Make the skills gap observable
Define current skill level, required skill level, and evidence before choosing a talent action.
Principle: If the skill cannot be observed, the gap cannot be planned. A skills gap is not a vague anxiety about the future. It is the difference between required capability and demonstrated current capability, at a specific level of proficiency, for a specific body of work. Good skills-gap analysis defines the work first, then the skill, then the evidence. For example, "prompting" is too broad. "Can design evaluation prompts for customer-support summaries and spot hallucinated policy claims" is observable. This matters because different gaps need different remedies. Awareness gaps can be fixed with short learning. Practice gaps need guided reps.…
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