A different take on ChatGPT by someone from a tribe of artists. Is more technology a good thing? And if it is, then where does an artist sits on a panel discussing AI-generated content. What is your take on this?

Another post from the Core Concept Series looking at A Skill Assessment. What is it. What are the different types of a Skill Assessment and how Ibbaka Talio fits in it.

Context definition - "The circumstances that form the setting for an event, statement, or idea and in terms of which it can be fully understood and assessed." We need context for every experience we have, especially when we try to determine someone's performance. So, how does this really work?

Is it possible to use meditative techniques to leap forward in a crisis situation? Perhaps it is, and there are a few cues that can be found in books that, at first glance, are not connected. But just wait and see what lessons can be learned.

There are many ways how to organize large lists. They can be sorted in alphabetical order or, perhaps, by meaning. We use lists all the time. Nothing special about this, but alphabetical ordering is only possible in languages possessing an alphabet. Isn't that interesting? What about skills? How to organize them, and why?

If letters are shapes indicating sounds or voices, what are skills? A set of proxies describing an action or a desired outcome? When you think of a skill, what do you see? It is an abstract concept; as with anything abstract, the key to understanding it is the context in which the concept appears.

Sooner or later, everyone discovers what they are good at, what comes naturally, is effortless, and simultaneously provides a lot of satisfaction. That's Talent. What about Knowledge? Is it part of Talent, or does it exist independently? And Skills? Where and how do they fit in?

From an old toy to data curation, data organization, data collection and a few more thoughts in between. What our likes or dislikes say about us, and there is a way to predict what skills should land on a skill profile.

One of the biggest failings of many corporate competency frameworks is a lack of engagement with employees and managers. This is often due to lack of engagement with the ground truth of people’s work during the development of the model and a misalignment of goals around what these models should be used for. Try a bottom up approach to competency model development.

When acquiring a new skill, is the desire and a clear intention necessary for success? How about swimming? What other skills may we need to swim, especially in cold water, without wearing a wet suit? Breathing is the answer, and it is not only for swimming. Is the distance or time that matters when the temperature is 14ºC? What if it drops to 10ºC?

A well-organized list of skills, competencies, and behaviours will impress the recruiter and make the AI software that often does the initial scan through the applicants happy. It is a necessity. However, wouldn’t it be better to have a dynamic resume that changes along the career path? Skills can be arranged in many ways to tell a compelling story.

Apart from the new name—Ibbaka Talio—in the 14.6 release, we have included a new user management feature for corporate users. In addition, we have also opened the skill coverage tool along with the new Skill Bars, Skill and Learning Resources Cards and a detailed SkillRank™ and experience for each skill.

How do you go about measuring role coverage and skill gaps at the organizational level? There are a series of steps one takes to do this. This post covers the key things you need to know if you have the right people and enough people for the critical roles that will drive growth.