Technologies, business models, and even entire industries are evolving faster than ever — and teams need a broader mix of skills just to keep up.
The skills gap has been a major topic of conversation for years, but it’s becoming even more pressing now, with the World Economic Forum reporting that 39% of skillsets will be transformed or outdated by 2030. Since traditional university programs can’t always keep up with rapid technological change, employees can no longer rely solely on their degrees. Instead, learning new skills on the job has become essential for staying competitive.
As a leader, it’s exciting to imagine what your organization could achieve if everyone had the most relevant skillsets. Hiring new employees might help fill those gaps, but that's not always the best option; budgets can be tight or the right talent can be hard to find. And what if the skills you're looking for are within the team you already have?
It's likely that your team has talents you don't even know about yet. By doing a little digging, you might be able to identify those gifts and quickly set them in motion. When you look beyond your team’s job titles to uncover their hidden skills and invest in upleveling, you prepare employees for their future careers and strengthen your company’s performance right now without waiting for new headcount.
So, how can you help your current team grow their skills and empower your whole team?
Create a skills map
First, figure out which skills you have on your team that you may not know about. You might start by asking team members to identify what skills they use most and which ones they’d like to develop next. Compare these with your team’s future goals, whether that’s improving AI literacy, learning a new workflow, or deepening communication skills. By mapping the current and desired state together, you’ll uncover both gaps and hidden strengths that can fuel growth.
Key question: “Which skills does your team already have and which ones will you need next?”
Turn real projects into growth opportunities
Stretch assignments can be one of the most powerful ways to help employees build new skills. Give team members the chance to take on small projects that push their comfort zones, for example, letting a designer lead a client presentation or asking a data analyst to run a creative brainstorm. Pair these projects with mentorship or quick learning resources so they feel supported, not overwhelmed. At the end of the process, debrief with that employee and ask what they've learned, or what they might do differently next time. This will help them create a mindset of continued upleveling, likely motivating them to keep evolving.
Key question: “Which upcoming projects could double as learning opportunities for your team?”
Encourage cross-team learning
One of the best skills you can give your employees is the ability to see the big picture. When we stay in our own departments, it's easy to become myopic and only understand the day-to-day tasks of our team. But when we take a step back and realize how our work impacts other departments and the whole company, we can identify new areas to improve – creating new and relevant skillsets. Think about encouraging your team to shadow a peer from another department or join a cross-functional working group. This is a great way to broaden perspective and learn new tools or processes, while breaking down silos as a bonus.
Key question: “How could your team learn more by collaborating with others across your organization?”
Build learning habits
It's easy to create one big training program once a year and call it a day, but those events often fade from people's memories. Instead, think about smaller, more regular learning cadences your employees can easily digest during their work week. It could be creating a messaging channel with short videos or curated articles. Or you could encourage your employees to devote 30 minutes weekly on skills development. These small learning moments add up over time, making upskilling part of your team's DNA.
Key question: “What small learning habits could make growth a regular part of your team’s week?”
Celebrate growth
When managers only recognize results, skill development can take a back seat. That's why it's essential to make growth visible and celebrated. Someone on your team might have mastered a new tool, given a masterful presentation, or taken on a leadership role for the first time. Remember to acknowledge these in your team meetings or messaging channels to reinforce the idea that learning new skills is a success. Creating positive moments around upskilling will build a culture where people are excited to keep growing.
Key question: “How can you make progress and learning feel just as rewarding as performance?”
