Digital skills and talent are in high demand these days — bolstered by McKinsey research that found one in every 16 workers will need to transition to new roles by 2030.
In July 2021, Coca-Cola set up a digital academy to upskill managers and frontline team leaders across operations. Using go-and-see visits, boot camps, and e-learning modules, more than 500 people were given digital skills training in the first year. Now, training is being rolled out to about 4,000 employees company-wide.
In the latest episode of the McKinsey Talks Operations podcast, Coca-Cola’s Iain McLaughlin (VP of commercial product supply) and Gigy Philip (transformation director) joined Daphne Luchtenberg, director of reach and engagement in McKinsey’s London office, and Roberto Migliorini, a partner also based in McKinsey’s London office, to discuss the company’s upskilling process as part of their digital transformation strategy.
Here are three highlights from the episode.
On addressing supply chain challenges through digital adoption
“One of the things that has been most helpful to us is that early in 2021, we built a digital twin of our manufacturing network to support business continuity planning, as well as network optimization. Previously, we had relied on experience, we had relied on know-how within the organization in order to do business continuity planning. But by digitizing it, we actually brought all of the data together into a single model, which has helped us enormously in reacting to situations during the pandemic.” – Iain McLaughlin
On avoiding ‘pilot purgatory’
“We did a lot of research and prework to understand the potential impact of Industry 4.0, and we did that as part of our overall planning for the transformation. So we were aware of the pitfalls of pilot purgatory. But pilots are still important, right? You have to understand if there’s value, where the value is, and how you can capture that value. Pilots have an important role to play, and we did one. There was a significant pilot at our largest facility in Ireland. But having done that, and having seen the fact that there was tremendous value to be captured, what we then did was take time out to plan the strategy. So we always started from a viewpoint that we were taking this across the network. Therefore, by the time we started executing the strategy, we already knew we were going to multiple sites. And that has really helped us to move at speed and scale. So, pilots are important, I’m not dismissing them. But pilots for the sake of pilots are not going to get you the transformation that you might be looking for.” – Iain McLaughlin
On their digital academy
Our digital academy is designed really to build foundational knowledge and skills on core digital, analytics, and agile topics so that our associates can be successful operating in a digital world. All of our 3,000-odd employees across CPS [commercial product supply] will be participating in the academy. In terms of the design mechanics, we grouped all the roles within the organization into six cohorts based on learning needs and used a very structured approach to develop customized learning journeys for each of the cohorts. Across the six learning journeys, we developed 25 unique modules, covering three major areas. The first area is around creating awareness and excitement. The second is around transformation skills, and the third is around digital and analytics skills. – Daphne Luchtenberg
To read an edited version of the conversation, or to listen to the full podcast episode, head to McKinsey’s website.