Define
Create measurable skill taxonomies using evidence-centered design
Turn vague competencies into skills with clear definitions, observable indicators, and proficiency expectations you can assess consistently.
Do It With Others
Build your skills framework with peers, not alone.
Workforce transformations are hard. Don’t make yours harder by doing it alone.
Each month, Soefia brings together a small cohort of people starting a skills-focused transformation. Over three one-hour working sessions, you build a measurable skill taxonomy, an authentic assessment for it, and the know-how to act on the results. You work on your own organization’s skills, side by side with peers doing the same.
- Free to join
- Co-work, not a webinar
- No sales pitch
- 3 × 1-hour live sessions
Next cohort
Nov 10, 17 & 24, 2026
Tuesdays · 2:00–3:00 pm ET · Online
What “Do It With Others” is
A working session with peers. You leave with your own work.
Co-work
Your skills, your goals, a room of peers
You build frameworks and assessments for your own organization during the sessions. Peers from other companies working on the same problem test your thinking, and you test theirs.
Free
No cost, no contract
The cohort is free. It is the same method we use with Soefia clients, offered to people who want to learn it with others.
No pitch
Method first, not a product demo
The point is to learn how to do three things well. You will spend the hour building, not watching slides about software.
Who should apply
For people leading a skills-focused transformation
You are a strong fit if your organization is moving from job-based to skills-based people management and you want a defensible way to define and measure skills. You do not need an existing skills program, a skills taxonomy, or any software.
Who
- Transformation executives
- Business executives
- HR executives
- Learning and development leaders
- Talent management experts and leaders
- Transformation consultants
Focus areas
- Workforce planning
- Workforce redeployment
- Skills strategy
- Assessment and measurement
- HR and people analytics
What you will learn to do
Three skills for skills-based talent management
Skills intelligence depends on clearly defined skills and credible evidence. An inventory of skill names or a set of employee self-ratings is not enough. These three capabilities close that gap.
Measure
Create authentic assessments for well-designed skills
Design realistic workplace tasks, such as scenarios, situational judgment, and work samples, that produce real evidence of skill instead of self-reports.
Act
Understand assessment results to manage people more effectively
Read individual and group results, run a gap analysis, and decide which development, mobility, or planning actions the evidence actually supports.
The evidence chain you build across the three weeks
Week 1
Business goal
The workforce question you want skills data to answer
Week 1
Skill
Defined at the right level of specificity
Week 1
Indicator
What skilled performance looks like, observably
Week 2
Task
An authentic activity that elicits that behavior
Week 3
Evidence → decision
Scored results you can interpret and act on
This is evidence-centered design in practice: every assessment task traces back to an indicator, every indicator to a skill, and every skill to a goal your organization cares about.
How it works
Three weeks. Three one‑hour sessions.
Each session builds on the one before. Bring one real workforce question, and you will use it as your case from the first hour to the last.
Week 1 · 2nd Tuesday · 1 hour
Skills discovery and framework design
Learn to create scientifically grounded competency models and build the core framework for your specific goals.
- Skills, competencies, capabilities, and indicators: how they differ
- Connecting a framework to roles and business goals
- Writing observable, measurable indicators and proficiency levels
- Avoiding the usual traps: skills that are too broad, overlap, or are disconnected from real work
You leave with
A draft skill framework: one capability that matters to your organization, two or three defined skills, and two or three observable indicators for each.
Week 2 · 3rd Tuesday · 1 hour
Authentic skills measurement: assessment design
Build and test authentic assessments for your skills, experience one yourself, and see what its results look like.
- Deciding what evidence would show a skill
- Choosing a method: scenarios, situational judgment, simulations, work samples
- Writing realistic workplace scenarios and clear instructions
- Balancing depth, length, fairness, and participant burden
You leave with
An assessment blueprint that links your skills and indicators to at least one authentic task, ready to pilot.
Homework: You, or a small group from your team, take the assessment before Week 3.
Week 3 · 4th Tuesday · 1 hour
Understanding and actioning results
Review the results from your homework and learn to interpret them, including a gap analysis and a development report.
- Reading indicator-level and skill-level scores and their evidence
- Telling individual gaps apart from organization-wide capability gaps
- Avoiding over-interpretation and unsupported talent decisions
- Linking findings to development, mobility, hiring, and workforce planning
You leave with
A gap analysis and development report for your pilot group, and a plan for what to measure next.
Schedule
A new cohort every month
Sessions run on the 2nd, 3rd, and 4th Tuesdays of each month, live and online. Cohorts are kept small so everyone gets time on their own work.
- When
- 2nd, 3rd & 4th Tuesdays of the month
- Time
- 2:00–3:00 pm Eastern Time
- Commitment
- Three 1-hour sessions plus a short assessment between Weeks 2 and 3
- Format
- Live, online, facilitated small cohort
- Cost
- Free
Next cohort
November 2026
Week 1
Week 2
Week 3
Cohort
December 2026
Week 1
Week 2
Week 3
Cohort
January 2027
Week 1
Week 2
Week 3
All sessions 2:00–3:00 pm Eastern Time. Apply now and tell us which month suits you.
Key ideas, in plain terms
The vocabulary of skills-based talent management
The cohort is grounded in a science-based approach to measurement. These are the ideas you will put into practice.
- Evidence-centered design (ECD)
- A method from measurement science for designing assessments. You start from the claims you want to make about a person’s skill, define the evidence that would support them, then design tasks that produce that evidence.
- Skill model (competency framework)
- The skills for a role, team, or capability, each with a definition, observable indicators, and proficiency expectations. It turns a list of skills into something you can assess against.
- Skills vs. traits
- Traits describe how someone tends to behave, averaged across situations: their default when nothing is asking more of them. Skills describe how someone is capable of behaving when a situation calls for it, the tools they can bring out when needed. Traits set the center of a person’s range of behavior, and skills determine how effectively they can move away from it. And while traits are hard to change, skills improve with practice, which makes them the right thing to measure and develop.
- Authentic assessment
- An assessment that asks people to do realistic work, such as responding to a workplace scenario or producing a work sample, so the result reflects how they actually perform rather than what they say about themselves.
- Skills-based talent management
- Making development, mobility, hiring, and workforce-planning decisions from measured skills rather than job titles, tenure, or subjective reviews.
- Inferred, self-reported, and directly assessed skills
- Three sources of skills data. Inferred skills come from résumés or activity data; self-reported skills come from ratings people give themselves; directly assessed skills come from evidence of performance. Only the last is credible enough for high-stakes decisions.
FAQ
Questions people ask before applying
Is “Do It With Others” really free?
Yes. There is no fee and no contract. You apply, and if your organization is a fit for the cohort, you join the three sessions at no cost.
Is this a sales pitch?
No. The sessions teach a method: how to build measurable skill taxonomies, design authentic assessments, and act on the results. You spend the time building your own frameworks and assessments with peers.
How much time does it take?
Three live one-hour sessions on the 2nd, 3rd, and 4th Tuesdays of the month, from 2:00 to 3:00 pm Eastern Time, plus a short assessment that you or a small group take between Weeks 2 and 3.
What will I have at the end?
A scientifically grounded competency framework for a capability that matters to your organization, an authentic assessment for those skills, and a gap analysis and development report based on real results, along with the skills to repeat the process.
What is a cohort?
A small group of organizations that start their skills-focused transformation in the same month and go through all three sessions together, so you learn from peers facing the same challenges.
Do I need an existing skills taxonomy or skills program?
No. The cohort is designed for organizations at the beginning of a skills-focused transformation. If you already have a framework, you can use the sessions to make it measurable.
How do I apply?
Fill in the short application on this page. It asks for your name and email, why you are interested, what you most want to learn, and whether your organization already uses a skills-focused approach. The Soefia team reviews applications and follows up by email.
Apply
Join the next “Do It With Others” cohort
Five questions. About five minutes. Free.
Tell us a little about your organization and what you want to learn. We use your answers to build a cohort of peers who will get the most from working together.
Sessions: 2nd, 3rd & 4th Tuesdays, 2:00–3:00 pm ET. Next cohort starts Tuesday, Nov 10, 2026.