How to Overcome Barriers to Skills Mapping - Roadblock - 1 - Arduous Process

Hey, friends! It’s Friday again! 🎉 Time to dive into fresh, sparkling ideas as we bid the week goodbye.

Last time, we hit a nerve talking about  skills mapping—its perks and its pains.

Remember? We talked roadblocks that hinder skill mapping efficiency..

But today? We flip the script on one roadblock – “Centralized management”

I will give you the answer upfront – no drama!

“Decentralization”

Decentralization. Sounds unbelievable, outrageous, right? It's the opposite of the centralized approach and might seem like a mess at first.

Is Decentralization Really the Answer? Here’s the no fluff explanation.

Decentralization - The Real MVP

You might wonder, "Can decentralization really solve our skills mapping headaches?"

Think of it is like this - instead of one chef cooking for an entire festival, a team of chefs each prepares their specialty. The quality and ingredients remain the same, but each chef also includes their audience in their team. This helps them to know their preferences up-front, saving time and enhancing results.

That’s decentralization—breaking it down into manageable parts and empowering each team to map out the skills they know best.

The Perks of Going Decentral

• Closer to the Action: This proximity leads to more relevant and timely skills mapping.

Just like frontline reporters bring the freshest news, business units have the up-to-date scoop on what skills are truly essential.  

• Engagement and Ownership: When teams have a say in their destiny, they’re more likely to buy into and sustain the plan. It’s their map; they know the terrain better than anyone else.

This will keep the description of skills simple, to the point and less dense documentation.

Happy end users, tangible outcomes… Sounds like a charm right! Tempting?

• Agile and Adaptable: Change isn’t just constant; it’s speeding up. Decentralization allows teams to pivot quickly, keeping the skills map in sync with the shifting landscape.

 Before you dismiss this as another pie-in-the-sky idea, let's explore realistic implementation.

How Do We Make It Happen?

Let's break it down into manageable chunks:

• Step A: Unified  Framework: Maintain a consistent framework across the organization to ensure cohesion. So, while the execution is decentralized, the core principles and goals remain aligned.  

This approach prevents inconsistencies with everyone creating their own version. When we ‘roll it up’, it aligns perfectly at the blueprint level. Much like a house - where the overall structure is the same, but each room can be uniquely tailored.

You can also quickly and accurately figure out what skills are needed at the level where it matters. Without getting slowed down by trying to fit people under more generic roles.

 “Keep the big picture in mind, but tailor the details at the local level.”

• Step B: Build Squads: Form squads that mix L&D, HR, OD, and business insiders. These are your navigators in the terrain of skills.

Assemble groups within each business unit that include representatives from L&D, HR, OD, and the business itself.

These teams are well-equipped to understand and map the skills needed at the ground level.

This is the secret to your success. When the business teams and experts who are essential to the skill mapping process the owners, they’ll be more committed and accountable towards the success of the project.

Divide and Conquer - Tackle the mapping process in smaller chunks of segments.

• Step C: Segment the Initiative: Divide the overall tasks into smaller and focused projects. This segmentation helps manage resources better and allows for adjustments as business needs evolve.

It’s like eating a chocolate bar one square at a time—much more enjoyable and far less overwhelming.

• Step D: Adopt an Agile Development Cycle: Implement a build-test-iterate approach. This not only keeps the process flexible and responsive but also helps in quickly identifying what works and what doesn’t.
• Step E: Make it truly possible: It is possible! Skills mapping does not have to be final. What it needs to be is a connected system that is Skills, skills assessment, and the skill building paths and experiences designable, delivered, and accessible to users all in a single place!

It’s like make it real!

( Makes me thirsty of a mango drink by Real Sometimes I food associate)

Keeping It Simple

The steps above set the stage for effective decentralization. Remember, don’t rush into fancy tech setup right off the bat. Often, the best tools are those we already have, even Excel and SharePoint,

These platforms are familiar, helping teams document, assess, and update skills without the steep learning curve of adopting a new platform. I did my first skills assessment including individuals and their managers assessment by automating Excel. Not long back!

What’s Next? Hint - AI’s in the Mix

With AI, you can draft a skill map and assessment for any role within minutes, achieving about 80% accuracy based on my tests. 

Curious? Stay tuned, because our next chat is going to show you how AI can make skills mapping as easy as chocolate cake. (I love baking cakes😊 )!

In closing:

Now it’s your turn! Give decentralization a shot on a small project and watch the change unfold. Let’s redefine how we map skills, one step at a time!