In the 20s it will be more important to leverage internal skills than to hire in. Potential skills are critical to sustainable growth. They come in 3 flavours.

Ibbaka’s goal is to help people, teams and organizations to understand and then reach their full potential. What do we mean by ‘potential’ and can it be measured?

Why taking the initiative is better than being ordered to do things? A step forward to confirm skills, to claim skills or to suggest skills.

Hartmut Esslinger said that "form follows emotions". How do you design a product that connects with your emotions?

Employee engagement is about helping people to realize their potential. Surveys and rewards are window dressing. They do not get to what is essential.

Capabilities are a key part of Cascading Choices. For professional services, skills are the key. Skill management should be central to strategic planning.

Each of us has many skills that we bring to our work. Focus on the most obvious skills does not do justice the real complexity of work or our personalities.

Past skills, earned in the roles we have had throughout our careers resurface in new ways and are the foundation for new abilities.

What motivates us to develop new skills and to apply them at work? Fear and greed come to mind, as does social pressure, but the most important thing is hope.

Your most important skills are those that you haven't yet developed. In 3 years half your core skills & virtually all your differentiating skills will be new.