There is more than one way to upskill your team and close skill gaps. Here are the five key approaches: Move people into new roles; Have people share roles; Provide upskilling opportunities; Hire in new people; Outsource. A role coverage and skill gap analysis can give you insight into how to close skill gaps.

Sometimes learning is seen as a solitary thing. People go into themselves, study and are tested. This is true of some people some of the time. But there are many people who are social learners and skills are most often applied in teams. Team learning is a critical part of capability development. Learn more about the Ibbaka approach to team learning.

Competency models are often used by people in learning and development. The competency model is used to guide the curriculum and course design to ensure that the learning supports the desired competencies. There are similarities between approaches taken to designing learning, such as ADDIE and design thinking, and the design of competency models.

Competency models are a powerful way to organize work, enable internal mobility and align potential with performance. How do you build a competency model?

Skill and competency models are often used to shape learning and development strategies. The conventional process is to find the skill gaps and address them, but can we go beyond that? If so, how?

Part 3 of a series on the ROI skill & expertise management. Greater employee engagement and better learning and skill development lead to higher retention.