Brand, schmand. This isn’t about a new logo, though you’ll notice we have one. It isn’t about a new purpose because, for over 20 years, we’ve been obsessed with helping people realize their potential and achieve extraordinary things.
This is about the “never normal again” workplace and Cornerstone’s unwavering focus on blazing trails in learning and talent innovation and helping our customers meet the future, ready.
The time is now (to rethink the way we work)
We all know the future of work is upon us. It’s an environment of unrelenting business transformation and tectonic shifts in the way we work. And it’s a time of dramatic change for people. The lines between work and life have now been erased, and more than ever, we’re looking to our organizations for a sense of stability, community and purpose.
And as humans, we’re in a mode of deep self-reflection. We’re all taking this moment to reassess our paths and reinvent who we are, who we want to be and where we want to go.
This future demands more agility, resilience and alignment as priorities change, skills advance, and goals evolve. It requires a significant shift in organizational mindset as we partner together to build deeper connections with each other and rally around a shared sense of purpose and community. It requires that every one of us be more empowered to develop, grow and engage in ways that are so uniquely personal.
That’s some heady stuff. And it’s why at Cornerstone, we knew we had to think differently. And that’s the genesis of not just our audacious new look but our bold new vision to power the future ready workforce, too.
Rethinking how we work is about a fundamental shift to a more human approach to work, and we believe talent leaders are central to making that happen.
The rise of the modern talent leader
If there was ever any question of the importance of talent leaders within our organizations, that debate is now over. The dramatic disruptions in work over the past 18 months have catapulted talent leaders into the spotlight, expanding their influence across organizations and championing the shift to “back to human” models that re-focus on people.
Today’s talent leaders hold the golden thread — they connect people with new growth opportunities and align business goals with a larger purpose to help their organizations achieve extraordinary success together.
And for talent leaders to create inspired, aligned and successful workforces, Cornerstone knew they needed more than another disjointed piece of technology in their toolkit. We knew this was our opportunity to empower talent leaders — not just with technology iteration but with a leapfrog vision to reimagine the work environment.
That new work environment is a place where everyone shares a common language of success, every individual has the flexibility to create a growth plan as unique as they are and everyone can work with more autonomy, freedom, creativity and agility than ever before.
To make work a place that works for everyone.
Experience how Cornerstone can help your organization unite people growth with business success to create work environments that inspire growth, productivity and success for all.
Delivering a new system of work
For more than 20 years, Cornerstone has been the leader in people development. So we knew one thing for certain — the future of work requires a new approach to people growth.
Along with our new brand, we’re creating a new an environment that embraces each person’s unique needs and goals, unites everyone in a shared language of growth and success and creates more freedom and agility in the way we work — no matter who we are, where we work or how work gets done.
And this is why we’re so excited to share more with you about our acquisition of EdCast.
Together we have a bold new vision to revolutionize how people and teams learn, grow, connect and thrive in this new world of work.
Join us on the journey to rebuild work
We’re obsessed with helping our customers unite people and business success and meet the future, ready.
Is this statement bold, daring and disruptive? Sure. But that’s what Cornerstone is all about. We also think it’s what our customers are all about, too. And we’re excited to take this journey with all of you!
Motivate your people with a personalized, purpose-driven growth experience that inspires.
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Creating an Action Plan for Your Agency’s Skills Gaps
Times change, and agencies cannot predict when their employees will need new skills. Triggers such as new hiring mandates can leave agencies painfully aware of the abilities their workforces lack. However, there are many strategies that exist for closing these skills gaps. GovLoop and Cornerstone OnDemand put together this worksheet to help you and your agency develop an action plan for effectively filling its skills gaps. In this worksheet, you’ll gain insights into: Best practices from the public and private sectors for addressing skills gaps. The strategies for closing skills gaps including recruitment, reskilling, and upskilling. Your agency’s triggers, biggest skills gaps, and the best approach to eliminate those gaps. Download this worksheet to create your action plan to close your agency’s skills gaps.
Publicación de blog
5 Ways to Empower Employees with Future Skills
With the onset of artificial intelligence and automation, the demand for a highly-skilled workforce dedicated to continued learning is growing. Though these tech tools have vast capabilities, employees need specific skills in order to engage with this emerging technology effectively. But many simply do not possess the necessary knowledge: according to a new report from Deloitte Insights, there could soon be too few college graduates to fill the over six million currently vacant jobs—52 percent of employers say they consistently can't fill open positions. The skills gap is real, and it's widening. Increasingly, organizations need individuals who are able to learn quickly and who are adaptable to outside factors like emerging technology. In today's skills economy—where employees' existing knowledge and their ability to gain new skills are their biggest assets—a lifelong effort to learn new technical, social and managerial skills is a required reality. In partnership with Cornerstone OnDemand, the Institute for the Future unveiled a Future Skills Map highlighting the capabilities that modern workers will need to thrive in an ever-changing, fast-paced, tech-focused work environment. Below are five of the 15 skills outlined in the map that you can already nurture in employees today, and advice for empowering employees to attain them: 1) Get [Course] Credit for Everything To ensure career growth, employees shouldn't rely on existing skills alone. Lifelong learners never stop developing, always getting credit for every new skill they develop, and using those credits to propel themselves along their career paths. Hiring managers can identify individuals who have pursued relevant courses, certifications or made other efforts to learn, and reward them. For example, before looking outward to fill open positions, consider candidates internally who have prioritized gaining new skills. Seeing their colleagues grow will also motivate other employees who may have been complacent in the past. 2) Upgrade Your Digital Fluency Robots aren't replacing humans any time soon, but there's no denying that automation is changing employees' roles. By 2020, companies will spend $150 billion on artificial intelligence, $83 billion on robots and $70 billion on AI-based systems—lifelong learners aren't afraid of this; they embrace it as an opportunity to develop their skills. Managers should help employees more wary of automation focus on ways the technology can simplify their work lives by demonstrating how AI can help them. In the healthcare space, for example, AI now plays a growing role in digitally verifying insurance coverage information, reducing the need for manual calls and freeing up office managers' time to take on important projects, like pricing new technology for the office. 3) Connect the Dots to Make Change Thanks to increased mobility and connectivity, the modern workforce is dispersed. Because of this, insight into everyone's tasks and projects can be a challenge. Lifelong learners make a consistent effort to understand what their colleagues work on—it's the only way to gain a full picture of overall organization goals and help fill gaps that appear. Empower employees, especially leaders, to better understand how their own teams, and other teams across the company, function. This may require bringing on new technology. To connect the dots for its workforce, plumbing-product manufacturing company Kohler implemented a new talent management system across all of its business units. This solution gave leadership deeper insight into employees' roles, skills and team structures. 4) Grow Your Multicultural Dexterity Diversity today means more than different genders, races or religions—it's now about uniqueness of experience, and how these experiences shape individuals and their workforce interactions. Lifelong learners are not afraid to work in unfamiliar situations or with new people, and can quickly and appropriately shift their mindsets and approaches depending on the environment they're working. This skill doesn't come easily to all. Improve employees' multicultural dexterity by challenging them with new environments. Does your organization span multiple offices? Encourage employees to travel between them and interact with colleagues they don't see every day. 5) Grow Caring at the Core Even in the age of automation and AI, humanness is essential in the workforce because it determines how machines are programmed, and how the insight they gather is applied on the job. Empathy is an intrinsic characteristic of lifelong learners because the ability to reflect is key for growth. For others, empathy can be a learned skill. Building empathy should be an ongoing practice in every organization. Open, respectful conversations that address biases and opinions are one way to start. Self-discovery training programs that help individuals assess their own personality types and psychological needs can also help employees better understand themselves before they attempt to understand others. Creating a culture that celebrates lifelong learning and inspires employees to achieve more will only work if the organization's leaders make it a priority. When developing a learning strategy, organizations would do well to remember that just as consumers have expectations of the brands they engage with, employees also expect a great deal from the companies that employ them. The onus is on organizations to deliver the kinds of learning experiences employees now crave—personalized, on-demand and holistic. Photo: Creative Commons
Publicación de blog
Use Skill Adjacencies to Upgrade Reskilling Efforts
In today’s job market, employers prioritize technical and specialized skills, especially when hiring junior-level employees in an effort to address ever-changing needs. But technical skill shortages in the labor market exist and are likely to continue as technology continues to evolve and rapidly permeate our working lives. As a result, organizations are developing learning and development strategies to address their urgent need for tech talent. Our team at the Cornerstone People Research Lab (CPRL), in collaboration with the Human Capital Institute (HCI), recently explored this trend, and researched viable solutions for closing the tech talent gap. The final report, titled "The Revolution is Now: New-Skill Your Workforce to Catalyze Change," found that one way that organizations can start to more proactively and quickly address skills gaps—sometimes even before they appear—is by locating skills adjacencies and leveraging them to develop new and necessary skills. This is also referred to as "new-skilling," which is defined as a proactive, data-driven approach to learning that leverages partnerships and tools to simultaneously strengthen existing skills and develop skills for new roles. What Are Skill Adjacencies? Skill adjacencies are linkages between employees’ existing abilities and those that they need to learn. By identifying these adjacencies, HR and L&D professionals can identify opportunities for upskilling or reskilling to meet emerging needs. For example, Gartner Research recently analyzed billions of job postings and found that a company in need of a natural-language processing expert can look to employees with machine learning, Python or TensorFlow experience because these skills are closely related. Similarly, employees with email marketing skills have experience that will help them more easily learn community management, while those with interface design skills can pick up the tenants of modern user research. How Do You Locate Skill Adjacencies? Our findings showed that 46% of high-performing organizations actively work to identify adjacent skill sets to better inform reskilling programs, while only 26% of other organizations do. But while using skill adjacencies to refine upskilling and reskilling efforts can bolster the success of an organization, our research also suggests the methods used to identify skills adjacencies might not be effective enough. Our survey revealed that the most common way to study skill adjacencies was by collecting information on similar employee capabilities online and saving that information into spreadsheets and databases. But these tracking techniques can be esoteric and, especially for larger or more complex organizations, collecting and analyzing the massive amounts of data necessary to identify trends is challenging without more advanced technology. As the need for more technical skills revolutionizes work roles, companies will be better served using emerging technological tools like machine learning or artificial intelligence tools to collect, analyze and identify skill adjacencies. These tools empower companies to parse more information—from not only online job postings but also internal skills surveys, competency models, certification requirements, experience metrics and more—in a faster, more automated fashion. The use of these tools will also ensure that reskilling and upskilling efforts zero in on changing skills trends as they appear and address them before they create deficiencies. Skill Adjacencies Keep Employees Confident In addition to their ability to improve a workforce’s agility, there’s another underlying benefit to skill adjacencies: increased employee confidence. Today, some 40% of employees aren’t confident that their abilities will be relevant in the future. But by directing them to skills development and training that’s aligned with their existing capabilities and their interests, employees will more easily and rapidly transition from their current roles, to emerging positions, to new needs within their organization. To learn more about Cornerstone’s HCI Survey and how to use its findings to inform or update your skills development efforts, click here to download and read the full report.