Q&A: Upskilling Equips Future Professional Growth

The 2020s have been a time of rapid change, innovation, and disruption, especially in workplaces. Remote work alone dramatically altered the skills many workers need to leverage daily to facilitate collaboration and growth in a geographically dispersed team. Artificial intelligence (AI) tools are also disrupting job requirements, automating lower-level, repetitive, or tedious tasks. In the midst of these changes, employees have to evolve. Professional development that focuses on broader upskilling instead of role-based improvement can help.

Security Management connected with Priya Kaul (pictured right), director of learning solutions at the American Management Association (AMA), to talk about upskilling, professional growth, and how managers can help their teams succeed.

Want more upskilling resources? ASIS members can access select AMA courses for free through ASIS Upskill. Browse the current options here.

Security Management (SM). Why is upskilling an important investment for early and mid-career professionals?

Priya Kaul. In a fast-changing job market, upskilling is a strategic investment for early and mid-career professionals. It ensures long-term career growth, adaptability, and relevance in an increasingly competitive landscape.

Technological advancements and automation are rapidly reshaping industries. Skills that were valuable a few years ago may no longer meet current demands or may be easier accomplished by technology, allowing people to more efficiently use their time. By upskilling, professionals stay ahead of trends, making themselves more marketable and future-ready.

Upskilling also enhances earning potential. Learning high-demand skills—such as data analysis, digital marketing, coding, or leadership—can open doors to promotions, better roles, and higher salaries. For early-career professionals, it creates broader opportunities across industries. For those in mid-career, it enables role transitions, leadership moves, or industry shifts.

It also strengthens job security. Employees who adapt and evolve are more valuable and less likely to be affected by layoffs or restructuring. Upskilling signals initiative and a growth mindset—traits employers actively seek.

Beyond professional benefits, continuous learning boosts confidence and motivation. It prevents stagnation and keeps work engaging, leading to greater satisfaction and fulfillment.

Employers today expect employees to invest in their own development. Those who embrace upskilling are more likely to be recognized, mentored, and promoted, especially within organizations that prioritize innovation and learning.

In short, upskilling is not just about keeping a job—it's about building a resilient, dynamic, and rewarding career. For professionals looking to thrive in today’s economy, continuous learning is no longer optional—it’s essential.

SM. How does this differ from other professional development courses that might be more specific to one’s role?

Kaul. While role-specific training helps you excel today, upskilling equips you to grow and remain relevant tomorrow. For early and mid-career professionals especially—when career paths are still being shaped—investing in broad, foundational, and emerging skills ensures resilience and advancement no matter where the professional journey leads.

For example, learning Python, data literacy, or digital marketing fundamentals represents upskilling, as these are broad, transferable skills. In contrast, learning a specific CRM system or an internal workflow tailored to your current role is an example of role-specific professional development.

Upskilling differs from role-specific professional development largely in four aspects. These are scope, goal, time and growth perspective, and mobility.

SM. What core business skills are often missing in a new professional’s repertoire?

Kaul. Our survey findings—echoing research from the World Economic Forum, HRD, and Gartner conducted between 2023 and 2025—consistently highlight a set of core business skills that are frequently underdeveloped among professionals, yet increasingly essential in today’s rapidly evolving workplace. These skills include:

• Communication
• Critical thinking and problem-solving
• Adaptability and resilience
• Financial and business acumen
• Stakeholder management

In the context of ongoing technological disruption and organizational transformation, these capabilities are not just advantageous, they are critical. They enable professionals to navigate complexity, lead through uncertainty, and drive effective collaboration across teams. Moreover, they support sound decision-making and clear communication, particularly in high-pressure or ambiguous business environments. As industries become more dynamic, cultivating these foundational competencies will be key to individual career growth and organizational success.

SM. How can those gaps affect their career potential?

Kaul. Lacking core business skills can significantly limit a new professional’s career growth. Without key competencies like communication, problem-solving, and business acumen, individuals may be passed over for promotions, as they’re not seen as ready for greater responsibility.

Inability to interpret data, manage projects, or grasp financial basics often keeps their contributions tactical rather than strategic. Poor communication—whether in writing, presenting, or listening—can lead to misunderstandings and reduced team effectiveness. Additionally, professionals who struggle with independent task management may become overly reliant on others, weakening their perceived value.

A lack of adaptability or stakeholder management skills further complicates working in cross-functional or fast-paced environments. These gaps can stall progress early in a career and create long-term challenges. To avoid this, it's essential to build a solid foundation in versatile business skills that support performance, decision-making, and leadership potential in today’s complex, evolving workplace.

In short, these foundational business skills aren't just “nice to have”—they are critical for moving from execution to influence. Addressing these gaps early can significantly boost a professional’s confidence, visibility, and career trajectory.

SM. How can professionals effectively evaluate their own skills so they can better determine their upskilling needs?

Kaul. Professionals can evaluate their skills through a mix of self-assessment, feedback, and performance analysis.

Utilizing frameworks such as SWOT (strengths, weaknesses, opportunities, and threats) or industry-aligned skill checklists—covering areas like digital literacy, leadership, and communication—can provide a solid foundation for self-assessment. Complementing this with performance reviews adds depth and objectivity, offering valuable insights from managers and past evaluations. These reviews can highlight blind spots, validate strengths, and provide a clearer picture of one’s professional trajectory. Additionally, aligning current capabilities with the skills required for aspirational roles helps pinpoint specific development gaps, ensuring learning efforts are both focused and strategic.

SM. Do they need outside help to review their gaps and aptitudes?

Kaul. Yes, external perspectives are equally vital. Mentors, coaches, or trusted managers can offer candid, unbiased feedback that surfaces behavioral patterns or skill deficiencies a professional may have missed. Peer input and formal skill assessments—whether conducted internally or through a learning and development provider—can also serve as powerful tools to benchmark progress and guide targeted upskilling efforts.

SM. Where can managers help their teams in this process?

Kaul. Managers play a pivotal role in guiding and supporting their teams' professional growth. One of the most impactful ways they do this is by initiating meaningful skill development conversations, helping employees align their personal ambitions with evolving business objectives. By doing so, managers not only foster individual growth but also ensure capability building is strategically aligned with organizational goals.

Equally important is the delivery of timely, constructive feedback—insightful, specific input that helps team members recognize their strengths and clearly understand areas for development. This continuous feedback loop is essential for building self-awareness and driving performance improvement.

Managers also act as enablers by connecting employees with the right development resources, whether through curated learning programs, mentorship opportunities, or strategically assigned stretch projects that allow individuals to build and apply new skills in real-world contexts.

Finally, effective managers are champions of a safe and supportive learning culture, one that encourages experimentation, embraces learning from setbacks, and views growth as a continuous journey. By fostering an environment free from fear of judgment, they empower their teams to take initiative, innovate, and adapt with confidence in today’s dynamic business landscape.

SM. Are there skill gaps you frequently see among managers?

Kaul. Even experienced managers frequently face challenges in several key skill areas that are critical for effective leadership. Emotional intelligence, for example, plays a vital role in shaping team morale, resolving conflicts, and building trust—elements that directly influence team cohesion and productivity. Many managers also find coaching and mentoring skills essential, as these enable them to nurture talent and develop strong successors for the future.

In today’s fast-paced environment, change management expertise is increasingly important, helping leaders guide their teams through periods of transformation and uncertainty with confidence. Additionally, data-driven decision-making has become indispensable, allowing managers to make informed, objective choices that positively impact business outcomes. Finally, strategic thinking remains a fundamental skill, enabling managers to align daily operations with long-term organizational goals. Addressing these gaps through targeted upskilling can significantly enhance a manager’s effectiveness and leadership impact.

SM. What upskilling can they pursue to improve their ability to lead?

Kaul. Managers seeking to enhance their leadership effectiveness should consider targeted development in several key areas. Programs in leadership and executive education—offered by organizations like ours (AMA) provide valuable frameworks for strategic growth.

Equally important is coaching skills training, which equips managers to better support and develop their teams. To build stronger, more resilient workplace relationships, emotional intelligence workshops are essential for fostering trust and empathy.

Given the increasing role of technology, data and digital fluency programs help leaders navigate and leverage tech-driven environments. Additionally, certifications such as Certified Professional in Management [CPM, offered through the AMA] prepares managers to guide teams through transformation and change with confidence.

Ultimately, self-awareness is the foundation of effective upskilling, but external feedback from peers and mentors is crucial to sharpen this insight and focus development efforts. Like their teams, managers must commit to continuous learning to remain agile and effective in today’s rapidly evolving workplace.

Claire Meyer is editor-in-chief of Security Management. Connect with her on LinkedIn or via email at [email protected].