Difference Between Upskilling and Reskilling

Takeaways:

Upskilling and reskilling are two forms of active growth. They are similar in that they lead to the expansion of knowledge and ability, they differ in the nature of the skills learned and– importantly– in the end goal of the learning.

UPSKILLING is when an employee actively undertakes learning to expand their existing skill set. These additional skills enhance the worker’s performance in their current role, potentially advancing them along their career path.

RESKILLING is defined by actively learning new skills that go beyond a worker’s existing skillset. These skills are often closely adjacent to those required by their current role, but may sometimes be geared toward a different path entirely.

Upskilling advances talent on a linear path, and may be done in response to new demands of a role or a desire to “level up” in one’s career. Reskilling connotes more lateral movement– a pivot to something new and possibly more advantageous.

The workplace is evolving faster than ever, demanding a more adaptable workforce. The COVID-19 pandemic accelerated these shifts beyond expectations, highlighting the rise of automation, the complexities of remote work, and the growing need for flexibility at all levels. In this changing landscape, employers that promote learning are more likely to thrive.

Investing in your own upskilling and reskilling can not only lead to the opening of new career doors, but can boost job satisfaction overall. Employers that help their teams bridge skill gaps or grow existing skillsets have shown to retain talent more effectively than those that do not.

From LinkedIn Learning
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This site may contain links to articles or other information that may be contained on a third-party website. Advisory Services Network, LLC and MAP Strategic Wealth Advisors are not responsible for and do not control, adopt, or endorse any content contained on any third party website. The information and material contained in linked articles is of a general nature and is intended for educational purposes only. Links to articles do not constitute a recommendation or a solicitation or offer of the purchase or sale of securities.

Career Advice That Doesn’t Suck

Seven takeaways:

Bloom’s 7 pieces of advice of career advice, designed to apply to any stage of your career, are:

  1. Swallow the Frog: Mark Twain wrote, “If it’s your job to eat a frog, it’s best to do it first thing in the morning. And if it’s your job to eat two frogs, it’s best to eat the biggest one first.” This is not only a reminder to do the hard things in the day first. It is a reminder to look for opportunities to do the hard things for your bosses– both to add value and to stand out from those unwilling to do the hard tasks.
  2. Do the “Old Fashioned” Things Well: Simple habits like eye contact, punctuality, good posture, and kindness are timeless. These small but powerful actions will never go out of style, and set you apart in a world where basic courtesies are too often overlooked.
  3. Work Hard First (& Smart Later): It is simple: Hard work is the foundation for success. Before focusing on working smart or cutting corners, establish a reputation for effort, reliability, and getting things done. Over time, this earns you the leverage to work more efficiently.
  4. Build Storytelling Skills: Great leaders aren’t necessarily the smartest—they’re the best at aggregating complex sets of data, and communicating it simply & effectively. They turn important learnings into clear, compelling narratives. If you can master storytelling, you’ll always bring value to any organization.
  5. Build a Reputation for Figuring It Out: No one has all the answers, especially early in their career. The most valuable people are those who can take on new challenges, ask the right questions, and solve problems independently. Doing these things is the easiest way to beat imposter syndrome and get key experience.
  6. Show Up Early (& Stay Late): Being present before and after key meetings is the best way to increase your “luck surface area”– it increases your exposure to opportunities and important conversations. In remote settings, seek out moments to connect and engage outside of formal meetings, as this in-person connection will be even more vital.
  7. Dive Through Cracked Doors: Opportunities don’t always present themselves in obvious ways. Pay attention to life’s small openings, unexpected chances, and moments where you can step up—these often lead to the biggest career breakthroughs.

In your career, many things will feel maddeningly beyond your control. But– like in all areas of life, directing your energy toward what you can control will always push you in a better and more actionable direction.

By Writer & Entrepreneur Sahil Bloom
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This site may contain links to articles or other information that may be contained on a third-party website. Advisory Services Network, LLC and MAP Strategic Wealth Advisors are not responsible for and do not control, adopt, or endorse any content contained on any third party website. The information and material contained in linked articles is of a general nature and is intended for educational purposes only. Links to articles do not constitute a recommendation or a solicitation or offer of the purchase or sale of securities.

Simple Ways to Show Appreciation at Work

Four takeaways:

Whether you are a manager or an individual contributor in a workplace, showing those around you that you appreciate them can have massive– and reciprocal– benefits. Here are techniques for doing so:

  1. Show your appreciation for people’s presence: Sure, everyone is being paid to be there. Nonetheless, letting someone know their presence is having an impact on you or the organization can make a big difference. Greet them when they arrive, express regret if they are ill or forced to spend time out of the office. If they are staying late or going above and beyond, acknowledge that you value the effort.
  2. Show your appreciation of peoples’s ideas and contributions: Managers and individual contributors alike should show colleagues that their input is valued. Managers should nurture a culture of sharing ideas by asking for employee input in each staff meeting, and championing those who contribute.
  3. Show your appreciation of people’s lives outside of work: Work should never be the only thing in your life or the lives of those on your team. Take an interest in people’s interests and activities outside of the workplace, and then take pains to respect the boundaries between the two– avoid sending emails or requests after hours, and remember how the conditions of your coworker’s lives might make certain work commitments harder than they are for you.
  4. Show your appreciation of people’s need for growth and development: One of the main reasons employees give for leaving jobs is a lack of development opportunities. Give peers and reports alike reasons to stay by taking an interest in their path forward– and then seek out or create chances to develop the key stills or have the experiences that advance them on their desired path.

You don’t have to incorporate all of these actions at once to make your direct reports and colleagues feel appreciated. Start small by weaving a few into your daily routine—over time, they’ll become second nature.

By Christoper Littlefield for The Harvard Business Review
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Note: At the time of this posting Harvard Business Review offers two free article views per month. Four if you register for a free account.


This site may contain links to articles or other information that may be contained on a third-party website. Advisory Services Network, LLC and MAP Strategic Wealth Advisors are not responsible for and do not control, adopt, or endorse any content contained on any third party website. The information and material contained in linked articles is of a general nature and is intended for educational purposes only. Links to articles do not constitute a recommendation or a solicitation or offer of the purchase or sale of securities.

You’re Being Alienated From Your Own Attention

Takeaways:

In this piece, Chris Hayes argues that almost every aspect of human life is being reoriented around the pursuit of attention, making it the most important resource on earth.

In the modern age, the ability to command attention outweighs any other in terms of building a business or a platform. The market for attention has become one of the most competitive and innovative in history.

Attention is the essence of consciousness, yet it can be seized from us before we even realize it—stolen by a sudden noise or a flashing light. As competition for our focus intensifies, more aggressive tactics emerge, turning our daily environments (both in real life and in digital spaces) into overstimulating arenas akin to casino floors.

Why? Because before you can persuade, you must first capture attention. Anyone from great showmen to great salespeople, marketers, advertisers, and so many more have all used the power of attention to accrue wealth and power. Thus– In today’s world, public discourse, commerce, social life, and even parenting have become battles for attention—and we’re all feeling the fatigue.

Knowing that the world is being reshaped around the pursuit of human attention forces the question: What do we want to pay attention to? If we didn’t have all the technologies and corporations vying for our attention, if our attention wasn’t being commodified and extracted, what would we affirmatively choose to pay attention to?

Your answer to this question should be a call to action. Hayes argues that understanding and addressing the gap between the attention demanded of us and the areas we want to which we want to pay attention is massively important. If we don’t fight to direct our attention to the things we care about, there is evidence that we lose our connection to them.

“We don’t have to give in to the constant external demands for our attention,” he says. We must use every tool and strategy imaginable to wrest back our will, to create a world in which we point our attention where we want it to go.

From Chris Hayes at The Atlantic:
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Note: At the time of this posting The Atlantic offers five free article views per month.


This site may contain links to articles or other information that may be contained on a third-party website. Advisory Services Network, LLC and MAP Strategic Wealth Advisors are not responsible for and do not control, adopt, or endorse any content contained on any third party website. The information and material contained in linked articles is of a general nature and is intended for educational purposes only. Links to articles do not constitute a recommendation or a solicitation or offer of the purchase or sale of securities.