01 — Problem
The Problem
Most organisations have plenty of data — but no visibility into skills. What isn't visible can't help an organisation plan, develop, and perform at its best. That's exactly what Skills to Performance makes visible.
Traditional talent management treats people like warehoused inventory — hired and planned in big batches against demand projections. Skills-based talent is the “lot size of one” version: matching supply to demand at the skill level, pulled rather than pushed, in real time.
Where is your business critically dependent on a small number of individuals with essential skills?
Where are you hiring externally today because you can't find the capability internally?
If you left today with a live, working view of your skills — not a report — what would you decide differently tomorrow?
03 — Method
The Skills to Performance Method
Not a one-off project. Six steps, each with a mechanism inside SkillSuite™ that keeps skills clear, mapped, and turned into performance long after the programme ends.
See Every Skill
Skills Passport
A living, current record of what every employee can actually do — not a job title.
Map Supply Against Demand
Skills Mapping
Compare skills against what each role requires — gaps and concentration risk become visible.
Benchmark Against The Market
Skills Lens
Internal capability checked against external market trends — forward-looking, not reactive.
Redeploy Before You Recruit
Skills 1st Matching™
Every open role is checked against internal candidates before it goes to external search.
Put It In Everyone's Hands
Skills Agent
A plain-language query layer — acting on the data stops being one analyst's job.
Prove It, Then Repeat It
Report / Skills ROI
Cost avoided, time saved, and risk reduced — tracked continuously, not once.
A loop your organisation runs itself — not a report, but a running system it goes on to own and operate independently.
05 — How it works
How It Works
Session 1
Diagnose
An anonymous, live diagnostic — seven statements scored 1–5, covering visibility, gaps, dependency, framework, mobility, forecasting, and business impact. The Skills Gap Cost Calculator runs live on your own headcount data — a real financial-exposure figure, calculated in the room, not modelled afterward. The group agrees a single department or priority area for the rest of the programme, and confirms an internal owner. Chapter One of your Skills to Performance Blueprint takes shape here — the diagnostic scorecard, the room's own words, and the baseline cost figure the live Value Calculator builds forward from in Session 4.
Session 2
Map
A short, deliberately concise explainer on SIIO™ — why an ontology supports real inference, where a taxonomy only supports lookup. A live sector sandbox, loaded inside SkillSuite™, with every tool populated and demoed live — Skills Passport, Mapping, Lens, Matching, Agent and Report — against a real Skills Map for your sector. Every participant receives individual sandbox login credentials. Chapter Two is added directly into the same Blueprint — a current-state / future-state skeleton, co-authored, not delivered as a separate document.
Session 3
Activate
A debrief of what your team found for themselves exploring the sandbox independently since Session 2. Skills 1st Matching™ runs against two or three of your open roles — actual or representative — matched by verified capability, not job titles or tenure. Chapter Three is added with real proof points, not hypotheticals — this is the seeing-is-believing session.
Session 4
Prove
A live, interactive Value Calculator, built on your own real figures plus the internal match rate demonstrated in Session 3 — what redeployment, retention, and targeted learning are worth to your business, shown as a range, not a single number. Chapter Four completes the Blueprint: the finalised current-state / future-state view, brought together with everything built across the four sessions, plus a costed 90-day plan — built entirely from what your own team and your own numbers produced across the four sessions, ready to take to your own board. You leave with the finished, board-ready Skills to Performance Blueprint — Chapters One through Four in one document — plus one further month of sandbox access at no extra cost.
07 — Outcomes
What You'll Go Home With
The Skills to Performance Blueprint
One board-ready document, co-authored live across all four sessions — not handed over at the end.
Built specifically for your organisation — shaped by your own team's live input in every session and your own real cost and headcount figures. Not a template with your logo on it. Yours to keep, present to your own leadership, and put into practice immediately.
Chapter One · Diagnose
Diagnostic scorecard, the room's own words, and the baseline Skills Gap Cost figure.
Chapter Two · Map
Your current-state / future-state skills skeleton for the sector-matched sandbox.
Chapter Three · Activate
Real proof points from worked capability matches on your own open roles.
Chapter Four · Prove
The finalised value range from the live Value Calculator, plus a costed 90-day plan.
A Skills-First Way of Operating
A practical grasp of what running as a skills-based organisation takes — and where skills-intelligent technology can open doors.
A Real Intervention Plan
Worked capability-matching and reskilling examples built on your sector sandbox.
08 — Delivery
Delivered By
Skills to Performance is co-founded and co-led by Dr Elisa Forestan, Vanessa Wainwright, and Sandra Murtagh. Dr Forestan, Chief Skills Officer of Abodoo, leads throughout; Vanessa Wainwright, Global Skill strategist, Founder and CEO of Abodoo, Host of Global Skills Podcast, co-leads the SkillSuite™ platform sessions, with Abodoo's analysts running live data in the background; Sandra Murtagh, former VP, Global Learning and Development at Dell Technologies, brings deep enterprise learning and transformation experience to the programme design and delivery. Abodoo's SkillSuite is the programme's chosen technology platform — but Skills to Performance is a standalone engagement, independent of Abodoo: if SkillSuite itself interests an organisation afterward, that's a separate conversation.
Dr Elisa Forestan
Co-Founder & Co-Lead, Skills to Performance; Chief Skills Officer, Abodoo
Vanessa Wainwright
Co-Founder & Co-Lead, Skills to Performance; Founder & CEO, Abodoo; Host of Global Skills Podcast
Sandra Murtagh
Co-Founder & Co-Lead, Skills to Performance; former VP, Global Learning and Development, Dell Technologies
09 — Next step
Let's Test That
The next step is a short scoping call — to confirm your sector and lock four session dates.
Book a Scoping Call