In
the march of digital progress, it's crucial for leaders to stay in step.
Leadership within any organisation doesn't just provide direction; it sets a
tone. When leaders are committed to continuous learning, adapting and evolving
with technology,
it inspires those around them to do the same. It also has the knock-on effect
of making employees more invested in your organisation.
The
statistics reflect this. According to LinkedIn’s
2023 Workplace Learning Report, “the No.1 way organisations
are working to improve retention is by “providing learning opportunities.”
And
yet, only 35% of
learners have been encouraged to learn
by their manager in the last six months, and obvious skill gaps have emerged
within our talent pools. Many candidates, even when they’re willing to learn,
find themselves under-equipped for the roles they’re applying for. Addressing
this issue demands a top-down approach. Senior leaders must place a premium on
continuous education and cultivate a culture of growth.
The need for continuous learning in a digital-first
world
The
digital era we’re living in is one in which change is the only constant. With
emerging technologies coming to market at an almost mind-boggling pace, taking
a back seat isn’t an option; it's a potential pitfall. You have to learn to be
able to roll with digital change in order to thrive.
This
urgency for continuous learning and adaptation begins at the leadership level.
When a company's leadership emphasises the value of ongoing digital education,
it sets a tone that your entire organisation can follow.
Business
leaders can help to plug the skill gaps in two key ways:
1. Notice when candidates have a
thirst for knowledge
The
digital skills gap isn’t just about ensuring existing employees have the
opportunity to learn - it’s also about future employees.
Hiring
managers need to look beyond a candidate’s current skill set and ask if they
can adapt. Are they eager to learn and grow? While baseline qualifications are
non-negotiable, a candidate’s willingness to learn can sometimes help to bridge
the skills crisis we currently face. Recognising and valuing these
types of candidates can offer long-term benefits.
2. Promote internal continuing
education efforts
Organisations
that champion and support continuing
education truly stand out, no matter
whether that’s digital or tech skills or any other type of learning.
If
your company provides avenues for continuous learning and development, it's not
just an internal asset, it's something worth broadcasting. By promoting this
benefit, you signal to both current and potential employees that growth and
evolution are at the heart of your business.
Statistics
show that people typically want to work for a company that’s invested in their
development and future learning. An astonishing 94% of
employees say they would work for their
organisation for longer if there is a commitment to their learning and
development.
Keep your best talent skilled up, even if they
don’t want to lead
Don’t
forget that not
everyone wants to or can be a leader - but that
doesn’t mean they don’t want to learn or be part of filling the digital skills
gap.
Establishing
well-defined career trajectories and learning pathways that enable growth
without necessitating a leap into leadership is crucial. Even if an ‘individual
contributor’ - i.e. someone with a specialist skill who doesn’t want to manage
people - isn't looking to step into leadership, they probably still have career
aspirations.
Offer
them skill enhancement opportunities, training sessions, workshops and
certification programs. Such initiatives help individual contributors to refine
their capabilities and enrich your talent. You could also create senior or
master-level positions for individual contributors, positions that acknowledge
and reward deep expertise. These roles can stand alongside traditional senior
leadership positions, providing an alternative path for those who excel in
their chosen field.
It starts with business leaders
Trends
gain momentum when thought leaders and role models are at the fore. Business
leaders have the power and platform to influence behaviour and set standards -
and therefore help to plug the digital skills gap at your organisation.
By
prioritising learning, adapting to emerging technologies and promoting a growth
mindset, they can drive positive change. A culture of curiosity, spearheaded by
leadership, can ensure that everyone, regardless of their position, stays
abreast of industry shifts and the digital evolution.
How can Hanover help you find leaders during a
digital skills shortage?
The
rapid evolution of the digital landscape, while challenging, also presents
opportunities.
As
we navigate the digital era, it's vital to reframe our perspective on hiring.
By emphasising continuous learning, nurturing a culture of curiosity and
seeking leaders who are proactive in addressing skill gaps, businesses can not
only survive - they can thrive.
These
are transformative times, and partnering with recruitment specialists like
Hanover for your executive
search requirements can offer the expertise and insights
needed to bridge the leadership skills gap effectively.
To find out how we can support you, contact us
today.
