I don't think it's highly trained at all!
What kind of training do major tech companies do? I've never done any in my career, outside my degrees, and not everyone does that even! Is that unusual?
Contrast that with the military, which is obsessive about training and invests a huge amount of time and effort into it throughout your entire career.
So who are we taking lessons from here?
I wouldn't say it's unusual for most tech employees to fail to avail themselves of the training opportunities in their company. But that's not because of a lack of opportunities I would say.
Many licensed professions have mandatory continuing education requirements--you're required to take a dozen-ish hours a year of classes in your field--and so there's a pretty big cottage industry of actually providing and discovering those opportunities. Since CS isn't licensed, there's fewer of those opportunities around--although there is some, and if you work at a large company, you might even get periodic mailings about some of these opportunities.
Instead, a lot of training in the CS fields tends to be a mixture of hands-on training, learning about stuff outside of the company (and potentially conveying it to other people internally--we've had learning about containers taught to us that way), and going to seminars or conferences. It's worth noting that if you work at a large company, there's a decent chance that the company has already budgeted a certain amount per person for training, so if you find a conference that's not totally irrelevant to your interests, you can probably get manager approval to go to it, fully paid by your company.
In some services, even the uniformed staff with IT training will have last had that training 10-15 years prior, with all their skills having atrophied in the meantime.
The underlying military organizational management assumption is that operational experience translates to general management effectiveness (e.g. "I commanded a ship of 300 Sailors doing a wide array of jobs, so I can lead an agency of 500 civilians doing a wide array of jobs"). With the right support this can work in a heavily digital office until the leader can pick it up with on-the-job training, but it's not the way you'd plan to do it.
This is why the nuclear Navy requires even their senior supervisors to be technically competent to the task of leading nuclear organizations. Navy offices dealing with aviation are led by naval aviators. Shipbuilding offices are led by officers with a career operating surface ships and submarines, etc. etc.
But the bench of uniformed talent who have been groomed through a career of working on software teams to lead future software factories is very small. That will change over time as the services work to define specialized communities and agencies to build that bench.
But yeah, as an entering assumption you'd like your digital offices and agencies to be led by people with current digital expertise, ideally through a career actually shipping code, and at least part of that time within the DoD ecosystem.
Mine provides open access to a ton of online resources as well as maintaining a regular budget for developer-initiated things like going to conferences/seminars or buying books. It's actually rare that the training budget gets fully spent, but on the other hand I've never had a request turned down.
For a while, my employer was even footing my college bill when I decided to back for my MS. That one came with a contract to stay on longer to "pay" them back, but that was fine because I had no plans to leave.
If you work in an risk-averse industry like banking or aviation, you're not likely to experiment or learn anything new on the job.