Why many fantastic Project Managers have Architecture background? What is it that allows them to become successful?

Put skills at the centre of talent management. Pay attention to internal mobility. Think in terms of shared data ownership. Use multiple competency models.

Models help us understand the world. In HR and learning & development, the important models are for skills & competencies. See the results of a recent survey.

Skill and competency models are often used to shape learning and development strategies. The conventional process is to find the skill gaps and address them, but can we go beyond that? If so, how?

I have been keeping a personal learning plan for many years. Recently I realized some important links between learning plans and competency models.

Pattern recognition is one of the most important foundational skills but also one of the most difficult to come to grips with.

A Competency Model that combines a top-down approach with bottom-up unique skill signature has a good chance to deliver instant value.

Capabilities are a key part of Cascading Choices. For professional services, skills are the key. Skill management should be central to strategic planning.

What motivates us to develop new skills and to apply them at work? Fear and greed come to mind, as does social pressure, but the most important thing is hope.

There is a lot of confusion between skills, expertise and competency. Here we see how they fit together in the context of a performance model.

The skills paradigm enables 702010 experiential learning. Skills are the necessary connector between experience, learning and performance.

Who should be responsible for reskilling? The Individual, The Company or Society. The answer is all of the above. Reskilling can't happen in a vacuum