Although 60% of executives report that digital transformation is their most critical growth driver in 2022, research shows that 70% of digital transformation initiatives fail to reach their objectives. This is partially because year after year, organizations and employees continue to report a gap in digital transformation skills.

In 2015, 53% of respondents to a survey by the Technical University of Munich and SAP SE didn’t believe their company’s employees had the skills needed for a successful digital transformation. That number grew to 64% by 2017. According to the Global Digital Skills Index, launched by Salesforce in 2022, just 17% of employees from the baby boomer generation felt they had the skills for digital-first employment. Even among Gen Z respondents, only 31% felt prepared.

It’s a complex issue, and corporate training managers are under increasing pressure to close those gaps. There’s a range of skills that are necessary for digital transformation, but most discussions focus on technical capabilities such as information and media literacy, programming and software development, data security and analysis, and digital design.

Yet these hands-on skills are only part of the picture. The only way to close skill gaps and support a successful digital transformation is to focus on the foundation first. You need to build an organization full of adaptable individuals and teams who buy into the strategic vision and value continuous learning.

1. Create a Learning Culture

As a learning and development (L&D) professional, you already know the value of a learning culture. You also know that adopting a learning culture is a massive and complex undertaking.

The good news is that undertaking a digital transformation and adopting a learning culture are initiatives that go hand in hand. Both involve shifting mindsets and behaviors, and there’s a lot of overlap in the changes needed for success.

If your organization is following best practices for change management, L&D should already have a seat at the table for the digital transformation. If not, it’s time to start championing for it. Adopting a learning culture will not only make your job infinitely easier but will also put your organization on the path to a successful digital transformation.

2. Grow Durable Skills

Rarely given their due, durable skills (also known as soft skills or transferrable skills) are foundational digital transformation skills. Employees need a growth mindset and adaptability skills to keep learning and capitalize on constant change. Collaboration and communication skills are critical to maximizing the value of the organization’s digital ecosystem. Creativity and innovation turn digital knowledge into new business models, products and ventures. When employees have these durable skills, not only is your organization more prepared to adjust in the face of disruption, but it’s also ready to be a disruptor.

This is where your internal learning programs can really shine. When designed well, these courses and programs stand the test of time and are easily updated with new examples.

3. Leverage Your Leadership Training

Growing digital transformation skills across an organization is a shared responsibility. To do their part, leaders need to be able to:

• Coach and support employees to take an active role in their own career management and skill development.
• Communicate effectively and transparently about upskilling initiatives so their employees understand what is happening, why and how they fit into the plan.
• Spot and support people who are feeling vulnerable.
• Foster a growth mindset and create psychological safety to enable learning.

Since these skills are likely already part of your leadership training programs, the only tweak is to connect them to the wider goal of fostering digital transformation skills.

4. Build Tech Skills

Once you have a solid foundation in place, building digital skills is much more straightforward. Upskilling and reskilling programs help move the needle on core and targeted skill sets within specific teams across the organization. Ensuring you target the right skill sets requires a strategic approach.

Start With a Skills Gap Analysis

Measure and map the skills that already exist within the organization and the additional skills that are needed to achieve current and future goals.

Develop a Plan To Fill Those Gaps

Figure out what you can upskill in house and where you’ll need outside help. Partnering with an upskilling expert who can help you design a program can cut out a lot of the legwork. And don’t forget that one of your greatest resources is your employees. According to research by PwC, “74% of employees see training as a matter of personal responsibility,” so if you’re willing to support and empower them to enroll in upskilling programs, they’ll often welcome that support to build their skills.

Communicate, Implement and Refine Your Upskilling Strategy

Be open with your teams about what you’re trying to accomplish and why. Sharing this vision can be the difference between employees dreading training — or worse, fearing obsolescence — and being excited for the opportunity to level up their skills and qualifications.

Drawing on the learning culture you’ve nurtured, the durable skills you continue to build across teams and the leaders who can help their teams proactively achieve their individual goals and targets will help you achieve better adoption of your upskilling initiatives. Track progress and keep your skills map up-to-date at all times so you can continue to adapt and iterate your strategy.

Closing the Digital Skills Gap

The pressure’s on training managers to close the digital skills gap, especially when the labor market is tight. Getting a foundation in place is critical to the success of upskilling and reskilling initiatives at the organization. A learning culture establishes expectations and norms around organizational development and lifelong learning. Developing durable skills like adaptability, collaboration and growth mindsets helps everyone tackle challenges and gaps with creativity and enthusiasm. Preparing your leaders to support their teams in reaching individual and organizational goals ensures that everyone is moving in the right direction. Once you have that foundation in place, everyone at the organization is prepared to build their skills on an ongoing basis to keep up with the pace of change.