Research is pointing to a looming skills gap in today’s workplace, with 87% of companies saying they already have one or expect to soon, according to McKinsey. While much of the demand for new skills is fueled by technological innovations and the increasing presence of AI, organizational shifts are also playing a huge role in accelerating the need to upskill. 64% of surveyed managers say their employees were given additional job responsibilities in 2023, 51% said their teams were restructured, and 42% have had to adjust to budget cuts, according to a recent Gallup study.
Some companies are trying to close the skills gap by spending significant time and money bringing in new talent, while others are being forced to delay deadlines as a result of budget cuts and hiring freezes. Given that both scenarios slow productivity and momentum, it’s time for a mindset change. Rather than searching outside for new skill sets or simply waiting until you can increase your headcount, why not try unlocking the full potential of the talent you already have?
Your employees are dynamic individuals with strategic capabilities that may not come up in their everyday roles. As a leader, however, you have the unique opportunity to uncover these hidden skills, help your employees grow and develop, and increase productivity across your department.
So how do you go about finding these hidden talents and expanding the collective skill set on your team?
Do some digging
When one of your employees excels on a certain project, try to learn about their approach to problem-solving. Ask questions like “What was the greatest challenge in this project?” and “Can you walk me through how you navigated it?” Their answers might expose super valuable underlying skills. For example, if your team member used a certain design tool to effectively visualize and plan the process, it might indicate that they have a knack for visual storytelling. From there, you could start ideating ways for them to continue to exercise and expand that skill. Perhaps that means presenting their methods to the greater team or bringing the skill more directly to the next project.
Try to identify patterns
Pay attention to the types of tasks and processes your team members seem to gravitate towards to identify patterns or themes in skills. For example, you may come to find that certain team members enjoy organization-related projects, others may tend to get excited about exploring creative solutions, and some may really thrive when it comes to resource management. Try to understand why they are drawn to those activities, and help them find ways to put their passions into use in your upcoming projects.
Get to know your team
Your team members are well-rounded people, and it’s important to recognize that their work is only a small part of who they are. Try to take time to get to know each of your employees on a more personal level and find out what interests them outside of their careers. Maybe you’ll discover that your team member loves to do art at home, is a really dedicated parent, is training for a marathon, or has a whole host of other interests. And while seemingly unrelated, these nuggets of information can reveal creativity, discipline, leadership abilities, and passions that can be channeled into developing new skills and applied to your work as a team.
Find creative ways to uncover skills
When you oversee multiple people, it’s not always easy to discover each individual’s unique strengths outside of their day-to-day work, so here’s another idea: consider having each of your team members take a strengths-finder test, such as Gallup or Myers-Briggs. Go over the results of the test in your one-on-ones and ask deepening questions to uncover potential skill sets. Maybe you notice that your employees’ strength is “maximization,” or doing the most with limited resources. Ask them to reflect on that trait and identify times in which they managed to put it into practice either at your company or in a previous role. By hearing their thought processes, you might identify highly relevant and overlooked skills.
Set skills goals
73% of workers say skills-based practices would improve their experience at work, according to Deloitte, so be intentional about nurturing abilities. It’s not enough to identify a skillset and leave it up to chance that it will be used in a meaningful way. Instead, you need to ask your team members to set goals for developing that skill or talent further and finding new applications for it. With those who set career goals engaging with learning 4x more than those who don’t, per a LinkedIn Workplace Learning Report, it’s important to really invest in your team members’ skills development.
To sum it up
Skills are vital in shaping how organizations define work, deploy talent, manage careers, and value employees, according to 89% of the executives polled by Deloitte. That’s why great managers don't just spot potential – they uncover hidden skills in their team members and provide opportunities for them to shine brighter. By doing this, you’re building a more dynamic, future-ready team from within – without having to look outside for the talent you need.
