What do you do if your team members lack the necessary skills for the program?

When team members do not possess the skills required for a program, begin with a detailed analysis to pinpoint the exact skills that are missing. This will help in formulating a precise plan for training or skill enhancement. Once you've identified the gaps, create a customized training strategy that includes relevant workshops, online courses, or hands-on training designed to equip your team with the necessary skills. If upskilling the current team is impractical or would not timely meet the program's needs, consider redistributing tasks to utilize the existing skills more effectively or hiring additional personnel with the requisite expertise.

The starting point is the skill assessment , begin with detail analysis regarding requirement and the skill possess by team members to identify the gap. Look from all dimensions be it technical expertise, domain knowledge soft skills etc. With this assessment we can derive the proficiency of each team member. Creating a customized training plan including mix of classroom and hands on training to improve the skills. One key consideration which i find extremely successful in this situation is cross training initiative, team members conduct trainings we called them brown bag session. These can be made lot interactive and focus is more on collaboration and learning by example

Identify skill gaps through assessment and feedback. Provide targeted training and resources to upskill team members. Encourage peer learning and mentorship within the team. Consider external training or hiring to supplement expertise if needed. Regularly reassess skill development to ensure continuous improvement.

I'd push for a sincere skills gap assessment followed by the determination of what is will take to get the team member from the current to the desired state. The team member's desire to participate in the assessment and their commitment to undertake the required training are cornerstone pieces in the entire process.

Identify the specific skills that are lacking within the team. This could involve conducting skill assessments, performance reviews, or seeking feedback from team members and then Offering training programs, workshops, or access to online learning resources to help team members acquire the required skills. Tailor the training to address the identified skill gaps.

Addressing skill gaps within a team is not merely a corrective action but a strategic opportunity to foster a culture of continuous learning and adaptability. As a leader in Program Management, the focus should be on creating a personalized development plan for each team member, integrating a blend of in-house mentorship, external training, and self-directed learning opportunities. This approach ensures not only the alignment of skills with the program's needs but also empowers individuals, enhancing their engagement and commitment to the program's success. Prioritizing skill development is a testament to valuing human capital as the cornerstone of technological innovation and program excellence.

Once we have identified the baselines, we need to evaluate options to bridge the gaps. The options may range from in-house training tools or portals to professional learning portals, or in certain cases, a customized approach can be adopted. Its important to choose an option in consultation with the stakeholders and one which is in line with organizational learning objectives and timelines.

2. Training Options - Tailored Training Plans: Develop personalized training plans for each team member based on the identified skill gaps. These can include online courses, workshops, and seminars relevant to the skills needed. - Learning Resources: Provide access to learning resources, such as online learning platforms, books, and industry journals, to encourage self-paced learning.

Developing a training plan to upskill your team in critical domain knowledge is paramount, but it must be achievable in the timeline needed for the program. Remember that delivering a training program is only half the battle. For anyone to become proficient in a new skill, it takes practice and experience over time. Many programs might not have that luxury. So while training should never be disregarded, don't put too much hope in training as a silver bullet that will solve your skills gap in the time you need to deliver your program objectives.

When addressing skill gaps, consider both in-house training with experienced team members and external options like workshops or online courses. Choose based on program timelines and learning styles, aiming for a balanced approach that fosters growth and meets organizational goals.

Bridging skill gaps is important, but in certain cases, the person may lack the zeal to work in a role. In those cases, our efforts to upskill employees may not yield the desired results. Thus, it is imperative to identify if it is a skill issue, a will issue due to a lack of interest in a role, or even a personal issue. In a way, identifying root cause of non-performance is critical to ensure it is addressed properly.

I think it is important to do a training need assessment of all staff and that assessment should focus on skills needs for the program implementation. Secondly plan those required training skills into the annual budget plan so that once the budget approved we use for support the staff. In addition, if an institution has a learning zone/online platform encourage staff to apply those trainings skills into individual staff learning plan at the beginning of the year or during staff performance evaluation.

3. Role Reassignment - Leverage Existing Skills: In cases where training may not be feasible in the short term, consider reassigning roles within the team to better align with the existing skill sets of team members. - Project Adjustments: Adjust the project tasks and timelines if necessary to accommodate any changes in roles and responsibilities.

Reassigning someone to a new role can sometimes be one of the biggest challenges a leader can face. Handled poorly, it can be truly demotivating for an employee who feels like it's an indictment of their inability to get the job done. But remember that it is far more demoralizing to leave an employee in a role where they cannot be successful. If there are opportunities to reassign a team member to a place where they can be more effective, you must absolutely take up that opportunity. Be open and transparent with the team member and work with them so that they understand this is an opportunity to set them, and the program, up for success.

Integrating a mentoring program also: -Encourages leadership development: Mentors develop leadership and coaching skills, preparing them for future managerial roles. -Increases retention rates: Mentoring enhances job satisfaction and loyalty, reducing turnover. -Diversifies perspectives: Cross-generational and cross-functional pairings bring diverse insights, fostering innovation. -Builds a learning organization: Establishes a culture where continuous learning and development are valued and practiced by all.

4. Mentoring Programs - Pairing with Experts: Implement mentoring programs by pairing less experienced team members with experts, either within or outside the organization, who can provide one-on-one guidance and support. - Knowledge Sharing Sessions: Organize regular knowledge sharing sessions within the team to foster a culture of learning and collaboration.

Introducing a mentoring program provides structured guidance for skill enhancement and fosters a collaborative culture. By pairing less experienced team members with mentors, individuals benefit from personalized support, while also promoting knowledge exchange within the team. This initiative not only enhances skill development but also strengthens team cohesion and overall performance.

One of the options available with the PM is to hire employees from the market. The consideration may be driven by 1) Non-availability of the desired skill or competence in the team 2) The gap is wide and needs to be addressed per desired timelines 3) The team members lack the commitment to upgrade themselves 4) Upgrading team will be costly and time consuming as compared to hiring new people 5) Bringing in new employees can instill new vigor in the team, promote healthy competition, and help employees understand the importance of upskilling.

Once the decision has been made to hire an external resource to fill the skill gap, the most important question is if the skill will be required beyond the project or if the skill is specifically for the project. In my case the specific skill was only required for the project duration and hiring a contractor was the better solution. Due to the higher payment rate to contractors it is also possible to find optimum resources faster for a specific skill, whereas corporate salaries for hiring resources may not be competitive enough.

5. Hiring Expertise - Temporary or Permanent Hiring: If the skill gaps are significant and cannot be addressed through training or reassignment, consider hiring new team members with the required expertise, either on a temporary or permanent basis. - Consultants and Contractors: For specific skills or short-term needs, bringing in consultants or contractors can be an effective way to fill gaps without long-term commitments.

If you determine that their is a skills gap on your team that simply cannot be breached through training or role reassignment, then hiring in those skills must be a critical part of your program resourcing plan. It is best to identify this need early and build the budget into the program business case so that it can be properly weighed by all stakeholders. The other thing to remember is that this is an exercise in swallowing your own pride. The old Steve Jobs adage applies here "we hire smart people so they can tell us what to do." Bringing in an expert with a specific skillset is not an indictment of you or your team's lack of ability, it is an honest assessment of the situation and should be viewed as a sign of your maturity as a leader.

When internal skill gaps are significant, hiring external expertise can provide immediate solutions and valuable learning opportunities. Bringing in experts or consultants not only fills immediate needs but also exposes the existing team to new perspectives and methodologies. However, this approach should be carefully considered in terms of budget and long-term goals. While it may address critical skill shortages, it's essential to evaluate its sustainability and potential impact on team dynamics.

Continuous improvement is vital in addressing skill gaps within a team. Continuous improvement can help in: 1. Identifying Skill Gaps 2. Tailored Training 3. Fostering a Learning Culture 4. Adapting to Change 5. Enhancing Performance 6. Empowering Team Members In summary, continuous improvement is not just a strategy but a mindset that can transform a team's skill set and drive program success. It's about creating an environment where learning is ongoing, and development is part of the daily routine.

6. Continuous Improvement - Feedback and Evaluation: Establish a continuous feedback loop to evaluate the effectiveness of the training and development efforts. Adjust the plans as necessary based on progress and feedback. - Encourage Self-Development: Foster a culture of continuous learning and improvement, encouraging team members to pursue professional development opportunities actively.

Continuous improvement is crucial for progress and success. One effective strategy for achieving this is by incorporating 360-degree feedback, which provides a comprehensive view for a well-rounded approach to growth and development.

Assign a peer mentor or try out cross-training with different members of the team that are more skilled in the areas of need.

- Skill Development as an Ongoing Process: Recognize that skill development is an ongoing process. Continually identify and address new skill gaps as they emerge. - Empowerment and Support: Empower your team members to take charge of their own learning and development, providing support and resources as needed. - Cultural Fit and Soft Skills: Beyond technical skills, consider the importance of cultural fit and soft skills such as communication, teamwork, and problem-solving. These are often crucial for the success of a team. - Utilize Technology: Leverage technology and tools that can help bridge the skill gap temporarily.