If your teams suffer from a serious skills gap, it might be time to take their learning to the next level. <ul><li>It could mean keeping a slack channel open for sharing learning materials. People naturally like to help each other learn and to learn from each other.</li><li>Offering to pay for things like conference tickets, books, and courses is another way to encourage people to take the opportunity to learn.</li></ul>

Foster a culture of learning

You could set up a monthly learning meeting, where a team member with a certain speciality gives a mini talk or a demonstration on something they’re an expert in. This helps to build the skillset across the team, but also fosters respect and understanding among your teammates.

Get cross-functional teams involved

As a team leader, you’re more likely to run a skills gap analysis for individual team members than you are for the entire department.<ul><li>Step 1: Identify skills. Figure out which skills are the most necessary in your teams, including the ones your team already know.</li><li>Step 2: Measure skills. Ask them to rate their proficiency level on a scale from 1–10. If they know that the analysis is to help them grow they’ll be more comfortable telling the truth.</li><li>Step 3: Take action.</li></ul>

How to Run a Skills Gap Analysis

The first step in addressing knowledge gaps in teams is to understand where those gaps lie. Make sure your teams know that you’re running this analysis in order to prove that they deserve resources for training and growth.

Run a skills gap analysis

If your employees aren’t allowed to grow, your company cannot grow. At worst, your employees might up and leave for a company that values their development more than you do. Your boss is concerned about business goals.  Convince them that investing in your teams skills and knowledge is another step towards achieving your business goals.

Convincing Management To Sign Off On Training

Part of being a leader is being able to be constructively critical of your teammates, which means addressing their knowledge gaps. There’s a right way and a wrong way to go about it.

Bridge Knowledge Gaps

Many employees will feel uneasy asking for training. However, if you genuinely listen to your teammates, they'll let you know what skills they think they're missing out on. For example: "Here are the wireframes I've been working on. It's been a while since I did anything like that, so let me know if they're OK."

Listen to your teams

When you identify an opportunity for growth within your teams, don't lead with 'you don't know X'; lead with 'here's how you can learn more about X.'Instead of saying: "I noticed that there are a lot of mistakes when you work with data, and there are key insights that you're missing," try "Hey, I came across something that might interest you ." Admitting that you don't know everything and need to brush up on some things helps your teammates feel more comfortable talking about their shortcomings with you.

Offer solutions

As a team leader, you want to be friends with your teams. You want to uplift them and empower them to do their best work, meet their targets, and grow as professionals. In the spirit of uplifting…

Run a skills gap analysis

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