Todays world of software development is different from the proprietary software of years past.
Open source enables speed, agility, and flexibility.
APIs connect disparate processes into ecosystems of solutions that easily plug into each other and speak a shared language.
Its fragmented with siloed teams and technologies that dont work together.
For example, Chief Learning Officers rarely consult with hiring managers when they develop L&D initiatives.
At first glance, that might make sense… but not when you really think about it.
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Here are some ways we can get there:
1.
Build a skill-based organizational culture
Some cultures are fun.
But culture of course far exceeds clothing and it starts in the hiring process.
As Ive argued in the past, the idea of hiring for culture fit is changing.
Organizations used to hire archetypes that looked and felt the same, risking inclusivity in the process.
Today, culture fit is more about aligning values at every stage of the interview process.
What my team and I do is put skills at the heart of our organizational culture.
We hire for skills, agnostic of gender or racial background.
But we go further than just hiring.
We design our learning and development programs around strategically prioritized skills.
This is also something that weve put into our solutions for companies worldwide.
Ive found that many learning and development programs dont emphasize the last two steps.
Companies design these great programs, but its hard for them to understand and quantify success.
Their assessment data then needs to be tracked against performance data.
Are they succeeding in their role in the way their assessments might predict?
Why or why not?
How can the L&D program be tweaked to impact real-world applications of skills?
If you arent assessing the skills that youre prioritizing, youre building skill infrastructure blind.
We focus on the minutiae of execution rather than seeing strategic changes as they happen.
Sachin was named in 2016’s Forbes 30 Under 30 List of Entrepreneurs in Asia.
