Kaisa Savola

The difference between knowing and not knowing what you don’t know can be a game-changer for an organization. An organization that doesn’t know what it doesn’t know will struggle to make meaningful progress and may fail to succeed.

Does your organization have the skills and competencies to execute your strategy? From defining key capabilities to using tools like Skilbit, this blog gives practical steps to ensure your people are equipped to bring your strategy to life.

Companies must address the challenges head-on to successfully transition to a skills-based organization. A phased implementation approach, starting with small, manageable pilot projects and gradually expanding is a great way to start.

Discover how a skills-based organization can boost agility, improve talent retention, and foster continuous learning. This guide covers the key benefits, challenges, and strategies for a successful transformation.

Run your business like an aquarium, where everybody can see what’s going on, know what skills you have, what skills are needed, and who is building them.

As we enter 2024, the symbiotic relationship between skills and business objectives becomes more crucial than ever. Through skills assessment, visualization, and strategic skill development, you can navigate the complexities of tomorrow's business.

3 steps to successful business and people development: identify your organization's current skills, critical and strategic skills, and close the skill gaps with systematic people development.

Investing in skills assessment tools can significantly reduce employee turnover rates. Studies show that organizations using these tools have a 20% lower turnover rate, while companies investing in employees' skills see a reduction of up to 30%.

Staying competitive requires more than just a solid business plan - it requires an understanding of what skills you need, to stay competitive and a plan to develop those skills. This blog will share insights into the why and offer concretes steps to

Understanding the skills needed to succeed offers several benefits to both the company and its employees. Communicate the skills in a visual way to create better strategic alignment, innovation, and career growth opportunities.

The Skills-based job profiles, skills assessment, continuous learning, and development process along with regular check-ins will help keep your people skilled and organization competitive!

Upskilling refers to acquiring new or additional skills and knowledge to enhance one's capabilities and job performance. It is an essential ingredient in boosting employee engagement and retention within an organization.

Imagine if only 1 in 9 of your employees said their skills and talents are used to their full potential (SOURCE: Insync Surveys’ staff survey). Your organization is brimming with untapped potential just waiting to be harnessed!

In today's dynamic and competitive business landscape, a company's success relies heavily on its employees' personal growth and development.

The lack of career development and advancement opportunities was the #1 reason for people quitting their jobs during April 21 - 22 (McKinsey’s Global Attrition research).

A skills gap analysis is an evaluation of current skill sets and abilities, compared to the required skill sets and abilities for a particular job or for the company. In other words, skills gap analysis determines the gaps that exist between employee

There are multiple ways to develop one’s skills and talent at work. It should be in every company’s interest to ensure their people’s market value stays valid or increases – as this is a great way to retain and attract talents. 

With the changes of what matters to employees and what they’re looking for at work, it’s more crucial now than ever before to develop solid strategies that truly put employees at the center to retain a world-class workforce.

Many simply work based on gut feelings and internal surveys, and that may have worked well enough in the past, but today, the need to rethink how you develop a skills-based organization is clear.

Leading firms are focusing on skills rather than jobs as the basis of work and the role itself; we call this the skills-based organization. What is the benefit of it and why does it matter?

Leadership in an organization is built on its values, and transparency is one of the most effective. It can be tricky to attain it, but once you do, a good relationship ensues between the organization, its management, and employees.

Setting goals for professional development could significantly benefit your business and the professionals who make it what it is.

“95 percent of managers are dissatisfied with the way their companies conduct performance reviews, and nearly 90 percent of HR leaders say the process doesn’t even yield accurate information.”

This blog post takes you back to the roots of Talbit and talks about what Talbit really is, why it exists and the value it delivers for your organization.

OKRs are simple to understand yet difficult to master and implement accurately. Here are the top 11 OKR challenges to overcome.

Writing great key results is a hard skill to master. However, it is said that once you master the technique, the difference is dramatic.

Picking the right Objectives is relatively harder than you might think. Setting the right Objective at the right time is even more difficult.

How can you get started with OKRs? In this blog we provide you with steps for implementing your OKR program, before, during, and after implementation.

You have heard of OKRs but not sure what are they and what makes them different from alternatives? You’re in the right place.

Why did we choose OKR as the framework for Talbit? Simply, because it works and it reflects our core values: transparency, equity, and employee-driven.

An employee driven development process is one of the most effective driver for stream lining your talent management to reach its full potential. It is also a great method towards transformation.

To keep the course, company goals and expectations should be revisited throughout the year on a systematic and regular basis.

How can organizations address the issues of broken or missing communication and implementation to successfully pursue their strategies?