Connecting a Role or a Job defined in the Competency Model to a Skill Profile can change how you see yourself. Your collaborators and peers give you insight into your skills while the model populates your profile with new skills, some of which will be the core skills for your role, others will be target skills that you want to develop.

Rather than Homo Sapiens or Homo Faber, we are Homo Artes. Mirroring, application, reflection is how we develop new skills. These are built into TeamFit.

We all have more skills than we can use at any one time. TeamFit let's you signal if a skill is core to your work, targeted to improve or downgraded.

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.

Many large or rapidly growing companies have a person responsible for talent acquisition. Aging workforces, changing skill requirements, competition for talent are all driving interest in talent acquisition. But is talent acquisition the most important way to build capabilities? That seems unlikely.