Strategic Skill Profiling

Changes in the business climate and competitive pressures often mandate changes in an organization's strategy.  But strategic change must also consider the skill sets required of those who must implement the strategy.  If you wish to avoid the situation of having a great strategy but no one to implement it, you need to be able to identify and assess the specific jobs that are critical to the strategy.  And then know how determine the development needs of the people in those jobs.

Strategic Skills/Competencies — the availability of skills, talent, and know-how to perform activities required by the strategy. David P. Norton

Strategic Skill Profilingis an assessment process designed to tell you which skills are important to the strategy and where you are deficient in those skills.  It will inform you of the size of the "Strategic Talent Gap" that must be bridged to be able to fully implement the strategy.

The focus of Strategic Skill Profiling is on the behaviors, skills, and characteristics an employee or group of employees bring to their jobs, and how well those skills "fit" the performance profile required by the strategy.

What You Get With Strategic Skill Profiling:

• An ideal performance profile that prioritizes the behaviors, skills, and characteristics that support the strategy.  This "high performance ideal" is not some generic ideal cooked up by a consultant or the latest management fad.  The ideal profile is defined internally by members of the organization who know and understand the requirements of the strategy.
• An actual performance profile of an employee or group of employees, showing both strengths and areas of needed improvement required by the strategy.
• A "Gap Analysis" that results when the actual profile is matched to the ideal profile for the employee or employee group.
• An assessment of actual skills, not just a "skills inventory" of classes completed or courses taken.
• All results are based on observations of from 5 to 15 peers, coworkers or clients who can be self-selected or selected by the organization.
• An assessment that offers protection against errors in the results due to bias, intentional manipulation, or misunderstandings
• A process that is cost-effective and time-efficient, designed and conducted by in-house personnel requiring little or no consultant help.
• An assessment that adapts to the size of the situation - it works well with just a handful of key people or your whole organization.
• A repeatable assessment that serves as a periodic snapshot of the organization's competency readiness.

Show me what Strategic Skill Profiling looks like.

If you are interested, you can contact us and tell us about your needs and situation.  You can also click here to learn more about how we work together on a project like this. 

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