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Over two decades of experience and more than 1,000 successful implementations have taught me one thing: a skills matrix is not just a tool, but a mindset. From UK financial services to US aerospace, I’ve worked with organisations of all sizes to unlock their team’s potential and drive real results. Curious about how the right approach can transform your business?
Leadership
A skills matrix is a visual tool that maps the skills and competencies of individuals within a team or organisation. It provides a clear snapshot of who can do what, where skills gaps may exist, and how capabilities align with business needs. At its core, a skills matrix isn’t just about assessing skills, it’s about empowering teams, fostering growth, and ensuring everyone knows their role in achieving shared success be it in a team, a project or wider organisation. This article is for leaders, managers, and HR professionals who want to create a culture of capability and engagement within their organisations. Whether you’re new to skills matrices or looking to refine your current approach, the insights here will help you unlock the full potential of your team. I truly hope that you find this of value when implementing your matrix. If you have any questions you can reach out to me directly ams@upleashed.com or contact the team at upleashed here. Thank you, Alex.
I’ve outlined my top 12 tips and observations below. These aren’t listed in any particular priority, however each one is critical to success in its own way. I highly recommend reading them all to truly excel at creating and implementing a successful skills matrix.
A skills matrix isn’t just about ticking boxes; it’s about understanding the human behind each one. The best implementations go beyond binary "skilled/not skilled" assessments, recognising the developmental stages of each capability. Not all roles require training in every skill; for example, in a logistics team, not everyone needs to be skilled in 'forklift operation' as it’s specific to certain roles. Additionally, development takes time, so a level '0' (see below) rating may indicate no expectation for proficiency within a certain period of time, for example the next 12 months, while a level 1 rating reflects an expectation to become proficient within a defined period, rather than leaving it open-ended, potentially for years. Acknowledging these nuances ensures the matrix is tailored, practical, and meaningful! For example, frameworks like the upleashed skills matrix capability framework (shown below) offers a structured way to measure skills consistently. Sharing this framework widely promotes transparency, ensuring individuals understand what each competency level means and how to progress. It’s a simple yet powerful way to inspire fairness and confidence in the process.
Capabilities and responsibilities develop over time
New processes, changes in existing procedures, fresh rules, or lack of practice can temporarily lower an individual's performance ability.
ACTION: Take your time first to develop a clear meaning of what each capability level means. Make sure it is tangible and avoid vauge skill level definitions. Once ready, lock it in and then share far and wide within your team, project or organiation to ensure everyone understands.
My TOP Tip!
"Feel free to use our upleashed Capability Framework above as a starting point to create a competency framework policy that reflects genuine skill development over time (we would just ask that you reference upleashed if used please!). Collaborate with other leaders and engage your team to define clear, consistent levels of skill. To test its accuracy, ask a leader from another department to rate one of your team members using the framework; if their assessment aligns with yours, you’ve likely got it right. Lock in your framework and avoid frequent (if any) changes to maintain consistency." - AMS
Upleashed skills matrix on display. Download your upleashed skills matrix template here.
Sharing a skills matrix openly with your team, whether through email, a shared platform, or even printing it for a visible wall display can initially bring up psychological fears. However, when managers create a culture of shared development, this fear largely diminishes (trust me!). Open communication helps remove the stress and anxiety often associated with development by focusing on collaboration and growth rather than judgement. Put another way - a sure-fire way to slow down skill development (or stall it altogether) is to avoid communicating clearly about the skills matrix! Transparency and encouragement transform the matrix into a tool for empowerment. It signals that skill-building is a shared journey of the team, not a solitary task. It’s also important to remember that development is not just about improving technical skills. Emotional intelligence and soft skills requirements have soared over the last decade and are critical for business success. Recognising and fostering attributes like empathy, adaptability, and effective communication within the matrix framework ensures a holistic approach to true team capability.
ACTION: Build trust by sharing your skills matrix openly and promoting dialogue about skill development within the team.
"My best experience is when a company prints or constantly displays the latest skills matrix in a visible space for the team to see, but crucially to discuss. Keep it updated weekly, involve it in your team discussions, and ask individuals what skills they’d like to develop. Over time, this normalises skills development as part of your routine and strengthens your team’s commitment to growth." - AMS
Some managers may limit the potential of a skills matrix by keeping its benefits siloed. The best leaders in my experience though share their matrix insights openly with others in management. These are typically the team leaders and managers that go on to develop into more senior roles. Why? Because when leaders invest in other leaders, the entire organisation benefits. Shared knowledge means:
Break down barriers between teams by openly sharing skills matrix insights. Collaboration fosters alignment and stronger outcomes across the organisation.
Open knowledge-sharing through skills matrices dismantles silos, encouraging teams to work together seamlessly and communicate effectively.
Empower leaders to inspire others. When managers support collective growth, the entire company moves toward a shared vision of success.
It’s about creating a culture of collaboration and collective success.
ACTION: Share your skills matrix insights with other leaders to encourage cross-departmental collaboration and collective success.
"The best managers I’ve seen make skills development a regular discussion point in leadership meetings or with other team managers. They openly share the benefits and offer support to help others understand the concept. A powerful perspective I once heard was this: “If you have a team of 10 with a collective capability of 50%, do you effectively only have a team of 5?” This mindset highlights how investing in skills drives efficiency. But remember, it’s not just about the numbers - it’s about the people!! Focus on growth, collaboration, and empowerment, and the results will follow." - AMS
Not every skills matrix implementation succeeds 😔. When a matrix is developed and then left to gather dust, team members lose faith in the process (or worse they have a negative view towards the companies approach / your approach to skills development). It becomes another management fad. Worse still, if employees are treated as numbers to be measured rather than partners in their own growth, the matrix can feel like a punishment rather than an opportunity. A successful skills matrix is owned, shared, and developed by the team - everyone! 🥇. It’s not just a task to tick off; it’s a collaborative effort that engages each and every team member. Teams that feel involved are more likely to embrace the process and see its value.
ACTION: Keep your skills matrix active by making it a collaborative and ongoing part of team development.
"A successful skills matrix is never static. Revisit it regularly during team meetings and ensure it reflects current goals and challenges. Engage your team in discussions about their growth and how they can contribute to improving team capability. Remember, collaboration and engagement are the keys to success." - AMS
One of the most important success factors I’ve seen is speed. No matter what, the key is to get started. Start simple, a spreadsheet template is fine… REALLY!! As you grow and expand, you can explore specific software solutions like Ability6, AG5, Skills Base, Team Guru, Think Eleven, or Free Skills Matrix to widen and enhance your approach. Starting with costly software from day one can test your patience. Getting past internal IT and financial gatekeepers often takes time and energy - i've seen first hand numerous genuine attempts to implement a skills matrix fail becuase of these barriers. Don’t ask for more than you need at the start. Remember, your aim is to build capability. Keep it simple and focused so everyone comes along on the journey. To build internal confidence in the solution, trial a skills matrix with one team first. Choose an engaged and motivated team leader or manager (or yourself) who can lead with confidence. A strong leader can demonstrate how developing capability improves motivation and results. When other team leaders witness the success of the solution in action, they are more likely to commit the time and effort it deserves.
ACTION: Start simple and focus on building confidence in the process before expanding to more advanced tools.
"Trial your skills matrix with a small, motivated team and keep it simple at first. Use the early wins to inspire other leaders and build confidence across your organisation. Remember, speed and simplicity are key to getting started." - AMS
When creating your first skills matrix, simplicity is key. It can be tempting to list every possible skill or break them down into overly detailed steps. However, this can quickly become overwhelming, especially when scaling across a team or organisation. Instead, focus on the most impactful skills that align with your team’s objectives. A critical decision to make upfront is whether to include just technical skills or a combination of technical and soft skills. For example: > Technical skills: Proficiency in specific tools, systems, or processes (e.g., Excel, regulatory compliance, or machine operation). > Soft skills: Communication, adaptability, leadership, or emotional intelligence. For your first iteration, apply Pareto’s 80/20 principle. Identify the 20% of skills that drive 80% of your team’s output. Keep it tangible enough to measure without overburdening the process. Or, to get started and build a proof of concept limit your matrix to the top 20 or 30 skills required per team or project. Remember, its easier to start small and expand your matrix later, than to be overly detailed and risk overwhelming your team.
ACTION: Decide early whether to focus on technical skills alone or a mix of technical and soft skills. Start with the most impactful skills and refine as you go.
"As I say, don’t try to boil the ocean on your first skills matrix. Keep the list focused and actionable. Decide upfront whether to include soft skills alongside technical ones. Starting simple builds momentum, and you can always expand in future iterations." - AMS
What is everyone talking about at the moment? Yes, AI. More specifically, Generative AI (GenAI); things like ChatGPT, Gemini, and a growing list of GenAI apps, many of which owe their momentum to OpenAI’s groundwork. The reason I’m bringing this up is that it perfectly illustrates how skills are constantly evolving. Whether it’s adapting to new technology, responding to regulatory changes, dealing with competitive pressures, or even adjusting to shifts in government policy, the landscape is always changing. That’s why your skills matrix needs to be dynamic. Try discussing the matrix weekly with your team, even a five-minute conversation can go a long way in keeping it relevant. At least once a quarter, conduct a deeper analysis of the skills your team needs to succeed. Involve as many stakeholders as possible, especially your team members; they are the ones in the trenches every day. Not only will they provide valuable insights, but engaging them in the process shows you value their input and expertise.
ACTION: Make weekly skills discussions part of your routine and conduct quarterly reviews with your team to ensure skills stay relevant and aligned with emerging trends.
"Dedicate 5 minutes in your weekly team meetings to discuss skill development. Then, every quarter, dive deeper with your team and key stakeholders to review and refine the matrix. When people feel heard and involved, they are more likely to embrace change and contribute to success." - AMS
Having spent over two decades delivering skills matrix solutions to thousands of companies, I’ve identified one potentially significant risk. While the skills matrix is excellent at identifying and closing skills gaps, it can inadvertently reinforce outdated or inefficient processes if you’re not careful! As a manager, you also need to assess when the process behind those skills was last developed or optimised (if at all??). This subtly ties into the importance of adapting to the times (section above). Let’s take the example of Financial Due Diligence -a process that should always be thorough. In the UK its not uncommon to find financial services companies that have operated for over 100 years, and with deep heritage (and sometimes without it) often comes the mindset of “this is how we’ve always done it.” Add to that the well-documented human reluctance to change, and it’s easy to see how processes can remain stagnant. Some processes may not leverage the latest technology, haven’t undergone a lean or optimisation review, or are out of touch with modern customer expectations (for example, most customers now expect app-based solutions).
The simple, award-winning Microsoft Excel Skills Matrix by upleashed® - no subscription, research-backed. For processes and skills procedures, you can clearly select a 'Last Reviewed' date marker: Last 3 Months, Last 6 Months, Last 12 Months, or More than 12 Months ago.
ACTION: Include a “Last Reviewed” date against every process or skill in your matrix to ensure training aligns with current and future business needs. This really only relates to your technical skills, rarely relvant to soft-skills.
" Use the upleashed skills matrix template - it has a built-in “Last Reviewed” marker that automatically changes colour to highlight overdue updates. While you can’t fix everything overnight (unless you have a magic wand, in which case, can I borrow it?), this tool helps you prioritise improvements and keep your business ahead of the curve." - AMS
A lack of training doesn’t just limit an employee’s growth, it creates stress, frustration, and disengagement. A recent survey by the New York Post revealed that 43% of U.S. frontline workers attribute their work-related stress to insufficient skills, leaving them feeling overwhelmed and more prone to mistakes. This is compounded by the Chartered Management Institute’s (CMI) study, which found that untrained or poorly trained managers significantly contribute to toxic workplace cultures, driving one in three employees to leave their roles! When employees lack the confidence that comes with proper training, they feel unsupported and undervalued, leading to stress and, ultimately, higher turnover rates. However, when organisations invest in robust training and leadership development, employees feel more motivated, satisfied, and engaged, resulting in greater productivity and harmony within teams. The Solution: Use a skills matrix to identify training gaps and create tailored development plans. Make skills development a regular part of your team’s conversations. Even a five-minute discussion during weekly meetings can reassure employees that their growth is a priority, while quarterly deep dives into the matrix allow for targeted improvements.
ACTION: Use your skills matrix to pinpoint and close skill gaps, ensuring employees feel confident and capable in their roles. Promote a culture where training is proactive and stress is reduced by providing clear development pathways.
"In my experience, the best teams make skills development a central focus. Use your skills matrix to identify and address gaps early. Discuss it briefly during weekly meetings to show ongoing commitment, and dedicate quarterly sessions to dive deeper and plan targeted improvements. When employees feel supported in their development, workplace stress decreases, and team harmony increases. - trust in the process!" - AMS
Investing in employee training delivers not only improved skills but also measurable financial results. According to a study highlighted in Forbes, companies with comprehensive training programmes experience 218% higher income per employee and a 24% higher profit margin compared to those without formalised training. Additionally, Gallup research shows that companies are 17% more productive and 21% more profitable when employees receive the training they need. Training also significantly boosts job performance and engagement. Nearly 60% of employees report that training directly improves their job performance, while 92% say that workplace training positively impacts their engagement (SurveyMonkey and Axonify). Moreover, over 90% of employees are less likely to quit if development opportunities are provided (LinkedIn)—showing how investment in skills can improve both retention and organisational stability. These financial and engagement benefits ripple throughout the organisation. Employees who feel supported and capable perform better, reduce errors, and contribute to smoother operations. With a clear skills development strategy, organisations can align training efforts to business goals, resulting in a stronger bottom line.
Skills development doesn’t just enhance employees—it transforms organisations. Discover how improvements in autonomy, motivation, and engagement lead to happier customers and business success. #skillsmatrix #capabilitydevelopment #effectivemanagement
ACTION: Leverage your skills matrix to prioritise training investments that align with your organisation’s goals. Focus on high-impact areas that directly enhance productivity and profitability.
"The best organisations I’ve worked with use their skills matrix not just as a tracking tool but as a strategic driver. Focus on high-value training areas that align with your business objectives and regularly update the matrix to reflect evolving needs. When employees feel empowered, both productivity and profitability soar." - AMS
Progress, no matter how small, deserves recognition. Why? Because celebrating achievements, whether it's an individual mastering a new skill, a team hitting a key milestone, or an entire department exceeding expectations - recognition builds momentum and strengthens engagement. In the context of a skills matrix, these moments highlight the journey of capability development, turning numbers into human stories of growth. A well-implemented skills matrix should feel alive, constantly evolving as your team advances. When progress is celebrated, it motivates individuals to keep pushing forward and signals that their efforts matter. Recognition fosters a culture where people feel valued, contributing to increased morale and a greater sense of purpose. This is where the true power of the matrix shines: it’s not just a tool to identify gaps but a mechanism to spotlight success and inspire ongoing development. Celebrating progress also reinforces the role of the matrix in your organisation. It’s a visible reminder that the process works, that efforts to improve skills and capabilities yield tangible, visible results. From simple shoutouts in meetings to quarterly reviews that highlight team wins, embedding celebrations into your culture sustains motivation and drives continuous improvement.
ACTION: Incorporate celebrations into your skills matrix routine. Recognise achievements, big or small, frequently and genuinely to reinforce a culture of growth and engagement.
"In my experience, the most effective celebrations don’t have to be grand. A quick mention during a team meeting, a congratulatory email, or a small reward can make all the difference. It’s not about the size of the gesture—it’s about showing that progress matters. Make it a habit to recognise and celebrate skills growth, and you’ll see your team thrive." - AMS
A skills matrix isn’t just a tool; it’s a mindset. It’s about investing in people, fostering growth, and creating an environment where everyone thrives. Great businesses aren’t great on their own, they are a reflection of their people, led by individuals who truly care. Great leaders understand that their role is to inspire, develop, and empower. They see potential not in processes or systems, but in people. They recognise that building capabilities isn’t just about closing skill gaps; it’s about unlocking opportunities for individuals, teams, and organisations alike. When leaders care, invest, and engage, the impact ripples across the entire organisation. So, the next time you look at a skills matrix, don’t just see rows and columns. See your people, their potential, their growth, and the extraordinary outcomes they can achieve when guided by great leadership.
Your team’s potential is waiting to be unlocked. If you need any help or guidance along the way, we’re here to support you.
See our Excel Skills Matrix in action below.
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