The first thing she did was assess leadership team members’ skills by looking at their past accomplishments and the results of 360-degree assessments. Next, she listed their primary, secondary, and tertiary abilities on a whiteboard. This allowed her to see redundancies and gaps that had arisen over time. For example, four directors were strong in analysis but only one had well-developed project-management skills. And although the group was responsible for educating thousands of employees each year, there were only two people with a talent for training and teaching.