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Definition
Identifying skill gaps starts with defining the expected capability for a role or team and then collecting consistent evidence to compare current capability to that target.
Structured approach
Begin with capability targets, gather triangulated evidence using a consistent rubric, and then convert findings into prioritised actions (hire, train, redesign).
Practical steps
- Use role expectations from a pillar page or competency framework
- Assess current capability with the same rubric across comparable roles
- Capture evidence from work samples, manager calibration, or structured interviews
- Separate critical gaps from nice-to-have gaps before deciding interventions
Example: engineering teams
For a launch-focused team, define the required deployment and reliability skills, run an assessment, and prioritise short-term mitigations and longer-term hires based on impact.
FAQ
- What is the first step? — Define expected capability, not start with ratings.
- When to use software? — When you need versioning, reporting, and repeatable action across many teams.
How this connects to engineering leadership decisions
Engineering leaders need more than a definition. They need a way to connect role expectations, assessment evidence, and team-level reporting to decisions about staffing, coaching, and execution risk. That is why StrengthsOS ties frameworks, assessments, reports, and growth planning together in one workflow.