At Automation Alley’s recent “Strategic Insights” virtual discussion, thought leaders from industry, academia, and workforce development gathered to address one of the most persistent and complex challenges facing Michigan manufacturers: how to close the widening workforce readiness gap in the digital economy.
Hosted by Dan Stewart, Relationship Manager at Automation Alley, the session was intentionally informal and exploratory, meant to fill in the gaps between traditional topics like AI, robotics, and cybersecurity. “At every one of those discussions, workforce challenges come up,” Stewart explained. “So, we’re creating this space to talk directly about those issues.”
Panelists included:
- Kristie Lohmeier, VP of Marketing at CPI
- Olivia Vieceli, Founder of Career Launch Consulting
- Tim Nieboer, Leadership Consultant at House of Flavors
- Dr. Szufang Chuang, Academic Researcher in HRD & Technology Management
- George Stasiw, Director of Member Growth Advisory Services at Automation Alley
The Workforce Gap: Beyond Buzzwords
The panel began by identifying key gaps in workforce skills and the strategies organizations are using to address them.
Stasiw opened the conversation with a challenge to the group: “Be honest. Be critical. We want to understand what’s really happening in your world, not just theory.” He emphasized that Automation Alley’s role is to help members grow in tangible ways, not simply discuss trends. “We have a lot of smart people here, but we don’t want to get too theoretical. You are the market, and we need to listen.”
Lohmeier echoed that sentiment with a real-world example. “AI has completely changed our company. We brought in AI-literate individuals to mentor our team and personalize upskilling. It didn’t just supplement our processes, it reshaped them.”
But this isn’t just about software. Nieboer noted that, in his manufacturing environment, digital fluency isn’t about AI algorithms. It’s about understanding machine data. “We collect a lot of data, but the challenge is making sense of it. Supervisors need to understand the story that data tells and make decisions accordingly. That cognitive ability is where our gap is.”
Vieceli stressed the need for reskilling aging workforces for new technologies. “The average manufacturing employee is in their mid-40s. How do we help them pivot from outdated tools to new systems, like EV manufacturing and data-driven production?”
She also pointed out that reskilling efforts must be hands-on. “Classroom training isn’t enough. Adults learn by doing, by seeing a machine, touching the interface, troubleshooting problems. That’s how retention happens.”
Academia & Industry: Bridging the Divide
Dr. Chuang, a researcher in human resource development and tech management, emphasized the evolving nature of workplace competencies. “We need to move away from skills that are easily replaceable by automation and instead develop critical thinking, adaptability, and ethical tech usage. Those are the truly future-proof skills.”
She shared findings from one of her recent studies, which identified 33 job skills at high risk of being replaced by automation—skills that many workers use every day without realizing how vulnerable they are. “Over half of the people surveyed had no idea their tasks were at risk. That’s a wake-up call,” she said. “We need to rethink the kind of training we offer and prepare people for work that machines can’t easily do.”
The panel discussed how industry and academia can better align on that mission.
Vieceli recommended forming regional employer collaboratives that agree on foundational skills so colleges can design training around industry-validated standards. “Give educators a solid starting point. Then employers can handle the custom training internally.”
Nieboer shared his past success in co-developing curriculum with a CNC machining school, helping them buy equipment aligned with local industry needs. “That kind of alignment works because it’s rooted in real tools and roles, not theory.”
Stasiw added that beyond collaboration, the goal should be local engagement with real-world output. “If there’s anything tangible that comes from this discussion, something we can publish and use to make things better for our ecosystem, I’m all about that.”
Stewart also noted Automation Alley’s role in facilitating that kind of action, referencing a cybersecurity curriculum developed through a Department of Energy grant that is now in use at Oakland University.
Reskilling: Practical, Modular, Real
The conversation wrapped with a focus on reskilling and workforce development models that are practical and scalable.
Ideas included:
- Micro-certifications: Short, stackable credentials tied to specific skills (e.g., ERP navigation, IoT)
- Rotational learning: Letting employees try out digital roles through short-term exposure, increasing confidence and versatility
- Mobile learning labs: Bringing hands-on tech training directly to employers, especially in rural or underserved areas
- Vendor-partnered training: Smaller companies like House of Flavors rely on outside service providers to offer upskilling tied directly to equipment and process changes
As Nieboer put it, “We like pay-for-applied-knowledge, not just theoretical training. If an employee masters a higher-level skill on the machine and it impacts operations, that’s where we tie in raises.”
Stasiw stressed the importance of keeping this work grounded. “We need a pulse of the industry, not just from the same people every time, but from different voices who can help us stay practical and stay useful.”
Final Thoughts: Tangible Over Theoretical
The conversation underscored a shared frustration. Companies and educators can’t afford to chase perfection when “good enough” training can fill a job and keep lines running.
Lohmeier offered a pointed example. “One client won’t consider candidates with more than an associate degree for a specific role. Not less—more. Why? That’s the kind of outdated filter we need to challenge. Focus on skills, not checkboxes.”
The stakes are high. Across the board, panelists acknowledged that solving workforce readiness isn’t just a business priority, it’s a matter of industry survival. As advanced technologies continue reshaping the manufacturing landscape, preparing people to work alongside them isn’t optional. It’s existential.
Recommendations: How Industry Can Leverage Automation Alley for Workforce Development
- Partner to Shape Curriculum
Work with Automation Alley to co-develop academic and technical curriculum based on real job roles, emerging tech, and hiring needs. - Engage in Regional Workforce Pilots
Contribute to pilot programs that test micro-certifications, mobile labs, or digital twin simulations, especially in underserved areas. - Host “Tech-Ready” Showcases
Open your facility to host or participate in Automation Alley-led workshops or learning demos to demystify digital tools for your team and peers. - Build Custom Reskilling Paths with Automation Alley’s Network
Tap into their partnerships with vendors, instructors, and state-funded initiatives to create in-house training programs tailored to your processes and culture. - Advocate for Skills-Based Hiring
Join Automation Alley in encouraging a shift away from outdated credential requirements and toward practical, demonstrable skills.
Automation Alley is a World Economic Forum Advanced Manufacturing Hub (AMHUB) for North America and a nonprofit Industry 4.0 knowledge center with a global outlook and a regional focus. We facilitate public-private partnerships by connecting industry, education and government to fuel Michigan's economy.
