From job titles to skills

By Mark van der Lippe

Start by asking a different question

Many companies want to organise around skills. I’m often asked where to begin. Start with one role and ask what knowledge, skills, competencies and strengths people need to do the work well. This helps distinguish two situations. Sometimes a skill really is missing. Sometimes someone already has it, but you don’t yet know who.

What does a job title tell you?

A job description clarifies tasks and responsibilities. A skills profile adds another layer. It shows which skills someone uses, what they learned before and what they could develop next. That information matters when work changes or when you put together a new team.

Take the project manager role

Behind that job title are skills such as project planning, stakeholder management, analytical thinking, communication, leadership and problem-solving. A project planner may already know how to schedule work, flag deviations and coordinate with different groups. Discuss which parts they can handle independently and where support or practice would help. Leading a smaller project could be a suitable first step.

Try it with one role

Choose a role or assignment that needs attention now. Write down its three most important skills and describe the behaviour or result you expect for each one. Then ask who already has that experience and who wants to develop it. This makes internal opportunities visible and clarifies which skills the team still needs.

Read also · Why organise around skills?→

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