Insights · Article
From skills gap to targeted development
Identify which skill needs attention first and connect it to practice, coaching or an assignment at work.
Identify the skill that will make a difference
Compare what the employee can do independently today with what their current or next role requires. Which skill will help them do the work well? Discuss what gives the employee energy and where they want to go. Then agree on a learning goal that fits both the work and their aspirations.
Choose a way to learn that fits the need
A short skills workout with immediate feedback can help someone practise a specific task. Coaching can help them apply a behaviour across different situations. An on-the-job assignment lets them demonstrate the skill in real work. Training may be appropriate when they first need specialist knowledge or a new method.
Use a current project to make it concrete
Imagine a project coordinator who wants to become a project lead. They can already build a schedule and need to learn how to discuss competing interests. Ask them to rehearse a difficult meeting with a coach and then lead a real project meeting. Agree beforehand what an experienced colleague will look for, such as whether all interests are heard and the team reaches a clear agreement.
Review what the employee can now do independently
After the meeting, discuss what the employee demonstrated and what still needs practice. Record whether they can lead this kind of conversation independently or would benefit from more support. Update the skills profile once there is a concrete example from work. Use that evidence to connect the learning goal to the next assignment or role.
Read also · How do you know someone really has a skill?
Read also · Discover hidden talent in your organisation
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.