“The workforce for the 21st Century must enable senior leaders and front-line managers to align staff skills with evolving mission needs. This will require more nimble and agile management of the workforce, including reskilling and redeploying existing workers to keep pace with the current pace of change”.
The President's Management Agenda
Emerging technologies are evolving at a rapid cadences measured in weeks, not in years or even months. This presents unique challenges to both technical implementation and workforce development. Emerging technologies such as Blockchain, Artificial Intelligence and Robotics are forcing innovation in the Federal market, and will be included in many future commercial IT software offerings. These same technologies continue to take center stage in the minds of everyone responsible for application portfolios supporting their lines of business. New tech can quickly change the surface of an agency’s IT landscape. Yes, there are unique challenges, but there are also unique opportunities to better develop, deploy and maintain the portfolio.
The adoption of any new tech will demand an increase in workforce development. The energy surrounding this and any new tech is incredible and sometimes can be overwhelming. Some new technology lacks standards and without standards there is a little chaos. Standards will eventually come. It is the nature of IT. Developing the workforce with so many technologies can be equally overwhelming. Changes in technology not only affect the quality of solution, but the process to achieve the solution. To ensure success, it is important to transform the workforce to achieve the necessary knowledge and skills to support the mission throughout its lifecycle. Therefore, the workforce must remain relevant to the environment that includes the organizational structure and purpose and have the appropriate knowledge and skill to support the mission throughout its entire duration.
The Presidents Management Agenda embraces better alignment of a skilled workforce through continuous learning.
Quality continuous education, is more than presenting massive amounts of information to your target audience and expect them to reach appropriate mastery levels. Understanding how individuals think and absorb information is key to ensuring that mastery levels are reached across the workforce. CornerStone's own 2x3 Training Framework is based on two principles :
1) most people think either conceptually, detailed or some combination of the two and
“Continuous Learning. To inform implementation of strategic workforce management and better alignment of the workforce to mission, Government needs to be constantly learning, developing knowledge, and incorporating this knowledge into our management practices.”
The President's Management Agenda
2) information is absorbed visually, audibly or experiential (also known as tactile learning); and again it might be through some combination of the three.
CornerStone employs its 2x3 Framework in its current Business Development courseware available today. In addition, CornerStone is supporting the development of the ACT-IAC Blockchain Working Group, Blockchain Playbook's Workforce Development Approach soon to be published by ACT-IAC Emerging Technology Community of Interest.
CornerStone will partner with you to prepare your workforce for the impact of new technologies to their current tasking.