Skills framework AI: don't break up with skills-based yet

"It's not you, it's me," said every workforce professional to the sexy skills-based approach.

We gave it a red-hot crack. Despite our best efforts, we got the "ick," as the kids say. But before we dump a really good initiative, let's consider this. It's not "skills-based" that's the problem. A solid execution was missing from the start.

We've all been there. Diving headfirst into a new and exciting relationship. Only to realize we missed crucial steps. In this case, we overlooked "tasks" and "task allocation." Grasping the specific work and tasks required is essential. It directly informs the skills needed to complete that work. Without this understanding, we can't match skills to the people holding those jobs.

We can't blame skills-based. That's on us.

One of the biggest issues during implementation is visibility. Companies often lack visibility into the work and jobs within their own organization. No one clearly understands the work being done. Job architecture and job descriptions don't provide this context. We end up applying skills labels without truly understanding the work involved.

AI capability is compounding. Work visibility is not.

Let's course correct. Don't break up with skills-based yet. It's time for a relationship reset. Get to know the tasks. Understand the work. Then we can truly appreciate the skills that make the magic happen.

Bold take: until you understand tasks, your skills-based approach is useless

It sounded great on paper. Identify the skills needed. Find the people with those skills. Voila, you have the perfect team. But without a thorough understanding of tasks, your skills-based strategy is nothing more than an empty promise.

Tasks are the foundation upon which skills are built. Work has tasks. Tasks need skills. People have skills. They are the specific actions that drive your business forward. The gears that keep the machine running. Understanding your business's Work Context, a comprehensive structure which unbundles traditional job architectures into atomized components, ensures that every task is identified, understood, and allocated.

Take Reckitt, for example. A global leader in health, hygiene, and nutrition products. In a recent Fireside Chat, Reckitt's leadership discussed their approach to workforce strategy. They highlighted how thorough task analysis pinpointed the exact skills needed. This led to a more efficient and motivated workforce.

From Job Architecture to Work Architecture.

Realizing our people's potential is vital for every organization to thrive. But let's not get lost in buzzwords and shiny strategies. A skills-based approach succeeds only when grounded in a solid understanding of work. We must ensure new and existing roles are clearly defined. They must align with the tasks that drive our businesses forward.

Responsible take: don't let the hard work go to waste. Course correct.

It's leadership's job to do the legwork. Establish your organization's Work Context. Then all the effort in taking a skills-based approach wasn't wasted. Consider how you unbundle the work being done. Understand the tasks that need to be accomplished. Reskill people to do work they are good at, want to do, and find meaningful. Understanding tasks and reskilling is essential for future-proofing teams.

The time, energy, and resources invested in skills-based are valuable. By integrating the task piece now, all that hard work pays off. Developing a common language for work ensures alignment. Tasks match with skills effectively. This leads to a more engaged, efficient, and future-ready workforce.

Let's lead the charge in building a skills-based workforce that actually works.