Operational Technology (OT) and Information Technology (IT) were once distinct domains within industries, each with its own scope and priorities. OT focused on controlling and monitoring physical systems, while IT managed data and digital operations.
Today, however, their integration is reshaping industrial processes, promising enhanced efficiency, innovation, improved security and decision-making. Yet, this convergence brings challenges, particularly a pronounced skills gap, as organisations struggle to find professionals equipped to navigate the demands of these interconnected systems.
Addressing this gap requires more than technical expertise. The process of integrating OT and IT calls for a unique blend of competencies, an organisational commitment to developing hybrid roles, and strategic hiring practices. Ultimately, it is the workforce, not just the technology, that will determine the success of this transition.
The Core Competencies of Hybrid Professionals
The fusion of OT and IT requires professionals who excel in both technical and interpersonal skills. At a technical level, patience is essential, as integration often involves navigating complex, long-term processes. Adaptability is another key trait; with technology constantly advancing, the ability to embrace and implement new tools quickly is a must. Attention to detail ensures that the intricate systems being merged operate reliably and securely.
Soft skills are equally critical. Communication is at the forefront, as OT and IT teams often operate with different terminologies and priorities. Professionals must act as translators, bridging these divides to ensure alignment and collaboration. Problem-solving capabilities are vital as well, enabling professionals to address unforeseen challenges with innovative, practical solutions. Finally, resilience is indispensable; high-pressure environments, such as those involving system downtime or cyber incidents, demand calm and decisive action.
These competencies are rare, which is why organisations must focus not only on identifying individuals with such traits but also on growing them within their teams.
Identifying Talent Within Your Organisation
Before turning to external hiring, organisations should evaluate their existing workforce. Many employees already possess traits that could make them successful in OT-IT roles but need the right support to develop their potential fully. Identifying these individuals requires a multifaceted approach.
Performance evaluations can offer valuable insights. Employees who have shown resourcefulness, quick learning, or initiative in past projects are strong candidates for hybrid roles. Managers should also observe how team members handle challenges that involve unfamiliar technology or interdisciplinary collaboration, as these scenarios often reveal adaptability and problem solving skills.
Peer feedback is another powerful tool. Colleagues can provide a unique perspective on attributes such as communication, patience, and teamwork. When combined with direct observation and performance reviews, peer insights can help identify the most promising candidates for cross disciplinary roles.
Certifications: Building Technical Expertise
While many skills can be developed through experience, certifications provide a structured way to build technical competence. In the context of OT-IT integration, some certifications stand out for their relevance and applicability.
The Certified Information Systems Security Professional (CISSP) is widely regarded for its comprehensive coverage of IT security principles, making it essential for protecting integrated systems. The Global Industrial Cyber Security Professional (GICSP), by contrast, is specifically tailored for those working in industrial environments, addressing the unique security challenges of operational technologies.
Networking For Success Transition
Networking is another cornerstone of OT-IT integration, and the Cisco Certified Network Associate (CCNA) provides foundational knowledge in this area. Similarly, the ISA/IEC 62443 Cybersecurity Certificate focuses on industrial automation and control systems, offering specialised training on the protocols and risks associated with OT environments.
While certifications are an excellent starting point, they must be complemented with practical application. Real-world scenarios allow professionals to refine their skills and adapt theoretical knowledge to complex environments.
Strengthening Skills Within Your Team
Internal development is often the most effective and cost-efficient way to address the skills gap. Cross-training programmes are a powerful tool in this regard. By encouraging OT professionals to acquire IT skills, and vice versa, organisations can create interdisciplinary expertise and build teams capable of navigating the demands of integrated systems.
Knowledge-sharing initiatives are equally important. Regular workshops, collaborative problem-solving sessions, and cross-departmental meetings help bridge the cultural and technical divides between OT and IT teams. These interactions not only improve technical understanding but also promote a sense of shared purpose.
Mentorship programmes are another valuable resource. Pairing experienced professionals with less seasoned employees accelerates skill transfer and builds confidence. These relationships provide mentees with guidance on both technical challenges and the nuances of navigating cross-disciplinary environments.
Continuous learning is essential in such a fast-changing field. Providing access to industry conferences, online training platforms, and technical seminars keeps employees informed about the latest developments. However, learning must be grounded in practical application. Assigning employees to projects that challenge their abilities and require interdisciplinary collaboration ensures that they gain meaningful, hands on experience.
Recruitment Strategies for Hybrid Roles
When internal development is not enough, external recruitment becomes necessary. However, finding candidates with the right mix of skills and experience requires a strategic approach. Organisations must prioritise versatility and adaptability over traditional qualifications, as these traits often indicate a candidate’s ability to thrive in hybrid roles.
Experience in adjacent industries, such as automation or IT networking, is particularly valuable. These backgrounds often translate well to OT-IT integration, providing candidates with transferable skills and a familiarity with interdisciplinary challenges. Candidates with unconventional career paths, such as those who have worked in roles requiring quick learning or problem-solving across multiple domains, should not be overlooked.
Recruitment efforts should also focus on clarity. Job descriptions that clearly outline the expectations, challenges, and opportunities of OT-IT roles help attract candidates who are well suited to these positions. This transparency ensures alignment between organisational needs and candidate capabilities from the outset.
A Workforce Ready for the Future
The integration of OT and IT offers tremendous opportunities but hinges on the ability to build a workforce equipped to manage its complexities. By identifying and developing internal talent, pursuing strategic recruitment, and investing in ongoing training, organisations can effectively bridge the skills gap.
This is not a short-term endeavour. As technology continues to advance, the demands on OT-IT professionals will only grow. Organisations that prioritise talent development today will be best positioned to navigate the challenges of tomorrow. Success in this arena requires more than technical acumen — it demands a commitment to cultivating a workforce that thrives at the intersection of operational and digital systems.
For organisations looking to strengthen their OT-IT capabilities, NuFuture offers tailored insights and resources to help close the skills gap.