When a business leader says I can’t find enough qualified people, I hear “damn I wish someone else would pay for the training instead of me”.
“Not enough networking professionals”
“The cost of skilled professionals is too high”.
“Not enough skilled “insert technology position” in the market”
“Can’t find the right fit for our company who have the skills”
We hear this all time. Repeatedly.
Excuses or Incompetence
I talk to human infrastructure (people) that work for big, profitable companies. (You know, those professionals that companies can’t find but are already inside their organisations).
One of the most common topics is the lack of training and education they receive:
- Lack of time due to poor project planning (usually ITIL/PRINCE2 project management failures)
- Crisis reaction when bugs are found in vendor products
- Lack of resources to cover as absence is needed)
- Cuts to training budget because “business is tight”
It doesn’t really matter what the reason is but I would expect that so-called business leaders would understand supply and demand. If they invested in creating supply through training, then supply would be increased, demand would drop.
Its a Tragedy of The Commons.
Investing in training will lower the cost of hiring professionals that you need to run your business at mulitple levels – most employees reward investment with loyalty and effort.
What about … ?
I think we need to talk differently about our role and challenge the way we think of our professions.
You can’t learn “on the job”: IT infrastructure has progressed past the point of “learning on the job”. The apprenticeship model works for practical and simple technologies but failr
Why This Matters:
A big part of the training/skills/business problem is cognitive dissonance demonstrated in this “joke”:
Accountant: What if we spend money on this training these people and they leave ?
IT Manager: What if we don’t spend on training and they stay here ?
Its natural for humans to have false perspectives – the grass is always greener on the other side. Thats why I always advise that the most reliable path to career progress is by moving employers on a regular basis.
Oh, and vendors need to stop promising that their new products are like cars that don’t need drivers or mechanics (because they do, they really really do).