The numbers speak for themselves: according to the World Economic Forum, 50% of employees will need to acquire new skills within the next five years. And this isn’t some distant scenario, we’re already seeing it unfold in our daily lives.

The rise of artificial intelligence, automation, process digitalization, and new business models is transforming the way we work.

The real question is no longer whether we should invest in training, but how we can help people evolve at the same pace as technology and business. Learning, unlearning, and relearning has become the most critical skill of the 21st century.

Upskilling vs. Reskilling: What’s the Difference?

Although often used interchangeably, these are complementary strategies:

• Upskilling: Enhancing and updating skills for the current role. For example, a sales manager learning to use AI-powered CRM tools to better anticipate customer needs.
• Reskilling: Acquiring new competencies to take on a different role within the organization. For instance, an administrative technician who, after training, moves into digital support or cybersecurity.

Both approaches make companies more agile while giving professionals new opportunities for growth and employability.

Beyond Training: It’s About Culture

The key is not to limit learning to an online course or a one-off training plan. True transformation comes from building a culture of continuous learning, where learning becomes a natural part of the work experience.

The OECD highlights that countries and companies promoting lifelong learning are more resilient and better equipped to mitigate the impact of technological disruptions. In practice, organizations that foster this culture retain talent, drive innovation, and stay competitive in an ever-changing environment.

Industry expert Josh Bersin emphasizes that today’s learning must be:

• Flexible, tailored to everyone’s pace and needs.
• Contextual, linked to real projects.
• Collaborative, enabling knowledge to flow across networks.

The Real Impact on Organizations

Investing in upskilling and reskilling isn’t just about preparing teams for the future, it’s a strategic move for the present. The benefits are clear:

• Greater adaptability in the face of constant change.
• Improved talent retention through real growth opportunities.
• Higher motivation and engagement across teams.
• A reduced gap between existing skills and business needs.

We’re already seeing this in major companies like Amazon and Accenture, which have launched large-scale training programs. But it’s not just multinationals, many SMEs are also investing in digital tools, e-commerce, and sustainability skills. Even traditional sectors, such as small professional firms, are training their teams on new digital regulations to deliver updated, competitive services to clients.

It’s important to understand that the challenge doesn’t rest solely on companies. Professionals themselves must take an active role in their development, and public administrations need to support employability through policies and programs. Initiatives like the EU’s push for digital skills are a clear example of how collaboration between businesses, individuals, and the public sector can create a positive, sustainable impact on society.

How Do We Move Forward? Key Steps

• Identify talent gaps: Determine which skills are critical today and which will be essential tomorrow.
• Design personalized programs: Combine digital training, hands-on learning, and mentoring.
• Measure impact: Assess how new skills drive both business performance and personal growth.

The future of work doesn’t depend solely on technology; it depends on our ability to evolve as individuals and as teams. Upskilling and reskilling aren’t passing trends; they’re the cornerstone of organizational relevance and sustainability.

In my experience, the true value of these processes lies not only in skill improvement but in creating environments where learning is part of the culture. Because, ultimately, a company that learns is a company that moves forward. And if we want to evolve, we need to do it together.

Fernando Castillo – Consultant, Auren Personas