Some time ago I was working as head of a development team, I took care of everything from hiring to choosing how we would work. When I started the recruitment phase I thought of developers, UX and tester, who were the roles I knew from previous experiences. At some point we began to with Agile and we wanted to make the transition from our tester tole to developer role, that's when we occupied Team Competency Matrix. This activity is done with a team.
How I did it
We reviewed all the skills that our team had, for the product we were developing, both the developers and our UX (Being a multifunctional team was our goal), so it started as a transition for our Tester, but it soon became a transition for UX and developers. We list one by one what were the skills we currently had, to the left of a painting.
Already with the skills, which in this case were more than anything development technologies (After time we added to this table soft and practical skills, so it was more complete than it looks).
We add the names of each of the team members, with their main role until then.
One by one, each of the team members were completed. We occupy three colors (As the practice was described), Red: we didn't have the ability, Yellow: medium in the competition, Green: advanced in the competition. Each member did it individually and silently and after a while we completed in the general picture.
We made a small reflection of the results and the next steps to take care of the differences within the team.
That went well
That didn't go so well
Our result was the competition matrix, which served as an initial point to create a growth plan for each member of the team, which we support with Improvement Kata, Lightning talks and exploration evenings with the team.
Some time later, another developer joined the team and already working with this Team Competency matrix made her arrival much easier than it was with the first team members.