Some businessmen have allegedly threatened them with a vendetta à la Liam Neeson.
“What I do have are a very particular set of skills. Skills I have acquired over a very long career. Skills that make me a nightmare for people like you“ Liam Neeson as Bryan Mills in Taken.
It can be very challenging to get anyone to replace old habits with new abilities. And in the past ten years, the incidence of this difficulty has quickly increased. A few years ago, a set of skills you learned once could have lasted you for years.However, in the rapidly changing digital world, knowledge and abilities can become outdated in a matter of months.
People are going too slowly while technology is advancing too quickly. And some firms that are stuck in the middle are finding the “digital gap” to be too much.
Whether you have your own Liam Neeson or not, you must overcome the challenge of the limited shelf life of development needs if you want to make the correct investments in your learning and development programmes.
What the Digital Divide is costing Businesses
Our capacity to respond to the opportunities and problems brought on by technological advancement is lagging behind as we move farther into the digital era. Companies like Blockbuster and Kodak that failed to adapt to the rate of change over the past few years have been utterly eaten and have fallen into the merciless emptiness the gap is thrusting upon us.
Additionally, businesses around the world are losing out on development, not just the well-known ones. According to research by the International Data Corporation, workers squander 21% of their time because of poor digital abilities. effectively costing companies throughout the world $10,000 for each employee.
As company executives, we must act quickly to address this.
Keeping up with Change in the Digital Age
Digital and social technologies are related in that they both deal with change. New networks, apps, and platforms seem to pop up every day. Along with them, the newest ideas, business revolutions, terminologies, and sources of income appear.
Compare this to the enormous 43–185 hours needed to prepare only one hour of a school program. The abilities that a course is intended to teach are frequently outpaced by technological advancements by the time it is developed to its full potential.
In the digital age, training must adopt a different strategy in order to keep employees current and help them become accustomed to the rapid speed of change. Microlearning is one such strategy.
So how do we overcome the challenge?
You must first keep up with the newest programmes, courses, and abilities needed to keep staff current and performing at their best if you want to stay one step ahead of your rivals. while also taking care to avoid information overload. not as easy as it seems.
When it comes to execution, the correct learning investment must take advantage of the digital world and create learning programmes that can adapt to quick changes in crucial areas.
If organisations are to promote change, they must confront any opposition to change head on.This entails encouraging a culture that is passionate about learning and staying current. By allowing workers to find their own solutions using the finest resources available at the time, a coaching culture can help foster this thirst for learning.
There is little doubt that this is a persistent issue, and the gap is widening and engulfing entire industries. In the ensuing years, those that move now to close the gap will find themselves far ahead of their rivals.
The problem right now is a lack of modern skills.
What it makes me wonder is how much longer the digital divide can widen. And like in every good Liam Neeson movie, I can’t help but have the impression that there will soon be a reckoning.
Recent Comments