The 2024 Leaving Cert examinations are ongoing, bearing significant weight for thousands of students whose futures in the professional world hinge on its results. Their academic journey so far has been defined and straightforward, but what remains uncertain is the trajectory of their future learning as they progress in their careers.
Career-related education and specialised job training have always been integral compounds of the employment landscape. However, previously, there was a point in time where the pursuit of further qualifications diminished. Currently, the accelerating pace of workplace transformation demands that individuals looking to remain employed till retirement have to continuously acquire new skills to secure their positions.
This might appear daunting, but it is an inevitable reality already experienced by one individual in the financial services field. Despite being in his 40s and having a solid undergraduate degree, he lost his job due to advancements in technology and, specifically, AI that made his role obsolete in the past year.
The rapidly changing landscape is reflected in a statistic provided by higher education consultancy firm, Carrington Crisp. The consultancy firm, which collaborates with tertiary institutions globally including TCD, UCC, University of Ulster, and Atlantic Technological University in Ireland, indicates that the skill set required for specific roles has altered by approximately 25 per cent since 2015. This shift is expected to grow twofold by 2027, prompting concerns about the relevance of traditional sequential qualifications.
In past times, the accumulation of knowledge that forms the backbone of commercial operation came in as predictable a path as the Leaving Cert. Specific advanced qualifications were deemed pivotal for progression in select careers. However, the shift resides in employers’ decreased patience for waiting on individuals to complete lengthy courses. They now prefer immediate-impact education and training.
This does not signify the demise of reputable business qualifications like the MBA, but it does bear consequences for their delivery methods, asserts Carrington Crisp’s director, Andrew Crisp. Despite universities and business schools still having a lot to offer, Crisp argues that their offerings must be flexible enough to accommodate changing demands, shifts in delivery, and varying student needs and timing.
Crisp adds, “Under the current business trends, there is a greater emphasis on value, swiftness, and technology. These cannot be overlooked in learning and development.”
The future holds a shift in paradigm where learning is seen as an ongoing journey and not a final destination that commonly ceases in one’s mid-20s. In reality, lifelong learning could encapsulate a combination of various qualifications garnered from diverse providers on different platforms.
The qualifications that employers are now seeking are non-traditional in essence, aimed at fulfilling an immediate requirement. Hence, an individual begins a course on a Monday and by Friday, they apply their newly gained knowledge, as per Crisp’s comments.
For instance, familiarity with emerging tech and technical skills are gaining heightened relevance due to the rapid pace of transformation. Crisp doesn’t insinuate that employees need to become tech experts instantly, however, they should have enough knowledge to communicate effectively in the tech domain relevant to their role.
Over the past couple of years, only about 30 per cent of employers have encouraged employees to pursue degree programmes including MBAs. The report by Carrington Crisp reveals that other variants of employee education such as industry-specific certifications, short non-degree programmes and customised courses have surpassed degree participation rates.
Surprisingly, only 20 per cent of employers have adopted “micro credentials” or targeted learning on a particular subject. Despite their perceived increase in popularity, Crisp attributes this to the absence of a global definition of what learning falls within this new category.
Micro credentials usually offer nothing beyond a completion certificate. Yet, this doesn’t deter employers as long as the certificate is issued by a revered academic institution renowned for its quality teaching, Crisp adds. He opines that degrees aren’t disappearing anytime soon, however, diversity in qualifications is set to expand. Certificates of completion, digital badges, CPD and professional credentials will become common in the future qualifications scenario.
Speaking of continuous learning for the present and the future, ex-CEO turned leadership guru, David Novak, has launched a fresh book titled How Leaders Learn, published by Harvard Business Review Press.
Drawing from his personal experiences, the key to victory in leadership, according to him, lies at the heart of constant learning. This concept Novak refers to as “active learning” distinguishes the most successful global leaders, particularly in challenging situations.
Active learners are individuals who are constantly in pursuit of knowledge and insights, which they incorporate with their actions and executions. Novak identifies three distinct behavioural patterns to achieve this.
The first involves picking up whatever useful or captivating knowledge available from any source or incident. The second emphasises maintaining a receptive, inquisitive mind and cultivating robust social connections, given our propensity to learn the most from others. Lastly, the third behaviour underscores the importance of experiential learning, particularly in areas that demand attention or hold the potential to yield significant results.