Future-Proofing Your Workforce: Developing In-Demand Skills For 2025

Prepare Your Workforce For Growth

Recently, LinkedIn published the results of their user study in a list of the top 11 in-demand skills of 2024. [1] According to the LinkedIn study, those skills are:

1. Adaptability
2. Communication
3. Customer service
4. Leadership
5. Project management
6. Management
7. Analytics
8. Teamwork
9. Sales
10. Problem solving
11. Research

While their research revealed that more than half of LinkedIn users have a job that will be augmented or disrupted by AI in the future, the human element is still relevant, and soft skills are more valuable than ever right now. Think about it—most skills on the list involve human interaction.

Identifying Skill Gaps And Choosing The Right Learning Partner For Success

How do you determine which of these skills are most needed for your organization’s success? While organizations might already seek staff who already have strong communication, adaptability, interpersonal, and leadership skills when hiring, developing those skills within the workforce may be the way to get a leg up on the competition.

Finding the biggest need is part of what a good learning services provider (LSP) can do for an organization. This is why partnering with the right LSP can be the key to developing a training plan for progress and excellence.

A great LSP will be able to:

• Analyze the needs of an organization’s company and teams
• Identify gaps in soft skills based on current training and other factors
• Take a thorough look at all pieces of the puzzle, including interviews with Subject Matter Experts (SMEs) and stakeholders
• Take into account any internal polling or research

For example, the American Organization of Nursing Leadership (AONL) sought to help experienced nurses face the challenge of transitioning from a clinical role to a managerial one. They partnered with AllenComm to uncover which skills were most needed to prepare these nurses to meet this challenge head-on. AllenComm interviewed nursing SMEs and other AONL stakeholders and uncovered several needs, including that these nurses required a flexible training program that built their confidence and awareness and gave them the support they needed to succeed. AllenComm also identified the right objectives, structure, gaps, and required content for the program. They then designed and developed the program to meet those objectives and needs.

Start Now For Future Success

An ever-changing business landscape requires companies to be proactive in developing a workforce prepared to face difficulties with the right skills. Learning leaders like you should look ahead and prepare for 2025 by creating a plan now to address critical skill development training needs and make adjustments as things change or evolve. This early preparation assists organizations with their growth plans and will allow time to gain stakeholder buy-in.

Workers who are prepared to respond to changes efficiently and effectively are sought after. That level of agility creates a more nimble organization when facing industry and economic changes. Organizations with agile training and development strategies thrive in unpredictable, rapidly changing environments, according to ATD. [2] These organizations adapt more quickly to technological advancements, market shifts, and new business models. An organization is only as agile as its workers, though. Employees with the trait of agility are more resilient and adaptable and able to capitalize on new opportunities. Take a moment to consider how you can support employees in developing agility to further the growth of your own organization.

Preparing For Growth Through Skills Development

Organizational growth calls for strategic planning and forecasting the skills that will drive success. It’s more than simply upskilling employees. By investing in teams as individuals with unique needs and goals, you can set your businesses up to thrive in the coming year. This preparedness can improve employee satisfaction and also jumpstart new initiatives early in the year rather than playing catch up later. According to the World Economic Forum’s Future of Jobs Report 2023, nearly half of all employees will need reskilling by 2025 to keep up with technological and business changes. [3] Proactively putting the right skills training at the top of the list can create a more resilient workforce prepared to contribute effectively to growth initiatives. This preparation includes technical skills and essential soft skills like communication, leadership, and problem solving, which are integral to innovation and strong team dynamics.

Securing Stakeholder Buy-In For Effective Implementation

One of the key challenges in launching a robust skills development program is obtaining buy-in from other departments and stakeholders. Stakeholders must understand that investing in training today will yield long-term benefits, such as increased productivity and employee retention. Research from Brandon Hall underscores the importance of aligning L&D initiatives with business goals to earn executive support. Clear communication about the value of these programs, supported by data on their ROI, can help ensure that leaders are on board. Involving stakeholders early in the planning process, listening to their input, and demonstrating how corporate training aligns with strategic objectives can solidify their commitment to the initiative.

Determining The Right Skills For Future Success

Having a clear idea of where to start in upskilling/reskilling teams will help you better focus on the business-critical skills in demand for your organization. Recognizing the different types of skills the workforce needs, anticipating future developments, and preparing for upcoming changes are crucial steps for success. By partnering with an experienced learning consultant, organizations can gain strategic insights and tailor their training programs to meet future challenges head-on, positioning the organization for a strong start to the coming year.

Skills development can often fall into three categories:

• Professional development skills. These are focused on how the individual wants to grow personally and are optional.
• Job requirement or filling-the-gap skills. This may include certifications, part of a degree, or part of a promotion.
• Organizational goal-driven skills. An example might be upskilling sales teams to become product experts and better articulate value in customer conversations.

Uncovering which skills are most necessary for the organization to work on is where a good LSP comes in. They’ll be able to gather and analyze the right data to determine the right skills that will best move the organization forward. A skilled LSP may meet with leaders, business departments, and other stakeholders to unearth the skill needs critical to future success, whether soft or hard. They’ll then design a skills development program to make meeting upcoming initiatives easier, guide where to put the training and development budget, and navigate complex internal corporate challenges.

For example, the International Association of Fire Chiefs (IAFC), the organization of leadership representing firefighters and emergency responders, needed a learning solution to train paid and volunteer firefighters and first responders with the necessary skills to handle an increase in incidents and service call volume in their communities, all while maintaining elevated service standards.

IAFC partnered with AllenComm for skills training that prepared fire department personnel with the skillset needed to transition to combination teams when necessary, built a collaborative team culture to effectively work together to protect and serve, and developed the interpersonal leadership skills to successfully conduct community outreach. AllenComm designed and created three learning solutions that were versatile and adaptable enough to be customizable so learners could choose to take only the courses they needed.

Choosing Learning Solutions For Long-Term Success

Starting the new year off right means implementing skills training solutions that provide a strong learning foundation and a learner experience (LX) tailored to learners’ needs. An experienced LSP can recommend the ideal combination of tools to achieve organizational goals, whether it involves content libraries, partnerships with industry associations, or a customized LX platform designed to engage and sustain learners’ interests.

Conclusion

L&D leaders must start now by assessing current training programs and defining strategic goals for the upcoming year. This involves identifying existing skills within teams, spotting gaps that could impact future initiatives, and ensuring alignment with broader organizational objectives. By proactively addressing these areas, companies can prepare their workforce for growth and enhance their ability to adapt to challenges and changes.

Partnering with a professional learning consultant or LSP can be valuable for organizations looking to create or tailor their skills development programs effectively. A skilled partner can help analyze needs, design solutions, and develop training that meets business goals and supports employees’ unique growth journeys. Companies like AllenComm bring expertise in crafting customized eLearning solutions that bridge skill gaps and prepare teams for future demands. By focusing on strategic preparation and engaging the right support, organizations can build a resilient, skilled workforce ready to excel in 2025 and beyond.

References:

[1] The Most In-Demand Skills for 2024

[2] From Fragile to Agile: The Future of Learning and Development

[3] The Future of Jobs Report 2023

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