Rethinking Skills Planning – Why Talent Is More Than Just Qualifications
Too many companies still equate “skills” with certificates.
And while formal qualifications matter — especially in regulated industries — they’re not the full story.
In small businesses, you can’t afford to miss the quiet genius in your team because they don’t have a fancy diploma.
You need a skills planning approach that recognises:
Practical ability
Learning potential
Work ethic
Soft skills
And real-world experience
Here’s how to rethink your skills planning process to find, grow, and retain the right kind of talent.
1. Understand the 3 Layers of Real-World Skills
Your training plan should consider:
A. Technical Skills – The what (e.g. using a POS system, data entry)
B. Human Skills – The how (e.g. communication, teamwork, leadership)
C. Potential – The future (e.g. curiosity, adaptability, willingness to grow)
If you’re only measuring certificates, you’re missing two-thirds of the picture.
2. Spot Talent Where Others Don’t Look
Here’s where real talent often hides:
A cleaner who trains every new staff member on how things work
A driver who always finds process shortcuts and shares them
A temp admin who’s already made the spreadsheet better
These are high-value contributors, even if they never finished school.
Your job is to spot it, support it, and structure it.
3. Design Your Skills Plan Around Growth, Not Just Gaps
Traditional skills planning looks like:
“What’s missing from our current team?”
Smart skills planning asks:
“Where is growth happening already — and how can we multiply it?”
Look for:
Who’s always asking questions?
Who do others go to for help?
Who’s learning on their own time?
Then build your plan around them. That’s your growth map.
4. Make Room for the ‘STARS’ in Your Team
STARS = Skilled Through Alternative Routes — people who’ve learned through:
Experience
Self-study
Informal work
Community leadership
Side hustles
They may lack a diploma but show up with discipline, learning agility, and lived skill.
Recognise them. Promote them. Develop them.
5. Use Practical Tools to Track Skills Without the Paperwork Headache
Try this format:
| Employee | Role | Key Strengths | Skills to Develop | Development Method | Timeline |
|---|---|---|---|---|---|
| Sipho | Stock Controller | Attention to detail, maths | System use, SOP writing | Shadow + checklist + 1hr workshop | 6 weeks |
Keep it simple. Use a spreadsheet.
Update quarterly. Review informally. Document intentionally.
Final Thought:
The best people don’t always have certificates.
But they almost always have evidence — in their work ethic, adaptability, and willingness to grow.
If you want to build a smart team, plan for potential — not just paper.
That’s how you win as a small business.
