organization with what skill clusters exist in your company. Which skill cluster could actually transform from a skill A obsolete to skill B cutting edge.
And then we’re the champions in every skill cluster who are aspirational motivated to grow. And then you can even throw the content tactical content at these tactical clusters and see very tactical outcomes that might emerge. And that could really help you. Now, what would happen. So now what’s the call to action? Now you know how it’s useful. Go out, talk to your HR or if you’re in HR, look at each and every employee and see where they lie on the skill cluster roadmap, which skills they have, how much they like that skill, how much experience they have in that skill. And from there on, try to connect the dots and see how best you can do that. And obviously we can help if we can be of any help.
But regardless, extremely important, most efficient where do these skills your worker is. Understand the skill clusters within your company. Connect the right people together through the skill clusters, and have people to keep transforming from the obsolete to the cutting edge. And that will give you a constant cyclic approach or free training your workers without getting into a panic and just throwing every content. And hoping someone sticks on the wall. So with that, I hope it is useful. If you like what you’re listening to and hearing, we do appreciate you share and subscribe. Thank you so much. And till the next episode, Good Luck.
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