Your team's performance is suffering from skill gaps. How can you pinpoint the most critical ones?

Pinpointing the most critical skill gaps affecting our team's performance requires a methodical approach. Through comprehensive gap analysis, we assess current competencies against desired standards and performance metrics. By gathering feedback from team members, supervisors, and stakeholders, we identify specific areas where skills may be lacking. Benchmarking against industry standards or high-performing peers helps highlight significant disparities. Ultimately, prioritizing these skill gaps based on their impact on achieving team objectives enables us to focus training and development efforts effectively, thereby enhancing overall team performance.

Desde mi perspectiva identificar y abordar las brechas críticas de habilidades de manera proactiva mejora el rendimiento del equipo, fortalece la capacidad general de la organización para enfrentar desafíos y aprovechar oportunidades futuras Realizar evaluaciones de capacitación y desarrollo: Implementa evaluaciones formales de capacitación y desarrollo para identificar áreas donde los miembros del equipo podrían beneficiarse de programas de formación adicionales. Esto puede incluir cursos, talleres o mentorías específicas para cerrar las brechas identificadas. Monitorear el impacto en los resultados: Una vez que se implementen programas de desarrollo, monitorea el impacto en el rendimiento del equipo y en el logro de objetivos.

First, assess needs. What is the expected goal vs current skills. Then set objectives (outcomes). Prioritize required skills. Training curriculum must be designed around the objectives. We know what we want to achieve, what would the person need to know to achieve the goal? If the training need is provoked by a problem, solution must be part of the training. Monitor progress and provide guidance and mentorship. Encourage constructive feedback.

I have found that smart goals are generally helpful. However, I’ve also seen instances where the smart goal becomes the end versus a means to increasing productivity and performance. Once the smart goal is established, the team must be reminded of the measures , the timeliness and the reliability.

In the assessment phase ensure you have the needed resources to complete the training. Do an environmental scan to see if timing is “right” to implement the training. Prepare a “plan B” in case business needs interrupt the training. Expect the unexpected and prepare the participants with that same understanding.

Quando trabalhei numa multinacional francesa tínhamos uma matriz muito incrível que se chamava "Polivalência e Policompetência". Funcionava assim: todas as macro tarefas estavam nesta matriz, com os nomes de todos os colaboradores. Havia uma coluna para "em treinamento, "foi treinado", "em fase de aprendizagem", "apto totalmente", "apto a treinar outra pessoa". Eu aplico com o meu time e acho super incrível. Claro que nem todos querem ou precisam ser treinados em tudo, mas te dá uma clara visão do que priorizar, de quem pode substituir eventualmente alguém, quem pode ser promovido antes. É justo e transparente. Amo! #treinamentoedesenvolvimento #hardskills