Jun 19, 2026 · 59 min · 10 segments
🚀 The AI rush of 2025 didn't move the skills agenda forward — it stalled it. That's the contrarian read from the founder of Degreed, the company built to make skills the currency of the workforce…
David BlakeGuestAmy WilsonHost
Meg BearHost
And of course, the other main tenet that you had was that skills would be the currency for all, right? Competencies and then turning into skills.

if that's going to potentially be left by the wayside with the focus on outcomes and, you know, talking about like outcome-based pricing of goods, but also would it be also outcome-based pricing of services? So anyway, we're wondering kind of twofold is the skills-based economy, is that actually happening and where is it headed?


think about anything with technology with that kind of inevitability and he you know, and the point he was making was especially in the case of You know Mars and space travel and getting back to the moon like it's not an inevitability and if anything sort of the political will was diminishing sort of the the window in which you know, it would be achievable in many ways felt like it was closing and And so it was just to me a reminder that we shouldn't always default our thinking to things being inevitable.

It's had enough research that we've gotten to see World Economic Forum and Deloitte and McKinsey publish on it.

This was a heavy lift and kind of organizing it as an idea, as a concept, mobilizing research and organizations.

I remember Patty from Walmart.org talking about one of the reasons why it's so challenging is that if you wave a magic wand, and get all of Walmart to operate this way, kind of everyone can see the benefit, but the challenge is you have to start somewhere.

And so if you make skills the sort of atomic unit, the organizing unit of performance management, but just performance management, well, if the talent org isn't using it and the learning org isn't using it and the rest of HR isn't using it, and so it's this singular pocket where you're trying to make skills be the way of organizing, Well, it doesn't unlock sort of the system to operate this way yet.

And so that doesn't mean we can't get through it, but it means that there is this cold start problem to getting an organization to work this way.

And 2024 was like, okay, big organizations have made commitments and strides and we're starting to do it.

And then I feel like 2025 was the year of IT had to roll out AI across the whole org.

And of course, the other main tenet that you had was that skills would be the currency for all, right? Competencies and then turning into skills.

if that's going to potentially be left by the wayside with the focus on outcomes and, you know, talking about like outcome-based pricing of goods, but also would it be also outcome-based pricing of services? So anyway, we're wondering kind of twofold is the skills-based economy, is that actually happening and where is it headed?


think about anything with technology with that kind of inevitability and he you know, and the point he was making was especially in the case of You know Mars and space travel and getting back to the moon like it's not an inevitability and if anything sort of the political will was diminishing sort of the the window in which you know, it would be achievable in many ways felt like it was closing and And so it was just to me a reminder that we shouldn't always default our thinking to things being inevitable.

It's had enough research that we've gotten to see World Economic Forum and Deloitte and McKinsey publish on it.

This was a heavy lift and kind of organizing it as an idea, as a concept, mobilizing research and organizations.

I remember Patty from Walmart.org talking about one of the reasons why it's so challenging is that if you wave a magic wand, and get all of Walmart to operate this way, kind of everyone can see the benefit, but the challenge is you have to start somewhere.

And so if you make skills the sort of atomic unit, the organizing unit of performance management, but just performance management, well, if the talent org isn't using it and the learning org isn't using it and the rest of HR isn't using it, and so it's this singular pocket where you're trying to make skills be the way of organizing, Well, it doesn't unlock sort of the system to operate this way yet.

And so that doesn't mean we can't get through it, but it means that there is this cold start problem to getting an organization to work this way.

And 2024 was like, okay, big organizations have made commitments and strides and we're starting to do it.

And then I feel like 2025 was the year of IT had to roll out AI across the whole org.
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