This informal CPD article, ‘Upskilling, Reskilling, and Cross-Skilling: The Role of CPD in a Resilient Civil Society,’ was provided by The Aga Khan Foundation's Learning Hub, an online platform to strengthen the skills and knowledge of development practitioners around the world.
As civil society organisations navigate increasingly complex global challenges, Continuing Professional Development (CPD) plays a crucial role in ensuring staff and volunteers remain adaptive and equipped to respond effectively (1). Within CPD, upskilling, reskilling, and cross-skilling represent distinct but complementary workforce development strategies, each vital for strengthening organisational capacity (2).
1. Upskilling: Strengthening Existing Expertise
Upskilling refers to building on existing skills to enhance performance in a current role. For example, a Programme Officer or Community Worker may undertake training in Community Engagement to improve stakeholder participation strategies.
Ongoing skill development is key to organisational resilience. The OECD emphasises that continuous learning fosters innovation and strengthens an organisation’s ability to navigate uncertainty (3). Similarly, team-wide training in Diversity & Inclusion can enhance internal collaboration and help address systemic inequities (4).
2. Reskilling: Preparing for New Roles
Reskilling equips professionals with entirely new skill sets, often in response to shifts in the labour market or sectoral demands (2). For instance, educators may train in Facilitating Adult Learning to adapt to digital learning models, while non-profit professionals may pivot to climate advocacy in response to escalating environmental concerns.
The rapid pace of technological and social change necessitates this adaptability. The ILO reports that the shift towards digital economies and green transitions has made reskilling essential for workforce sustainability (4). Investing in reskilling allows civil society organisations to stay relevant and address emerging global priorities (5).
3. Cross-Skilling: Increasing Versatility
Cross-skilling enables professionals to develop complementary skills, enhancing their ability to work across disciplines. For example, a Programme Officer in an NGO may gain financial management skills to improve grant reporting and budget oversight.
Cross-skilling strengthens workforce flexibility, allowing organisations to operate efficiently with limited resources (6). Additionally, in decentralised teams working across multiple regions, cross-functional skills improve collaboration and reduce reliance on specialised personnel (3).
4. CPD: A Cornerstone of Civil Society Development
In the non-profit and education sectors, CPD is particularly critical due to resource constraints and the need for adaptability (6). Professionals addressing educational access, inequality, and climate change require both technical expertise and problem-solving skills (7).
A UNESCO report highlights that "adaptive thinking and anticipatory skills"—which CPD fosters—are vital for managing complexity and fostering multi-stakeholder collaboration (7).
5. CPD and the Future of Lifelong Learning
Advancements in online learning platforms are transforming access to CPD, particularly in low-resource settings (2). The shift towards hybrid learning models—combining in-person and online learning—has significantly improved professional development accessibility, but has also opened the question of how learners effectively evidence that learning through respected accreditations and quality assurance frameworks (6).
By embedding CPD into organisational strategies, civil society groups reinforce a culture of continuous learning, innovation, and resilience (3). This investment not only strengthens teams but also enhances their capacity to drive meaningful social impact (7).
6. Conclusion: A Call to Action for Civil Society Professionals
To build stronger, more adaptable teams, civil society organisations must embrace upskilling, reskilling, and cross-skilling as integral components of CPD. These strategies enhance workforce agility, ensuring professionals can respond effectively to emerging challenges and opportunities.
By prioritising CPD, organisations demonstrate a commitment to lifelong learning and sustainable impact — a crucial step in strengthening civil society for the future.
We hope this article was helpful. For more information from The Aga Khan Foundation's Learning Hub, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
References:
1. Organisation for Economic Co-operation and Development (OECD). The Future of Work: Skills for a Changing World. Paris: OECD; 2021. Available from: https://www.oecd.org
2. World Economic Forum (WEF). Global Skills Outlook: Preparing for the Future of Work. Geneva: WEF; 2023. Available from: https://www.weforum.org
3. World Bank. Building Human Capital through Lifelong Learning. Washington, D.C.: World Bank; 2022. Available from: https://www.worldbank.org
4. International Labour Organization (ILO). Skills Development for a Resilient Workforce. Geneva: ILO; 2022. Available from: https://www.ilo.org
5. Schwab K. The Fourth Industrial Revolution. New York: Currency; 2022.
6. European Commission. Skills for Industry 2022: Lifelong Learning Strategies. Brussels: European Union; 2022.
7. United Nations Educational, Scientific and Cultural Organization (UNESCO). Education for Sustainable Development: A Roadmap. Paris: UNESCO; 2021. Available from: https://unesdoc.unesco.org
