A system that guides, motivates and invests in workers near term skills and future capabilities can help build long-term organizational growth and resilience.
It has been well known for the past decade that organizations need to train and reskill their workforce to remain competitive. Larger organizations have dedicated programs and consultancy firms to take care of this training, but in a rapidly changing world, where learning has become a key driver, the investment has still been too small - and opportunities have often only gone to the selected few.
We need a system that goes beyond internal training, government-funded programs, and slow-to-adapt educational institutions. A sort of a learning community - not the ones that we know today, which is based on communities of interest, where we meet and hang out together, share knowledge and then go back to our normal lives - but more a sort of impact community where we have a desire to act together and learn through creation.
Impact communities are often formed around a particular domain where the participants are highly motivated and passionate about the domain. You can find these communities formed around extreme sport, online gaming, and activism. Groups within impact communities often create extreme results by discovering new approaches, supporting and motivating each other - all to find ways for more impact with less effort and fewer resources.
Companies that create internal impact communities are often the ones at the forefront of their industry, they are the ones reinventing quickly during times of crisis and whose employees have embraced the habit to unlearn and reskill to optimize for impact - it has just become a natural capability of them.
Over the last few years at 123abc we have collected data and experimented with models and algorithms that work to match people with people to create impact communities.
We’ve tried to understand how to speed up learning to close skills gaps and prepare people for the future of work. Our findings show that skills training isn’t the challenge, either is the future of work.
Shorten the loop
We have to shorten and close the information loop between what skills and capabilities there are in demand to the workforce, motivate and guide reskilling, and then easily connect to create impact. The speed and closeness of the loop will change both over time, by industry, and by location.
To shorten the information loop, companies will have to embrace and invest directly in learning both in and outside of their organisations. Individuals within the workforce must embrace learning and make it a habit to acquire new knowledge. We measure the willingness to invest and learn, and the interplay between the actors with a Learnability score.
What We Believe
To ensure more economic growth and organizations that are more resilient to constant change we need a truly open Career Network that is human-focused but machine-assisted. We call this system the Open Human Cloud Network.
The Open Human Cloud Network will connect the workforce directly with companies in a way where they anonymously exchange data, companies invest in skills and capability training when reaching out in the network and connections are machine-assisted.
The Open Human Cloud Network is a set of standards and rules on top of existing decentralized network protocols and is open for everyone.
In a series of blog posts, I will go deeper into the mechanics of the Open Human Cloud Network, tell you why we believe it can increase companies economic growth, create a more resilient workforce, transition casual and low-income labor into more stable job roles and how 123abc can play a part in building an Open Human Cloud Network in the coming years.
At 123abc, we are passionate about building an Open Human Cloud Network for the world. We think this is the way to bring economic freedom to more people, more growth to workplaces, and equity of opportunity in the world.