Capability profile mapping at Map Camp 2019

1. Capability profile mapping
(and a bit of a case study)
Emily Webber
@ewebber
MapCamp 2019

2. Hello. I’m Emily
Emily Webber
@ewebber

3. We want to understand the skill
level of people across the
organisation
Emily Webber
@ewebber

4. What is your skill level
as a product manager?
1. I am an expert (stand up)
2. I need some training (hand up)
3. I need full training (sit down)
Emily Webber
@ewebber
You’ll only
get a pay rise
if you say
you’re an
expert

5. What is your skill level
as a product manager?
1. I am an expert (stand up)
2. I need some training (hand up)
3. I need full training (sit down)
Emily Webber
@ewebber
You’ll only
get a pay rise
if you say
you’re an
expert
You won’t
get any training
unless you say
you need it
now

6. Emily Webber
@ewebber
Huh?

7. Emily Webber
@ewebber
Approaching this
differently, Capability
profile mapping

8. Skills ≠ capabilities
Emily Webber
@ewebber

9. Skills
Abilities that people can learn,
develop and demonstrate
Emily Webber
@ewebber

10. Emily Webber
@ewebber
Capabilities
The application of
knowledge, skills
and experience and
to achieve an
outcome
Knowledge
SkillsExperience
(incl. local)
Capability

11. Emily Webber
@ewebber
Practice Team
The lenses for capability profiles
Individual

12. Emily Webber
@ewebber
Practice
Team
Individual
Now
0-6 months
Next
~ 6 -24 months
Future
~ 2 - 5 years
Needs and wants
for now
Needs and wants to
stay current and
develop
Needs and wants to
progress
Needs to meet
current delivery
outcomes
Needs to
meet roadmapped
delivery outcomes
Current needs
from the
organisation
Upcoming needs
from the
organisation
Future needs from
the organisation

13. Emily Webber
@ewebber
Mapping the capability
profile for a practice

14. Practice
Team
Individual
Now
0-6 months
Next
~ 6 -24 months
Future
~ 2 - 5 years
Needs and wants
for now
Needs and wants to
stay current and
develop
Needs and wants to
progress
Needs to meet
current delivery
outcomes
Needs to
meet roadmapped
delivery outcomes
Current needs
from the
organisation
Upcoming needs
from the
organisation
Future needs from
the organisation
Emily Webber
@ewebber

15. Getting the right people involved
Emily Webber
@ewebber

16. Emily Webber
@ewebber
Communities of practice
How you do it
Whatyoudodaytoday
Programmes / teams Programmes / teams
Communities
of practice

17. PhotobyJonathan
Identifying needs:
The practice capability
profile workshop
Emily Webber
@ewebber

18. Part 1:
What you do (3 questions)
In your role…
• What do you do day to day?
• What don’t you do that you think you should?
• What do you do, that you think you shouldn’t?
Emily Webber
@ewebber

19. Part 2:
What are the themes?
Emily Webber
@ewebber

20. Part 3:
What skills do we need to do
these things well?
Emily Webber
@ewebber

21. Lots of
post-it notes
and some
repeated
skills
Emily Webber
@ewebber

22. We iterated the
profile until it
was ready to
send to people
to consider
Emily Webber
@ewebber

23. Emily Webber
@ewebber
Understanding the
current condition

24. Emily Webber
@ewebber
Assessing skills and capabilities
I have no
experience
I can follow
others
I can do it on
my own
I can lead
on this
★ I want to develop this skill

25. Emily Webber
@ewebber
Dunning-Kruger effect (a cognitive bias)
Confidence
Capability

26. Emily Webber
@ewebber
Skills
Deliberate practice
and learning how to
apply those concepts
Experience
Practice over time in
different contexts,
including specific
local experience
Knowledge
Learning and
understanding
theoretical concepts
Knowledge
SkillsExperience
(incl. local)
Capability

27. Emily Webber
@ewebber
The outputs looked a bit like this

28. Emily Webber
@ewebber
And much longer

29. Emily Webber
@ewebber
Capability graph
1 2 3 4

30. Emily Webber
@ewebber
Capability graph
1 2 3 4

31. A rolled up view allows us
view the practice capability
profile, without it being
about benchmarking
individuals
Emily Webber
@ewebber

32. Emily Webber
@ewebber
Using the profiles to
move the practice
forward

33. From:
Isolated individuals and training
budgets
To:
A collection of connected
specialists who take responsibility
for their collective capability
Emily Webber
@ewebber

34. Communities jumped
straight into discussing
how to fill the gaps
Emily Webber
@ewebber

35. PhotobyJonathan
We created some
practice capability
plans
Emily Webber
@ewebber

36. A helpful reminder !
Emily Webber
@ewebber

37. Emily Webber
@ewebber
Learning new
skills and
growing
capability is
not all about
formal
training
Emily Webber
@ewebber

38. There are lots of different routes
• Self-directed (blogs, books, forums, MOOCs)
• Coaching and mentoring
• Training (internal, external)
• Communities of practice
• Conferences, meet-ups
• Contextual and experiential (pairing, deliberate
practice)
Emily Webber
@ewebber

39. PhotobyJonathan
“collaborative peer learning group(s)
… develops critical thinking, along
with problem-solving, interpersonal
and communication skills.”
Dev Ralhan, Co-founder and CEO, Next Education
India Pvt Ltd.
Emily Webber
@ewebber

40. Where else can these profiles be used
• understand and updating job descriptions
• feed into career paths and learning pathways
• a foundation for personal learning objectives
• seeing the overlaps and opportunities
between roles
Emily Webber
@ewebber

41. Emily Webber
@ewebber
The lenses for capability profiles
Future
~ 2 - 5 years
Next
~ 6 -24 months
Now
0-6 months
Practice
TeamIndividual

42. Skills and capability maps
are brilliant, as long as they
are usable
Emily Webber
@ewebber

43. Emily Webber
@ewebber
Thank you.