Gloat

The rise of AI is prompting most of us to take stock of the skills we have and the knowledge we need. Do you know how your workforce’s skills stack up? Check out our latest blog to learn why skills intelligence will be crucial for every organization looking to pivot ahead of the curve: https://bit.ly/4fIC4vD

“Those organizations that don’t have information on skills, I personally think it is worse than not having money. Because you’re going to go out of business faster than fast, because there’s no way you’re going to be able to keep up.” We couldn’t agree more with Jason Averbook’s words of warning for organizations that are slow to embrace skills strategies. Check out the link in the comments for more hot takes 🔥 from Gloat on Location Minneapolis👇

For talent redeployments to be successful, leaders must create pathways to help their people develop new capabilities, which is where reskilling comes into play. In the age of AI, it’s no surprise that it’s quickly gaining traction, with 56% of leaders reporting their organizations are now actively implementing reskilling initiatives. Many of these programs are off to strong starts, as indicated by the fact that 82% of the companies that offer reskilling are eager to continue their initiatives. Based on research from Harvard Business School and Boston Consulting Group, here are a few paradigms to keep in mind if you want to turn your reskilling strategy into an unparalleled success: 💡 Reskilling is a strategic imperative 💡 Reskilling is the responsibility of every leader and manager 💡 Reskilling is a change management initiative 💡 Employees want to reskill—if programs are attractive 💡 Reskilling takes a village Want more insights like this delivered straight to your inbox? Subscribe to our newsletter today 👇

AI isn't coming; it's already here—and it's reshaping how companies work. Rather than struggling to adapt, find out how you can pivot ahead of the curve by proactively preparing for the changes these innovations set into motion. Looking for real-life examples that showcase how organizations are setting their workforces up for success in the AI age? Check out our blog: https://bit.ly/4eCYs8n

We secured our spot on Deloitte's 2024 #Technology #Fast500 list! Congrats to all of the other winners: https://bit.ly/4fCyB1M

That red logo in the middle looks familiar 🤔 Thanks, Microsoft for spotlighting Gloat as one of the companies building a Copilot Agent. Comment "Make my job easier” and we’ll add you to the early access preview list

Talk about internal mobility inspiration ✨ Congratulations to the entire Holcim team on CareerHub's launch. It's been such a pleasure partnering with you along your transformation journey and we can't wait to celebrate many more milestones together!

"What are the most valuable assets in your organization? Well, the valuable assets are people. But even more valuable are the skills they’re picking up.” We’re kicking off the week with these inspiring words of wisdom from Mark Jackson. Check out the link in the comments to learn more about Nationwide’s data-driven skill-building strategy 👇

HR leaders are juggling two key priorities: improving cost efficiency and enhancing employee experience. Between finding ways to optimize labor costs, reinforcing compliance using standardized measures, and attempting to keep churn rates low, many HR leaders may feel unsure about what to prioritize first. Rather than getting overwhelmed by their lengthy to-do lists, McKinsey suggests that HR leaders focus on linking technological insights and business decisions by taking the following four steps: ✅ Engage more directly and deeply with employees ✅ Let employees bring their whole selves to work ✅ Pave the way to the ‘new possible’ ✅ Act as human capitalists Want more insights like this delivered straight to your inbox? Subscribe to our newsletter today 👇

Gloat on Location is off to a fiery start in Minneapolis 🔥 🕯️