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The blog discusses the concept of reskilling programs aimed at preparing non-tech employees for tech roles in software, IT, and data positions. It emphasizes the need for careful planning and provides a three-step foundation to guide organizations in implementing such programs. The first step is to begin with the end in mind by envisioning the specific tasks and skills the graduates should possess in their new tech roles. This helps in determining the technologies to be covered and making decisions about program length, structure, and content. The second step involves selecting participants for the reskilling program. This requires identifying candidates with an interest and aptitude for a coding career and developing a recruitment strategy. Providing clarity on post-program opportunities is crucial to help applicants make informed decisions. The third step focuses on identifying and engaging champions within the organization who are passionate about the reskilling vision. These champions play a vital role in supporting the program, collaborating on curriculum development, and facilitating communication. The blog emphasizes that reskilling programs for non-tech employees are multi-layered, going beyond technical training. They also aim to instill the mindset and problem-solving abilities necessary for success in tech roles. Realistic expectations are crucial, with the goal being to prepare entry-level developers and provide them with the skills and confidence needed to start their new jobs. In summary, the blog highlights the importance of meticulous planning, recruitment strategies, and champion engagement in designing effective reskilling programs. It emphasizes the need for a holistic approach that combines technical training with the development of programming mindset and problem-solving skills.