Skills first: Why broad employability is crucial to the future of work

The job market is changing faster than ever. Whereas organizations used to rely on deeply specialized professionals, the need for employees with a broadly applicable skillset is now growing. The generalist is on the rise - and that's no accident.

In a world where technology and markets are constantly changing, organizations are becoming less hierarchical and more flexible. Functions and roles are changing faster, and employees who fail to adapt are being left behind. Employers are increasingly looking for professionals who master multiple disciplines, can switch gears quickly and combine different perspectives. But what does this mean for the traditional specialist? Is there still room for deep expertise, or should employees prepare for a new reality in which broad skills are becoming the norm?

In this article, we explore the shift from specialist to generalist, why this development is crucial to the future of work, and how HR and L&D can respond.

The specialist vs. the generalist: a changing playing field

For decades, the job market focused on specialization. The deeper the expertise, the more valuable you were to an organization. This is still the case in technical and medical fields, but in many other fields the value proposition is shifting.

What many employers need are employees who can oversee multiple disciplines, solve problems in different contexts and remain agile in a changing environment. The generalist is no longer "someone who knows a little bit about everything," but a strategic player who bridges departments, combines insights and responds flexibly to new trends.

A study by the World Economic Forum shows that adaptability and problem-solving are the most in-demand soft skills in 2025. These are skills that typically belong to generalists, who are not stuck in one area of expertise, but move easily with new developments.

But does this mean that the specialist is disappearing? Certainly not. Rather than completely replacing the specialist, we are seeing an emergence of the T-shaped professional. A T-shaped professional is someone with both broad general knowledge and in-depth expertise in a specific field. The horizontal bar of the "T" represents broad skills and knowledge across multiple disciplines. This makes collaboration and communication with other experts easier. The vertical bar of the "T" represents in-depth expertise in a specific field, allowing the person to excel in that field. T-shaped professionals are valuable in teams because they have both specialized knowledge and can think flexibly with other disciplines.

Why broad skills are crucial in the future of work

1. Technology makes specialized knowledge obsolete faster
Whereas it used to take years to become an expert in a specific field, technology is making knowledge obsolete faster. Artificial intelligence and automation are taking over repetitive tasks and making much deep technical knowledge more accessible.

A classic example is data analytics. Whereas companies used to rely on specialized data scientists, tools like Google Data Studio and Power BI can now perform complex analysis without in-depth technical knowledge. This means that employees with a broad analytical base and strategic insight become more valuable than those who specialize purely in complex data models.

HR and L&D must recognize this trend and encourage employees to build broad digital skills that make them agile in an increasingly technological work environment.

2. Generalists are better at collaboration and innovation
At a time when departments are increasingly working together, having employees who understand different disciplines is a huge asset. Generalists are able to combine different perspectives, come up with creative solutions and break down silos within organizations.

Companies such as Amazon and Google report that multidisciplinary teams perform better than departments in which only specialists work. The reason? Generalists can speak the language of multiple areas of expertise, promoting innovation and collaboration.

3. Agility is crucial in a rapidly changing marketplace
The jobs of the future probably don't exist yet. A McKinsey report suggests that up to 375 million people worldwide will need to change jobs or positions by 2030 because of automation and digitalization.

This means that organizations must invest in employees who can quickly master new skills and not cling to one specific expertise. Generalists can switch to new roles more quickly because they are used to thinking broadly and being flexible.

For HR and Learning & Development, this means that traditional, rigid career paths are becoming less relevant. It is no longer about fixed growth ladders, but about skill-based learning and internal mobility.

How you as an HR or L&D specialist can capitalize on this shift

Now that we understand why generalists are becoming increasingly important, the question remains: how can HR encourage this within the organization?

1. Develop a skill-based learning strategy
Companies need to move away from traditional, job-focused training and toward skill-based learning. This means training employees in skills that are more broadly applicable, such as analytical thinking, communication and digital skills.

2. Encourage internal mobility
Give employees the opportunity to explore different roles and disciplines within the organization. This can be done through job rotation, cross-functional projects or mentorship programs in which employees can learn outside their specialization.

3. Create a culture of continuous learning
Employers should invest in a learning culture where employees are encouraged to develop new skills, even if they are outside their current job. This can be done through e-learning, microlearning and on-the-job training.

4. Focus on T-shaped professionals
Instead of making a rigid distinction between specialists and generalists, organizations can focus on T-shaped professionals: employees with a broad knowledge base as well as deeper expertise in a specific field.

How skill-based learning makes your organization agile

The future of work requires a new view of talent development. The specialist remains important, but organizations need more employees who can make connections, are agile and

be able to think strategically. The generalist is no longer a jack-of-all-trades without focus, but a strategic force driving innovation and collaboration.

HR and Learning & Development must take a leading role in this. By focusing on broad skillsets, internal mobility and a continuous learning process, organizations can become future-proof and develop talent more effectively.

Want to know how offering a learning platform can make your employees more broadly employable? At SkillsTown, we have years of experience with skills-based learning for organizations. Wondering what we can do for you? Schedule a demo and discover how skill-based learning makes your team future-proof.

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