Insights · Article
Where do you start with skills-based organising?
Start with your organisation’s direction and connect it to the work of teams, roles and employees.
Start with an organisational priority
Ask leadership what the organisation wants to achieve and which work will change as a result. Choose one concrete priority. Want to make services more accessible? Identify which enquiries you want to handle faster or which processes need to change.
Connect the priority to teams and roles
Suppose a service team will handle more enquiries digitally. It will need to write clearly, recognise recurring questions and know when a personal conversation is needed. Agree which roles need those skills and how to recognise them in practice.
Discuss what employees can already do
Ask who has relevant experience, including from previous roles or projects. Discuss who wants to use that experience and who wants to develop further. This shows where the team can share knowledge, where internal moves fit and where you might need to hire.
Keep the first inventory small
Map the most important skills for one team and use the overview for a real decision, such as allocating work or agreeing a development action. Review which information helped and what is missing. Expand the inventory when it can support another priority.
Read also · Turning jobs and roles into skills
Based on a LinkedIn post by Mark van der Lippe.
Read the original LinkedIn postGet started
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