Whether it’s in your daily news feed, LinkedIn scroll or something that your hiring manager is pressing upon you, skills are having something of a moment.
Many of the skills that are being hyped as “skills for success” or “skills of the future” are actually soft skills.
Skills are not new, despite this current skills frenzy. Skill and competency frameworks had a focus earlier this century. Skill-based talent management practices have been around for decades.
We cannot sit around waiting for whichever research report or labor-market scraping tech to tell you what the latest version of skill needs is. These insights are just not contextualized for your organization. Sure, benchmarks have their place. But as an example, if you look at the job ads for the exact same role for two organizations in the same industry, they are looking for two very different sets of skills.
So, how do you answer that? This is about understanding the value chain, competitive advantage and critical imperatives that are unique to your organization and connecting that to those who will be executing and delivering these—your people and their skills. This is not something that can be cookie-cuttered with a generic “one-size-fits-all” approach.
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