Battling the Skill Gap: Devil is in the Divide By Zándra Bishop

What will you do to close your skill gap?

The skill gap presents a significant challenge in today’s rapidly advancing world. Investing in new technology and software is crucial, but these investments fall short without skilled people to use them. Often, digital projects fail not due to technical issues but because people lack the necessary skills. The need for HR and digital teams to work together from the start is more imperative than ever.

Common Challenge: Global Skill Gaps

One of the biggest challenges is that the skill gap isn’t just a local issue—it’s global. When nonprofits notice a skill gap in different regions, HR must act. One effective solution is sending experts to lead projects and mentor local teams. These assignments can be short or long, depending on the project’s needs. However, relying solely on sending experts abroad is not enough.

Solution: Strategic Recruitment

The key to overcoming this challenge is strategic recruitment. Many organizations think globally but act locally, which can be confusing. There are many places around the world with excellent tech talent. HR teams need to find these hotspots and build relationships.

Partnerships with universities, accelerators, research institutes, and incubators should create robust talent pipelines. Think of them as ecosystems that grow the skills organizations need.

Common Challenge: Existing Workforce Skill Gaps

Just hiring new people isn’t enough. Organizations must also help their current staff learn new skills. This is both fair and cost-effective. A survey in 2023 showed that 58% of adults believe AI means they need to learn new skills, and the same percentage wants access to learning opportunities. This is a clear sign that businesses need to act.

Solution: Upskilling Existing Employees

There are positive examples to follow. Shell’s digital learning platform has helped thousands of employees learn AI basics and Python coding. AstraZeneca’s self-guided AI program lets employees dive into AI on their own. Keeping non-technical staff up-to-date with AI is challenging but necessary.

Real-Life Example: Small Business Upskilling

A small marketing agency in Chicago implemented a bi-weekly “Lunch and Learn” series where employees could learn new digital marketing skills. This initiative improved the team’s capabilities and boosted morale and team cohesion. Regular training sessions can make a big difference without requiring significant resources.

Common Challenge: Lack of Collaboration

Another common challenge is the need for more collaboration. Every organization must address global skill gaps caused by long-standing issues.

Solution: Partnerships and Collaboration

It’s encouraging to see large organizations working together to close the skills gap. Cisco, Microsoft, and SAP have created the AI-Enabled ICT Workforce Consortium. This group is figuring out how AI will affect jobs and who needs new skills.

Real-Life Example: Community Collaborations

A mid-sized non-profit organization partnered with local businesses and community colleges to create a tech skills workshop series. This collaboration provided valuable training for non-profit employees and local job seekers, fostering a sense of community while addressing the skill gap.

Taking the Leap

The technological revolution is here, and there’s no stopping it. The skill gap is a tough opponent. Only organizations that actively recruit and train employees will succeed. Focusing only on global mobility will not work anymore. Strategic hiring and continuous learning are needed. If managed well, this combination can help bridge the skill gap.

Actionable Steps for Implementation

1. Assess Skill Gaps Regularly: Conduct regular assessments to identify your organization’s current and future skill gaps.
2. Develop Strategic Partnerships: Build relationships with educational institutions, accelerators, and industry leaders to create a robust talent pipeline.
3. Implement Upskilling Programs: Invest in continuous learning opportunities for current employees. Encourage self-paced learning and provide access to digital platforms.
4. Encourage Cross-Sector Collaboration: Partner with other organizations to share knowledge and resources. Joint training programs can be more effective in addressing widespread skill gaps.
5. Promote a Learning Culture: Foster an environment where learning and development are prioritized. Recognize and reward employees who take the initiative to learn new skills.

“As iron sharpens iron, so one person sharpens another.”

Proverbs 27:17

Let’s use this wisdom in our organizations, helping each other grow and close the skill gap. The challenges are significant, but the stakes are too high to delay. It’s time to act and close the skill gap.

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ZC Consulting LLC, with Zándra Bishop leading the way, brings over 20 years of experience in nonprofit, socially responsible, faith-based consulting, talent strategy solutions, leadership coaching, and retained executive search. They help reduce turnover, develop high-performing teams, create successful succession roadmaps, attract and retain high-potential talent, and empower organizations to scale confidently—transforming intentions into scalable growth.

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For five decades, Christian Leadership Alliance has witnessed how leadership development most effectively occurs at the crossroads of community, content, and experiential growth. The Alliance creates and provides opportunities for all three in the life of a Christian nonprofit professional.

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