Capitalizing on India’s Strengths: Closing the Cloud Skills Gap
“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.” —Brian Herbert, Author
In an era rapidly reshaped by cloud computing and artificial intelligence, the ability to learn and adapt is more critical than ever. This is a sentiment I’ve carried with me since I was a child. The world of computing opened to me at ten years old when my parents gave me a Sinclair ZX81. That machine opened my mind to a world of computing. It was an exciting, albeit frustrating, time, but it sparked a curiosity that continues today. The fact that I ended up in a career focused on technology is a testament to the power of curiosity and a willingness to explore.
Today, the opportunities for those willing to learn are vast, but as the recent Skills Gap Report has shown: While opportunities abound, a lack of skilled workers is threatening the momentum of this technological revolution.
India is particularly well-positioned to meet this challenge, and building a culture of continuous learning will be key.
Why India?
India’s advantages in tackling the cloud skills gap are considerable:
- Large English-Speaking Population: A significant second-largest English-speaking population facilitates access to information and training.
- Value of Education: Indian society highly values education, fostering a strong foundation for skill development.
- High Employability: High employability across a wide range of ages and demographics expands the potential talent pool.
- Thriving Technology Industry: A substantial technology sector contributes significantly to the national GDP.
These factors create a unique environment in which to cultivate a skilled workforce and take advantage of the opportunities presented by the modern economy.
Here are six keys to success based on my experience while working with countless AWS customers.
1. Cultivate Learning from the Top
An organization that truly embraces a learning culture bridges the “saying-doing” gap. If leaders proclaim the importance of learning, they must model these behaviors themselves. This includes:
- Asking thought-provoking questions.
- Actively participating in retrospectives.
- Openly discussing their personal learning experiences.
Executives, regardless of their experience, often lack the technology and data skills necessary to excel in their positions. A CEO who learns a new technology, such as generative AI, can simultaneously drive technological advancements within their organization while setting a positive example for their employees. If you are a CEO, make time to learn!
Data and technology literacy also create efficiency. Just imagine how unproductive meetings would be if a CFO had to explain a P&L at every meeting.
2. Recognize Learning as Work
It is not enough to talk about agility and experimentation; you must become an organization defined by these values. Successful, innovative companies, particularly startups, prioritize learning and understand how to address actual customer needs. They learn by doing, experimenting, and using data to test and validate their ideas. Organizations that don’t prioritize learning risk stagnation and repeating past mistakes.
3. Create Dedicated Time and Space for Learning
Learning requires dedicated time and practice. I believe that people should spend about 30% of their time learning. This can include:
- Retrospectives to assess and improve processes
- Regular, effective meetings that focus on removing roadblocks
- One-on-one meetings with managers
- Mentoring programs
- Data-driven business case discussions
4. Hire Based on Curiosity
Prioritize hiring individuals for their curiosity and eagerness to learn over specific skill sets, as skills are constantly evolving. Seek out employees who proactively identify opportunities for improvement; they give feedback and propose innovative solutions. Organizations that cultivate an environment of continuous learning will be in a strong position to attract and retain talent. Hiring for curiosity also fosters talent agility by enabling organizations to retrain motivated employees.
5. Explore a Diverse Talent Pool
Don’t limit your search to the traditional talent pipelines. Today’s business climate requires many diverse skills and knowledge sets. While India has a history of graduating engineers and scientists, other degree programs are gaining popularity. Explore the possibilities outside the traditional engineering field.
6. Treat Training as a Valuable Investment
Companies routinely treat investment in physical property or software as long-term assets. This same approach should be applied to their people. Organizations that invest in their people experience:
- Reduced employee attrition
- Increased employee motivation
- Improved financial results
AWS is here to help. It has already trained over 5.5 million learners in India, and the AWS Tech Alliance helps give learners the skills to meet the growing demand for 14 million cloud roles in India by 2026.
Embrace Technology, Drive Learning
To cultivate a culture of learning, provide access to technology and data. Give your workforce the tools to be successful:
- Make data widely available.
- Encourage experimentation with generative AI tools.
- Provide developers with access to coding assistants
For technologists, holding executive briefings and hackathons creates a valuable opportunity to showcase capabilities and generate excitement. These events can ignite the same enthusiasm I discovered when I was ten. Organizations prioritizing a learning culture will be better equipped to attract and retain top talent and lead their respective industries. So, commit to lifelong learning, address the skills gap, and ensure your organization’s long-term success.
