Knowing my skills and my Skills Profile

The skills are as "attached" with respect to missions which I was in charge. Comment suggérer leur mobilisation dans de nouveaux contextes ? How Suggest their engagement in new contexts? We have to "detach" from their context of past missions to make them mobilized in the service of future missions.

The method is to reposition the skills inside different domains of skills.

One after another, skills are added in different domains. One domain is as an Account of skills.

All the skills accounts constitutes my Skills Profile.


In view of their membership in the same domain, my skills reveal the story of my learning in this domain.

Through analysis by domains, my skills show two faces:

  • one hand, they reveal the learning that I carried in my trainings, my jobs, my missions.

  • secondly, they are like a capital I can invest in a new context.

  • The possibility of a true mobility between jobs and trades

The mistake would be to show my "best side" as a picture of myself static and final.

By placing myself in learning in different domainss, I show both as a person of experience and as an apprentice who has to learn a lot within his future environment.

By highlighting my past learning, I demonstrate my ability to learn new techniques, a new organization, new relationships.

Grow professionally, is a trade-off between recovery of my existing skills profile and the renewal of this profile by engaging in new learning.

Three-offs are possible:

  • partially renew my Skills Profile : I prioritize three or four domains of competence and commit in one to two new learning

  • I use my existing profile: I use the almost complete learning outcomes in three or four domains

  • I use my existing profile focusing on a single learning: I develop expertise in an domain I already well control


Mastering my self-assessment

The method of counting skills in a domain - the score of the domain - is a convenient way to approach the intensity of learning in a domain.

An domain containing twenty or thirty skills, reveals a deep learning, and thus a control of the domain.

One domain that score three skills, says learning due to the circumstances.

The profile of scores of skills in various domains allows me to build and compare different scenarios in my professional development:

  • how many domains "strong" (= with advanced learning) score at least twenty skills?

  • are these domains "strong" belong to the same economic sector or several?

  • are these domains always relevent to healthy economic activities?

  • what domains "medium" with eight to fifteen skills are associated to economic growth sectors?

  • given my age and my professional status, in what domains can I hire new learning?

The interest from the comparison of different scenarios based on my profile scores of domains of competence, is permanently maintain the ability to arbitrate between recovery of the past - the Capital Skills - and investment in new learning.

CVscore approach shows the limits of the usual scenarios of evolution. These scenarios are summarized in most cases to arbitration between:

  • a conventional route between the position A that I occupy and a position B deemed higher

  • an exceptional course between my position A and a position C, notoriously difficult to access.

In this type of arbitration, I discuss my skills and learning in reference to a work organization close to me, which judge me capable or incapable, bright or poor.

As I do not know my strengths and my potential, I am sure to miss the opportunities that exist in other economic sectors.

To analyze, structure and develop the capital of skills of a person, offers a Inventory of skills domains.