A Statistical Case for Skills-first Planning in L&D

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class="author-profile__author-image" srcset="https://media.licdn.com/dms/image/v2/C5603AQH6i3nbz1-lIg/profile-displayphoto-shrink_100_100/profile-displayphoto-shrink_100_100/0/1580411328910?e=2147483647&v=beta&t=gW03fQw_nh-fKkE6GZCDp9xmHfEcTjJFShWOs2suwF8 100w,https://media.licdn.com/dms/image/v2/C5603AQH6i3nbz1-lIg/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1580411328886?e=2147483647&v=beta&t=FtIIlHY8TJ3LdgK0g9IssvMYn9Mewjikzmow8p3S-6I 200w,https://media.licdn.com/dms/image/v2/C5603AQH6i3nbz1-lIg/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1580411328939?e=2147483647&v=beta&t=SodrJcbRSVQxBpUOrVKlUok-44B0OiQ6QcK9N89xgGc 400w,https://media.licdn.com/dms/image/v2/C5603AQH6i3nbz1-lIg/profile-displayphoto-shrink_800_800/profile-displayphoto-shrink_800_800/0/1580411328973?e=2147483647&v=beta&t=G2keY6gpUm1BIdgVaeabuNBh6HEZiTKt4pXtha5sflY 775w," sizes="(max-width: 480px) 480px, (max-width: 767px) 767px, (max-width: 1024px) 1024px, 1920px" src="https://media.licdn.com/dms/image/v2/C5603AQH6i3nbz1-lIg/profile-displayphoto-shrink_800_800/profile-displayphoto-shrink_800_800/0/1580411328973?e=2147483647&v=beta&t=G2keY6gpUm1BIdgVaeabuNBh6HEZiTKt4pXtha5sflY" alt="Anne McSilver"> <div class="author-profile__author-text-container"> <a href="https://www.linkedin.com/in/annemcsilver" target="_blank" class="t-14 t-bold"><span class="screen-reader">Authored by</span>Anne McSilver</a> <p class="t-14">Thought Leadership @LinkedIn | Journalism | Brand and Integrated Marketing</p> <p class="t-14 t-black--light" data-published-date="2022-7-5"> July 5, 2022 </p> </div> </div>  </div> <div class="social-share"> <ul class="social-share__list share-list" title="Share via" data-share-list> <li class="share-list__item share-item"> <a href="#" class="share-item__link medium-round-muted-tertiary-button" role="button" data-tracking-control-name="_linkedin_share" data-share-type="linkedin" aria-label="Share on LinkedIn, New window will open"> <li-icon class="share-item__icon" type="linkedin-icon"></li-icon> </a> </li> <li class="share-list__item share-item"> <a href="#" class="share-item__link medium-round-muted-tertiary-button" role="button" data-tracking-control-name="_facebook_share" data-share-type="facebook" aria-label="Share on Facebook, New window will open"> <li-icon class="share-item__icon" type="facebook-icon"></li-icon> </a> </li> <li class="share-list__item share-item"> <a href="#" class="share-item__link medium-round-muted-tertiary-button" role="button" data-tracking-control-name="_twitter_share" data-share-type="twitter" aria-label="Share on Twitter, New window will open"> <li-icon class="share-item__icon" type="twitter-icon"></li-icon> </a> </li> </ul> </div> </div> </div> </div> <div id class="component component-standaloneImage" data-component-type="standaloneImage"> <div class="standalone-image-component standalone-image-component--article-width"> <figure> <img class="standalone-image-component__image" sizes="(max-width: 480px) 480px, (max-width: 767px) 767px, (max-width: 1024px) 1024px, 1920px" data-delayed-url="https://media.licdn.com/dms/image/v2/D4D08AQG8bKwZxX54qg/croft-frontend-shrinkToFit1024/croft-frontend-shrinkToFit1024/0/1655250869462?e=2147483647&v=beta&t=Guy3sQdoI6ROEVbKou8LApQwq53MyvRXfoDnC-cPGQU" alt="Fancy elevators">  </figure> </div> </div> <div id class="component component-richText" data-component-type="richText"> <div class="rich-text global-paragraph-style--reader"> <p>In New York City, an average elevator ride supposedly <a rel="" href="https://hbr.org/2012/01/why-you-need-a-better-elevator" target="_blank">takes 118 seconds</a>. </p> <p>If you happen to share a ride (or maybe a Zoom breakout room) with your company’s CEO, you’ll want to be prepared with a few talking points. </p> <p>And if you work in learning and development (L&D), you’ll want to talk about a top pain point: the growing gap between the skills your organization has today and <a rel="" href="https://www.weforum.org/agenda/2022/03/work-skills-first/" target="_blank">the skills you’ll need tomorrow</a>.</p> <p>Here are a few tips — and some attention-getting statistics — to power your trip to the top.</p> <h2><strong>First, some background on L&D influence with the C-suite</strong></h2> <p>The <a rel="" href="https://learning.linkedin.com/resources/workplace-learning-report" target="_blank">latest Workplace Learning Report</a> found that L&D has gained considerable influence with executives since before the pandemic. In 2022, 53% of pros agree that L&D has a seat at the C-suite table, compared to just 24% in 2020. There is momentum to build upon.</p> <p>But even with 59% of L&D pros saying their CEO is a champion for the efforts, that leaves 41% who are not at this level of advocacy. </p> <p>So it’s not enough to simply rally support around L&D as a function. To drive real action and outcomes, you’ll want to set a specific vision for the path forward: a <a rel="" href="https://www.linkedin.com/pulse/skills-new-currency-world-work-amy-borsetti/" target="_blank">skills-based approach to developing talent and careers</a>. </p> <p>The Workplace Learning Report shares a list of helpful tactics for C-suite influence, and the top two recommendations are:</p> <ul> <li><strong>Know the audience:</strong> Align L&D with the overall business strategy, but also learn about the CEO’s personal priorities and passion projects and demonstrate the contribution that learning can make.</li> <li><strong>Speak C-suite:</strong> The C-suite is time-poor by definition. They measure the value of ideas not necessarily by how much detail you include but by how quickly they can grasp them. Keep pitches brief, top-level, and framed in priorities, performance, and profits.</li> </ul> <p>In other words, you want to bring hard data and facts that speak to what senior leaders care about, and you want to keep it concise. With this in mind, you can read on to find a rundown of key stats and insights that will help you make a case for skills-first L&D planning — quickly and convincingly.</p> <h2><strong>The handy statistics on why skills are vital</strong> </h2> <p><em>(Unless noted otherwise, all statistics are drawn from original LinkedIn research and surveys featured in the Workplace Learning Report 2022.)</em></p> <p><strong>49% of respondents said executives are concerned that employees do not have the right skills to execute business strategy.</strong></p> <p>Meanwhile, 46% say the skills gap at their organization has widened. In other words, there is a growing understanding of the issue that L&D is aiming to address. You can build upon this recognition (or help create it) by getting specific: Which skills does your organization need for the future? Where exactly is your workforce lacking? How can these skills be developed?</p> <p><strong>79% of L&D pros agree: It’s less expensive to reskill a current employee than to hire a new one.</strong></p> <p>Most business minds will nod at the basic premise — it’s not unlike the adage that says it’s easier to retain existing customers than to acquire new ones — but this finding adds context and weight. It’s an overwhelming sentiment.</p> <p><strong>Companies that excel at internal mobility are able to retain employees for an average of 5.4 years — 2x as long as those that struggle.</strong></p> <p>Employee retention is a <a rel="" href="https://www.fairplaytalks.com/2021/01/25/talent-retention-remains-top-priority-for-ceos-in-2021/" target="_blank">top focus for today’s CEOs</a>. Promoting internal mobility — and implementing a skill-building strategy to make it successful — has a lot of clear value through this lens. It’s just one of a few <a rel="" href="https://www.linkedin.com/business/learning/blog/learning-and-development/3-ways-learning-and-development-boosts-employee-retention" target="_blank">ways L&D can strengthen retention</a>.</p> <p><strong>The top three motivations of employees to learn are: 1) If it helps me stay up to date in my field; 2) If it is personalized specifically for my interests and career goals; and 3) If it helps me get another job internally, be promoted, or get closer to reaching my career goals.</strong></p> <p>One of the historical roadblocks for L&D program adoption is when employees don’t see it as valuable to them personally. It’s easy to see and explain how a <a rel="" href="https://www.linkedin.com/business/learning/blog/learning-and-development/deliver-personalized-learning-at-scale-with-your-lxp" target="_blank">dynamic skills-based approach</a> aligns directly with the three motivators cited above.</p> <p><strong>Only 30% of companies say their employees have the needed skills for the future.</strong></p> <p>This finding comes from a <a rel="" href="https://www.i4cp.com/press-releases/study-only-30-of-companies-say-their-employees-have-needed-skills-but-few-understand-current-capabilities?search_id=397708" target="_blank">survey of HR and business executives</a> last year by the Institute for Corporate Productivity. It spells out a clear competitive advantage to be gained by taking proactive steps to future-proof the workforce via skill building.</p> <p>This can segue into a conversation about how to practically achieve such an ideal. It begins with establishing a means for data-driven evaluation of your workforce’s existing skills and gaps — the aforementioned survey found that “only 10% reported having an employee skills database or inventory with profiles for all employees” — and then moves on to the next step of identifying the right tools to close those gaps at scale.</p> <p>A <a rel="" href="https://www.linkedin.com/business/learning/blog/learning-and-development/five-key-features-of-learning-experience-platforms" target="_blank">learning experience platform (LXP)</a> is one of the most powerful tools for this purpose, offering personalized, socially integrated, analytical learning that centers on skills while meeting the needs of both employee and organization.</p> <p>Skill-first planning holds the key to learning and development strategies that tap the motivations of employees and address some of the biggest concerns keeping executives up at night. The numbers bear this out with little room for debate. </p> <p>Now, all you need to do is make your elevator pitch based on this data, solidify C-suite buy-in, and put your plans into action.</p> </div> </div> <div id class="component component-postList" data-component-type="postList"> <section id="postList0FocusPoint" class="component__content-container list-layout" data-post-list> <section class="simple-topic-list"> <p class="t-14 t-bold">Topics: <a class="simple-topic-list__topic" href="https://www.linkedin.com/business/talent/blog/upskilling-and-reskilling"> Upskilling and reskilling </a> </p> </section> <hr class="artdeco-divider"> <section class="list-layout__headline-container"> <p class="list-layout__headline t-32 t-sans">Related articles</p>  </section>   </section> </div> <div id class="component component-banner" data-component-type="banner"> <div class="banner banner--v3 banner--full-width banner--light-colored-background banner--center banner-height-desktop--default 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