Skills

The 'Skills' element of Ecosystem Team management focuses on identifying, developing, and leveraging the specific capabilities and competencies that are crucial for the success of the ecosystem. It encompasses a broad range of practices aimed at nurturing the talent within the aligned Product, Internal Product and Enabling Teams and aligning skills with strategic objectives.

The activities are the same as described in the Product Team section, but the scope is wider, encompassing the entire ecosystem.

What's different at ecosystem scope

Three deltas at ecosystem scope:

• Career paths span products, not just one. A Senior Designer in Product A and a Senior Designer in Product B are at the same level even though they work on completely different things. The Ecosystem Team owns the level definitions that make this calibration possible across products.
• Leadership development across products. Growing the next generation of Product Managers, Design Leads, and Development Leads is an ecosystem-level concern. Product Teams develop their own people but rarely have the bandwidth or remit to develop the leaders they themselves will need.
• Strategic skill investments. When the ecosystem identifies a future need (AI capability, security expertise, regulatory specialism), the Ecosystem Team invests ahead of any individual Product Team needing it. This avoids the "we needed this two years ago" pattern.

1. Defining Career Paths: Establishing clear career paths that guide the development and progression of team members.
2. Gathering Performance Insights: Collecting and analysing performance data to identify skills gaps and opportunities for improvement.
3. Coaching Employees: Providing guidance and support to help employees develop their skills and reach their full potential.
4. Learning and Development: Creating opportunities for employees to learn new skills and improve their performance.

Anti-Patterns

• Skills Gaps: Failing to identify and address skills gaps within the ecosystem, leading to inefficiencies and missed opportunities.
• Lack of Development: Not providing opportunities for team members to develop new skills and advance their careers, resulting in stagnation and disengagement.