From Chaos to Clarity – Succeed with mySkilltower!
How mySkilltower makes a team’s skills visible – using a fictional example.
Pain Points: The Invisible Problem
Skills were only discussed based on gut feeling There’s no structured recording of skills. Instead, people rely on subjective assessments: Who seems competent? Who has previously ‘dug into something’? What managers believe they know about their teams is often based on personal impressions or past project behavior – not validated data. As a result, important skills are overlooked or overestimated, leading to wrong hires and inefficiencies. This becomes critical when demands change, e.g., due to new clients, tools, or technologies.
There was a training budget – but no clear strategy There was some kind of training budget – but few knew how to use it effectively. Decisions were often made ad hoc: a conference here, a seminar there. These choices were more based on personal preferences than on a company-wide development plan. The result was a patchwork of qualifications with no measurable impact. In the end, the sobering realization was: money was spent, but no one knows for what – or why.
Undiscovered potential remained untapped Many employees have valuable skills that get lost in day-to-day operations because they’re never systematically recorded. Soft skills, cross-functional experience, or previous job expertise stay hidden because there’s no platform to make them visible. As a result, high-potential employees are overlooked and career opportunities, innovations, or internal assignments go to the wrong people. That’s frustrating – and can lead to turnover.
Missing skills endangered long-term success, but remained intangible You often only notice a lack of key skills when it’s too late – for example, during a tech shift, a major project, or a new regulatory requirement. But because no one captured what was really available in the team early enough, there’s no basis for targeted preparation. This leads to problems being blamed on individuals, even though the system failed. The company runs into blind skill gaps – with expensive consequences.
I can’t prove to investors or partners that we are future-ready When it comes to growth, investment, or strategic partnerships, the question inevitably comes: “How well is your team positioned?” It’s not just about revenue or market share – it’s about capabilities. And this is where the data is missing: I can’t clearly show what skills we truly have in the company, how we are evolving, where our blind spots are, or whether we’re prepared for new business models, technologies, or markets. This makes us look worse than we are – and costs trust. Especially in times of digital transformation and skill shortages, the ability to make skills visible becomes a real competitive factor. Without clarity, you appear directionless.
Visualizing skills
“A fellow entrepreneur recommended mySkilltower. After getting the tool, we were finally able to systematically capture our employees’ skills and clearly define our needs.”
Using budget more effectively
“Previously, the training budget was handed out based on gut feeling: whoever asked the loudest got a seminar. Whether it matched the actual need? Nobody knew.
With mySkilltower, we were able to visualize real gaps for the first time – and tailor our actions accordingly. The AI recommends measures that match specific roles and development goals. Instead of random trainings, we now focus where it really has impact.”
Opportunities and capabilities become visible
“Thanks to the descriptive bricks, every skill assessment becomes verifiable and traceable. The technical depth is more tangible than a 'Java – 4 stars' label, and team managers can follow up and bring hidden potential to light and foster it.”
Making gaps visible
“Thanks to the modular skill system, we were finally able to visualize and clarify our needs easily. The predefined roles and the AI from mySkilltower helped us do this. Now, we can directly compare our current skills with a concrete vision for the future and develop our employees in a targeted way.”
Complete overview thanks to dashboards
“With the dashboard, we now have a clear visual representation of our competencies, we can see which critical skill gaps still exist, and which trainings we should pursue to close them.”
My conclusion as Managing Director
From gut feeling to data foundation Skills are no longer discussed vaguely, but systematically captured. Every employee has documented their capabilities in the tool. Managers and HR now have an objective, up-to-date, filterable, and role-based overview.
Higher ROI on HR investments Instead of random trainings upon request, development now happens based on actual gaps between current and target profiles. The mySkilltower AI suggests appropriate actions – aligned with business goals and individual development paths.
From hidden potential to active talent development Through skill assessments, hidden capabilities were uncovered that had not been utilized. This enables internal mobility, new career paths, and more targeted project staffing – without having to hire externally.
From invisible risks to tangible skills management Critical skill gaps are now visible early on. HR and leadership can take targeted action before bottlenecks occur – e.g., through specific training, mentoring, or reallocating knowledge carriers.
Understanding turnover – instead of being caught off guard Many resignations happen because people don’t feel seen or supported. With mySkilltower, we now recognize development needs, ambitions, and potential early on – before it becomes costly. That not only reduces turnover but also boosts loyalty and motivation.
Better reporting to investors and advisory board We can now prove that our employee development isn’t random. Our product plans show the competencies still needed and how we intend to build them. Concrete data, gap analyses, and dashboards boost our credibility.
“We spend less on training than before – but get much more out of it”
The result
Clarity
Know which skills are present – and which are missing.
Efficiency
Targeted development instead of blind training.
Growth
Better response to the skills shortage through internal development.
Our features
mySkilltower is characterized by powerful features aimed at personnel development. From skill analyses, individual skill towers and demand towers, our platform offers a comprehensive toolbox for employee development.
👥 Peer & manager feedback
Structured feedback process for valid assessments including target achievement and formulation.
🔍 Target/actual comparison
Compare current status with requirements for your own role, the next career stage or a lateral move
🗂️ Role tower & career paths
Standardized and adaptable role profiles enable structured career models and internal development paths.
🔧 Integrable further training resources
Link internal training courses, online courses or external offers directly with skill bricks.
📊 Skill-Dashboard
Overview of skills, gaps and potential at employee and company level.
🧱 Skills & Bricks
Granular representation of skills in development stages for precise support planning.
FAQ
What is a skill tower?
Our skill towers consist of different skills (abilities/competencies). The skills have different bricks (development levels/special skills). A skill tower consists of the bricks of the different skills. Each ability has its own color.
What is the "IST Tower"?
The Actual Tower reflects your current skills and their building blocks. It can be created in a variety of ways. It can be created by your manager, you can create it yourself, and there is also the option of having selected colleagues provide their assessments. This depends on your internal processes.
What is a ROLE Tower?
The ROLE tower is stored for each role (eg Marketing Manager) and its levels (eg Junior/Senior) and represents the skills required for each role. Every employee in the company is assigned at least one role. To see the different roles in the company, you can click on "Roles & Levels" and then select the relevant role.
What is a TARGET Tower?
The TARGET Tower is your current tower plus building blocks you want to acquire. It is usually created in a conversation with your manager. The exact process depends on what your internal processes look like. The TARGET Tower is usually based on a ROLE Tower you want to achieve. It can be seen as an intermediate step.
