Skills have become the real unit of measurement of talent. Having technical knowledge or experience is important, but what really counts is the ability to apply what you know, adapt to new challenges and perform autonomously in different contexts. This is the skills readiness approach.
It is not enough to accumulate training or experience: what makes the difference is to be ready to perform a role effectively and adapt to new challenges.
What is skills readiness?
Skills readiness is the level of real preparation that a person has to be effective, autonomous and adaptable in his or her work environment. This concept encompasses both technical skills and soft skills, as well as personal attributes that allow a person to cope with tasks, challenges, changes or responsibilities.
This is why it has become an increasingly used metric in evaluation, selection, internal mobility or talent development processes.
What type of skills does skills readiness include?
A complete skills readiness analysis considers different types of competencies:
- Technical: knowledge and skills specific to the position, handling of tools and processes of the area.
- Transversal: work organization, critical thinking, synthesis capacity, effective communication.
- Adaptive: learning attitude, openness to change, agility to move in complex environments.
- Digital: mastery of technological environments, collaborative tools and criteria for digital use.
- Interpersonal: empathy, active listening, emotional intelligence, clarity in relationships.
The more developed these skills are, the greater a person’s ability to add value, move autonomously and respond to change.
Why is it key to assess skills readiness?
Assessing skills readiness allows to detect real gaps before they impact results. It helps to make better decisions in reskilling processes, internal selection, promotion or training design. It also makes it possible to anticipate strategic changes, new work models or tools that will soon be integrated into operations.
Understanding the level of skills readiness of a team does not require complex processes. The first step is to be clear about what skills each role requires in terms of business objectives. From there, it is advisable to map current competencies, identify real gaps and prioritize those that have the greatest impact on performance.
At The Wise Skill we accompany you in the process of assessing your team’s skills and making real-based decisions on how to advance, train or restructure. Ask for a demo of our tool.
