Will Your Skills-Based Initiatives Die on the Vine?

It’s not news that the workplace is evolving at an unprecedented pace. However, the strategies that organizations adopt to deal with the pace of change continue to develop, mature, and sprout new approaches.

For example, the discussion around “skills-based organizations” has been happening for several years now. Organizations have been exploring skills-based strategies to keep up with change, adopting tools and frameworks to map skills and competencies, close gaps, and prepare for the future. Today’s technology makes skills-based taxonomies and ontologies easier to implement than ever before.

But even the best tech initiatives can wither without the right conditions. Skills-based strategies thrive in environments that prioritize continuous growth and alignment with organizational goals.

These three plants (hoya, peperomia, scindapsus) have different requirements for sunlight, water, and nutrients.

Building the Foundation for Skills-Based Growth

I’m a houseplant hobbyist, and over the past few years, my collection has grown from a modest five plants to somewhere around 40. (Yes, I admit to being a pandemic stereotype.)

Each of my plants has unique needs: some thrive in bright, direct light, while others prefer shady corners. Some demand frequent watering, while others will wither if I overdo it. None of them, by the way, would naturally choose to live in Minnesota.

The blue oil fern is a shelf-dwelling princess that requires a controlled mini-greenhouse, a humidity tray, and special attendants.

Just like plants, workforces need the right mix of care and conditions to grow. Leadership commitment acts as the sunlight, providing energy and direction. A culture that encourages exploration and collaboration is like nutrient-rich soil, offering employees the foundation to thrive. And just as I adjust light and water to meet the needs of each plant, organizations must tailor their approaches to fit their specific context and goals.

Start With a Clear Purpose

Organizations that align skills strategies with their most pressing challenges often see measurable returns. For example, upskilling technical teams to meet automation challenges can reduce hiring costs by filling roles internally. At the same time, career development opportunities improve workforce morale and retention—key factors in navigating change.

Clarity of purpose ensures that your learning strategy is tailored to your unique context and needs. For example, a manufacturing firm navigating automation trends might prioritize upskilling its workforce in technical and operational areas. By contrast, a professional services firm may focus on leadership development to enhance client engagement. Starting with a targeted goal helps ensure that the seeds you plant align with both organizational objectives and employee aspirations.

Adapt Strategies to Fit Your Context

No two organizations are alike, and skills strategies should reflect those differences. Factors like industry, company size, and long-term objectives play a role in shaping priorities.

Specificity isn’t the same as difficulty. Epiphytic phalaenopsis orchids have very different requirements than ground-dwelling plants, but day-to-day they are not difficult to work with.

Experimentation is an effective way to refine your approach. By starting small with targeted pilot programs, organizations can refine their approach without overcommitting resources. These smaller initiatives allow you to gather feedback and adapt before scaling up, minimizing risk and maximizing impact. It’s a bit like testing a new plant in your collection—adjusting for light and water until you find the perfect balance.

Focus on Iteration, Not Perfection

Metrics like time-to-productivity for new hires, internal mobility rates, or employee engagement scores can provide critical insights into the effectiveness of your skills programs. Iterating based on this data ensures your strategy remains both meaningful and cost-efficient.

Starting small is also one of the most effective ways to build momentum. A focused initiative in one area, such as closing a known skills gap, allows you to measure outcomes and adapt as needed. These smaller efforts can later inform larger strategies, ensuring a more thoughtful and effective rollout across the organization.

The brown spots on this calathea indicate that I still have some adjustments to make, but I’m confident I’ll get there eventually.

Flexibility is key. As needs evolve, so should your approach. Viewing skills development as a dynamic process—one that can be refined over time—keeps the strategy aligned with changing business priorities and workforce needs.

Begin Today, Build for Tomorrow

There’s a common saying: “The best time to plant a tree was 20 years ago. The second-best time is now.”

Implementing a skills-based approach doesn’t require perfection from the start. What’s essential is a commitment to the work. Align your strategy with meaningful goals, focus on creating a supportive culture, and use small, intentional steps to test and grow your approach.

A skills-focused culture doesn’t just address gaps—it drives innovation, boosts profitability, and builds resilience in a rapidly changing economy. Organizations that prioritize learning are better equipped to outperform competitors and seize new opportunities, creating lasting value for employees and stakeholders alike.

This cute rubber tree is very small but can grow into an 80-foot giant if given the right conditions. Dragon for scale.