The Competency Gap: When ‘Skill’ Isn't Enough

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We spend weeks, sometimes months, perfecting competency maps. We define "Analytical Thinking," "Stakeholder Management," and "Strategic Vision" with surgical precision. We build these frameworks to give us a sense of control—a way to measure a human being against a set of predetermined benchmarks.

But there is a gap that no competency model has ever successfully mapped: The space between a skill and an intention.

I was recently involved in a talent review where two candidates were being compared for a leadership role. On paper, they were identical. Both had the same years of experience, both had successfully led large teams, and both scored high on every technical assessment we threw at them.

However, during the behavioral interviews, a subtle difference emerged.

The first candidate spoke about "managing" people—using frameworks and processes to ensure compliance and output. The second candidate spoke about "holding" the team—creating an environment where people felt safe enough to take risks. One viewed leadership as a set of competencies to be executed; the other viewed it as a relationship to be nurtured.

In HR, we often get so caught up in measuring the "what" (the skills) that we forget to look at the "how" (the spirit). You can teach someone how to run a project, but you can’t easily teach them to care about the person running it. You can map out a "Communication" competency, but that doesn't capture the empathy required to deliver bad news with grace.

As we move forward in "mapping" talent, we need to be honest about the limitations of our tools. A competency map is a useful guide, but it isn't the territory. The most critical "skills" for the future of work aren't actually skills at all—they are human qualities like curiosity, humility, and genuine care.

If we want to build organizations that actually thrive, we have to start looking into the gaps. We have to look for the things that can’t be put into a spreadsheet, but make all the difference in the world.

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