The conversation around the “future of work” has gained increased momentum as workplace development experiences major shifts in AI and automation. In addition, many organizations feel the pressure to keep pace with these changes, lest they be left behind and become obsolete.

At the recent ATD International Conference in Washington, D.C., DCE Dean Nancy Coleman delivered a presentation titled “Making Sense of the Chaos — Reskilling and Upskilling for the Future of Work” aimed at helping to bring much-needed clarity to an often-muddled topic: how to prepare employees for tomorrow’s challenges, today. 

Organizations understand the need to act and address this situation, but the options can overwhelm. Dean Coleman’s presentation cut through the confusion by focusing on what matters most: aligning learning with real workforce needs.  

Higher Ed institutions, along with employers, must adopt a human-centered approach — one that considers the constraints, goals, and aspirations of working adults. By designing programs that deliver impact, an organization can align business objectives with learners’ needs. 

Dean Coleman spoke on how skills gaps are already eroding productivity and slowing innovation. Employers are struggling to find talent prepared for the demands of the modern workplace: 

  • 66 percent of leaders say they won’t hire candidates without GenAI skills. 
  • 75 percent of faculty and 66 percent of business leaders identify emerging skills like GenAI as essential. 
  • 94 percent of learners want micro-credentials to count toward degrees. 
  • 75 percent of faculty believe students must master GenAI to be workforce ready. 

The data clearly shows new models of learning are needed to meet today’s demands. 

DCE is stepping in to meet the moment. Institutions must design programs to meet learners where they are — and help them grow through every stage of their career. Whether someone is just entering the workforce, navigating a mid-career shift, or preparing to lead in a tech-driven world, new programs are being designed to evolve with them. 

DCE’s learning approach is: 

  • Modular and stackable, so credentials can build toward broader qualifications. 
  • Flexible, with options to learn online, in person, or in hybrid formats. 
  • Industry-informed, ensuring alignment with current and future workforce needs. 

By partnering directly with employers to identify skill gaps, DCE is better able to collaborate on targeted programs that meet these needs. Whether that means integrating GenAI into operations, building leadership pipelines, or reskilling for high-demand fields, DCE and its programs are designed for immediate impact.