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this is an example of a skills and training matrix now if you're familiar with skills matrices you'll know that they give you a current view of team capability what this management tool does is it is it extends that to also encapsulate target scores so whilst it may look a little bit complex to to begin with let me explain the report so we have our processes skills or competencies listed along the top we have our team members and their role listed along the left and then we have a score which is a color which indicates indicates their current capability so x means they're exempt from the skill one they're not yet capable but required to be skilled in that specific task or process two they're starting to show capability uh training is is very much underway three they're fully capable now this is they've done all of the training and they've also evidence that they can meet the quality and skills requirement of that that process or skill four is they're an expert and or can train others it's important to identify and distinguish between expert and capable so that you can actually spread the responsibility of training if you improve or if you create a a talent pool where you can have multiple training sessions happening at once you can upskill far far quicker so once we've allocated a score against the current capability of an individual so we can see here that halam is level three in assist advisor with pro preparing for a client meeting we can start to actually set an expectation of where we want him to be proficient so halam is currently three but we want him to be four he is already four in complete follow-up with tasks that result from client meeting so he's meeting his objectives if we look across the far right hand side what we can see here is a count of capability so the system automatically or the excel spreadsheet in this example automatically counts all of the capable levels of skill now of the 13 tasks he's capable in all 13. so he he doesn't have a a gap in terms of improving to a capable level he does have some opportunity to improve to become an expert in certain areas and his overall current capability score is 96.2 percent because we're expecting him to be four in everything his target capability score is 100 percent so it gives halam a road map of where he needs to be focus his efforts to be more proficient if we look at someone else within the the matrix for example tyler j tyler j is currently one in assist advisor with preparing for client meetings but the team manager has allocated a target expectation or proficiency expectation of level two now this is a fluid report as a team manager you're constantly addressing skills shortages and moving the team uh iterate iteratively in terms of its performance so tyler j he he is currently capable in six of the 13 skills that exists within the team we can see one two three four five six we've set expectations for him to be proficient in 12 of the 13. therefore there is a capability gap specifically for for tyler of six processors he's currently 55.8 proficient and we expect him to be 73.1 percent when all of those targets are realized now we can also see the capability coverage per skill and task so if we look at assist advisor with preparing for client meeting we have six people that are currently capable at that skill but we're wanting to get that to 14 so we have a capability gap of eight we have a proficiency of 56.7 percent for that one process and our targets get us our targets when realized will get us to eighty percent in the bottom right hand corner we can see current versus target uh absolute capability so as a team we're 59.18 proficient we're going to get to just shy or just over 80 when our targets are realized but then we also have a further 21 which would be future target setting if we go back to the top of the report we can see these charts move with the data so the red line is where we want people to get to the black line is where they currently are and the gap in between is the target so that's what we've got to fill in order to realize our target now as a team uh we can see here that we're we're currently within the broadening capability phase we we've set targets that will get us to the broad expertise phase now it may be when you create your initial skills matrix that this is quite low you may be in broad inability or developing capability but your targets when they're set iteratively and we would suggest say quarterly for that for that um target setting for your team you can start to move the and progress your team in terms of its overall proficiency throughout the year the reason we have this as a one-page is simply so that you can print it and share it with the team it's incredibly impactful for individuals within the team to be able to see at a very granular level what capabilities are required within the team where they currently are and what targets have been agreed between the team member and the team manager or supervisor in terms of their training and development what we see at the top here is your team name so when you populate your team name it will change the title your name is the team manager the number of team members and skills recorded is is automatically produced taken from the report current team capability score and target team capability score are also taken from the report the only thing you have to complete here is when you expect to realize this set of of of targets as a team and again we would suggest doing it quarterly but reviewing with your team members this information uh on a regular you know weekly bi-weekly basis uh and trying to work to reduce these capability gaps and improve overall skills capability you can download this template from skillsmatrixtemplate.com and if you have any questions you can reach out to us at hello at ability6.com or you can call us on 03043 8943 we can also produce bespoke reports and analysis if that's required the next once you get to this level the next level up would be to use the cloud-based platform at ability6.com uh that will allow you to manage multiple teams larger teams uh and really uh take advantage of much more detailed analytics um but hey ho hopefully you found this useful um if you have any questions comment in the video below please do like it as well because that helps us share best practice with other team managers and hopefully works to improve the capability of of of teams around the world thank you