Organizations face a common challenge of skill gaps, which are often due to untapped talent rather than a deficit. Effective skill gap analysis involves assessing the difference between available and required skills, but it should be a continuous, human-centered process, not a one-time fix. One approach involves a development journey that begins with self-reflection on strengths, values, and barriers, followed by work on essential competencies like communication and decision-making, rather than solely focusing on technical skills.