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.

Competency models, or given our focus at Ibbaka role and skill models, should not be static. They need to evolve in order to deliver constant improvement and to adapt to changing role design and skill requirements. The model, the data it organizes and the algorithms that deliver insights all evolve together.

Data graphs will change how organizations compete. In an open and connected world graphs that connect data in new ways will be the path to innovation. One of the most important data graphs will be the skill graph. It is through the skill graph with its ability to connect people that new services and business models become possible.

Role coverage and skill gap analysis relies on a role and competency model that maps roles in the work to the skills needed to execute on those roles. One question that often comes up is how granular the skills should be? We leverage some LinkedIn communities to help answer these questions and then looked at a practical example from our own business.

Innovation was once an unusual activity. It is now part of many people’s daily work and experience. The skills needed for innovation are more important than ever. How will you support your organization in understanding, developing and applying these skills?

Role coverage and skill gap analysis are a key business process that materially improves success in achieving goals and introducing new capabilities. Ibbaka has a simple solution for this process that provides immediate insights for individuals and managers. Skill surveys are not a once and done thing. Make a habit of skill surveys to see trends and test the impact of interventions.

Value-based pricing and value-based selling are key growth strategies and are especially important when it comes to introducing innovations. What are the common roles in value-based pricing? What skills are needed by these roles? If you are introducing value based approaches, you should test your role coverage and see if you have skill gaps.

How can we achieve our 2022 goals? A focus on process and metrics will not be enough. We also need to make sure that our people have the skills needed to perform in their roles and that we have built the connections between people, roles, skills and the goals we want to achieve.

According to the World Economic Forum, 50% of us will need some for of reskilling over the next five years! For this to happen, we need to understand the context, relevance and transferability of skills. This is Ibbaka Talent’s mission. We are currently conducting interviews with people who share our concern and passion. Reach out to us to learn more.

The Covid 19 pandemic has increased people’s uncertainties about the future of work. A scenario planning approach can provide powerful ways to think about this, but to create scenarios we need to explore the critical uncertainties. Please share your thoughts on this important theme.

We all have skills. Many skills. We connect them in different ways. How should you get started with skill management? How are skills assessed? How to skills evolve over time? These are central questions for a skill and competency management program.

Industry shifts trigger disruption and can happen any time. Many amazing businesses will not survive the current shift, some amazing businesses will find opportunities and new ways of working. We examined those that accelerated capability development to drive meaningful and valuable outcomes for our communities - which skills have emerged, which skills will be strengthened and which skills endure.

Should we consider adding whitespace to the competency model design and for what purpose? Will it help to gain perspective?

We are integrating the new Competency Modelling Environment with our Skill Profiles to form one, consistent ecosystem.

An update on TeamFit Competency Model design module - from the design principles that guide us, to the user scenarios.

A Competency Model being a constantly evolving record that resembles how we access our memories by constantly re-constructing a record, always different.

Competency Models offer a unique view into the hidden world of skills that are not yet in place.

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.

Observing skills, roles, behaviours we may conclude there must be other skills, not claimed or visible but unexpected. This is where potential can be found.

As companies become more customer-centric they need to evolve the skills of their workforce. Layer skills onto the customer journey map to see the skill gaps.