Many leaders feel stuck. They want their organizations to grow but lack confidence that their workforce is ready to deliver as work keeps changing. Growth today depends on skills. Leaders need a clear view of current capabilities, the gaps that matter now, and where to focus next. This assessment helps you understand your organization’s skills readiness and where to take action.
SKILLS READINESS ASSESSMENT
Get started
English - EN
Français - FR
Deutsch - DE
To move work forward, meet goals, and run a future-ready workforce, managing job titles alone is not enough. What counts is what people can do. As work continues to change, many organizations face growing gaps between today’s capabilities and future demands.
A skills-centered world
Begin assessment
Leading the way You have built a strong foundation for skills readiness, and it shows. Now, you must sustain momentum as conditions change.
Building momentum You've gained traction and engaged champions across the organization. The next step: Turn progress into consistent, measurable readiness.
Getting started You are running learning programs, but need clearer alignment, stronger insight, and a more defined approach to skills readiness.
This assessment shows how ready your workforce is to adopt new technology, build relevant skills, and apply them. You will also receive guidance based on your readiness score.
How ready is your workforce?
Question 1/7
Please select one option below.
Are your learning priorities clearly aligned to the organization’s strategic goals?
Yes
No
In Progress
Next question
Do you have visibility into the skills your workforce has today and the most critical gaps?
Previous question
Question 2/7
Do senior leaders actively sponsor and support skills development across the organization?
Question 3/7
Do people have opportunities to practice and apply skills in daily work?
Question 4/7
Is AI helping you build, personalize, or scale skills development?
Question 5/7
Do your systems make it easy to understand skills, progress, and readiness over time?
Question 6/7
Can you communicate the impact of skills development to executives and the board?
Question 7/7
Leading the way
Expand readiness You’ve shown how skills can fuel growth. Now extend this approach to more teams, roles, and priorities so you build readiness consistently across the enterprise. Enlist champions Skills-first leadership scales when others lean in. Bring more leaders into the conversation so skills development happens in the flow of work, not siloed in learning programs. Stay ready Change is the norm. Keep tracking how skills evolve and shift over time. Use that data to guide decisions, adapt faster, and prepare for what’s next.
Next steps
You’re leading the way as a skills-first organization. You understand which skills matter most, align learning to business goals, and give leaders clear visibility into progress and performance. You’ve already proven impact. Skills are helping your organization move forward with confidence as work continues to change.
CGI’s AI learning strategy earns ‘Program of the Year’ Global technology consultant CGI had record-setting participation in its AI skills program, with 90% of employees feeling confident in applying their new skills. Read how CGI crafted an award-winning program with help from Skillsoft.
Resource
SEE STORY
How Skillsoft can help
REQUEST a DEMO
Restart assessment
The Skillsoft platform brings learning and skills management together, giving organizations one place to see capability, build skills, and apply them where they drive the most impact.
Your readiness score:
Building momentum
Focus on the skills that matter Identify which capabilities drive your most important priorities right now. Give people chances to build and use them on the job. Strengthen skills visibility Move beyond activity metrics to better understand where skills exist, where gaps remain, and how development supports performance. Connect that insight to workforce readiness and business KPIs like customer satisfaction, employee retention, and productivity. Share your progress As skills begin to drive outcomes, make that progress visible. Use what you’re learning to build confidence with leaders and keep momentum going.
You’re building momentum as a skills-first organization. You’ve started shifting the focus from learning activity to the skills your workforce needs to deliver today and adapt as work changes. You’re seeing progress. The opportunity now is to bring more clarity, consistency, and confidence to how skills are built and applied across the organization.
Skillsoft + Apexon IT service management company Apexon designed and implemented a comprehensive training program called Elevate Essentials to conquer challenges following a major merger. After completing the program, 95% of employees apply what they’ve learned to their work.
Getting started
Connect skills to business priorities Work with leaders across the organization to understand current goals and what’s coming next. Then define the skills people need to do the work well. Identify current skills and gaps Whether it’s through workshops, interviews, your HRIS, ATS, or TMS — or all the above — try to understand what skills are present within the organization right now. This exploratory work will also reveal gaps. Evaluate your systems Before long, you’ll need to gauge how your learning programs perform. Your existing system should have reporting features that help track metrics ranging from content consumption to skill proficiency and application.
You’re getting started on a skills-first approach. You recognize that learning alone is not enough. You are beginning to shift focus toward the skills your workforce needs as work continues to change. This is an important step. Building clarity now creates the foundation for progress and confidence over time.
How to Build a Case for Learning and Development You have a vision, but how do you realize it? Learn how one learning and development team earned leadership buy-in.
Read More
