Building a Successful Reskilling Strategy: Components for a Learning Organization in the Digital Age

We have focused a bit more on the finer imperatives of Reskilling. Slightly a longer email as I had more time due to the 4th of July weekend in the US.

In 2020, The World Economic Forum launched a platform called Reskilling Revolution, an initiative to reskill about a billion people by 2030. This movement signaled a hue recognition that Reskilling is an essential corporate strategy. At the country level, the Reskilling Revolution is supported by the governments of India, Oman, Pakistan, the Russian Federation, and the United Arab Emirates, which will run Closing the Skills Gap National Accelerators. In addition, the governments of Denmark and Singapore have become learning network champions. Draup Analysis shows that courses’ learning through MOOCs (Massive Open Online Courses) is accelerating in the Nordic region. In the US, the Government has called on companies to commit to retraining and upskilling their own workforce through the Pledge to America’s Workers. To date, over 415 private-sector companies have pledged more than 14.5 million career-enhancement opportunities for American workers over the next five years. France’s Mon Compte Formation is the first-of-a-kind individual skills account with an integrated mobile application dedicated to vocational training and lifelong learning. (Source World Economic forum Meeting notes from 2020)

As you could imagine, the intention is to drive attention to reskilling, much similar to the magnitude of the Green Revolution. Draup analyzed several dissertations works in this area and discussed with a few leaders, and have assembled the building blocks of successful reskilling strategy.