Finally, tech leaders need to make learning a part of the culture. Learning is never one and done. Mastering any skill requires continual reinforcement. That’s why organizations must provide agile and modern upskilling options and consistently prioritize them as part of company culture.
Tech leaders should consider setting aside time for learning and application to the business—talk the talk and help model behaviors.
Offer safe environments for discussion—where there are no dumb questions or ideas. Safe environments can include 1:1s and team meetings.
And finally, tracking skills and continual coaching requires correct skill level data. This data can help tech leaders better assess their skills on teams and where they can pivot people into new roles that match their skill set. According to those surveyed, technologists prefer feedback (on their abilities) in varying frequency and multiple formats, indicating that leaders must provide frequent and ongoing feedback at various touch points throughout the year.
Preferred feedback methods:
Annual performance reviews: 44%
Monthly career conversations: 39%
Online skills assessments/tests: 39%
Mentoring sessions: 37%
Weekly 1:1s: 30%
Poor tech fluency creates knowledge silos that slow innovation and dulls your competitive edge. A lack of organization-wide tech fluency also hinders collaboration and tech adoption. But a workforce capable of applying deep tech concepts to the business can remove barriers, have more transparent conversations with better results, and contribute to business success on a whole new level.