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How do you identify skill gaps in your team?

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Skill gaps are the differences between the skills your team members have and the skills they need to perform their roles effectively. Identifying and addressing skill gaps can help you improve your team's productivity, quality, and satisfaction. But how do you find out where the gaps are and what to do about them? Here are some steps you can follow to assess and close skill gaps in your team.

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Roland Tang

Assistant Operations Manager | Jabil | Ex-Thermo Fisher Scientific | Ex-Excelitas Technologies
Viraj Kalra

Co-founder, Investor, Executive Coach, Trainer & Speaker
Brenda MacLaren

33+ yrs in Accredited Customised Learning | Innovative Ed Tech | Blended Learning | Corporate Training | | Leadership…

1 Define the skills needed

The first step is to define the skills that are essential for your team's success. You can use various sources to determine the skill requirements, such as job descriptions, performance standards, industry benchmarks, client feedback, and strategic goals. You can also consult with your team members, managers, and mentors to get their input. Once you have a clear picture of the skills needed, you can create a skill matrix or a competency framework that lists the skills and the levels of proficiency expected for each role.

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Brenda MacLaren

33+ yrs in Accredited Customised Learning | Innovative Ed Tech | Blended Learning | Corporate Training | | Leadership in L&D | Strategic Partnerships | Adaptive Strategies | Professional Growth | Results-Driven Education
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Identifying skill gaps at Blazing Moon requires a systematic approach: defining team success metrics, updating job descriptions, utilising internal psychometric assessments, analysing performance data, reviewing training history, and direct team observations. We engage in candid conversations with members about their skills, use anonymous surveys for unbiased feedback, and benchmark against industry standards. After collecting data, we identify patterns and form an action plan. Blazing Moon promotes a culture of continuous learning, emphasising the importance of staying updated in dynamic industries. Continuous improvement and learning are Blazing Moon's norms.

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2 Assess the current skills

The next step is to assess the current skills of your team members and compare them with the skill matrix or competency framework. You can use different methods to measure the skills, such as self-assessments, peer reviews, feedback surveys, tests, observations, or interviews. You can also use a rating scale or a rubric to score the skills and identify the gaps. The key is to be objective, consistent, and transparent in your assessment process and to communicate the results and expectations clearly to your team.

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Roland Tang

Assistant Operations Manager | Jabil | Ex-Thermo Fisher Scientific | Ex-Excelitas Technologies
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One such method that I have been using is via the framework of personal/individual development plans. The beauty of this tool, is it helps one understand the aspiration, and then appraising the areas which there are deficiencies. The tool also encourages the use of personal profiling, 360 degree reviews, and other performance based measures to provide the lens on where are those skill gaps.

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3 Prioritize the gaps

The third step is to prioritize the gaps and decide which ones are most urgent and important to address. You can use various criteria to prioritize the gaps, such as the impact on performance, quality, and client satisfaction, the feasibility and cost of closing the gap, the alignment with the strategic goals, and the availability and motivation of the team members. You can also use a matrix or a chart to rank the gaps and assign them to different categories, such as critical, high, medium, or low priority.

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4 Plan the actions

The fourth step is to plan the actions that will help you close the gaps and improve the skills of your team. You can use different strategies to develop the skills, such as training, coaching, mentoring, job rotation, shadowing, online courses, or self-study. You can also use the SMART framework to set specific, measurable, achievable, relevant, and time-bound goals and actions for each skill gap. You should also consider the learning styles, preferences, and needs of your team members and involve them in the planning process.

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5 Implement the actions

The fifth step is to implement the actions that you have planned and monitor the progress and outcomes. You can use various tools and techniques to support the implementation, such as checklists, calendars, reminders, feedback, incentives, or recognition. You should also provide regular and constructive feedback to your team members and encourage them to share their challenges, achievements, and insights. You should also track and measure the results and impact of the actions using the indicators and metrics that you have defined.

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Roland Tang

Assistant Operations Manager | Jabil | Ex-Thermo Fisher Scientific | Ex-Excelitas Technologies
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Agreed. Check in with your supervisor frequently, as often as you can (knowing your bosses can be very busy people). Development is both a push and pull process, where your supervisor can be the pacer at the side to ensure you're on track. He/She can also be the soundboard when you are unsure about the progress.

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6 Evaluate and adjust

The final step is to evaluate and adjust your approach based on the results and feedback. You can use different methods to evaluate the effectiveness of your actions, such as surveys, tests, interviews, or case studies. You should also solicit and analyze the feedback from your team members, managers, clients, and mentors to identify the strengths, weaknesses, opportunities, and threats of your approach. You should also celebrate the successes and acknowledge the efforts of your team. Based on the evaluation and feedback, you should adjust your plan and actions as needed and continue to monitor and improve the skills of your team.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Viraj Kalra

Co-founder, Investor, Executive Coach, Trainer & Speaker
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Coach-style-leadership (CSL): Both as a leader as well as an executive coach, I believe that 'coach-style-leadership' is not only an effective way to identify skill-gaps but also most effective in enabling the mentee to own the learning-goal and improve. CSL is most effective when utilised not just as an approach but also as a system that enables the following 3: 1. Facilitate the mentee to reflect on skill-gaps in context of the current role as well as the role they aspire for. 2. Don't just leave it at identifying the gaps but also plan regular milestones to check-in on progress. 3. Facilitate the mentee in thinking of skills not in uni-dimension but in 4 dimensions - functional, technical, domain & behavioural.

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How do you identify skill gaps in your team?

1

2

3

4

5

6

7

1 Define the skills needed

2 Assess the current skills

3 Prioritize the gaps

4 Plan the actions

5 Implement the actions

6 Evaluate and adjust

7 Here’s what else to consider

Practice Management

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How do you identify skill gaps in your team?

1

2

3

4

5

6

7

1 Define the skills needed

2 Assess the current skills

3 Prioritize the gaps

4 Plan the actions

5 Implement the actions

6 Evaluate and adjust

7 Here’s what else to consider

Practice Management

给文章评分

感谢您的反馈

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