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How can you identify and develop your team's skills?

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As a small business owner, you know that your team is your most valuable asset. But how can you make sure that your team members have the right skills for their roles and for your business goals? And how can you help them grow and improve their skills over time? In this article, we will share some tips on how to identify and develop your team's skills, and how to create a culture of learning and feedback in your small business.

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Carlo Perscky

Retired SVP, Business Banking Sales Manager, PNC Bank

1 Assess your team's skills

The first step to identify and develop your team's skills is to assess their current level of competence and performance. You can use various tools and methods to do this, such as self-assessments, peer reviews, 360-degree feedback, skills tests, or performance reviews. The key is to be clear about what skills are required for each role, and to measure them objectively and consistently. You should also involve your team members in the assessment process, and ask them to share their own strengths, weaknesses, and aspirations.

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Carlo Perscky

Retired SVP, Business Banking Sales Manager, PNC Bank
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Every member of the Team is different but also bring different strengths that if used wisely can enhance the performance of the entire Team. One on ones and on the job observations helps to discover each individual’s strengths. There are no weaknesses. Only opportunities

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Mohamed Abd Al Moniem ????, ACC , DiSC

CEO at WellGrow Training
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In the dynamic realm of leadership, a rapid guide to elevate my team's skills is essential. Begin by assessing their capabilities with tools like skill charts, aligning goals with organizational objectives. Foster a culture of continuous learning through workshops and online resources, while providing regular, constructive feedback for a growth mindset. Encourage cross-functional collaboration, tailor development plans, and implement mentorship programs. Embrace technology for accessible skill development and regularly measure effectiveness. Celebrate team achievements to reinforce the importance of skill enhancement. In conclusion, these swift strategies unlock my team's potential for sustained success.

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Michelle LaFrance

Founder, Ductless Directory | The Ductless Guy Marketing Program | HVAC SEO | Video Marketing Expert | Fractional Sales Trainer
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The first and most important thing when identifying skills is to make you sure to evaluate a persons 'value-based personality type'. Aligning a person’s hidden set of values goes hand in hand with developing skills. Every person has a hidden set of values that drives their behavior. When jobs are aligned with values people tend to excel. Similarly, when the job requirements are not in alignment with a person's values they tend to be not as productive. The BANKCODE methodology reveals an individuals 4-part code based on values. It takes 90 second or less to crack a values based personality code that can be used to develop skills for greater productivity. People have personalities and personalities have preferences.

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Dr. Debi Silber WBENC Certified WBE

Predictably healing shattered trust/betrayal that’s impacting you and your organization's work/health/relationships. Award winning speaker, bestselling author, founder of The PBT Institute and National Forgiveness Day.
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I always look to see what aspects of the position team members do well along with what their interests are. If they're particularly creative, I'll look for ways to enhance their creativity. If they're great at problem solving, I'll look for more ways they can use those skills. Whatever skills are natural for them, I look to build on them in a way they can feel more confident, competent and empowered.

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2 Identify skill gaps and opportunities

Once you have a clear picture of your team's skills, you can identify where there are gaps or opportunities for improvement. You can compare your team's skills with the industry standards, the market trends, the customer expectations, or the strategic objectives of your business. You can also ask your team members what skills they would like to learn or enhance, and how they think they can contribute more to your business. You should prioritize the skill gaps and opportunities that are most relevant and impactful for your business success.

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3 Plan and implement skill development

The next step is to plan and implement a skill development program for your team. You can use various learning methods and resources, such as online courses, workshops, mentoring, coaching, job shadowing, or project-based learning. You should align the learning objectives with the business goals, and tailor the learning activities to the individual needs and preferences of your team members. You should also set clear and realistic expectations, and provide support and guidance along the way.

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4 Monitor and evaluate skill development

The final step is to monitor and evaluate the progress and outcomes of your skill development program. You can use the same tools and methods that you used to assess your team's skills, and compare the results before and after the learning intervention. You should also collect feedback from your team members, and ask them how they feel about their learning experience, what they have learned, and how they have applied their new skills to their work. You should celebrate the achievements, and identify the areas for further improvement.

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John Panago, CFP, CHS

Certified Financial Planner & Investment Representative, Employee and Employer Benefits Consultant
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Shadowing along helps immensely. You are there as a senior employee mentoring a junior, this shows the customer you care. Be sure to take a deep dive to share together what went well and what could go better.

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5 Foster a culture of learning and feedback

To sustain and enhance your team's skills, you should foster a culture of learning and feedback in your small business. You should encourage your team members to pursue their own learning goals, and to share their knowledge and insights with each other. You should also provide regular and constructive feedback, and recognize and reward their efforts and accomplishments. You should also model a learning mindset yourself, and show that you are willing to learn from your team, your customers, and your competitors.

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Ben Dance

??Director, Global PMO | Impact-Driven Leader | Passionate about Change, Growth, and Transforming Lives ??
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Encourage team members to set personal learning objectives and facilitate knowledge sharing sessions. Regular, constructive feedback helps in recognizing skill gaps and achievements. Demonstrating a learning mindset as a leader, by actively learning from team members, customers, and competitors, reinforces the importance of continuous improvement and adaptability.

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6 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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How can you identify and develop your team's skills?

1

2

3

4

5

6

1 Assess your team's skills

2 Identify skill gaps and opportunities

3 Plan and implement skill development

4 Monitor and evaluate skill development

5 Foster a culture of learning and feedback

6 Here’s what else to consider

Small Business

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How can you identify and develop your team's skills?

1

2

3

4

5

6

1 Assess your team's skills

2 Identify skill gaps and opportunities

3 Plan and implement skill development

4 Monitor and evaluate skill development

5 Foster a culture of learning and feedback

6 Here’s what else to consider

Small Business

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