how can you close the skills gap through upskilling and strategic hiring?

fixing the 28% upskilling failure rate

The idea of upskilling your current finance team is excellent in theory, but many programmes fail in practice. Why? Often, it's a lack of structure and alignment with business goals. A successful programme requires clear learning paths, dedicated mentorship, and opportunities for on-the-job application.

For instance, rather than just offering a certification course, pair it with a project where the employee can immediately apply their new skills. This ensures the new knowledge is retained and used to add value, rather than just being a bullet point on a CV.

attracting external experts in AI and ESG.

While upskilling is key, some highly specialised areas like advanced AI or ESG reporting compliance may require external expertise. You can't train a novice to be an AI architect in a few months.

For these roles, you must craft compelling, high-impact positions that attract top-tier talent. This means creating an attractive employee value proposition that goes beyond salary, highlighting the opportunity to lead transformative projects and shape the future of the organisation.

what strategies can CFOs use to engage and retain gen Z talent?

a targeted finance career path for a new generation.

Gen Z professionals don't just want a job; they want a journey. The traditional, linear career ladder is obsolete. They crave transparency and diverse growth opportunities.

Instead of a single path from analyst to manager, implement dynamic finance career path models that show opportunities for lateral moves, special projects, or even short-term secondments to other departments. Show them a web of possibilities, not just a ladder with a single destination. This flexibility is a powerful tool to retain talent.

your tech stack as a critical retention tool.

Gen Z has zero patience for outdated, clunky software. For them, a modern tech stack is not a nice-to-have; it's an expectation.

Upgrading your technology, from your ERP systems to your finance automation tools, is a critical talent management strategy. By eliminating manual, repetitive tasks, you free up your team to focus on strategic work, which is what truly engages them.

how should finance leaders audit their teams effectively?

Before you can build a new strategy, you need to understand where you stand. Here’s a simple three-step audit to assess your team’s strengths and weaknesses.

step 1: audit your team against the top 3 technical gaps

Assess your team’s proficiency in the most critical technical areas:

data analytics & visualisation: can your team not only pull data but also interpret it and present it in a compelling way?
AI & automation literacy: do they understand how to leverage new technologies to streamline processes?
ESG & sustainability metrics: as ESG metrics become a standard part of reporting, does your team have the skills to gather, analyse, and report on this data?

step 2: evaluate the top 3 soft skill gaps

Technical skills get you in the door, but soft skills are what drive a finance leadership career forward. Evaluate your team on:

strategic storytelling: can they translate complex financial data into a compelling narrative for non-finance stakeholders?
influential business partnering: Are they seen as an indispensable partner by other departments, or just as a cost centre?
change leadership & adaptability: In a world of constant change, can they not only adapt but also lead their colleagues through a transformation?

step 3: create a personalised upskilling roadmap

Based on your audit, create an actionable upskilling plan. Prioritise the most critical gaps. Don't try to fix everything at once.

Assign clear ownership for development initiatives, whether it's through a mentorship programme, targeted training, or an internal project team. The key is to make it a structured, ongoing process, not a one-off event.

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