Skill Gaps: How to Coach Skill Gaps
Suggestions to Start
1. Send out a document with three columns. The first column will list all the skills needed to complete a task or project they are focusing on. The second column will be a place where they can put a check mark if they feel that skill is a strength. The third column put a check mark next to the skill where they feel like they have an opportunity to improve . Notice the language ‘opportunity to improve;’ you want people to feel good about being honest with themselves so they can be honest with you. 2. After the first activity is completed, ask the person(s) you’re coaching to review the results and then create three to four bullet points of what they’re going to do to put into action as well as what they need to close those skill gaps.
More Aggressive Suggestions
1. This is an aggressive activity, yet it’s extremely effective if done properly and sensitively. Ask people to find three people they can interview who they work closely with in terms of where they’ve exhibited positive skills that produced results, as well as those they feel they could improve and what suggestions they might have. 2. After this activity has been completed, have the person send you the results and what they’re going to do to embrace the conversations going forward and what those actions will look like.
Suggested Resources
1. Skill Gaps: Employer Strategies video with Employers Council 2. The Great Skills Gap book by Jason Wingard
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