Understanding “Got, Want, Need” in Metaskills Development

As organizations prepare for the future, equipping teams with the right skills to adapt and thrive is essential. Metaskills, which we described in our recent blog post here and in further detail in our white paper here, are the versatile skills that enhance a team’s ability to innovate, collaborate, and respond to change and are vital for staying competitive. However, the challenge remains: Where should companies invest limited resources to build these metaskills?

To make informed decisions, it’s important to assess current team capabilities and identify priorities across three key areas: Got, Want, and Need. This approach provides a structured framework for evaluating metaskills and understanding where teams should focus their reskilling efforts. Here’s how it works.

Step 1: The “Got” Assessment

The Got assessment focuses on recognizing the current capabilities within a team. Here, teams explore what they already have by identifying the metaskills that have been developed and are being applied effectively. Questions to ask during this phase include:

• Where does this metaskill consistently show up in workflows?
• Who are the champions of this skill, or those who demonstrate and build on it regularly?
• If we onboard someone new, who will lead in developing this skill in them?

Answering these questions reveals the team’s existing strengths and the promoters of specific metaskills—those who not only use these skills but often drive knowledge-sharing and development around them. Identifying these champions is critical, as they ensure the skill remains within the organization, reducing risks associated with turnover or single points of failure.

Step 2: The “Want” Assessment

The Want assessment evaluates the future value of each metaskill to the organization. Teams should consider which metaskills are most aligned with the organization’s goals and strategic vision. For example, smaller teams may prioritize collaboration to maintain flexible workflows, while larger, matrix-managed teams might focus on teamwork to ensure role clarity.

To gauge a metaskill’s future value, teams might ask:

• Are there core, revenue-generating aspects of the business that rely on this metaskill?
• Which metaskills are critical to sustaining or enhancing our culture?
• Which skills are essential for retaining, attracting, and developing top talent?

This stage helps teams understand which metaskills will deliver the most significant impact in the future, aligning development efforts with broader business goals.

Step 3: The “Need” Assessment

Finally, the Need assessment focuses on identifying current risks that stem from metaskill gaps. This is where teams determine which gaps threaten current performance and, if unaddressed, may limit future success. Teams ask questions like:

• What critical business functions are at risk due to gaps in this metaskill?
• How might these gaps impact our team culture, talent retention, and overall productivity?

This analysis reveals high-priority areas where immediate action is required, highlighting metaskills that, if left underdeveloped, could harm business continuity or team effectiveness.

Next Step: Deciding to Buy, Build, or Partner

This Got, Want, Need framework helps organizations make strategic, data-informed choices, ensuring that investments in reskilling align with both present needs and future goals. By taking stock of current capabilities and prioritizing future-oriented metaskills, teams are better positioned to navigate a rapidly evolving business landscape.

The next step, deciding on how to address gaps with the “Buy, Build, or Partner” assessment, will be covered in our next blog post, where we also will introduce a framework for companies to use in making future decisions.

In the meantime, download the full white paper here.