Training Industry Magazine - Winter 2023 - 51

If the pandemic made one thing clear,
it is that circumstances can change
rapidly. As a result of the past few
years of turmoil, unpredictability and
shortages of both supplies and skilled
workers, companies are shifting to
leaner and more dynamic staffing and
working models.
In fact, a 2021 McKinsey report on
dynamic talent allocation included
research
demonstrating
that
organizations using that approach are
more than twice as likely to demonstrate
strong performance and " deliver
better results per dollar spent, " than
traditionally-run companies thanks to
their ability to pivot as the market and
other factors demand.
While not every company will utilize the
dynamic talent allocation approach, the
way work is getting done in business is
shifting. With this shifting approach to
work, there must be a simultaneous shift
to support it in both talent management
and people development.
This approach requires a fundamental
level of knowledge and ability shared
by all pool members. It also highlights
organizational skill gaps, creating a
clear picture of the training required
to close those gaps. In addition, many
employees in organizations shifting to
a work-to-flow model require specific
skill set training to perform at the
company's expected level. Beyond
skill training, talent will also need soft
skills training, such as communication,
listening and design thinking, as they
shift from different teams and projects
as priorities require.
Is a Bootcamp Your Organization's Best Option?
Depending on your organization and the need, an internal
bootcamp might be the best way to provide necessary training.
Use the following questions to explore whether a bootcamp is
the right choice.
* How many employees need the training?
* Is leadership invested and willing to be involved?
* What is the fundamental issue to address with the training?
* What skills does your organization need most employees
to demonstrate?
* How will your organization support retention and continued
development for learners once the training is complete?
Bootcamps are intensive learning experiences that provide an
opportunity for rapid change in an organization, though they
aren't the only method for training. Bootcamps are a strong
choice if a significant number of employees need specific
skills, if leadership has bought into the idea of training, or if it
is part of a larger strategy of employee development.
TRAINING INDUSTRY MAGAZINE - WINTER 2023 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
THE FUTURE OF WORK
Training in the traditional model is
based on what the people in a given
role need to know to work more
effectively in that role. Contrarily, the
dynamic talent allocation model - also
known as " work-to-flow " - collects
workers into pools by skill set, then
assigns them to projects based on
project priority and the skills needed.
Project-based work models, like dynamic
talent allocation, require a stronger focus
on project management, leadership and
talent development and management
skills for those outside the talent pools,
including people leading project teams,
allocating work and making decisions.
Bootcamps
are
ideal
for
helping
companies switch rapidly from the
traditional staffing models to more
dynamic, project-based staffing
approaches without shutting everything
down while the workforce reskills.
BOOTCAMPS: MORE THAN
DEVELOPER TRAINING
As intensive opportunities to learn and
apply a specific and highly focused skill
set, bootcamps are ideal for training
a variety of skills quickly. Internal
bootcamps can adapt the traditional
structure to meet the organization's
needs more specifically.
Though the traditional model has been
to focus all of an employee's time
on developing needed new skills, a
bootcamp can be designed to take
place for half days or a few days each
week. This tailored approach provides
learners with the opportunity to practice
their new skills in their current positions.
For example, employees in a leadership
or
communication-focused
bootcamp
can start applying new skills on the job
from day one.
Other traditional bootcamp aspects can
be flexed to support training needs.
Consider a leadership bootcamp for
assistant store managers for a regional
restaurant chain. The participants are
high-performing, busy people. Instead
of taking them offline for six weeks or
limiting their development options to a
weekend, the training could involve:
* A blend of virtual workshops with
strategically timed face-to-face
trainings spread out over a few
months.
* A mix of individual and cohort-based
work.
* Both synchronous and asynchronous
learning with structured assignments
for reflection.
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https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-key-role-of-dynamic-talent-allocation-in-shaping-the-future-of-work https://trainingindustry.com/articles/strategy-alignment-and-planning/3-methods-for-conducting-a-soft-skills-assessment/ https://trainingindustry.com/articles/strategy-alignment-and-planning/3-methods-for-conducting-a-soft-skills-assessment/ https://trainingindustry.com/wiki/content-development/design-thinking/ https://www.trainingindustry.com/magazine

Training Industry Magazine - Winter 2023

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