What is a Playbook?
Keeping people's skills in sync with the constantly changing world of work is the biggest talent challenge of our time. To meet this challenge, companies need to continually upskill their people. And that means investing in all types of learning, identifying and filling skill gaps, and keeping people employable.
Use this Playbook to ask your team members all the different things they want to learn within your organization. And what skills they want to grow. Instead of trying to narrow their options, help them broaden their possibilities. From there, you can start upskilling your people in a more team focused way.
Work in collaboration with cross-functional leaders, so you can identify both capacity and future skills that can be learned. Understand that the skills identified will vary widely by role and career aspirations.
It’s important that employees own their upskilling, and you can support that process with career conversations.
Next, you'll want to set some upskilling goals. The key here is to work with your team to make sure the upskilling goals are aligned with their personal goals. You've set your upskilling goals. Now it’s time for the really fun part: figuring out the best ways to achieve them and how you map learning to skills.
This can be through self directed applications, team based learning, peer to peer, or on the job learning.
The last step will be to implement your upskilling focus for the certain period of time, making sure to communicate on employee feedback, and overall Playbook success.
Your people have gained new skills or improved those they already had. Now it’s time to match their skills to the right internal opportunities — so they can continue to learn, and so leaders and managers can see what talent already exists at the company.
