3 Essential Lessons from Microsoft on Closing the Technical Skills Gap

Between 2025 and 2030, 39% of workers' skill sets will be transformed or outdated, with 63% of employers citing skills gaps as the biggest barrier to business transformation, according to the World Economic Forum's Future of Jobs Report 2025. However, there's reason for optimism: skill instability measures have improved from 57% in 2020 to 44% in 2023, largely due to increased organizational focus on upskilling initiatives.

Geoff Hirsch brings a unique perspective to technical skills development as Head of Partner Channel at Microsoft WW Learning, where he oversees global training partner strategy. With over 30 years at Microsoft in roles spanning enterprise sales, business development, and partner management, his team works directly with training partners worldwide to increase skills adoption of Microsoft technologies across both consumer and enterprise segments.

Hirsch believes organizations need to be agile in the wake of emerging technologies:

"One of the biggest challenges organizations face today is the rapid pace of technological change, especially in the era of AI. This makes it difficult to keep up with the latest advancements and integrate them into product development."

Without proactive measures, technical skills gaps limit teams' abilities to leverage new technologies, resulting in product-release delays, reduced competitiveness, and financial losses.

In this article, we'll explore Microsoft's key strategies for technical teams seeking to prioritize upskilling and professional learning—based on insights that Hirsch shared with us to inform our recently launched playbook: Building High-Performing Teams through Targeted Training.

1. Align training initiatives with strategic goals

To reach key business drivers, technical leaders must align training initiatives with strategic goals in partnership with learning and development (L&D) teams. This alignment becomes critical when emerging technologies require entirely new skill sets and the evolution of existing competencies.

"Over the next few years, we anticipate that AI and machine learning, cybersecurity, and cloud computing will continue to be major drivers of demand for engineering and product development skills," notes Hirsch, drawing from Microsoft's extensive partner network insights. "Additionally, the rise of quantum computing and advancements in Agentic AI systems will create new opportunities and challenges for organizations, necessitating ongoing skill development."

Given Microsoft's position at the forefront of AI integration—from Copilot to Azure AI services—Hirsch recommends that CTOs and other technical leaders partner with centralized L&D teams to explore and act on how learning can support larger organizational goals by:

• Identifying the key skills needed for future projects

• Developing targeted training programs

• Continuously evaluating the effectiveness of these programs

This collaborative approach ensures that training investments are relevant, timely, and directly tied to business outcomes.

2. Leverage data to drive training investments

Learning is never a set-and-forget endeavor. Microsoft's approach to skills assessment leverages its vast ecosystem of partners and direct customer feedback to identify what actually works in enterprise environments.

"Organizations can measure the effectiveness of their training initiatives by tracking key performance indicators (KPIs) such as employee engagement, skill acquisition, and project outcomes," Hirsch explains, noting that Microsoft's partner network provides unique insights into real-world application of these metrics across industries. "Employee surveys and feedback can also provide insights into the impact of training programs."

A crucial tactic is involving employees in the assessment process, which provides valuable insights into their training needs and preferences. Microsoft training partners like Coursera can help provide skills assessments and then recommend tailored Microsoft Professional Certificates and other leading-edge content to fill critical skills gaps.

Hirsch adds that organizations can demonstrate ROI by linking training investments to business outcomes, such as increased productivity, faster time-to-market, and improved product quality—creating a data story that combines both quantitative metrics and qualitative feedback.

3. Maximize training pathways designed with high-quality industry training

While having access to a sweeping library of individual courses can be valuable, learning becomes more impactful when it follows structured pathways where learners can progress and evolve their skills systematically.

"Microsoft approaches content development by collaborating with industry experts and professionals using our technologies, and leveraging insights from our extensive partner network," Hirsch notes. "We continuously update our training materials to reflect the latest technological advancements and industry best practices."

In particular, Hirsch notes that verifiable credentials that provide real-world, scenario-based learning are a key value-driver for learners. These credentials help technical leaders identify and nurture organizational talent while providing employees with clear motivation and tangible recognition for their learning journey.

"Training pathways and credentials provide a structured approach to skill development,” shares Hirsch, “allowing employees to gain expertise in specific areas while building a pipeline of skilled professionals ready to take on new challenges.”

Given Microsoft's extensive experience integrating AI technologies at enterprise scale, Hirsch offers specific guidance based on direct market observation: "To effectively leverage GenAI, development teams need a strong foundation in data science, machine learning, and AI ethics. Skills in programming languages such as Python, experience with AI frameworks, and an understanding of cloud computing are essential. Additionally, teams should be adept at working with large datasets and integrating AI solutions into existing systems."

Build a culture that champions learning

Geoff Hirsch’s insights demonstrate that addressing skills gaps requires more than ad-hoc training—it demands strategic alignment, data-driven decisions, and quality learning partnerships. As Hirsch notes, "Leaders should foster a culture of continuous learning within their teams and be proactive in identifying and addressing skills gaps."

By prioritizing talent investments today, technical leaders can build resilient, high-performing teams equipped to navigate future challenges and capitalize on emerging opportunities.