West Michigan—and the nation—are at an inflection point. Retirements will outpace new entrants for the next two decades, creating a high demand for fresh talent across industries. At the same time, critical industries like healthcare and manufacturing are producing far too few credentialed graduates to meet demand. For every seven openings, only one or two graduates are ready to step in.
Meanwhile, artificial intelligence is not eliminating jobs, but it is transforming work itself. Tasks are being reshaped, demanding higher value from human skills like problem-solving, communication, collaboration, and digital fluency. And the next generation of workers isn’t satisfied with “just a job.” They stay when employers provide visible pathways for advancement, stackable learning opportunities, flexibility, and strong, supportive managers.
What Works
Forward-looking companies are already proving that workforce challenges can be solved. They are:
- Investing in employer-led training—apprenticeships, work-based learning, and initiatives that aid in training and developing new talent in Michigan.
- Building visible career pathways through initiatives like MiCareerCompass.
- Reducing upskilling barriers.
- Offering stackable credentials so workers can progress step by step.
- Expanding participation in modernized adult education to bring more talent into play.
These aren’t extras. They are strategic levers that directly shape business competitiveness.
The CEO Imperative
Workforce planning must move to the center of corporate strategy. Just as CEOs plan for revenue growth, market shifts, and innovation, they must design their workforce for the future. This requires:
- Aligning workforce design with 3–5 year business goals.
- Shifting from firefighting to long-term planning.
- Using people analytics to anticipate skills gaps and automation.
- Redesigning roles as tasks evolve.
- Partnering with education, training providers, and community pipelines to keep talent flowing.
Bottom Line
West Michigan doesn’t face a shortage of people—it faces a shortage of the right skills, mapped to clear, navigable pathways. The CEOs who succeed will be those who embed workforce strategy at the heart of business strategy, leveraging AI as an accelerant rather than a disruptor.
The constraint is real, but so is the opportunity. With bold leadership, we can shape a stronger, more agile workforce for the future.
