Bridging The Development Gap Between Team Needs And Individual Skills

Omer Glass is the Co-Founder and CEO at Growthspace.

As a people manager, how often do you find yourself frustrated because you’re unsure of how to address aspects of your direct reports’ performance that need improvement? How often do you provide direct, actionable feedback, only to see no change?

I’ve asked this question many times, and the response is almost always the same. People managers say things like, “My employee is hardworking but has poor management skills,” “They’re process-oriented but often long-winded” or “They’re analytical, but they aren’t skilled at closing deals.” When I ask what the manager did about it, the answer is often, “I tried giving feedback, but nothing changed.”

This illustrates a common problem in the workplace: moving from feedback to impact. After spending far beyond 10,000 hours on this issue, I’ve identified two key components crucial for effective skill development: translating business problems into specific skills and creating measurable improvements in those skills in a short time.

Why Skills Matter

When you’re sick, you experience symptoms like a headache, a sore throat or a clogged nose. But you don’t actually feel the illness itself. Still, without understanding their cause, you can’t treat the symptoms. For example, if you have a headache, is it due to too much screen time, dehydration or a virus? You must address its root cause to ease the discomfort.

Similarly, solving a business problem requires understanding its core. If a manager receives low scores in an employee engagement survey, that’s a symptom. But what skill does the manager need to improve to address this? Is it giving feedback, communicating better or mentoring? This understanding is the first step in addressing the underlying problem.

According to Gartner, “70% of employees say they haven’t even mastered the skills they need for their jobs.” This highlights a critical problem. While employees and managers can often spot issues, they struggle to define the precise skills needed to resolve them.

The Role Of Technology In Identifying Skills Gaps

To address their skills challenges, organizations are investing heavily in strategies like building robust skill taxonomies and utilizing various technology solutions.

Building Skills Taxonomies With Tech

Skills taxonomies are structured frameworks that categorize and define the skills employees need to perform their jobs effectively. With these taxonomies, you can identify the specific capabilities required for different roles and pinpoint gaps more precisely. Then you can better align skill development initiatives with business objectives and employee growth.

Skills taxonomies translate vague performance issues into actionable development areas. For example, a manager might know their employee is underperforming, but without a clear understanding of which skills need improvement, they can’t address the root cause. Skills taxonomies offer a roadmap for targeted development.

Technology can enhance the effectiveness of identifying and addressing skills gaps. By leveraging certain solutions, you can further refine your approach to skill development. Here are some examples:

• HRIS/HCM systems like Workday, BambooHR or Gusto

• LMS/LXP platforms like Cornerstone, Degreed or Docebo

• Performance management systems like Lattice, 15Five or Betterworks

• Talent management systems like Oracle, Rippling or Eightfold

• Employee experience platforms like Microsoft Viva, CultureAmp or Glint

With these technologies, you can access a variety of approaches to identify required skills. Because opinions on the best approach vary widely, be sure to adopt whatever methodology makes the sense for your needs.

Working With AI Technologies

Integrating AI into these solutions may be a promising strategy because it can analyze feedback from managers, ask the right questions and suggest specific skills that could resolve the issue. For instance, if an employee is struggling with teamwork, AI can assess whether the root cause is a lack of communication skills or low emotional intelligence. By narrowing down the options, it becomes easier for managers to choose the right development path.

At Growthspace, we’ve been implementing AI-powered assessments, which has made a significant difference in identifying the right skills for business problems. This technology acts as a bridge, connecting observed behaviors with the underlying skills needed for improvement.

Creating Measurable Improvements In Skills

Once you’ve identified the specific skills gaps, the next challenge is turning those insights into measurable improvements quickly. This is crucial because identifying a problem without implementing a solution simply creates more frustration for managers and employees. By focusing on the following elements, you can build skill development programs that create meaningful, lasting change and align with business goals.

Provide Role-Relevant Training

One of the most effective ways to achieve measurable improvements is using a targeted, hands-on approach that involves real-time application of the skills being developed. According to a 2022 SHRM report, 76% of employees were more likely to stay at their company when they received relevant, ongoing training. But 16% said that training failed for them because they weren’t able to apply what they learned to their role. So it’s important to design skill development programs that allow your employees to learn by doing. There should also be opportunities to implement new techniques and receive feedback as they go.

Track Impact Metrics

To accelerate the improvement process, set clear, specific goals and track progress over time. Using metrics to determine whether your skill development efforts are actually leading to tangible results. For instance, tracking improvements in team engagement scores or the clarity of team meetings can provide concrete evidence of progress in a manager’s communication skills.

Implement The Right Technology

Leveraging technology can significantly enhance the speed and effectiveness of your skill development efforts. AI-driven platforms can customize learning experiences with personalized content and provide real-time feedback to help employees correct course as they learn. A technology-driven approach can ensure you aren’t implementing a one-size-fits-all solution. Instead, you’ll address each employee’s specific challenges and strengths.

Conclusion

Bridging the gap between what teams need and the skills required to meet those needs is critical for organizational success. By rethinking how we approach skill development—whether through more responsive taxonomies or the integration of AI—we can create more effective and meaningful learning experiences that truly support our teams and help them thrive.

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