Structure, job, and process redesign often demand new as well as expanded skill sets for organizational members. A major execution component during this phase of the project is skill gap analysis. How big is the gap between the skill set required in the new way of working and the one that people possess “on average?”
It is helpful to think of skill gap analysis and development in three broad categories.
- Technical skills. These are the skills required to effectively operate the technical system – tools, methods, procedures, processes, etc. Technical skills may also include specifics such as problem-solving, root cause analysis, statistical process control, and capability analysis.
- Social skills. If greater self-regulation is a goal of the new work system, then skills such as working in teams, managing effective meetings, handling conflict, effective listening, and giving and receiving feedback become critical.
- Business skills. In order to take greater responsibility for the overall effectiveness of the organization, people must raise their level of business literacy. Basic skills in budgeting, finance, understanding customer requirements, assessing customer satisfaction, and measuring overall organizational performance are important business skill requirements.
Your job as a change leader is to analyze the gap and develop a plan to close it beginning in this phase and continuing into the next. If your organization has a training and development function, this would be an excellent time to reach out to them for help.