It may sound like a phrase straight out of Urban Dictionary, but in the world of professional services, nothing is more vital than having a deep pool of “mad skills” available for clients. These mad skills encompass the entire range of talent attributes your employees need to be successful—not just hard skills but also competencies, behaviors, languages, certifications, and more.
Prospects that are evaluating professional services firms move quickly beyond sales pitches and requests for proposals to your talent base. Successful delivery of projects depends on the people assigned to those engagements, so prospects typically want to dig deeper into your team’s qualifications and references. The best way to ensure customer success, acquire new references, and sustain repeat business is to ensure you assign the proper team to each client based on the skills required for the project.
Unfortunately, some professional services firms don’t have visibility into each worker’s talent profile to understand which employees have the right mad skills to successfully deliver client engagements. The challenge for professional services firms is two-fold: they must record talent attributes and keep them up-to-date, and they must incorporate this information into their operational and planning processes such as project resource decisions, hiring and capacity planning, and execution of learning programs.
Successful firms have accomplished this with a talent management strategy that’s incorporated into their resource management tools and processes.