Skip to content
Tiatra, LLCTiatra, LLC
Tiatra, LLC
Information Technology Solutions for Washington, DC Government Agencies
  • Home
  • About Us
  • Services
    • IT Engineering and Support
    • Software Development
    • Information Assurance and Testing
    • Project and Program Management
  • Clients & Partners
  • Careers
  • News
  • Contact
 
  • Home
  • About Us
  • Services
    • IT Engineering and Support
    • Software Development
    • Information Assurance and Testing
    • Project and Program Management
  • Clients & Partners
  • Careers
  • News
  • Contact

Q&A: Building a future-ready IT workforce

With companies placing big bets on technology as a strategic business enabler, the CIO agenda has become more ambitious than ever. In talking with technology executives about how they’re approaching these mission-critical initiatives, I’ve been interested to see where talent falls in the strategy. What I’ve found is that those CIOs who focus on talent first are innovating faster and driving much greater business value with their initiatives.

It’s a finding that is echoed in McKinsey’s latest IT strategy survey, which underscores how important the people side of transformation is. According to the technology executives McKinsey surveyed, talent and sourcing transformations—those initiatives focused on practices to attract, retain and upskill talent—were found to deliver the highest value, both in bottom line and top line impact.

McKinsey calls talent “the holy grail of technology transformations.” It results in the greatest business impact, but it’s not easy to execute—which might be why so many CIOs push it down on the priority list. But as Will Markow, vice president of applied research and talent at Emsi Burning Glass, told me, if talent is the last of your strategic pillars, “Good luck executing on the others, because having the right people and skills is foundational to any strategic undertaking you want to tackle.”

But even if you’re ready to invest in talent and lead with a people-first approach, you can’t build your future-ready workforce if you don’t know what the future-ready skills are—and what skills you already have. As Abbott CIO Sabina Ewing says, “I have to know you to grow you.”

I spoke with Markow recently about how the best CXOs are addressing the talent question, the skills that will give organizations “first-mover advantage” and how to optimize your workforce strategy in today’s highly competitive market for tech talent. What follows are highlights from that conversation.

Dan Roberts: You essentially use big data to pinpoint the capabilities that every person in every role and in every industry needs across the workforce. From that, you’ve identified the new foundational skills of a digital economy. Can you break that down for us?

Will Markow, VP of applied research and talent. Emsi Burning Glass

Will Markow, VP of applied research and talent. Emsi Burning Glass

Emsi Burning Glass

Will Markow: These are the different foundational capabilities that workers in every role, technical or not, are going to need to thrive in a digital economy. They’re also the skills that every organization is going to need to become a digitally transformed organization.

Technology leaders are acutely aware of the need to have not just technical expertise but also human skills—the ability to connect what you’re doing in a way that has value for internal and external stakeholders. Because you can have all the digital building blocks on your team, but if you don’t know how to connect those capabilities with how they actually add value to other people, or the people who have them don’t know how to interact on a human level with other teams and other individuals throughout the company, then your digital transformation efforts are going to fall flat.

We find that the highest performing teams and individuals, technical or otherwise, have a strong mix of all three buckets of skills: the digital skills, the human skills, and the business-enabling skills that enable them to connect what they’re doing with why they’re doing it in support of broader strategic and business imperatives.

You emphasize the importance of investing in the skills that will give you “first-mover advantage.” What does that mean?

You gain first-mover advantage by understanding what the emerging skills are and then investing in the disruptive skill sets—those “skills of mass disruption”—that are growing fastest and have the highest value. The faster you can build up these future-ready skills, the bigger advantage you’ll have.

This isn’t just about hiring. It’s also optimizing your reskilling ROI, because if you can develop some of these skills internally, then you’re going to be able to embed them in your workforce much faster than if you go out and try to hire them from a very scarce talent pool. The value that they’re going to add is going to be many multiples of the training investment that’s required to prepare your workers for those skills.

And then there’s what we call “last-mile training.” Workers who come from skill-adjacent fields may already have many of the foundational skill sets that you can build upon and bring them up to a level of proficiency quite quickly in some of these emerging skill areas. Training them in some of those last-mile skills will help make them more future ready as well as more productive and innovative.

We’ve talked about how building a future-ready workforce is really a journey with three parts: Do you know what you have; do you know what “future ready” looks like; and do you have a roadmap to get from here to there. Can you expand a bit on each of those?

Those are definitely key, high-level goals, and it’s easy to say but hard to do, especially if you are flying blind and don’t have clear data on your workforce. Understanding what skills are associated with different workers on your team is absolutely critical as a first step. If you don’t know where you are, you can’t know how to get where you need to go. It’s foundational for almost any strategic workforce planning endeavor.

Then, in terms of being future ready, you have to attack that from multiple angles. What are your strategic goals? If you have those four other pillars in your strategy, what skills are you going to need to execute each of those pillars? Taking an inventory of those capabilities is step one, but then also drawing inspiration from what’s happening in the broader market. Are your peers hiring for new sets of skills or capabilities that you don’t have internally yet? Are there other skill sets that are projected to grow rapidly and add a tremendous amount of value? Are the best-in-breed digital disruptors hiring for new skills that are going to be needed in your industry two years down the line?

For example, unicorns are about 33% more likely to hire for those disruptive future-ready skill sets than their legacy fortune 100 competitors. If you invest in those future-ready capabilities, it will give you a huge leg up on even the most resource-intense legacy firms.

All of this requires you to look both internally and externally to draw inspiration for what your future-ready state needs to look like. And then, in terms of actually executing, how do you get from where you are to where you need to be? That’s where you look at all the different levers at your disposal.

What are those different levers?

We break it down into 4 Bs:

Buy is the traditional way most organizations have thought about going out and getting the talent they need. But they don’t always do it as strategically or holistically as they could be. Especially now, with the rise of remote work, you can look anywhere for the talent you need, so rethinking how you approach that traditional buy strategy is increasingly important.

At the same time, there’s a tepid labor force participation rate and not enough workers to go around. Sometimes you can’t go out and buy the talent you need. So you have to Build it internally. Here’s where you look at how to optimize that reskilling ROI by investing in the skill sets that are going to be hardest to find in the market but high impact for your team to have. You do that by finding those skill-adjacent workers who are most easily upskilled in those last mile skill sets.

Borrow is another strategy to consider, because sometimes there aren’t enough people, and you need a very specialized skill set, and a lot of times, they are concentrated in external firms. It’s just going to be more time and cost effective to go out and borrow that talent.

And then increasingly, as technology evolves, you have the option to Bot. That’s where you can find new automation technologies or other capabilities that can take on some of the rote tasks that humans were doing but can be more efficiently and cost effectively performed by machines.

Figuring out the right mix of each of these is really the goal in building an effective strategic workforce planning roadmap.

4 B's of talent development

Emsi Burning Glass

Remote work has really upended things. Salaries in non-traditional tech hubs have exploded, and if you lose someone, you might have to pay a premium to replace them. Plus, everyone’s fair game in your town now. Before you might have had a captive market of tech workers. Now, there’s no moat around your talent. What advice do you have for CIOs who want to retain their people in this competitive talent market?

When you invest in your people, they want to invest in you. We’ve found that organizations that source their tech talent internally as opposed to externally often have higher retention rates.

If you’re giving people the opportunity to transition between roles, to learn new skills, and you’re investing in them, then they stick around longer, and you get more value out of them. When you look at some of the macro challenges that employers are facing today, in terms of new competitors coming from everywhere, tepid labor force participation rates, and a shrunken talent pool generally as a result of COVID, it becomes absolutely critical to invest in a Build strategy.


Read More from This Article: Q&A: Building a future-ready IT workforce
Source: News

Category: NewsMarch 17, 2022
Tags: art

Post navigation

PreviousPrevious post:Comment l’aéroport de Toronto a modernisé ses opérations informatiques en modifiant la relation client-fournisseurNextNext post:How Indian CIOs are staying ahead of changing demand for skills

Related posts

휴먼컨설팅그룹, HR 솔루션 ‘휴넬’ 업그레이드 발표
May 9, 2025
Epicor expands AI offerings, launches new green initiative
May 9, 2025
MS도 합류··· 구글의 A2A 프로토콜, AI 에이전트 분야의 공용어 될까?
May 9, 2025
오픈AI, 아시아 4국에 데이터 레지던시 도입··· 한국 기업 데이터는 한국 서버에 저장
May 9, 2025
SAS supercharges Viya platform with AI agents, copilots, and synthetic data tools
May 8, 2025
IBM aims to set industry standard for enterprise AI with ITBench SaaS launch
May 8, 2025
Recent Posts
  • 휴먼컨설팅그룹, HR 솔루션 ‘휴넬’ 업그레이드 발표
  • Epicor expands AI offerings, launches new green initiative
  • MS도 합류··· 구글의 A2A 프로토콜, AI 에이전트 분야의 공용어 될까?
  • 오픈AI, 아시아 4국에 데이터 레지던시 도입··· 한국 기업 데이터는 한국 서버에 저장
  • SAS supercharges Viya platform with AI agents, copilots, and synthetic data tools
Recent Comments
    Archives
    • May 2025
    • April 2025
    • March 2025
    • February 2025
    • January 2025
    • December 2024
    • November 2024
    • October 2024
    • September 2024
    • August 2024
    • July 2024
    • June 2024
    • May 2024
    • April 2024
    • March 2024
    • February 2024
    • January 2024
    • December 2023
    • November 2023
    • October 2023
    • September 2023
    • August 2023
    • July 2023
    • June 2023
    • May 2023
    • April 2023
    • March 2023
    • February 2023
    • January 2023
    • December 2022
    • November 2022
    • October 2022
    • September 2022
    • August 2022
    • July 2022
    • June 2022
    • May 2022
    • April 2022
    • March 2022
    • February 2022
    • January 2022
    • December 2021
    • November 2021
    • October 2021
    • September 2021
    • August 2021
    • July 2021
    • June 2021
    • May 2021
    • April 2021
    • March 2021
    • February 2021
    • January 2021
    • December 2020
    • November 2020
    • October 2020
    • September 2020
    • August 2020
    • July 2020
    • June 2020
    • May 2020
    • April 2020
    • January 2020
    • December 2019
    • November 2019
    • October 2019
    • September 2019
    • August 2019
    • July 2019
    • June 2019
    • May 2019
    • April 2019
    • March 2019
    • February 2019
    • January 2019
    • December 2018
    • November 2018
    • October 2018
    • September 2018
    • August 2018
    • July 2018
    • June 2018
    • May 2018
    • April 2018
    • March 2018
    • February 2018
    • January 2018
    • December 2017
    • November 2017
    • October 2017
    • September 2017
    • August 2017
    • July 2017
    • June 2017
    • May 2017
    • April 2017
    • March 2017
    • February 2017
    • January 2017
    Categories
    • News
    Meta
    • Log in
    • Entries feed
    • Comments feed
    • WordPress.org
    Tiatra LLC.

    Tiatra, LLC, based in the Washington, DC metropolitan area, proudly serves federal government agencies, organizations that work with the government and other commercial businesses and organizations. Tiatra specializes in a broad range of information technology (IT) development and management services incorporating solid engineering, attention to client needs, and meeting or exceeding any security parameters required. Our small yet innovative company is structured with a full complement of the necessary technical experts, working with hands-on management, to provide a high level of service and competitive pricing for your systems and engineering requirements.

    Find us on:

    FacebookTwitterLinkedin

    Submitclear

    Tiatra, LLC
    Copyright 2016. All rights reserved.