Bridging the Skills Gap: Effective Methods for Technical Upskilling in the Digital Age
As technology reshapes industries, the question isn't whether to upskill your team, but how to do it most effectively
Upskilling: Navigating the Path to Skill Mastery
Upskilling is a challenge that many companies face, particularly when a technological shift occurs in the economy. The question of how to best equip people with new skills is perennial, and different approaches are often proposed as solutions.
As a lifelong learner and educator, I have noticed various methods that different people successfully (and unsuccessfully) acquire new skills.
Here is an analysis of the three methods of upskilling that you may be considering on the market. I've been both the educator and the student in all of these options, so this analysis contains many years of personal and professional experience.
1. Professional Training Programs
One popular solution is the use of professional trainers who design and deliver curricula packaged into workshops, seminars, and classes. These sessions are typically short, easy to complete, and delivered by facilitators, making them scalable across large groups. For participants, the primary requirement is attendance. These seminars can be particularly beneficial for leaders who need to quickly familiarize themselves with new concepts and industry language without the burden of homework or extended study.
2. Academic Courses
Another option is enrolling in academic courses offered by teachers, professors, and schools. Unlike seminars, these courses often span a semester and focus on developing technical skills within the framework of a broader degree program. Academic classes emphasize theoretical understanding, expanding knowledge bases, and applying techniques through regular homework assignments. This method is ideal for those who need to connect multiple concepts and technologies, allowing them to explore and experiment with a range of relevant tools and ideas. And the focus on grading and evaluating gives students a means to demonstrate legitimacy in the marketplace.
3. Apprenticeships with Master Craftspeople
A third, more immersive approach involves learning directly from a master craftsperson. These experts don't sell training per se; instead, they offer to solve problems for you, involving you closely in the process as an apprentice. The experience is hands-on, allowing you to learn skills progressively, becoming more independent and capable with each passing day.
Working with a master craftsperson offers unique advantages. The craftsperson is responsible for producing tangible, functional outcomes that meet user needs. Their livelihood is execution, not facilitating or lecturing, but they teach from a genuine desire to see their creations in good hands after they complete the job. As an apprentice, you gain exposure to every detail of the process - every pivot, challenge, and resolution - and you will learn how to maintain and take care of the work product. This kind of learning is invaluable for those who want to see how knowledge is applied in real-world situations in their job, at their company.
Comparing the Approaches
Each of these methods has its time and place. Seminars are excellent for building familiarity with concepts with minimal effort. Seminars are especially useful for leaders who haven't the time to complete lengthy assignments or lack a need to be hands-on at work. Graduate courses offer exposure to a broad knowledge base. Homework develops your ability to conduct independent research and apply new skills. However, when the goal is to quickly get things done and learn at a customized pace, there is no substitute for the apprenticeship model. Spending time with a master craftsperson allows the student to organically develop real and relevant skills while the master delivers completed projects.
Seminars
Ideal Audience: Leaders and managers who need conceptual understanding
Educator's Effort: Low
Student's Effort: Low
Experience: Convenient and quick; just attend and learn.
Cost: $100 to $3,000
Customization: Rarely customized
Classes
Ideal Audience: Early career professionals needing new skills to qualify for new jobs, often at new companies
Educator's Effort: Medium
Student's Effort: High
Experience: Comprehensive but demanding; often part of a larger degree program
Cost: $1,000 to $4,000 per class or the cost of a degree
Customization: Occasionally customized, usually in final projects
Apprenticeships
Ideal Audience: Individuals seeking hands-on experience and skill development alongside project completion. Could be mid or late career, motivated to meet new and emerging demands at work
Educator's Effort: Medium
Student's Effort: Medium
Experience: Immersive, practical learning that builds real-world confidence
Cost: Often included as part of a project
Customization: Frequently customized
There are obviously more approaches to learning than classes, degrees, and apprenticeship. For motivated individuals, Youtube and books can yield low-cost introductions to new topics and to refresh techniques that are a bit rusty. Both create deep dives into topics where someone else is curating the information and scope for you, and you can internalize what you need from them. Consultation and coaching are also great alternatives if you want to be responsible for outcomes, but value guidance and a sounding board along the way. Getting the most from videos, books, and coaching all require a level of individual motivation that typically is beyond the company's ability to mandate. I hope that we can all recall the experience of working with a highly motivated individual, and know that it can't be duplicated simply by having another individual watch the same videos, read the same books, or get the same advice.
For companies that are evaluating options for how to make the most of their learning and development budget, consider a blend of learning methods depending on specific needs. By leveraging the strengths of each method, organizations can ensure they are not only acquiring new skills but also applying them effectively to drive success.
If you want to discuss opportunities for Learning & Development in your organization, reach out and schedule a free conversation with us!
