BCBusiness

E D U C A T I O N F O R P R O F E S S I O N A L S S P E C I A L F E A T U R E are increasingly choosing a blended path. "Professionals mix for-credit programs (MBA/EMBA) with short, skills-focused certificates and micro-credentials," she says. She also notes that the programs are in part being driven by fears among employers about a growing skills gap. "Leaders report a 'skills crisis,' pushing learners toward focused, stackable learning." Liu adds that popular upskilling courses at TWU focus on technology, operations, entrepreneurship, people leadership and sustainability. Similar courses are popular in Continuing Studies at UVic, along with soft skills training, equity, diversity and inclusion certificates and hyper-specific training like mapping with drones. The demand to upskill isn't necessarily tied to one industry. Liu notes that professionals continuing their education could be working in technology, health care, finance, clean energy or manufacturing. "In our experience, MBA cohorts are largely early- to mid-career professionals, while EMBA cohorts skew mid- to senior-career, often 30s to 40s and older," she says. "The [age] average has inched upward as more managers return for strategic refreshers and AI/data fluency." Clarke notes that her department is seeing growth at both ends of the age spectrum, though mid-career professionals are still the largest age demographic. "With four generations now active in the workforce, it's not uncommon to find recent graduates, mid- career professionals and even a few retirees re-entering the workforce, all in the same classroom," she says. There has also been a notable increase in younger professionals seeking to differentiate themselves early in their careers with targeted, industry-specific knowledge. Later-career professionals in their 50s and 60s are also doing micro-certificates or workshops to stay current, remain engaged and contribute in new ways. "This evolving age distribution reflects a shift toward lifelong learning as a norm," Clarke says. In this context, an investment in continued learning, especially in the form of micro-credentials, has become more important than ever before. "Managers increasingly weigh demonstrable skills and industry-aligned certificates alongside degrees," says Liu, "Companies use badges [and] micro-credentials to validate readiness for stretch roles and leadership programs." But the benefits of upskilling also go beyond potential promotion opportunities and increased earning potential. Aside from the quick acquisition of new knowledge and skills, continuing education also offers an expanded network and improved credibility. "Continued education opens doors to leadership roles, cross-functional collaborations and entrepreneurship opportunities," says Liu. She adds that professionals can also see an immediate impact in the workplace. "The TWU MBA emphasizes applied projects, so learning translates to performance gains now, not 'someday,'" she says. Clarke observes that the responsibility for upskilling isn't solely on the individual. "Reskilling and upskilling the workforce is a shared responsibility," she says. "In tough economic times, companies often scale back on training, but the current moment demands the opposite. Strategic investment in professional development leads to stronger employee retention, increased productivity and a culture of innovation that is critical today." Liu advises professionals navigating a challenging job market or considering further study to start by identifying gaps. "Compare your target roles' skills to your current toolkit; upskill to close the top three gaps," she says. Liu adds that professionals should consider pairing a degree for breadth and leadership with short credentials for immediacy. "From a strategic standpoint, look for credentials that can be stacked or laddered to maximize the return on your time and resources," adds Clarke. "Also, don't overlook financial support options." She points to the StrongerBC Future Skills Grant for B.C. residents over 19 and the B.C. Employer Training Grant for employers as two examples. "I know the job market is tough right now, particularly for young professionals. Continuing education can help," Clarke says. LEARN MORE: • Continuing Studies at UVic: continuingstudies.uvic.ca • Trinity Western University: twu.ca Chen Liu, associate dean and business professor at Trinity Western University Trinity Western University (TWU)

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