Introduction: The Importance of a Change-Ready Culture
In today’s fast-paced, dynamic, and ever-evolving business environment, organizations are under constant pressure to adapt and innovate. With the emergence of new technologies, disruptive business models, and changing workforce demographics, staying ahead of the curve has become more critical than ever before. Faced with these challenges, creating and maintaining a change-ready culture within organizations is no longer a luxury, but a necessity. A change-ready culture is one where employees are agile, flexible, and prepared to embrace change with open arms. This is crucial for ensuring not only the survival but also the growth and success of a business in the long run.
For learning and development (L&D) professionals, this presents a unique opportunity to not only help individuals and teams adapt to change but also to thrive in a volatile, uncertain, complex, and ambiguous (VUCA) environment. As skillsets and job requirements rapidly evolve, it is the responsibility of L&D professionals to ensure that employees are well-equipped to embrace new challenges and seize emerging opportunities. This means cultivating a culture in which continuous learning, upskilling, and reskilling are prioritized and embraced.
At the heart of this change-ready culture is the concept of ‘learning agility,’ which refers to the ability and willingness of individuals to learn from experience and apply those learnings in novel and complex situations. Developing learning agility is fundamental in helping employees effectively navigate new challenges and become more adaptable, more resilient, and more innovative. Organizations that embody this learning-centered approach stand to benefit tremendously, as it enables them to foster a highly engaged workforce, increase retention, and drive greater organizational success.
But how can L&D professionals foster a change-ready culture while also developing the necessary skills in their employees? The key lies in understanding the difference between upskilling and reskilling, and implementing strategies that cater to the unique context and needs of each organization. Upskilling refers to the process of teaching employees new skills or enhancing their existing skills, which allows them to perform their current roles with greater efficiency and effectiveness. Reskilling, on the other hand, involves training employees to take on entirely new roles, often in response to changes in the job market or evolving business needs.
To embark on this journey, L&D professionals need to start by assessing the current state of their organization’s workforce and identifying the skills that are in demand, as well as those that may become obsolete in the near future. Armed with this information, they must develop a comprehensive learning and development strategy that not only addresses existing skill gaps but also anticipates and prepares the workforce for the ever-changing demands of the future.
Critical to the success of this endeavor is the effective use of technology. Leveraging digital tools such as learning management systems (LMS), blended learning, gamification, and artificial intelligence can greatly enhance and streamline the learning process, making it more engaging and easily accessible for employees. Digital technology can also help L&D professionals track progress, measure the return on investment (ROI) for upskilling and reskilling initiatives, and continually adjust their strategies based on real-time feedback and results.
In addition to leveraging technology, fostering a change-ready culture requires a collaborative effort between L&D professionals, management, and employees. Establishing a framework for open communication, providing ongoing support and resources, and incentivizing a growth mindset will be fundamental in creating an environment where employees feel empowered to continuously learn, grow, and adapt.
In conclusion, cultivating a change-ready culture starts with recognizing that upskilling and reskilling are not only important but essential for the future success of individuals and organizations alike. By developing a robust learning and development strategy, leveraging technology, and fostering a collaborative and supportive environment, L&D professionals can help their organizations navigate the challenges and opportunities of the future, empowering employees to thrive in an ever-evolving world.
The Evolving Landscape of Learning and Development
The ever-changing global environment has triggered a significant shift in the field of learning and development (L&D) for professionals. As corporations and employees adapt to the rapid emergence of new technologies, disruptive innovations, and new work models, the landscape of L&D continues to evolve at a remarkable pace. These changes provide both challenges and opportunities for organizations looking to prepare their workforce for the future.
One of the primary driving forces behind this transformation is the growing emphasis on lifelong learning. As the longevity of skills decreases, professionals must continually acquire new abilities to remain relevant in their industries. It is no longer enough to master a skill set during formal education; employees must consistently develop and adapt their skills throughout their careers. This has led to a shift toward more personalized, flexible, and accessible learning opportunities that cater to individuals’ unique learning styles and career goals.
The increasing prevalence of remote and hybrid work arrangements is also contributing to the transformation of the L&D landscape. Employers and employees now recognize the importance of incorporating a wide range of skills, including soft skills like communication and collaboration, and digital skills such as data analysis and coding. These skills have become essential for working effectively in the new normal of distributed workforces and virtual collaboration.
Alongside these developments, there has been a growing recognition of the power of data-driven learning. With advancements in technology, organizations can now harness the potential of data analytics, artificial intelligence (AI), and machine learning to understand employees’ needs better and design targeted, personalized curriculum for skill development. This approach has proven to be more effective at delivering the knowledge and skills required for the evolving demands of the modern workplace.
Moreover, organizations have started to explore new and innovative L&D models to meet their employees’ learning needs. These models include mentorship and coaching, peer-to-peer learning, and on-demand resources that enable professionals to learn at their own pace. Additionally, corporations are increasingly partnering with external providers such as higher education institutions, online learning platforms, and industry experts to expand their resources and offer diverse learning opportunities that cater to the varied demands of their workforce.
There has been a notable shift in the focus of L&D, too. Topics such as mental health and well-being have taken the front seat as organizations recognize the impact of psychological well-being on employee productivity and success. As a result, L&D initiatives now include a holistic approach to support workers’ mental, emotional, and social needs in addition to developing their professional skills.
Furthermore, there has been a surge in the use of popular online learning platforms that enable employees to access learning resources anytime, anywhere. This allows organizations to future-proof their workforce while staying up-to-date with industry requirements. The rise of microlearning – a technique that involves delivering small, focused chunks of content – reflects this trend in reducing the time required to complete a learning module while enabling employees to retain more knowledge.
Finally, companies are placing a greater emphasis on assessing the effectiveness of L&D initiatives. This involves quantifying the return on investment (ROI) and evaluating the impact of training programs on individuals and the overall organization. The focus is now on designing learning experiences that maximize outcomes while minimizing cost and time investment.
In conclusion, the landscape of L&D is evolving rapidly in response to emerging technologies, changing workforce dynamics, and the need for continuous skill development. Organizations that want to thrive in this new environment must adapt their L&D strategies to account for these changes and provide employees with the tools they need to succeed in the future of work. By focusing on lifelong learning, embracing data-driven insights, and offering flexible learning opportunities, employers can unlock the full potential of their workforce and better position themselves to meet the challenges of the coming years.
Understanding the Difference Between Upskilling and Reskilling
As organizations navigate through an ever-changing business environment, learning and development professionals must understand the concepts of upskilling and reskilling and their significance in driving talent transformation and employee growth. Both upskilling and reskilling are crucial in staying competitive and relevant in the digital age. However, though they may seem similar, there are key differences between the two that should be considered when incorporating them into your organization’s learning and development strategy.
Upskilling refers to the process of imparting additional skills and competencies to employees to keep pace with the evolving needs of their job roles. This typically includes enhancing their existing capabilities or developing adjacent skills that can broaden their value and contribution within the organization. Upskilling is essential for employees to stay up-to-date with industry trends, new technologies, and emerging best practices. By upskilling, employees become more efficient, effective, and ultimately contribute to the organization’s success.
Upskilling can be done through various methods such as classroom training, workshops, e-learning modules, mentoring, and on-the-job training. Some examples of upskilling include teaching a software developer to work with a new programming language, expanding a salesperson’s knowledge of new product lines, or training a graphic designer to master a new design software. When done well, upskilling not only enhances an organization’s talent pool but also fosters employee engagement and satisfaction.
On the other hand, reskilling refers to the process of retraining employees and equipping them with an entirely new set of skills that enable them to transition into a different role within the organization. This might be necessitated by the automation of certain tasks, a shift in the company’s strategy, or a change in customer needs. Reskilling is essential for workforce agility and can help organizations retain valuable employees by providing them with new avenues for growth and development instead of letting them become redundant or face the risk of layoffs.
Reskilling can involve more extensive training and learning plans compared to upskilling, as it aims to prepare individuals for entirely new roles or job functions. This may include a combination of classroom training, e-learning, workshops, job rotations, and mentoring. Some examples of reskilling include training a customer service representative to become a social media manager or teaching a production worker to operate new machinery as their previous role becomes automated. When executed effectively, reskilling can provide individuals with a renewed sense of purpose and direction within the organization, while reducing the need for new hires and associated recruitment costs.
Understanding the difference between upskilling and reskilling is vital for learning and development professionals when devising strategies that address the emerging needs of their workforce. Both approaches are important, but their implementation requires different methods and considerations.
When planning upskilling and reskilling initiatives, keep in mind the following best practices:
1. Conduct a thorough skills gap analysis: Identify the current skills and knowledge gaps in your workforce by examining future business needs, industry trends, and emerging technologies. This analysis should help you determine the areas where upskilling or reskilling is required.
2. Customize learning plans: Create personalized learning plans for individuals based on their specific skills gaps, learning preferences, and goals. Tailor their development programs to ensure they receive the training necessary to thrive in their current or future roles.
3. Leverage technology: Utilize digital tools and platforms, such as learning management systems (LMS), e-learning modules, and virtual classrooms, to deliver effective and flexible training. Technology can enable learning and development professionals to track progress, assess performance, and provide a seamless learner experience.
4. Monitor progress and measure results: Set clear success metrics to evaluate the effectiveness of your upskilling and reskilling programs. Monitor the progress of learners and make adjustments to the curriculum and delivery methods as needed.
In conclusion, upskilling and reskilling are essential components of cultivating a change-ready culture within your organization. By understanding the distinction between the two, learning and development professionals can create effective strategies that prepare their employees for the future and strengthen their organization’s competitive advantage.
Four Pillars of Cultivating a Change-Ready Culture
A change-ready culture is essential for organizations to adapt, evolve, and excel in today’s fast-paced and competitive business environment. By cultivating a change-ready culture, organizations not only embrace the inevitability of change but also proactively respond to it, positioning themselves for success in the future. Four key pillars underpin a change-ready culture: leadership, communication, learning agility, and employee empowerment.
1. Leadership
Effective leadership is the cornerstone of a change-ready culture. Leaders must be able to navigate the complexities, uncertainties, and challenges that come with organizational change. This requires leaders to be adaptable, open-minded, and resilient in the face of shifting circumstances. They must be skilled at driving alignment, inspiring teams, making tough decisions, and managing risks. Furthermore, leaders should also serve as role models for their teams in terms of embracing change, exhibiting a growth mindset, and actively engaging in upskilling and reskilling initiatives. By doing so, they can create an environment where change is not only accepted but also championed.
2. Communication
Transparent and consistent communication is a crucial component of a change-ready culture. A well-informed workforce is more likely to accept, support, and engage in organizational change efforts. Effective communication helps teams to understand the reasons for change, the shared vision for the future, and their roles and responsibilities in bringing about that change. Organizations should establish regular channels of communication, such as town hall meetings, newsletters, and intranet updates, to keep employees apprised of change-related developments. Organizational leaders and managers should also be accessible and open to feedback, as fostering a culture of open dialogue and trust is vital to change-readiness.
3. Learning Agility
Change-readiness demands a workforce that is capable of learning and adapting to new information, skills, and responsibilities. Learning agility refers to the willingness and ability of individuals to learn from experience and apply those learnings to perform well in new and challenging situations. To cultivate learning agility, organizations should encourage continuous learning by providing access to a variety of resources, such as online courses, workshops, and mentoring programs. Moreover, they should also create opportunities for employees to apply their new skills and knowledge in real-world scenarios, as practice is key to mastery.
4. Employee Empowerment
Empowered employees feel a sense of ownership and responsibility toward their work and the success of the organization. They are more likely to embrace change and actively participate in upskilling and reskilling initiatives. To foster a culture of employee empowerment, organizations should provide opportunities for employees to be involved in the decision-making process, especially when it comes to changes affecting their roles, responsibilities, or teams. Moreover, organizations should recognize and celebrate employee contributions to change efforts, as this will not only boost morale but also reinforce the importance of change-readiness.
In conclusion, cultivating a change-ready culture is a vital organizational competency in today’s rapidly evolving world. By focusing on the four pillars of leadership, communication, learning agility, and employee empowerment, organizations can create an environment that is receptive to change and positions them for success in the future. Upskilling and reskilling play an essential role in building such a culture, as a skilled and adaptable workforce is better equipped to navigate the challenges and opportunities presented by change.
Strategies for Implementing Upskilling and Reskilling Programs
Implementing upskilling and reskilling programs is a critical component of cultivating a change-ready culture within an organization. As the business environment continues to evolve rapidly, it’s crucial for learning and development professionals to ensure employees are equipped with the necessary skills. In this regard, several strategies can be employed to design and implement effective upskilling and reskilling programs:
1. Identify skill gaps and forecast future needs: A thorough analysis of the organization’s current and projected skill requirements should be conducted, focusing on the changing requirements of individual roles, technological advancements, and market trends. This information will guide the development of targeted upskilling and reskilling programs, ensuring optimal use of resources and alignment with the organization’s goals.
2. Involve leadership and stakeholders: To achieve the desired results, it’s essential to secure buy-in from leadership and key stakeholders. Upskilling and reskilling initiatives require collaboration across departments and should be viewed as a collective responsibility. When leaders actively endorse and support these efforts, employees are more likely to embrace the opportunity for growth and development.
3. Customize training programs: Employees have varying learning styles, and a one-size-fits-all approach can limit the effectiveness of upskilling and reskilling programs. Designing customized training modules that incorporate various learning methods such as blended learning, microlearning, and experiential learning increases the likelihood of success. Courses should also be engaging, relevant, and delivered at a manageable pace, taking individual and company constraints into account.
4. Leverage technology: Adopting appropriate technologies can streamline and enhance the learning process. Learning management systems (LMS), mobile learning platforms, and software tools can be used to facilitate training and track progress. Furthermore, incorporating immersive technology, such as virtual or augmented reality, can enrich the educational experience and create a more interactive learning environment.
5. Create a supportive learning culture: Encouraging continuous learning and growth is vital for upskilling and reskilling initiatives’ success. To achieve this, foster an environment that embraces curiosity and invests in talent development. Establish formal mentorship programs, hold regular discussions about learning and development, and provide ongoing feedback – these actions will create a culture that values learning and professional growth.
6. Measurable goals and outcomes: To gauge the efficacy of your upskilling and reskilling programs, it’s essential to establish measurable goals and outcomes. These objectives should align with the organization’s strategic priorities and be crafted using the SMART criteria – Specific, Measurable, Achievable, Relevant, and Time-bound. Regularly monitoring progress and adapting the programs accordingly will ensure that desired results are attained, proving the value of the investment in employee development.
7. Encourage and reward growth: To motivate employees to participate in and embrace upskilling and reskilling efforts, recognize and reward those who successfully complete the programs, demonstrate growth, or apply newfound skills. This recognition could take the form of monetary incentives, career advancements, or public acknowledgments within the organization. Encouraging employees to become internal experts and share their knowledge can further propel a change-ready culture.
8. Review and iterate: Learning is an ongoing process, so the successful implementation of upskilling and reskilling programs doesn’t end with completion. Review the programs regularly – gather feedback from participants, consider retention metrics, and examine business outcomes. These insights will help you iterate on your programs, refining and adjusting them as needed to maintain their effectiveness and relevance.
By employing these strategies, learning and development professionals can create impactful upskilling and reskilling initiatives that not only address the current needs of the organization but also prepare employees for future changes. In doing so, a change-ready culture will be cultivated, positioning the organization and its workforce for long-term success.
Leveraging Technology for Effective Learning and Development
In today’s rapidly evolving business landscape, the use of technology has become essential for organizations to effectively deliver learning and development (L&D) programs. As professionals work to cultivate a workplace culture ready for change, they must leverage the latest technological advancements to optimize their efforts in upskilling and reskilling employees. In this chapter, we will explore the key technologies and strategies employed by L&D professionals to develop a future-ready workforce.
One of the most significant shifts in the L&D field in recent years is an increased focus on online learning. As remote work becomes more common, professionals must find ways to deliver training that accommodates distributed teams and flexible schedules. E-learning platforms and Learning Management Systems (LMS) have become essential tools to achieve these goals, allowing L&D professionals to create, manage, and track digital training materials in a centralized location. When selecting an LMS, organizations should consider factors such as ease of use, support for various content types, and integration with existing enterprise systems.
Another major technological trend is the adoption of mobile learning, or “m-learning.” With smartphones and tablets becoming ubiquitous, learners can access training materials at their fingertips anytime, anywhere. M-learning encourages employees to take control of their professional development, maximizing engagement and increasing skills acquisition. L&D professionals should ensure their digital content is mobile-friendly, taking advantage of responsive design and creating bite-sized learning modules that learners can easily consume on-the-go.
Gamification, the application of game design principles and elements to non-gaming contexts, has emerged as a powerful tool for engaging learners and promoting retention of knowledge. By incorporating points, badges, leaderboards, and other game mechanics into training programs, L&D professionals can create a sense of competition and achievement that drives employee engagement. Gamified learning experiences can be particularly effective in fostering collaboration and problem-solving, both crucial components of a change-ready culture.
Another essential technology for L&D professionals is data analytics, which can uncover valuable insights to inform the design, implementation, and evaluation of training programs. By analyzing learner data – including assessment results, course completion rates, and user satisfaction – organizations can identify areas of improvement and implement targeted interventions. Additionally, analytics tools can help L&D professionals personalize learning pathways, catering to individual learning styles, preferences, and needs.
Social learning, facilitated by online platforms and collaboration tools, is another critical element in leveraging technology for effective L&D. By fostering connections between learners, organizations can build a culture of peer-to-peer knowledge sharing and support that encourages continuous learning. Learning professionals can use social media-style e-learning, discussion forums, and other collaborative features to augment their formal training content, creating a dynamic and interactive learning environment.
To support upskilling and reskilling efforts, L&D professionals should also explore the potential of immersive technologies like virtual reality (VR) and augmented reality (AR). These tools can provide learners with realistic simulations and hands-on experiences, helping them acquire new skills and practice them in a safe environment. Though VR and AR are relatively new in the L&D space, their potential to transform training and development cannot be overlooked.
Moreover, artificial intelligence (AI) and machine learning have started to shape the future of L&D, powering tools such as adaptive learning platforms, chatbots, and content curation engines. These advanced technologies can help L&D professionals deliver a more personalized and dynamic learning experience, ensuring individuals maximize their potential and meet the ever-changing demands of the workplace.
In conclusion, the effective use of technology is indispensable for L&D professionals to successfully upskill and reskill employees and build a change-ready culture within their organizations. By staying current with technological advancements, learning professionals can develop robust and engaging training programs that equip the workforce for the future. Embracing innovation, fostering collaboration, and leveraging data will ensure that organizations remain competitive in an increasingly dynamic and uncertain landscape.
Measuring the ROI of Upskilling and Reskilling Initiatives
As learning and development professionals, we dedicate significant resources to upskilling and reskilling employees to prepare them for the future of work. However, to ensure our efforts are effective and to justify these investments, it’s crucial to accurately measure the return on investment (ROI) of our upskilling and reskilling initiatives. This chapter will explore the key steps and considerations for evaluating the ROI of learning and development programs.
1. Establish clear objectives and goals: Before launching any upskilling or reskilling program, it’s essential to define the desired outcomes, such as increased employee efficiency, improved performance, higher retention rates, or reduced skill gaps. Clearly articulated goals not only serve as the foundation for designing and implementing the program but also play a critical role in measuring its success.
2. Identify key performance indicators (KPIs): Once the objectives are set, identify the KPIs that represent progress towards these goals. KPIs could include the number of employees trained, the percentage improvement in skill proficiency, and the impact on business metrics such as sales, productivity, or customer satisfaction. Creating measurable KPIs will help you assess the program’s effectiveness and draw valuable insights to refine it further.
3. Measure employee engagement: The success of any learning and development initiative is significantly influenced by employee engagement. A disengaged workforce may not derive the intended value from the program, making it crucial to track employee engagement throughout the upskilling or reskilling process. Utilize feedback surveys, employee satisfaction scores, or learning management system analytics to gauge engagement levels and identify areas for improvement.
4. Evaluate knowledge and skill development: Assess employee improvement in know-how, skills, and competencies throughout the program to identify success and areas for improvement. Pre- and post-assessments, quizzes, and practical exercises can help measure skill acquisition and growth. Comparing these metrics will enable you to evaluate the program’s effectiveness in fostering knowledge and skill development.
5. Monitor business impact: Ultimately, the purpose of upskilling and reskilling programs is to drive positive outcomes for the business. Track improvements in organizational KPIs such as productivity, revenue, or customer satisfaction to determine the real-world impact of your initiatives. Keep in mind that some benefits, like a more adaptable workforce or increased employee loyalty, may be harder to quantify but are still valuable outcomes to consider.
6. Calculate the ROI: Once you have gathered data on the KPIs, employee engagement, and business impact, calculate the ROI by comparing the benefits derived from the initiative with the costs incurred for development, implementation, and maintenance. This calculation may involve a mix of quantitative and qualitative measurements, encompassing both tangible and intangible benefits.
ROI = (Benefits – Costs) / Costs x 100%
7. Refine and iterate: Use the insights gleaned from the ROI analysis to identify areas of improvement and optimize your upskilling and reskilling initiatives. Continuous refinement and iteration will help ensure that your programs remain effective and relevant in an ever-changing business landscape.
In conclusion, measuring the ROI of upskilling and reskilling initiatives is a critical step in ensuring the effectiveness of learning and development programs. By establishing clear objectives, identifying KPIs, tracking employee engagement, evaluating skill development, and monitoring the business impact, you can determine the true value of your initiatives and refine them for greater success. It’s essential to treat learning and development programs as a continuous process, regularly reviewing their ROI and adapting them to the evolving needs of your organization and workforce.
Conclusion: Preparing for the Future of Work
As we have explored throughout this article, cultivating a change-ready culture is critical for learning and development professionals to prepare their organizations for the future of work. With the rapid pace of technological advancements and the ever-changing business landscape, it is more important than ever to invest in upskilling and reskilling programs that will enable our teams to stay agile, adapt to new challenges, and drive business success.
In conclusion, creating a transformative learning and development strategy that embraces upskilling and reskilling should be a top priority for businesses looking to thrive in the future. By doing so, organizations will not only enhance their ability to respond to industry changes but also attract and retain top talent that is equipped to meet the evolving demands of the 21st century.
A few important key takeaways from this article include:
– Understand the difference between upskilling and reskilling: Upskilling refers to the enhancement of existing skills, while reskilling focuses on providing employees with new skills in the face of changing job requirements. Both are essential elements of a change-ready culture.
– Establish a strong foundation with the Four Pillars of Cultivating a Change-Ready Culture: By developing a culture of curiosity, fostering psychological safety, encouraging a growth mindset, and promoting adaptive learning, organizations can create a robust foundation for encouraging continuous learning and improvement.
– Implement effective upskilling and reskilling strategies: Learning and development professionals should create targeted programs that address specific skill gaps within their organizations, integrating engaging and personalized learning experiences that cater to different learning styles and preferences.
– Leverage technology and digital tools: Innovative technologies such as artificial intelligence, virtual reality, and adaptive learning platforms have the potential to revolutionize the way we learn and develop new skills. Embracing these tools as part of the learning and development strategy can deliver significant benefits, while also helping employees become more comfortable working with the advanced technologies that are shaping the future of work.
– Measure the impact and ROI of learning and development initiatives: To ensure the success of upskilling and reskilling efforts, learning and development professionals should continuously monitor the effectiveness of their programs, collect feedback, and adjust their strategies as necessary. Quantifiable performance indicators and qualitative insights can provide valuable information on the return on investment of these initiatives and help drive further improvements.
By incorporating these principles into their learning and development strategies, organizations will be better equipped to meet the challenges of the future and remain competitive in an ever-changing business landscape. To stay ahead of the curve, it is essential to maintain a strong focus on continuous learning, agile adaptation, and embracing new technologies and methodologies.
Ultimately, achieving success in the future of work will require a collaborative effort from all stakeholders, including business leaders, learning and development professionals, and individual employees. By creating a culture that values learning and growth, organizations can build a more resilient and adaptable workforce that is capable of driving the business forward in the face of rapid change and uncertainty.
In conclusion, developing and maintaining a change-ready culture that invests in upskilling and reskilling initiatives is vital for the long-term success of any organization. By staying ahead of the curve and continually evolving to meet the demands of the future of work, learning and development professionals will play a pivotal role in shaping and securing the organization’s lasting success.
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