Skills Gap Analysis Techniques

I didn’t pass my CIA (Certified Internal Auditor) Challenge Exam, missing the 600 mark by 18. Walking out of the Pearson VUE exam center this afternoon was quite devastating. But at this point, no amount of disappointment will change the outcome. The only way forward is to introspect, learn from my mistakes, and come back stronger. Looking back, here are some key learnings or rather, missed opportunities that I believe contributed to this result: 1️⃣ Underestimating Section 3 - Business Knowledge for IA – This section accounts for 20% of the exam. I primarily focused on Financial and Managerial Accounting due to their complexity, but the actual exam had a stronger emphasis on Organizational Objectives and Structure, areas I didn’t prioritize enough. 2️⃣ Poor Planning – I left a significant portion of my revision for the last leg of preparation. Even after identifying weaker areas, I didn’t cover them in enough depth, which ultimately impacted my performance. 3️⃣ Impatience and Burnout – I was in a rush to complete my CIA certification, underestimating the importance of a well-rested mind. The past 2.5 years have been packed with academic commitments, completing my master’s degree and earning my CISA certification. That fatigue caught up with me, affecting my focus and retention. 4️⃣ Timing of additional study materials – I invested in Gleim Exam Prep materials in addition to IIA resources, which was a great decision. However, I introduced them too late, just a month before the exam, leaving me with little time to utilize them effectively. 5️⃣ Overlooking my professional experience gap – My audit and assurance expertise is primarily in Regulatory/Non-Financial, Compliance, and ITGC areas. However, the exam tested knowledge across broader domains like Human Resources, Procurement, Sales, Marketing, and Logistics. I should have dedicated more time to strengthening my understanding in these areas. I am sharing these reflections because if you're preparing for the CIA Challenge Exam and resonate with any of these challenges, I encourage you to align your preparation accordingly. With the IIA-The Institute of Internal Auditors set to introduce the new Global Internal Audit Standards in 2025, there’s still some uncertainty about how the curriculum will evolve. However, the CIA Challenge Exam will continue with the current syllabus until end of 2025. For now, I’m exhausted and will take my time before making a strong comeback. While most LinkedIn posts highlight success stories, I wanted to share an experience that wasn’t all sunshine and celebration because that’s how life is, bittersweet. If you have any questions about my experience or need any guidance, feel free to comment or DM me. I’ll be happy to assist in any way I can. Anup Singh, CISA® #CIAExam #InternalAudit #AuditProfessionals #ProfessionalDevelopment #NeverGiveUp #Resilience #LessonsLearned #AuditCommunity #ContinuousLearning #IIA #KeepGoing LinkedIn

Your best rep converts at 52% while others struggle at 19%. You think it’s a talent issue. Psst… It's not talent. After analyzing 100+ sales teams, I've discovered what's really behind performance gaps. Most revenue leaders assume it's talent and throw money at symptoms: → Implement MEDDIC when only 30% have qualification issues → Hire more reps when the problem is conversion rates → Roll out Challenger when the gap is discovery skills Let me give you some real client examples why it’s not a talent issue 👇 A fintech company spent $280K rebuilding lead generation when the real problem was discovery calls averaging 22 minutes instead of 47 minutes like their top performer. One methodology change fixed it in 30 days. Your top performer hasn't gotten lucky. She's cracked a code others haven't. A cybersecurity company hitting 43% of $28M target. CEO wanted to double from 12 to 24 reps. Our analysis revealed their top performer converted qualified leads at 67% while everyone else averaged 23%. Same territory. Same leads. Same training. The rock star developed a discovery framework that identified economic buyers and quantified business impact within two calls. Everyone else ran generic discovery hoping for the best. We built systematic frameworks based on his approach. Result: $4.2M additional revenue with the same 12-person team. An HR tech’s pipeline looked healthy at $38M. Analysis revealed 71% of opportunities stuck in discovery 60+ days. Proper qualification frameworks dropped pipeline to $22M but closed rate jumped from 23% to 41%. Result: $2.3M more actual revenue. Look. Your team isn't broken. Your reps don't lack potential. You need to systematically identify conversion leaks and install frameworks that address them. Your best rep has already solved your revenue problems. We just help you build frameworks so everyone else can execute like them too. — Get a complete revenue diagnostic here: https://lnkd.in/ghh8VCaf

🌍 Why are so many companies struggling to make progress in their green transitions? One key reason I’ve long argued is the lack of human capital. Sustainability isn’t just about technology, policies, or financial commitments—it’s about people. Without a workforce equipped with the right skills, even the most ambitious climate goals risk becoming unattainable. The newly released Global Green Skills Report 2024 from LinkedIn paints a clear picture of the challenge ahead. Despite growing momentum in climate commitments, the supply of green talent is lagging far behind demand: 🌱 Demand for green skills grew 11.6% globally in 2023-2024, but supply only increased by 5.6%. 🚨 By 2050, half of all jobs in the green economy may lack qualified candidates unless we double the size of the green talent pool. 💼 Workers with green skills are already 54.6% more likely to get hired, showing the immense career opportunities in this space. The report also highlights demographic and industry trends: 👩🎓 Gen Z: A generation eager to tackle climate challenges, but only 1 in 20 have green skills today. 👩🔬 Women: Despite progress, the green gender gap persists, with women significantly underrepresented in green roles. 🏗️ Industries in focus: Utilities, construction, manufacturing, and tech are at the forefront of the transition, with soaring demand for skills like sustainable procurement, renewable energy management, and environmental policy. This data reinforces what many of us have felt for years: we cannot decarbonize the economy without upskilling and reskilling the global workforce. Closing the green skills gap is as much about delivering on climate promises as it is about creating pathways to new economic opportunities. 🟢 How do we move forward? It’s clear that governments, businesses, and educators need to come together to build the workforce of tomorrow. Initiatives like workforce training programs, green certifications, and cross-industry collaboration will be pivotal. Take a moment to explore the report—it’s packed with valuable insights for professionals across industries. What steps do you think can companies, governments, and individuals take to accelerate the green skills transition? #Sustainability #GreenEconomy #SkillsForTheFuture #Leadership

How I leveraged the Sales-Map™ to transform ordinary salespeople to high-performing winners... ... I've seen countless sales training programs rolled out with limited impact for years. While valuable in theory, the "one-size-fits-all" approach often leaves individual needs unmet. Here's how the Sales-Map™ assessment revolutionized my approach to building high-performing sales teams. Targeted Development: Gone are the days of generic training modules. The Sales-Map™ dives deep, providing proficiency scores in four key sales areas: Prospecting and Preparation, Meeting with Customers, Following Through, and Negotiating. This granular data allows me to pinpoint individual strengths and weaknesses, tailor training programs to address specific needs and avoid wasting resources on skills a salesperson already possesses. Objective Measurement: Salespeople often receive subjective feedback during training. The Sales-Map™ changes the game. It measures their responses against a benchmark of top performers across industries, providing a quantifiable measure of sales proficiency. This data becomes the foundation for objective development plans, ensuring everyone's on the same page. Comprehensive Coverage: The Sales-Map™ is quick to get granular. With 33 scenarios and 166 items covering the entire sales cycle, it identifies even the most nuanced skill gaps. Empowering Self-Awareness: Completing the assessment itself is a learning experience. Salespeople gain valuable self-awareness, pinpointing areas for improvement and igniting a desire to learn more. Focus on Practical Application: Theoretical knowledge is great but doesn't close deals. The Sales-Map™ prioritizes practical application, assessing "what to do" in various sales situations. This laser focus ensures training translates to real-world results, empowering salespeople to confidently navigate real-world challenges. Measuring Progress: We all know the adage: "If you can't measure it, you can't improve it." The Sales-Map™ allows me to objectively assess program effectiveness by administering it before and after training. This data-driven approach allows for informed decisions about future training investments and a continuous improvement cycle. Industry-Agnostic Versatility: The Sales-Map™ scenarios resonate with salespeople across all B2B industries. This versatility makes it a powerful complement to any sales training program, regardless of focus or target market. Incorporating the Sales-Map™ has fundamentally changed my approach to sales training. By identifying specific needs, fostering self-awareness, and measuring progress, the Sales-Map™ unlocks a level of effectiveness that traditional training alone cannot achieve. Ping me to get a free trial. #salesmap #salesdevelopment #salesenablement

Training needs assessments are essential for identifying skill gaps, improving workforce efficiency, and aligning professional development with organizational goals. This document provides a structured approach to conducting effective assessments, ensuring that training programs address real performance deficiencies rather than assumed needs. By using data-driven methods, organizations can optimize learning investments and enhance employee competency. The guide details various needs analysis techniques, including performance analysis, job/task analysis, and contextual analysis. It emphasizes the importance of stakeholder engagement, survey design, and qualitative and quantitative data collection to ensure an accurate understanding of training gaps. Additionally, it explores how to distinguish between training and non-training solutions, preventing resources from being allocated to ineffective interventions. Beyond methodology, the document highlights strategic planning and decision-making in training program design. It provides best practices for integrating assessment findings into workforce development strategies, ensuring continuous learning and organizational growth. By applying these principles, managers and training professionals can design targeted interventions that drive performance improvement and long-term success.

As the CEO of PeopleBlox, I constantly live and breathe talent. It's my passion, my area of expertise, and frankly, it keeps me up at night (in a good way!). But one of the biggest challenges I see companies facing is truly understanding the skills they have and the skills they need. That's where 𝐬𝐤𝐢𝐥𝐥 𝐦𝐚𝐩𝐩𝐢𝐧𝐠 comes in, and let me tell you, it's a game-changer. I know, I know. It might sound a bit…technical. ⚙ But fear not! Skill mapping is essentially a blueprint for your workforce's capabilities. It's like having a map of hidden treasure – in this case, the hidden treasure being the unrealized potential of your team. Here's my personal 5-step breakdown to skill mapping mastery, because let's be honest, who has time for a theoretical deep dive? We're busy CEOs, after all! 𝐒𝐭𝐞𝐩 1: 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐘𝐨𝐮𝐫 𝐖𝐡𝐲 ❓ Every great treasure hunt needs a starting point. 👉 What's driving you to map your skills? 👉 Are you looking to improve project efficiency? 👉 Prepare for future growth? Identifying your "why" will keep you focused and help you tailor your skill map. In my experience PeopleBlox uses skill mapping to ensure you have the right talent in place. It helps to identify areas where we might need to upskill or hire new team members. 𝐒𝐭𝐞𝐩 2: 𝐔𝐧𝐞𝐚𝐫𝐭𝐡 𝐭𝐡𝐞 𝐇𝐢𝐝𝐝𝐞𝐧 𝐆𝐞𝐦𝐬 (𝐘𝐨𝐮𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬)💎 It's time to gather your crew! In this case, your crew is your amazing team. There are two main ways to tackle this step: 👉 Self-Assessment Surveys 👉 Skills-Based Interviews 𝐒𝐭𝐞𝐩 3: 𝐂𝐡𝐚𝐫𝐭 𝐘𝐨𝐮𝐫 𝐂𝐨𝐮𝐫𝐬𝐞 (𝐌𝐚𝐩 𝐈𝐭 𝐎𝐮𝐭) 💹 Now for the fun part - building the map itself! There's no one-size-fits-all approach here. You can use a simple spreadsheet, project management software, or even a mind map. The key is to choose a format that works for you and your team. 𝐒𝐭𝐞𝐩 4: 𝐗 𝐌𝐚𝐫𝐤𝐬 𝐭𝐡𝐞 𝐒𝐩𝐨𝐭 (𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐭𝐡𝐞 𝐆𝐚𝐩𝐬) ❎ With your map in hand, it's time to analyze the treasure (or lack thereof). Look for areas where there might be skill gaps or redundancies. For example, at PeopleBlox, our skill map might reveal a need for additional data analysis expertise for a new project. 𝐒𝐭𝐞𝐩 5: 𝐅𝐨𝐥𝐥𝐨𝐰 𝐭𝐡𝐞 𝐌𝐚𝐩 𝐭𝐨 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 (𝐓𝐚𝐤𝐞 𝐀𝐜𝐭𝐢𝐨𝐧!) 🔛 our skill map is a springboard for action. Use it to develop targeted training programs, identify mentorship opportunities, or inform future hiring decisions. Remember, 𝐒𝐤𝐢𝐥𝐥 𝐌𝐚𝐩𝐩𝐢𝐧𝐠 𝐢𝐬 𝐚 𝐥𝐢𝐯𝐢𝐧𝐠 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭. It should be reviewed and updated regularly to reflect changes in your team and your organization's goals. So, what are you waiting for? Grab your metaphorical shovel and start digging for the hidden treasure within your team! After all, in the ever-changing world of talent, a good skill map is your key to unlocking success. #SkillMapping #RoleReadinessIndex #TalentReadinessIndex #SuccessionPlanning #MindMap #PeopleBlox

📑 When Process Owners Don’t Know Their Policies   Dear IT Auditors and Compliance Professionals, There is a recurring challenge I come across during audits. Let's see if we all face this too. Earlier this year, during an audit, I asked a process owner a simple question: ❓“Do you monitor the performance of this process? How is it done?”   Their response was quick: “That’s not my responsibility. Another team handles that.”   But here’s the problem: when I reviewed the policy that governs the process, the documented responsibility was assigned to them, not the other team.   This gap revealed a critical issue many organizations face: process owners often don’t fully know or align with the policies that guide their roles.   This happens more often than we think. Process owners are expected to run controls every day, yet: – Policies are written once and forgotten. – Updates happen in documents, not in practice. – Employees are trained on tools, not policies. – Employees just did not read and understand their roles as stated in policies   This often leads to policies saying one thing, and processes doing another. Then, auditors find “gaps” that are really just knowledge blind spots.   💡 Here’s what I’ve learned: ✅ Don’t just audit documents, audit awareness. ✅ Ask process owners to explain controls before showing them the policy. This lets you gauge their understanding of their roles as documented in the policies ✅ Recommend practical training, because people can’t follow what they don’t understand. ✅ If a policy isn’t realistic, challenge management to rewrite it.   At the end of the day, a policy no one knows about isn’t really a control. It’s just paperwork.   Auditors: What’s the most surprising gap you’ve found between policy on paper and practice on the ground?   #ITAudit #PolicyManagement #Compliance #AuditInsights #CyberSecurity #GRC #InternalAudit #Governance

If I were stepping into a new VP of Sales role and inheriting a team, here’s exactly what I’d do in my first week 👇 1. 1:1s with every rep Understand what drives each person - their personal goals, how close they are to achieving them, and how they’d rate their own performance. I’d ask what’s standing in their way and how I can help them get there. Then I’d share how I plan to support their growth as individuals. 2. Listen to 20 sales calls 10 where we won, and 10 where we lost. This is the fastest way to understand: -How we sell (and how buyers respond) -Where our biggest gaps are -Why customers choose us - and why they don’t -The most common objections we face 3. Listen to 10 Customer Success QBRs I want to know: -What do customers think of us 6–12 months post-sale? -Does the sales pitch match the customer reality? -Who are our happiest, most successful customers - and how do we find more like them? 4. Assess the team using OMG Sales Assessments These are the only tools that give data-backed insights into a rep’s mindset and sales competencies - in days, not months. This helps pinpoint where coaching, structure, or enablement will have the biggest impact. 5. Run pipeline health checks For every live deal, I’d ask the rep four questions: -What is the buyer’s problem? -How big is it? -Have they said they want to solve it now? -Why us versus the competition? If we can’t answer those confidently - that’s a coaching moment. Use recent call recordings and scorecards to validate deal health. Coach for progression or qualify out. 6. Deep dive into the data I’d review: -Quota attainment per rep (ACV + sales cycle length) -Pipeline coverage -Conversion rates (meetings → demos → SQOs → deals) -Activity metrics (new meetings booked/sat weekly) 7. Build a “First Week Report” for the CEO Six slides summarising everything above - plus one more: the Action Plan. That’s how I’d set the tone for execution, accountability, and growth for the rest of the month. Want a 90-day blueprint for new sales leaders complete with toolkits and action plans from proven revenue leaders? 👉 Check the link in the comments.

Got a low performer dragging your team down? Fix the problem, without losing focus, time or your sanity. Every seasoned leader has been there: A team member is falling behind. They’re not hitting the mark & their motivation is dropping. And now, you’re spending more time trying to get them back on track vs. focusing on what really matters. You’ve got bold targets & complex challenges to solve, and no time to waste. You can’t afford to let one person derail the momentum--for you or the rest of the team. So how do high performing leaders tackle this, without the drama, guesswork or the energy drain? I’ve spent decades in senior executive roles, leading teams at Procter & Gamble, Pfizer and The HEINEKEN Company. I’ve helped other leaders deal with this same challenge. The answer lies here: 𝗔𝗖𝗖𝗨𝗥𝗔𝗧𝗘 𝗗𝗜𝗔𝗚𝗡𝗢𝗦𝗜𝗦 & 𝗧𝗔𝗥𝗚𝗘𝗧𝗘𝗗 𝗔𝗖𝗧𝗜𝗢𝗡. Because treating the wrong problem wastes time and builds frustration. You may also be treating that person unfairly. This is my simple framework, C2AF: → Capability → Capacity → Attitude → Fit Assess the poorly performing employee & apply the right actions: 1/ 𝗖𝗔𝗣𝗔𝗕𝗜𝗟𝗜𝗧𝗬 – Do they have the right skills? Gaps often come from inexperience or lack of know how → Offer targeted training or coaching → Let them shadow strong performers → Assign projects that hone needed skills → Provide real-time feedback to guide learning 2/ 𝗖𝗔𝗣𝗔𝗖𝗜𝗧𝗬 – Are they overloaded or under-resourced? Even good performers can sink if they’re buried. → Audit workload & remove low value tasks → Adjust priorities → Redistribute tasks within the team or offer added support 3/ 𝗔𝗧𝗧𝗜𝗧𝗨𝗗𝗘 – Is their mindset holding them back? Maybe it’s imposter syndrome, negative past experience or limiting beliefs. → Probe internal & external stressors impacting their focus → Rebuild confidence with small wins → Get them a coach 4/ 𝗙𝗜𝗧 – Are they in the right role? Sometimes, it’s a misalignment. → Match tasks to their strengths → Redesign responsibilities → Explore new assignments Strong, caring leaders don’t rush to fire poor performers. They diagnose, act with integrity & lead with empathy. If the problem persists, only then do they consider a performance improvement plan. After all, one of your most impactful roles is harnessing each person’s potential to elevate the entire team. And yes, some low performers do bounce back, stronger than ever. I’ve seen it. I’ve done it. So have the best leaders I know. How about you? === Leadership is about bringing out the best in others. Are you a senior leader who’s ready to take your team from good to great? I’m Rocky Esguerra, Executive Coach. Book a free discovery call with me to explore how we can work together. 04/08/25

Internal Audit vs. IT Complexity: A Mismatched Battle Internal audits are facing an uphill battle against the relentless complexity of IT systems. Financial and operational auditors, while skilled in their domains, can't be expected to possess the technical expertise needed to unravel the intricacies of modern IT environments. Yet, they bear the burden of manually testing critical IT General Controls (ITGCs) like Separation of Duties, user access, and sensitive data permissions. Imagine an auditor struggling to map access rights across a patchwork of cloud applications, legacy systems, and custom software. The potential for overlooking vulnerabilities is immense. This isn't just about technical proficiency; rapidly evolving technology means auditors are constantly playing catch-up, risking outdated assessments in a dynamic environment. The result is a thankless task. Auditors raising concerns about ITGCs may be met with resistance from those who see them as lacking the necessary understanding. The need for change is clear: bridging this knowledge gap is crucial. Whether through specialized training, automated testing tools, or closer partnerships between audit and IT teams, internal audit must adapt to the technological realities it faces. Otherwise, organizations risk leaving themselves exposed to undetected cyber threats, compliance failures, and operational inefficiencies. #internalaudit #audit #risk #compliance #it