"To be a master of metaphor is the greatest thing by far. It is the one thing that cannot be learnt from others, and it is also a sign of genius." ~ Aristotle

At TeamFit, we want to see a bit of unexpected, some wabi-sabi in the world of skills. We are building a skilltuner that brings skill differences into focus.

In the future, will competency models need to cover robots? Should competency models focus on processes or outcomes? Blending learning takes on a new meaning.

With changes to how we work, every organization needs to understand its people. Call it People Analytics, Talent Managemen, or Skill Management. From recruitment agencies to the internal HR departments, regardless of motivation, everyone is trying to find out more.

"There is an un-algorithmic fingerprint to the human process that may never be replaced. This is how we will make our mark on the future." - Tim Brown

Who you are has become far more important than what you do. As jobs change and work becomes more fluid we need to look beyond roles into skills, and not just the skills most used but potential and aspirational skills.

Without a proper assessment of the skills at a company and individual level, there is no way to correctly align the strategic direction with the ability to deliver on projects that company wish to pursue.

The HR Transform conference in Las Vegas in April 2018 is a good opportunity for HR leaders to convene and explore how the changing nature of work will change HR.

TeamFit is unique in combining the skills, the experience, and the teams who successfully worked together in the past under one profile.

Knowing the trend and understanding the composition of a skill set is not a nice thing to possess - it has become a necessity.

There will be many futures of work. Which do you want to live in? Which are you preparing for? In a collaborative creative future, we need to manage our skills.

Employee engagement is about helping people to realize their potential. Surveys and rewards are window dressing. They do not get to what is essential.

Our smart phones and the apps we have on them have become our personas. Any modern approach to engagement must acknowledge this.

TeamFit builds bridges between people, teams, business units & companies. Bridges based on skills and competencies. It is these bridges that power innovation.

With machine learning data on skills and project performance combine to uncover potential and predict success. The future of skill and expertise management.

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.

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

Our assumptions shape our business and design assumptions. This is what TeamFit believes about the future of work. What do you believe?

Lawyers, accountant, firms in Architecture, Engineering & Construction all want to be business consultants. Borders are blurring. This could drive innovation.

Many large or rapidly growing companies have a person responsible for talent acquisition. Aging workforces, changing skill requirements, competition for talent are all driving interest in talent acquisition. But is talent acquisition the most important way to build capabilities? That seems unlikely.