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In today’s rapidly evolving job market, Canadians need diverse skills to thrive. According to the World Economic Forum’s Future of Jobs Report 2025, in the next five years, 170 million jobs will be created and 92 million jobs will be displaced. Driving structural labour market shifts are macro trends that include digital access and adoption, an aging population and a greater focus on climate change solutions.
Understanding that the workforce is rapidly transforming internationally, the Government of Canada developed the Skills for Success (SFS) framework, which outlines nine essential socio-emotional skills necessary to support businesses, employees and jobseekers in navigating this transition.
The nine Skills for Success
- Adaptability: The ability to adjust to changing circumstances and embrace new approaches.
- Collaboration: Effectively working with others to achieve common goals.
- Communication: Articulating ideas clearly, actively listening and understanding different perspectives.
- Creativity & Innovation: Generating novel ideas and solutions, and being comfortable with experimentation.
- Digital: Proficiently using digital tools and technologies for a range of tasks.
- Numeracy: Analyzing and interpreting data to make informed decisions.
- Problem Solving: Identifying challenges, analyzing information and implementing solutions.
- Reading: Comprehending and extracting information from various sources.
- Writing: Communicating effectively in written form for different purposes and audiences.
Applying the Skills for Success framework in career development planning
According to a McKinsey report, the need for digital skills was accelerated by three years in North America, due to the rapid adoption of digital technologies during the COVID-19 pandemic. Over the last 18 months, Prepr’s “Skills for Success for Digital Talent” program addressed the growing demand for digital and soft skills through instructor-led virtual training for businesses, employees and jobseekers in response to these challenges.
Understanding that every individual brings unique knowledge and experiences, our program design takes a tailored approach to skills development. We created Personalized Learning Plans (PLPs) for each participant that bridged their learning objectives and the program’s overarching goals. The PLP included a Lab and three Challenges targeting the nine skills each participant ranked lowest on their self-assessment. Labs and Challenges are built-in features on PreprLabs, developed to support a hands-on learning experience virtually. Labs act as a container for Challenges, where participants can work on the specific skill areas requiring support. A Challenge is completed once participants submit their project and our instructors evaluate it.
Outcomes of the SFS program
The program engaged a diverse group, with 76% of employed participants and 93% of jobseeking participants identifying with equity-deserving groups, including women, Indigenous people, persons with disabilities and visible minorities. This highlights the program’s commitment to fostering inclusivity and addressing skill gaps in underrepresented populations.
Participants reported improvements in communication, problem-solving and digital literacy, which translated into better performance in their professional roles. For example, one participant shared how improved numeracy skills helped them interpret marketing data more effectively, enhancing their decision-making capabilities.
Employers noted enhanced team dynamics and individual growth in leadership and innovation. The integration of real-world challenges provided learners with valuable experience in addressing practical problems, while micro-credentials validated their achievements and motivated continuous learning. Jobseekers benefited from tailored support, such as resume development and interview preparation from our instructors, which improved their employment prospects.
“The integration of real-world challenges provided learners with valuable experience in addressing practical problems …”
The program’s structure – including its focus on personalized plans, cohort-based learning and practical applications – proved effective in addressing skill gaps and preparing participants for evolving workforce demands. Both employees and jobseekers demonstrated measurable progress in skill development, underscoring the importance of targeted training programs.
Four benefits of investing in Skills for Success as an employer
The Canadian government encourages employers to invest in SFS training for their employees to stay competitive. From our practice with this framework, we saw results for businesses in these four areas:
- Employee engagement and satisfaction: Investing in training shows a commitment to employee development, leading to greater job satisfaction.
- Higher retention rates: Opportunities for growth and development can help retain top talent and reduce turnover.
- Innovation and competitive advantage: Keeping employees’ skills up-to-date drives innovation and allows companies to adapt to industry changes.
- Building team cohesion: Training can foster teamwork, collaboration and a more positive work environment.
Tips for launching Your Skills for Success training program
If you’re interested in launching the SFS framework as part of your upskilling plan, here are a few tips to get started:
- Define clear objectives and identify your target audience.
- Conduct a needs assessment to identify skill gaps.
- Choose the most suitable delivery method (in-person, online or blended).
- Engage qualified instructors with expertise and practical experience.
- Plan logistics, resources and budget carefully.
- Evaluate program effectiveness and refine as needed.
The Skills for Success Framework equips individuals with the tools to navigate an ever-changing job market. Through structured and practical training programs, learners can build confidence and competence, enabling them to contribute effectively to their roles and communities. Preparing Canadians with these essential skills ensures a resilient and adaptable workforce ready to meet future challenges.
