12.02.2020

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Skills management: 3 key moments to launch a skills mapping project

What is the most important factor in the long-term success of a business or an organization?
There is no ready-made answer to this question. However, one thing is certain for all companies: the only constant element is change.

If your organization is going to be successful in the future, it has to deal with the inevitable changes that lie ahead. Over time, your market, the needs of your customers and the caliber of your competition will evolve and you will need to adapt. Successful change management requires foresight, resilience and flexibility.

To ensure you have what it takes to navigate the horizons ahead, you will need to assess your teams to know whether they are in the best position to face the coming challenges. And the best way to do that is through skills mapping.

 

Here are the 3 key moments in the life of a company when launching a skills mapping project is necessary:

 

 

1. When you are preparing for a big move

 

You may already know that changes are coming for your organization. Perhaps a change in direction is underway; or perhaps you are in the process of merging with another organization or seeing your market change?

Good change management does not happen by chance. It must be carefully anticipated and planned. And you will not overcome these changes alone. You need teams that can respond to these changes armed with the right skills.

 

→ The first step is to have a comprehensive inventory of the skills your employees possess today.

 

→ Only by having this baseline knowledge can you know if your teams are armed with the right skills to overcome the changes ahead.

 

→ To focus then shifts to training and recruiting according to the identified needs.

 

 

2. When you have initiated a change and the attempt has failed

 

There are all sorts of reasons that can explain the failure of an attempt to change. Perhaps you misjudged your resources or overestimated your business forecasts; perhaps the timing was not right, or the change was not accepted by your employees.

 

In general, it was probably the execution of the change that was the problem.

Don’t give up. Instead, take a moment to re-evaluate your people’s skills. They are the change agents.

 

→ If the implementation failed, it’s probably because the skills you would have needed to succeed were lacking.

 

→ A dynamic skills map provides you with the necessary information on strengths and weaknesses that will help you progress.

 

 

3. When you need to build a competitive edge

 

For every organization, there is always one moment of crisis when suddenly the usual working methods no longer work.

 

To remain competitive, you will have to change the way you work. Every aspect of your operations must be scrutinized. You need to ask yourself if there are new technologies or new skills that could help you.

 

This is not about simply copying your competitors; you want to surpass them and stand out.

However, if you don’t understand the specific strengths and weaknesses of your teams, it’s harder to know what really differentiates you, and therefore the areas of expertise where you can outperform the competition.

 

Creating an inventory of the skills within your company will highlight what you can do better than anyone else. This allows you to capitalize on your strengths, instead of overworking your employees in areas where they may lack skills.

 

→ In the right context, a skills mapping project can provide valuable information that can take your organization from good to best and set you apart from the competition.

 

→ Mapping is also a way to refining your vision, positioning yourself against your competitors and aligning employee skills to the company’s strategic objectives.

 

 

Conclusion

 

It is important to keep in mind that setting up a powerful skills map across the entire organization takes time and resources. So, don’t wait until you need them urgently to start your project.

Boostrs allows you to develop skills maps in 4-6 weeks, allowing it to measure and track the alignment between employee capabilities and your strategic objectives.

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