In today’s world, we often find ourselves asking, “What am I doing to get better at what I do? How about my team? Are we setting aside time—be it daily, weekly, monthly, or even yearly—to learn something new, to sharpen our skills? Or are we just coasting along, relying on the routine of our everyday tasks and the lessons they occasionally toss our way to somehow push us to the next level?” Everywhere we look, it seems like everyone’s talking about how hard it is to find good help these days—how there’s a real shortage of skills, experience, and the resources needed to get the job done right. Yet, we’re seeing fewer people and companies really stepping up, investing time and money into growing their skills, especially when budgets get tight.

Now, don’t get me wrong. I’m not saying nobody’s trying or that good efforts aren’t being made. But there’s still a big gap between what we say we want and what we’re actually doing to make it happen. If we were truly serious about wanting a team of highly skilled folks, wouldn’t we be putting more into training? Offering rewards for those who go the extra mile to learn and grow? And no, I’m not just talking about throwing more money at everyone. It’s about finding the right incentives that encourage us to look for people who are not only capable but also a joy to work with. We’ve all seen it—those “star performers” who might have the skills but are tough to deal with or don’t mesh well with the team. It’s a headache we could do without.

Especially in fields where the work is really technical, there’s this belief that you’ve got to find someone who’s already trained up because they can hit the ground running. But that approach has its own set of problems—clashing personalities, cultural mismatches, resentment. Wouldn’t it be better to bring in someone who fits in great with your team and then teach them the nitty-gritty of the job? It might seem easier to teach someone the technical stuff than to help them get better at working with others, but oddly enough, we often do it the other way around. That seems backwards, doesn’t it?

Once you’ve got the right people in place and you’re helping them grow, that mindset of continuous improvement becomes part of who they are. They’ll carry that forward, expecting it for themselves and from their teams as they move up in the organization. They’ll look forward to learning and getting better at their jobs. And that’s the key—building an environment where growth and learning are part of the daily routine. It’s about creating systems that help everyone get up to speed quickly but then go beyond just the basics, ensuring they’re always pushing forward, never just settling.

So, as we all struggle to find the right people and fill those gaps in our teams, here’s a call to action that goes beyond just offering better pay or more flexible work arrangements (though those are important, too). Let’s also focus on building a culture that values both personal and professional development—one where everyone is encouraged to grow, not just for their sake but for the success of the whole team.

Let’s not just talk about it; let’s be about it.