Jul 13, 2026 · 47 min · 11 segments
As AI transforms the way work gets done, many organizations are trying to understand the skills they need today, as well as the expertise they'll need tomorrow. In this week's episode, Cammy and…
Koreen PaganoGuest
Cammy BeanHostGemma TowerseyHostLet's start with just a simple what is a skills-based org [laughs] and how is it different to what we've been used to?
Yeah, I, I actually love this question because I think when people think, um, about that term skills-based organizations, they think that it is, um...
it has to be org-wide, it has to be this, like, very big complicated, um, data project.
But, um, I like to think of it more as organizations that are interested in being more data-driven about their people, and specifically the capabilities of their workforce.
So organizations usually, um, historically have had pretty limited information around people's capabilities, and becoming skills-based means that they're interested in, um, having more data about people's capabilities and leveraging that data to make decisions.
I think, um, you know, in L&D, uh, a big one is how do you know what skills you need and what skills you have, and then how do you develop new skills that are required for the work to be done.
Um, but there's lots of other skills use cases like hiring, um, and succession planning, thinking about, um, skills-based performance management and creating relationships, um, between managers and their teams around developing skills.
Like, you can kind of think about any place where people decisions are made and then think about, um, whether having more data about people's capabilities would make those conversations or decisions more data-driven.
Let's start with just a simple what is a skills-based org [laughs] and how is it different to what we've been used to?
Yeah, I, I actually love this question because I think when people think, um, about that term skills-based organizations, they think that it is, um...
it has to be org-wide, it has to be this, like, very big complicated, um, data project.
But, um, I like to think of it more as organizations that are interested in being more data-driven about their people, and specifically the capabilities of their workforce.
So organizations usually, um, historically have had pretty limited information around people's capabilities, and becoming skills-based means that they're interested in, um, having more data about people's capabilities and leveraging that data to make decisions.
I think, um, you know, in L&D, uh, a big one is how do you know what skills you need and what skills you have, and then how do you develop new skills that are required for the work to be done.
Um, but there's lots of other skills use cases like hiring, um, and succession planning, thinking about, um, skills-based performance management and creating relationships, um, between managers and their teams around developing skills.
Like, you can kind of think about any place where people decisions are made and then think about, um, whether having more data about people's capabilities would make those conversations or decisions more data-driven.
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