Fostering Excellence: How to Upskill and Reskill Your Team
Fostering Excellence: How to Upskill and Reskill Your Team
What you’ll learn
Skills you’ll gain
In the never-ending search for a competitive advantage, one of the easiest sources is right under the organization’s roof: its employees. In this course, learning leader and corporate training expert Matt Gjertsen explains what upskilling and reskilling are, and how companies can use these strategies to support their employees. Matt begins the course by comparing and contrasting upskilling and reskilling. Next, Matt walks the learner through the process of assessing skills within an organization. After laying the groundwork for skills assessments, Matt goes on to share strategies for gaining skills within an organization. Matt concludes the course by sharing how upskilling and reskilling can impact organizations. By the end of this course, you will be able to define the importance of a skill strategy and be ready to implement one in your organization.
Syllabus
Download syllabus-
1
Defining skills Skills is a really vague term so it is important to know what they mean. 3m
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2
I versus T employees You may have heard the term I versus T employees, but do you know what they mean? 3m
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3
Upskilling versus reskilling Though upskilling and reskilling are often used synonymously, the two terms have some important distinctions. 4m
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4
Benefits of a skill strategy There are traditionally two ways to increase the skills within your organization, developing your existing team members or hiring new ones. 3m
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Assessing your organization Organizational skill assessments are a big undertaking and knowing your desired goal is essential for success. 3m
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2
Assessing your employees There are many different approaches to determining the skill level of the individuals within your organization. 3m
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3
Leveraging technology There are any number of technological solutions available to help your organization create a skills strategy, but which one is right for you? 3m
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4
Getting started Nothing slows down a project faster than not knowing how to get started. 3m
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5
Biased assessments Ideally, skill assessments are as cut and dry as possible, but in reality, that is never the case. 3m
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Bringing in experts When an organization is looking to develop its skills, one of the first places they look is outside the organization. 3m
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Tapping into existing skills The answer to your team's skill challenges may be closer than you think. 3m
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3
Integrating development plans Every organization is busy. 3m
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4
Creating a learning culture All the tools and resources in the world won't change the skills in your organization if it doesn't value skill development. 3m
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Building hiring strategies Having a skill strategy doesn't just affect how people develop themselves, it also affects how you bring talent into the organization. 3m
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Identifying promotion strategies Nothing will demotivate an employee faster than spending time developing their skills without any meaningful impact on their career. 4m
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3
Identifying structure changes Skill development doesn't just impact individual employees, it also impacts the way employees relate to one another. 3m
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Skills of the future Thanks for watching this course! 1m
Certificate
Certificate of Completion
Awarded upon successful completion of the course.
Instructor
Matt Gjertsen
Matt Gjertsen is a learning leader who is passionate about enabling small businesses to build a better future. He focuses on first principles and iterative design, a practice he first learned as an Instructor Pilot in the U.S. Air Force to make content built with the learner in mind. After four years as head of Training & Development at SpaceX, he founded Better Every Day Studios in 2018 which creates custom learning content and facilitates impactful employee training designed to change behavior and improve performance.
Matt Gjertsen
Entrepreneur, Advisor, and Learning Leader
Accreditations
Link to awards
How GoSkills helped Chris
I got the promotion largely because of the skills I could develop, thanks to the GoSkills courses I took. I set aside at least 30 minutes daily to invest in myself and my professional growth. Seeing how much this has helped me become a more efficient employee is a big motivation.
