Reskilling Initiatives

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

“How can I find a mentor?” I’ve been lucky to have 8 mentors that I’ve connected with over the years and catch up with annually. I get asked this question ALL THE TIME. Here are mentorship programs where you can find great mentors! Here’s what has worked for me: 🩷 Look Within Your Circle Find someone nearby, whether you work with them or already know them. Mentors don’t always need to be strangers or experts in your field. 🩷  Make a Low-Stakes Ask Don’t start by asking, “Can you be my mentor?” Honestly, it’s presumptuous and inconsiderate. Instead, ask for a short coffee chat. It’s less stressful and a more natural way to build a relationship 🩷 Make it as easy for them as possible Frame your ask clearly. Don’t just ask for a “coffee chat”. Be specific about what you want to learn and why. If you don’t make it clear, people might think you’re wasting their time. Get straight to the point. 🩷 Join a Structured Mentorship Program If you want a more formal setup, there are mentorship programs that provide a clear structure for growth. I’ve personally benefited from a few, and here are some that I recommend ✨ SCCCI Career Women Group Connects accomplished women leaders with aspiring professionals and entrepreneurs. Through shared experiences and meaningful guidance, the programme seeks to uplift and empower women across generations. ✨TiE Women (For Female Founders) Equity-free cash prizes up to $50,000 Mentoring by successful entrepreneurs Investor Access From around the world Networking: Global participants & members ✨SBF Singapore Women Entrepreneurs Network (SG-WEN) A network formed by SBF to coordinate the existing efforts of businesswomen within the community. ✨Singapore Business Federation Young Business Leaders Network (YBLN) Mentorship program: Connecting young leaders with experienced mentors to help them navigate challenges and opportunities in their businesses. ✨Young Women Leadership Connection Exclusive opportunity to be mentored by some of Singapore's most accomplished women leaders across various industries. ✨Her World Mentorship Programme Provide mentees with valuable guidance from seasoned mentors, helping them navigate both their professional and personal lives with confidence. ✨ ADP List Accelerate your professional growth with 1:1 expert guidance from 37,542+ mentors in the ADP List community. ✨ Launchpad A digital and IRL community group that powerfully propels members through their entrepreneurial journey. They offer weekly peer mentoring sessions facilitated by guest coaches for members. However, they don’t do 1-1 pairing. Join the My Brilliant Self community. Learn from world-class leaders, develop high-impact skills, grow financial confidence, and connect with peers who accelerate your growth, opportunities, and influence. 💪🏻 https://lnkd.in/gmSR-4fd Let me know if this helps, if you want more... and if you have any other recommendations! 😇

🚛 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗶𝗻 𝘁𝗵𝗲 𝗟𝗼𝗴𝗶𝘀𝘁𝗶𝗰𝘀 𝗦𝗲𝗰𝘁𝗼𝗿: 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗧𝗮𝗹𝗲𝗻𝘁 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🚛 In the fast-paced world of logistics, success isn’t just about processes and technology—it’s about 𝗽𝗲𝗼𝗽𝗹𝗲. Let me share the story of a Logistic company that turned its 𝘁𝗮𝗹𝗲𝗻𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 into its greatest competitive advantage. A few years ago, they faced challenges many logistics companies know too well: hig𝗵 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿, 𝘀𝗸𝗶𝗹𝗹𝘀 𝗴𝗮𝗽𝘀, and a 𝗱𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁. But instead of looking outward for solutions, they looked inward, investing in their 𝗽𝗲𝗼𝗽𝗹𝗲 through a comprehensive talent development program built on three pillars: 🔹 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆𝗶𝗻𝗴 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹: 𝗧hey conducted internal assessments to spot high-potential employees ready for leadership roles, creating a talent pipeline for key positions. 🔹 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝗻𝘀: Every employee received a tailored training plan—whether it was technical skills for operators or leadership development for supervisors—ensuring growth at all levels. 🔹 𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗚𝗿𝗼𝘄𝘁𝗵: They launched a cross-mentorship program where experienced staff guided new hires, fostering a culture of continuous learning and collaboration. This initiative not only enhanced engagement but also reduced turnover by 20%. The results? 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲, 𝗳𝗮𝘀𝘁𝗲𝗿 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝘁𝗶𝗺𝗲s, and a 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗴𝗿𝗼𝘄𝘁𝗵 where employees feel empowered to contribute to the company’s success. 💡 When you 𝗶𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗽𝗲𝗼𝗽𝗹𝗲, you’re investing in your company’s future. The logistics industry thrives on efficiency, but efficiency thrives on 𝘁𝗮𝗹𝗲𝗻𝘁. How is your organization fostering growth from within? Let’s share best practices and inspire others to make 𝘁𝗮𝗹𝗲𝗻𝘁 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 a top priority! 𝗠𝗕𝗔 Gabriela Garcia  📩 gabrielagarciae41@gmail.com  📞 56 1033 62 36 💬 https://wa.link/7edvy9 #TalentDevelopment #LogisticsExcellence #PeopleFirst #Leadership #ContinuousLearning #EmployeeGrowth #LogisticsTransformation

Last week, I met the team of Orah Nutrichem Pvt. Ltd. to conduct an ‘𝐎𝐫𝐢𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐬𝐞𝐬𝐬𝐢𝐨𝐧’ of the mentoring journey I will be facilitating for their them. These are one-to-one sessions wherein people from cross functional roles will interact with me about their aspirations, challenges, fears, dreams, and I will be handholding and guiding them in this journey. I will also be wearing the hat of an ‘enabler’ and ‘friend’ where a safe space will be provided for them to share their thoughts and feelings. This is going to be a year long journey, with meeting each one of them once, every month. The benefit of this type is in relationship approach and connection. A mentor and mentee can focus on the exact development needs of the mentee and, as a result, speed up the entire growth process. One-on-one mentoring is also suitable for succession planning. In the words of the Director, Rohit Dubepatil “I want to have this program so that it helps build individuals to their highest good’. People will receive salaries every month, however if they can benefit from a sounding board to grow themselves further, the purpose of this program is achieved.’ When organizations decide to 𝐢𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦, the benefits are multifold: 1)  A mentorship program can inspire or challenge participants to get outside their comfort zone and learn something new. Being in a mentor/mentee relationship can also improve job satisfaction, as 90% of employees with a career mentor reported being happier at work. 2)  Mentoring can expand a mentee’s professional network as mentors often introduce mentees to other professionals to facilitate opportunities for organizational collaboration, and career advancement. 3)  Mentees can become aware of their own emotions and build up their EQ. By sharing their fears, challenges and struggles in a safe space provided, they get an opportunity to reflect, challenge and check emotions which help them and hinder them. 4)  Mentors can provide fresh insights into a situation, process, or business from a different angle. Mentees can learn how to do something for the first time, gain a better understanding of the business, launch new projects, organize the work of a department, and much more. 5)  Mentorships are an engaging way for mentees to learn more about leadership, making decisions, growing businesses, or managing departments. In the long run, the mentee can adopt the mentor’s leadership style, while mentors can use their mentorship experience to improve and practice their leadership skills. 𝐃𝐨 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐢𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐠𝐫𝐚𝐦 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧? 𝐋𝐞𝐭’𝐬 𝐡𝐚𝐯𝐞 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧. #MeetaMeraki #Mentoringprogram

The Power of Mentorship: Guiding the Next Generation of Women Leaders Spent an inspiring afternoon with my mentee from National University of Singapore Business School, deep in conversation about leadership, growth, and balance. Our discussion revolved around three key themes: 1️⃣ How to demonstrate effective leadership, even in a junior role – Leadership isn’t about titles but about influence, initiative, and integrity. We explored ways to step up, take ownership, and make an impact, no matter where you are in your career. 2️⃣ The key characteristics for success—beyond just career – True success goes beyond climbing the corporate ladder. It also includes nurturing your health, relationships, and personal growth while staying aligned with your values. 3️⃣ Balancing priorities while maintaining emotional well-being – The ability to juggle multiple commitments without burning out is a skill every ambitious woman needs. We shared strategies on setting boundaries, prioritizing what truly matters, and staying resilient in the face of challenges. These are the types of conversations that mentorship makes possible. Having someone to ask the right questions, provide guidance, and challenge your thinking can make a world of difference—not just for mentees but for mentors too. At PHOENIXUS, we believe in structured mentorship programs that don’t leave things to chance. A good mentor-mentee relationship is more than just casual career advice—it’s a deliberate, guided process that ensures both parties gain value. That’s why our mentorship framework is designed to provide both strategic insights and practical takeaways, tailored to the needs of senior women leaders and emerging talents alike. This Saturday, as we continue Cohort 1’s mentorship journey, we’ll be deep-diving into two key areas: ✨ PHOENIXUS IGNITE (Tertiary students) – Helping young women bring their vision to life through structured teamwork, feedback loops, and professional branding. ✨ PHOENIXUS ARISE (Young professionals and mid career leaders) – Elevating financial independence for emerging leaders by aligning money with leadership goals, featuring insights from successful women investors. Leadership is never just about reaching the top but lifting others as we climb. And that starts with intentional mentorship. Have you also got a mentor in your journey who was instrumental in shaping your growth? #Phoenixus #Mentorship #WomenLeadership #NextGenLeaders #PersonalGrowth

Why Upskilling and Reskilling Are Crucial for Workforce Agility Adaptability is crucial in today's changing work environment. As technology reshapes the job market, upskilling and reskilling are key for competitiveness and workforce agility. Effective Upskilling Implementation: 1. Identify Skill Gaps: Assess current skills versus needs to find areas for improvement. 2. Set Clear Objectives: Align goals with employee aspirations and organizational objectives. 3. Develop Customized Training Plans: Create tailored programs, including workshops and online courses. 4. Utilize Diverse Learning Methods: Incorporate e-learning, hands-on workshops, and group projects. 5. Foster a Culture of Continuous Learning: Encourage ongoing education with incentives and recognition. 6. Monitor Progress and Adjust Programs: Regularly evaluate training effectiveness and make adjustments. Benefits of Upskilling: - Enhanced Employee Retention: Invest in your workforce to keep valuable talent. - Increased Productivity: Equip employees with the skills needed to perform at their best. - Improved Adaptability: Prepare your team to thrive in a rapidly changing environment. - Support for Internal Mobility: Enable employees to move into new roles within the organization. Approach to Reskilling: How to Approach Reskilling: 1. Assess Needs: Analyze trends for skills. 2. Engage Staff: Discuss career paths with employees. 3. Implement Training: Offer programs for new roles. 4. Encourage Practice: Provide real-world projects. 5. Evaluate Results: Monitor and adjust reskilling efforts. In an ever-changing world, upskilling and reskilling are essential for organizations to create a more adaptable and capable workforce. Thrive in the future of work instead of merely surviving. #Upskilling #Reskilling #WorkforceDevelopment #EmployeeTraining #ContinuousLearning #WorkforceAgility #LearningAndDevelopment #SkillGap #FutureOfWork #WorkforceTransformation

By 2030, 39% of today’s core skills will become outdated, with 170 million new jobs emerging globally, even as 92 million roles face displacement—resulting in a net gain of 78 million jobs . Alarmingly, 59% of workers will need reskilling, but one in five may miss out without urgent action, as skill gaps remain a top barrier for 63% of employers. The World Economic Forum’s Future of Jobs Report 2025 reveals AI and information-processing tech will transform 86% of businesses—more than any other force. The future of work isn’t coming—it’s here, with AI reshaping industries like healthcare, finance, and renewable energy. Building an AI-native workforce goes beyond technical skills. While AI, big data, and cybersecurity are in high demand, human-centric skills are critical: 🔹 Resilience, flexibility, and agility 🔹 Creative and analytical thinking 🔹 Curiosity and lifelong learning 🔹 Leadership and social influence 🔹 Systems thinking and environmental stewardship For example, roles like AI specialists are booming, but so are creative problem-solvers in sustainable agriculture, where 34 million new farmworker jobs could emerge. We need adaptive leaders who blend human judgment, empathy, and ethics with AI’s power. Employers are acting: - Seventy-seven percent plan large-scale upskilling programs. - Forty-one percent expect AI-driven workforce reductions. - Nearly half aim to transition roles internally, like retraining clerical staff into data analysts. Look at Amazon’s Upskilling 2025, training 100,000 employees in AI and cloud computing, or IBM’s AI literacy programs fostering collaboration with generative tools. JPMorgan Chase and IKEA are also embedding AI training to build learning cultures. The AI era demands human reinvention. Future-proof professionals will merge judgment, empathy, and ethics with AI capabilities, thriving in sectors like autonomous vehicles or green tech. Organizations that win will: - Invest early in people’s growth. - Foster continuous learning cultures. - Empower employees to co-create with AI, not compete against it. The AI-native workforce is built, not bought. What’s your organization doing to prepare? Share below! #FutureOfWork #AI #Reskilling #Leadership #WEF2025

We need to be better at reskilling people. But how? Helping someone change careers needs much more than a simple training. Together with HBS, we conducted a data-based study of 1,200 companies on what makes reskilling programs successful. https://lnkd.in/esAr69sB We found that 5 things made a difference: - Test-and-learn approach when designing reskilling programs - Rewarding employees who reskill - Strong support in integration to new roles (mentoring, shadowing...) - Opt-in approach: employees choose to reskill - Ensure that reskilling programs get C-level attention Thanks to my co-authors Sagar Goel Shubhankar Sohoni Sriramprasad Rangarajan Allison Bailey - and the great team at Digital Data Design (D^3) Institute at Harvard!

Can workers in AI-exposed jobs realistically retrain into better roles? New evidence says yes, but not always by diving deeper into AI tasks. A National Bureau of Economic Research paper from a few weeks ago links 1.6 million WIOA training spells from 2012-2023 to earnings and occupations to study where retraining actually pays. Main result: For workers coming from high-AI-exposure jobs, training raises earnings about 1,470 dollars per quarter, with the largest gains in tight labor markets. Trainees earn more when they pursue general skills rather than target highly AI-intensive roles, where returns are roughly 29 percent lower. Key findings: • Retraining pays for AI-exposed workers. Average quarterly gains of roughly 1.45k to 1.65k dollars versus matched job-search-only peers. • Targeting AI-heavy jobs is harder. Trainees aiming for high-AI target occupations still gain, but with a 29 percent penalty relative to peers who retrain more generally. • Retrainability is widespread. An estimated 25 to 40 percent of occupations are “AI retrainable,” defined as moving to more AI-intensive work with higher pay. • Heterogeneity. Returns are strongest in recent tight labor markets, suggesting training signals skill more effectively when firms search deeper in the market. • Who retrains most effectively. The AIR Index ranks origins like Legal, Computer and Math, and Arts/Design/Entertainment among the most AI-retrainable. The policy implication is to emphasize broad, transferable upskilling and expand programs when labor markets tighten, when credentials send the strongest signal. That's exactly the message in my "Beyond Skills" paper using occupational personality requirements (link in comments). For employers: invest in general skill pathways alongside AI tools, and hire from training pipelines that demonstrate earnings gains, not just course completions. #AI #LaborMarkets #Reskilling #WorkforceDevelopment #PublicPolicy

Quotations 📚 “Employee training and development are pivotal in enhancing organizational performance, fostering engagement, and ensuring long-term sustainability.” 📚 “Organizations investing in structured training programs experience productivity improvements of up to 30%.” 📚 “Workforce development is a strategic investment yielding long-term economic and organizational benefits.” 📚 “Training effectiveness depends on alignment with organizational goals and leadership support.” 📚 “Blended learning is the most effective training method, combining theory and practice to deliver results.” 📚 “Human capital theory underscores that skill investment drives innovation, productivity, and profitability.” 📚 “Continuous learning is no longer optional—it is the engine of competitiveness.” Key Points 📚 Scope: Systematic review of 2010–2024 studies analyzing links between employee training, development, and organizational performance across multiple industries. 📚 Performance Impact: Structured training programs increased productivity 15–30%, improved output quality, reduced errors by 22%, and enhanced efficiency by 30%. 📚 Innovation and Engagement: Firms with comprehensive training strategies reported higher innovation, job satisfaction, and employee retention. 📚 Top Methodologies: – Blended learning (88% effectiveness) – best balance of digital and on-the-job training. – On-the-job training (85%) – highest retention and immediate skill application. – Technical boot camps (86%) – most effective for specialized skills in IT, engineering, healthcare. – Coaching, mentoring, and leadership development (78–81%) – strengthen loyalty and capability. 📚 Retention Effects: Development programs reduce turnover by up to 40%; mentorship lowers attrition by 29%; recognition-based training increases motivation by 37%. 📚 Barriers: Financial constraints (40%), employee resistance (25%), lack of evaluation metrics (30%), and outdated content (30%) remain critical challenges. 📚 ROI Insight: Despite evidence of high returns, few organizations effectively measure long-term impact—highlighting the need for data-driven evaluation frameworks. 📚 Alignment Imperative: Success depends on integrating training with strategic business objectives and leadership commitment. Headlines 📚 “Invest in Brains, Not Just Balance Sheets: Training Boosts Productivity by 30%” 📚 “Blended Learning Outperforms All Other Corporate Training Methods” 📚 “Retention Revolution: Career Development Reduces Turnover by 40%” 📚 “Continuous Learning Is the New Competitive Advantage” #HumanCapital #LearningAndDevelopment #OrganizationalPerformance #LeadershipDevelopment #CorporateTraining #ContinuousLearning #EmployeeEngagement #TalentStrategy #FutureOfWork #ExecutiveStrategy