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Skills Diagnostic

Also available in workflows

This specialist runs in chat and as a node you can add to a workflow for repeatable, scheduled runs. See the Agent Catalog for how the two relate.

Overview​

Skills Diagnostic maps the skills picture across a whole team, department, or organization — not one person. It takes your workforce skills data and turns it into a clear picture of what skills you have, how deep they run, and which ones you most need to build.

Where Skill Gap Analysis measures one individual against a role, Skills Diagnostic works at the population level. It catalogs the skills present across your people, shows how proficiency is distributed from beginner to expert, benchmarks you against industry norms, and flags the critical skills that deserve investment first.

Reach for this when you're doing workforce planning, building a skills strategy, or deciding where learning budget should go. It answers "what does our collective skill base actually look like, and where are we thin?"

What you'll need​

  • Workforce skills data. Attach or point Ellie at the skills held across the group you care about — ideally with proficiency levels and the number of people who hold each skill.
  • The scope. Tell Ellie which team, department, or whole organization to diagnose.
  • Optional context. The strategy or direction you're planning for, so emerging-skill priorities line up with where the business is heading.

How to ask​

Name the group and ask for the landscape.

Give me a skills diagnostic for the Customer Success team — inventory,
proficiency spread, and the skills we most need to prioritize. Workforce
data attached.

Point it at priorities when you already have a direction.

Diagnose our Engineering department's skills and highlight which critical
skills are thinnest and which emerging skills we should start building.

Ask for a benchmark view.

Map our organization's skills inventory and show where our proficiency sits
against typical industry levels.

What you get​

A set of organization-level reports:

  • Skills Inventory — a catalog of every skill present, with the number of people who hold it, average proficiency, and business impact, plus how skills spread across categories and which trends are rising or fading.
  • Proficiency Matrix — for each key skill, the share of people at beginner, intermediate, advanced, and expert level, gaps by level, an assessment of your critical skills, and a benchmark of your internal averages against industry averages.
  • Priority Skills List — the high-priority skills ranked by impact and urgency, the emerging skills to start building, skills that are declining in relevance, and a roadmap moving each priority skill from its current state to a target state with a timeline.

Run as a workflow node, these come out as structured reports you can export and refresh on a schedule as your workforce changes.

Tips​

  • Include proficiency levels and head counts in your data — that's what powers the distribution and benchmarking views.
  • Diagnose one team or department at a time when you want detail; run the whole organization when you want the strategic overview.
  • Use the Priority Skills List to direct learning budget, then use Course Curation to turn priorities into a course plan.
  • Re-run it periodically as a workflow so the picture stays current instead of going stale.
  • For a single person's readiness against a specific role, use Skill Gap Analysis instead.