Insights · Article
From individual skills to stronger teams
Map the skills your team needs, who can use them and where the work is vulnerable.
Start with the work the team needs to do
Choose a specific assignment and identify the skills it requires. To prepare a procurement tender, for example, a team needs to gather internal requirements, analyse the market and draft the tender documents. For each task, agree what someone must be able to do independently and when support is enough.
See how colleagues can complement each other
Compare the skills profiles with the work. Discuss who has experience, who enjoys the task and who wants to learn it. A team may collaborate and run interviews well, while just one colleague can carry out a market analysis independently. The skill is available, but the schedule is vulnerable if that person is absent or already at capacity.
Share the work and develop a second option
Ask colleagues who are good at interviewing to gather internal requirements. For the market analysis, look for someone in another team with both experience and time. Have a colleague shadow them and deliver part of the analysis independently. For drafting the tender documents, discuss who wants to take it on, what they find draining and what support would help.
Decide when outside expertise makes sense
After the assignment, review which skills the team can use independently and where it still needs support. If the deadline is closer than the time it will take to develop the necessary expertise, external support may make sense. Agree what knowledge that person will pass on so the team can do more of the work itself next time.
Read also · Discover hidden talent in your organisation
Read also · Internal mobility starts with the skills you already have
Based on a LinkedIn post by Mark van der Lippe.
Read the original LinkedIn postGet started
Where would you like to start?
Tell us what you’re working on. In a demo, we’ll show how you can tackle it with TalentShare.