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129: Vidya Krishnan - Strategic Systems-based Upskilling to Enable Internal Talent Mobility
- 2024/10/25
- 再生時間： 1 時間 5 分
- ポッドキャスト
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あらすじ・解説
Vidya Krishnan, Chief Learning Officer at Ericsson, combines her engineering experience, systems thinking, and love of learning to connect core upskilling with corporate strategy. For Vidya, learning at the speed of technology development requires a learning mindset and future-focused dynamic approach to jobs and skills. Vidya explains how a project marketplace enables internal talent mobility: redesigning work with a skills-focus; facilitating evolution to ‘resource fluidity’; and allowing organic shifts into emerging areas as employees gravitate towards where work is flowing. Vidya recommends stability management with change management. TAKEAWAYS [02:06] Vidya studies electrical engineering influenced by her family’s engineering legacy. [03:16] Deeply admiring engineering and loving learning, Vidya admits she had ‘will before skill’. [04:14] Vidya promotes internships: good summertime feedback boosts her while some college studies challenge. [05:07] For personal reasons Vidya leaves AT&T joining Nortel (acquired by Ericsson) in Dallas. [06:19] Always an engineer, now focused on people’s experiences in L&D, Vidya loves teaching. [08:24] Learning is as the heart of every transformation for Vidya’s team and workplace. [09:19] Learning even more from failure, by addressing both shame and ignorance after mistakes. [11:11] Technology and people are inherently upgradable—ongoing learning at a tech company. [12:34] How engineers need "power skills" like storytelling and managing stakeholders. [14:05] Looking creatively to other industries, like aviation, to solve engineering challenges. [16:49] Vidya has a double life for three years learning and networking at learning conferences. [18:54] Managers want her to advance in engineering, but Vidya is determined to change field. [19:45] Vidya overcomes self-doubt and family concerns while transitioning her career. [21:15] After three years, Vidya transitions horizontally into technical training for customers. [22:56] Becoming a studio offering digital learning using multimedia and experiential techniques. [23:41] How to create capabilities that customers will pay for and employees value. [27:00] Systems thinking to describe work’s three dimensions: digital ecosystem, business system, and culture system. [30:14] A systems vs programmatic approach to work is strategic and natural at a tech company. [31:20] Skills development is vital and therefore must be connected to company strategy. [33:21] Constructing a framework where skills are derivative of corporate strategy. [34:20] Starting with the one skill that is most consequential to the strategy—less is more. [36:20] Two sets of skills—global critical skills (top down) and job role skills (bottom up). [37:30] Digitalizing a job architecture starts development of a skills taxonomy. [38:23] Getting on the skills games board through credentialing and contribution. [39:13] To be future focused, skills and job roles are digitalized into a relational database. [40:40] Skills’ journey phases: initialize, mobilize, and capitalize advancing with winnable games. [43:10] "Resource fluidity" is where employees’ skills are not confined to their job role—reskill and constantly redeploy. [44:45] A talent marketplace that is a project marketplace redesigns work to put skills to work. [47:43] Disaggregating work into projects enables work packages doable outside of people’s day jobs—a third space—to develop new skills. [50:30] Enabling employees to gravitate towards emerging areas from eroding areas. [51:35] The hypothesis that progressive career reinvention at scale will pay for itself. [52:25] A project marketplace creates capability and expands capacity. [54:50] Partnership is the new leadership, and co-creation and co-ownership are key to execution. [56:10] Stability management needs to accompany change management. [57:16] How business cross-functionality can allow varied thinking and ‘wicked’ problem solving. [58:13] Project marketplace decouples work from many traditional boundaries. [01:00:21] IMMEDIATE ACTION TIP: Start now. Start small with one critical skill. Connect it to strategy, which is done systematically. RESOURCES Vidya Krishnan on LinkedIn Ericsson.com Books mentioned: Range by David Epstein The Problem with Change by Ashley Goodall Reinventing Organizations by Frederic Lalou QUOTES (edited) “If we give people the opportunity to put their skills to work, this is actually very healthy for the company because we are organically self-shaping away from eroding areas into emerging areas …people naturally gravitating to where the work is flowing.” “You have a dynamic platform that's digitalized for jobs and skills to stay in lockstep with industry evolution: what's emerging, what's eroding, and for that stuff to easily automatically ...