Upskilling for Professionals

There are always notions regarding high competition that makes it challenging to manage the organizational structures and retain the jobs. We hear about ever increasing requirements of high performance, availability, upskilling, learning, unlearning and relearning. Likewise, some people feel themselves failing a venture as entrepreneur which has not even yet started. One of the primary factors that generate this feeling of insecurity and concerns is the high pace of evolution of new technologies. The advent of new technologies coupled with the increasing rate of diffusion of old technologies and associated markets essentially change the requisite business model of organizations which leads to complexity and uncertainty. This poses challenges to the professionals in selecting right direction for self-development and growth right from job placement, retention to career growth and transitions.

If we see retrospectively at the universities where professionals have spent quite a time in pursuing their degree programs? How did this end up? Are they able to apply the knowledge gained during that time right away on the workplace? Answer may not be very simple and straight. Because when one lands on the workplace, the requirements to perform the job tasks are found different.

Knowledge gained during university education programs really help in succeeding the job tests, interviews but this may not be an aide sufficient to perform the job functions smoothly and perfectly. Similarly, if a youngster wants to go for a startup, the challenge becomes manifold.

But is it something secret, not known to the employers? Obviously, the employers are very much aware of it. So how do they tackle it? How it works in the corporates and enterprise? Pretty straight, they conduct job analysis, prepare job specifications and run training need analysis and come up with the plans for orientations and training programs. And this is to ascertain that employees could perform their job functions as expected and planned so that the organization would be able to meet their goals with all that individual input and team work. That as well, implies that organization is interested in training the newbies but to the extent that job function runs smoothly.

Now, although, this is the most common way, the employees are engaged, trained and retained on their jobs but after due course of time, it is quite natural to have desire of moving up in the career ladder either on the same workplace or switching to a better position in another organization. But is it really an easy way and simple decision to make? No, it is not! It is as complex as it appears to be.

So, how to have enough confidence of making such decisions in the career? For example, think about a group of 30 people working on a facility in manufacturing or service industry with same set of skills. Who would get promoted or who would get a superior position in the same workplace or in another after due course of time? Remember that functional or hard skills as we call these are not the sole criteria here. What pivot here, are the soft skills.

For example, just contemplate the following situations:

·       Who is better off in convincing others?

·       Who is more aware of tools of making decisions?

·       Who handles the conflicts better?

·       Who can manage stress and other people in stress?

·       Who is emotionally more intelligent?

·       Whose time management is more productive?

·       Who can perform multitasks such as supervisory, managerial etc?

·       Who can respond to changes more appropriately?

·       Who is more proficient in using software system and tools?

·       Who is good at analysis, business intelligence, statistical inferences etc?

·       Whose communication is more effective officially and informally?

·       Who can speak up publicly?

·       Who can identify one’s own strong and weak areas, and develop and follow a self-improvement plan?

·       Who is wiser in managing cash and finances?

But, on the top of everything, how one can demonstrate possessing any or all of these skills that we just pointed out?

So, how to get recognized by the employers, industry and society? Which in turn, can substantially increase the probability of getting job promotions, and prospective placements in the industry?

So many questions, so many doubts, known and unknown risks and uncertainty….

The ultimate solution to these dilemmas, issues and fears are the coaches and mentors who conduct personalized grooming session to help professionals to pursue their ambitions and guide to move along career path prescribing the requisite training courses and workshops with timelines that could lead to reach destination with high probability of success and full confidence. Many corporate and enterprise have their coaching and mentor programs. But there are external organizations and consultants who are also supporting to bridge gap for those who don't' have such access and privilege. BIETS Centre of Excellence is one such organization which is collaborating with global renowned professionals with fame of terrific success stories, history of turning around organizations and individual professionals providing both organizations and professionals with customized solution matching their industry, profession, experience and career ambition.

You may also choose to watch a short video on this topic on the following link :


Your feedback and comments are most welcome!!

Engr. Zubair Anwar

Senior Member, Author & Reviewer, American Society for Quality (ASQ), US

Senior Member, Institute of Electrical and Electronics Engineers (IEEE)

Certified Six Sigma Black Belt (ASQ)

Certified Manager of Quality/Organizational Excellence (ASQ)

Certified Six Sigma Green Belt (ASQ)

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