What is Skill Will Matrix and How to Implement It in 2025

Employee motivation and engagement are critical drivers of organizational success, according to Gallup report 2023 only 21% of employees feel highly engaged at work. Low engagement not only hinders productivity but also leads to higher turnover and a disengaged workforce. For leaders, understanding and addressing the unique needs of their team members both in terms of motivation and competence is essential to building a thriving, high-performing organization.

This is where the Skill Will Matrix becomes an invaluable tool. Widely used by leaders, managers, and HR professionals, the Skill Will Matrix helps assess team members' performance and potential by analyzing two key dimensions: skills (competence) and will (motivation.)

The matrix provides actionable insights, enabling leaders to determine whether an employee requires skill development, motivational support, or a combination of both. It offers a structured, flexible approach to leadership, allowing managers to adapt their style to align with the specific needs of each individual.

By leveraging the Skill Will Matrix, leaders can create tailored strategies that address gaps in competence and motivation, fostering an environment of growth, engagement, and productivity. This ensures that team members receive the right balance of guidance, encouragement, and autonomy to excel, driving both individual and organizational success.

“In my experience there is a direct correlation between leadership and motivation. Employees who are led by a Manager that invests genuine time and energy in identifying what makes them tick, providing ongoing development and recognising their efforts tend to be more motivated.”

Organisational Development Business Partner
Sonal P.

Understanding the Skill Will Matrix

The Skill Will Matrix has been a cornerstone of managerial strategy for decades, offering invaluable insights to management teams across industries. This tool, rooted in the situational leadership model introduced by Paul Hersey and Ken Blanchard in the 1970s, helps managers adapt their leadership styles based on employee needs. By assessing an individual’s skill level (competence) and will (motivation), managers can tailor their approach to effectively guide and support their teams.

The enduring popularity of the Skill Will Matrix lies in its simplicity and practicality. It categorizes employees into four quadrants, each suggesting a specific managerial style ranging from hands-on coaching for low-skill, high-will employees to delegation for high-skill, high-will team members. Its straightforward structure makes it accessible to managers at all levels, even those with minimal training in leadership frameworks.

Beyond its simplicity, the Skill Will Matrix fosters employee development by addressing unique challenges. For instance, it shows managers how to identify skill gaps and  address motivational barriers. This dual focus ensures that employees feel supported and understood, boosting productivity and engagement.

In today’s dynamic workplace, the Skill Will Matrix remains a vital tool for managers seeking to balance leadership adaptability with team empowerment, ensuring sustainable growth and performance.

The Four Quadrants of the Skill Will Matrix

1. High Will, High Skill

Employees in this quadrant are the backbone of any organization. They are skilled, experienced, and highly motivated to excel in their roles. They require minimal supervision and consistently deliver exceptional results. These individuals often take initiative, drive innovation, and inspire others on the team.

Key Focus: For these team members, the primary goal is to keep them engaged and challenged. Offering opportunities for growth, such as sustainable leadership roles or advanced projects, helps maintain their enthusiasm and ensures they continue to contribute at a high level.                                              

2. High Will, Low Skill

These individuals have the necessary skills and expertise but lack the motivation to apply them effectively. Their disengagement may stem from factors such as misalignment with organizational goals, feeling undervalued, or burnout.

Key Focus: Managers need to address the root causes of their low commitment. Open communication can help identify their concerns, and aligning their responsibilities with their interests or career goals can reignite their motivation.

3. Low Will, High Skill

This group consists of eager and motivated employees who lack the skills or experience needed to perform at their best. They are enthusiastic learners who require guidance and training to reach their potential.

Key Focus: These employees benefit greatly from mentorship, training programs, and hands-on learning opportunities. Assigning them tasks that challenge them without overwhelming them builds confidence and accelerates their development. 

 4. Low Will, Low Skill

Individuals in this quadrant struggle with both the skills and the motivation required for     their roles. They may feel disconnected from their work or be in positions that do not align with their strengths.

Key Focus: Managers should first have an honest discussion to understand their challenges and aspirations. Providing tailored support, clear expectations, and frequent feedback can help improve their performance. If no progress is made, reassessing their fit within the organization may be necessary. 

“In today’s fast-moving business world, effective leadership is about more than achieving goals it’s about empowering teams to grow and innovate. The Skill/Will Matrix is a powerful tool for this, helping leaders assess team members' skills and motivation. Rooted in situational leadership, it enables a tailored approach to management, ensuring each person gets the support they need to thrive and deliver their best.”

Data Engineering Director at UBS Group
Ashish Joshi

Difference Between Skill and Will

Skill and will are two fundamental factors that influence individual and team performance in any setting, whether professional or personal. While they often work together to achieve success, they are distinct in their nature and impact. Understanding the difference between the two can help in effectively managing people and fostering growth.

1. Skill: Skill refers to the ability to perform a task or achieve a goal effectively. It encompasses knowledge, expertise, and technical competence that an individual has developed through training, education, and experience. For example, coding, project management, and problem-solving are specific skills that can be learned and refined over time. Skill determines how well a person can execute a task, and it often requires consistent practice and learning to improve.

2. Will: Will, on the other hand, represents the motivation, drive, and determination to perform a task. It is rooted in attitude, mindset, and personal values. While someone may possess the necessary skills, a lack of will can hinder their performance. Willpower often stems from internal factors like passion, purpose, and resilience.

In essence, skill is about capability, while will is about commitment. Balancing both is critical for achieving peak performance, as skill without will leads to untapped potential, and will without skill results in inefficiency. For individuals and organizations alike, fostering both skill development and intrinsic motivation ensures sustainable success.

Why is the Skill Will Matrix Important for Your Organization?

The Skill Will Matrix is a critical tool for modern managers, offering a structured approach to understanding and managing team dynamics. Here’s why it is essential for driving individual and organizational success:

1. Enhances Team Performance

By assessing where each employee stands in terms of skills and motivation, managers can identify specific areas for improvement. This targeted approach enables tailored interventions, boosting both individual and team productivity. With everyone operating at their best, the overall performance of the team improves significantly.

2. Encourages Personalized Management

Not all employees respond to the same management style. The matrix helps managers customize their approach based on each employee's unique needs. High-performing individuals may need challenging tasks to stay engaged, while those with lower capabilities may require guidance and training. This personalized management builds trust and ensures that employees feel supported.

3. Improves Employee Engagement

Addressing motivational gaps ensures employees feel valued and understood. When managers invest in understanding the reasons behind an employee’s low commitment and take steps to address them, engagement improves. Motivated employees are more likely to contribute meaningfully and align with organizational goals.

4. Boosts Productivity

When employees are matched to roles that suit their skills and motivation, they can work more efficiently. The matrix minimizes mismatches in responsibilities, ensuring that everyone is working to their full potential, which directly enhances productivity across the board.

5. Facilitates Growth and Development

The matrix clearly identifies where employees need development whether it’s gaining new skills or building their confidence. Managers can then implement tailored training programs, coaching and mentoring to help employees grow, ensuring a steady pipeline of talent within the organization.

6. Reduces Turnover

Employees who feel supported, recognized, and aligned with their work are less likely to seek opportunities elsewhere. By addressing both skill gaps and motivational issues, the matrix helps foster a sense of belonging, which is key to improving employee retention.

7. Strengthens Team Dynamics

Aligning individual strengths with team goals ensures better collaboration and reduces friction. When each team member’s role is clear and suited to their abilities, the overall cohesion and morale of the team improve, leading to smoother workflows and better outcomes.

In summary, the Skill Will Matrix goes beyond being a management tool; it becomes a foundation for fostering engagement, productivity, and growth, benefiting both employees and the organization.

How to Use the Skill Will Matrix

Effectively using the Skill Will Matrix involves understanding your team’s current dynamics and tailoring strategies to address their specific needs. Here’s how you can use this powerful tool to optimize performance and foster growth:

1. Assess Individual Employees

Begin by thoroughly evaluating each employee's skills and motivation . This assessment can be based on direct observations, performance reviews, feedback from peers, and self-evaluations. Take note of how well they perform their tasks and their enthusiasm for taking on common leadership challenges. A clear and objective assessment is critical for accurate placement in the matrix.

2. Plot Team Members on the Matrix

Once you’ve evaluated your team, place each individual into one of the four quadrants of the matrix based on their skills and motivation levels. This visual representation gives you an overview of your team’s dynamics, making it easier to identify patterns and areas needing attention.

3. Tailor Your Management Style

Use the matrix to adapt your management approach to each quadrant. High skill, high will individuals may need more autonomy, while those with low skill but high will might benefit from hands-on leadership coaching and training. Matching your leadership style to their needs ensures more effective support and guidance.

4. Implement Development Plans

Create customized development plans for each employee based on their quadrant placement. This could involve skill-building workshops, mentorship opportunities, motivational talks, or task realignment. Focus on both short-term improvements and long-term growth to help them move to the high skill, high will quadrant.

5. Monitor Progress Regularly

Employees' skills and motivation levels change over time. Conduct regular reassessments to track progress and update their placement in the matrix. This ongoing evaluation helps ensure that your strategies remain relevant and effective.

6. Encourage a Growth-Oriented Culture

Foster a culture of continuous learning and improvement by emphasizing feedback, collaboration, and adaptability. When employees see opportunities for growth and feel supported, they are more likely to thrive and contribute positively to the team.

By following these steps, theSkill Will Matrix becomes a dynamic tool that adapts to your team’s evolving needs, driving sustained success.

Case Study: Empowering Women Entrepreneurs Through Skill Will Matrix Analysis

Background: Small and medium-scale enterprises (SMEs) play a pivotal role in the economic growth of developing communities, and many of these enterprises are led by women. Women's small businesses have the potential to drive the economy for generations, but to thrive in the competitive business environment, women entrepreneurs require a robust foundation of skills and knowledge. Entrepreneurship training becomes particularly crucial for those aiming to develop and expand their businesses.

Recognizing this need, the Dapur Mawar Project was launched with the mission to provide training and education tailored for women foodpreneurs. The project aimed to bridge the skills gap and support women entrepreneurs in realizing their full potential.

Objective: The primary goal of the Dapur Mawar Project was to empower women foodpreneurs by equipping them with entrepreneurial skills and knowledge. To achieve this, it was essential to:

1. Identify and evaluate the existing skills and willingness of the participants.

2. Develop a training module tailored to their specific needs based on these insights.

Methodology: The project adopted a systematic approach to understand the participants' current skill levels and motivation using the Skill Will Matrix, a proven framework for evaluating individuals.

Participants:

• 23 women foodpreneurs were selected as key informants through purposive sampling.

Data Collection:

• A semi-structured interview method was used to gather qualitative data.

Data Analysis:

• Deductive content analysis was employed to process the qualitative data.
• The frequency of keywords was quantified, and participants were categorized into pre-existing quadrants of the Skill Will Matrix through a deductive approach.

Findings: The analysis revealed two main categories of participants:‍

High Skill, High Motivation‍

These participants demonstrated strong entrepreneurial capabilities and a proactive mindset. They were well-prepared to leverage the training program to further enhance their business strategies.

Low Skill, High Motivation

These participants exhibited a strong desire to grow their businesses but lacked the necessary entrepreneurial skills. They represented a key focus area for the training program, as they had the drive to succeed but needed targeted support to develop their competencies.

Application of Findings: The insights from the Skill Will Matrix analysis were instrumental in shaping the Dapur Mawar training program. The program was customized to address the unique needs of each participant category:

• For High Skill, High Motivation Entrepreneurs: Advanced modules focused on scaling their businesses and strategic growth.
• For Low Skill, High Motivation Entrepreneurs: Foundational entrepreneurial training aimed at building critical skills and confidence.

Implications and Future Directions: The Dapur Mawar Project highlighted the importance of assessing both skills and motivation when designing entrepreneurship training programs. By tailoring the training to the specific needs of the participants, the project ensured higher engagement and impact.

Future research can explore the long-term effects of such targeted training programs on the economic and social empowerment of women entrepreneurs. Additionally, replicating this approach in other sectors and regions could provide broader insights into its effectiveness.

The Dapur Mawar Project serves as a model for empowering women entrepreneurs by combining skill assessment with targeted training. By addressing the unique challenges faced by women foodpreneurs, the initiative demonstrates how community-focused programs can create a sustainable impact, fostering economic growth and empowerment for generations to come.

Best Practices for Integrating the Skill Will Matrix into Management Processes

The Skill Will Matrix is not just a tool but a transformational approach to managing teams. When integrated effectively, it can enhance decision-making, foster a culture of growth, and drive sustainable success. Here’s how these best practices can make a meaningful difference in your organization:

1. Create a Standardized Assessment Framework

Implementing a structured framework ensures accurate positioning within the Skill Will Matrix and enables strategic growth across the organization. Without it, evaluations risk being inconsistent and subjective, leading to misaligned roles and overlooked gaps in skills or motivation. A standardized approach not only streamlines decision-making but also ensures every employee receives the support they need to thrive.

2. Embed the Matrix into Everyday Management Practices

Make the Skill Will Matrix a central part of your team’s management routine. Use it during performance reviews, team meetings, and one-on-one check-ins to identify areas for growth and intervention. By embedding it into ongoing processes, managers can address skill and motivation gaps proactively rather than reactively, fostering a culture of continuous improvement.

3. Train Managers to Make the Most of the Skill Will Matrix

Train managers not only to use the Skill Will Matrix but to understand its deeper applications. Focus on helping them interpret quadrant placements and develop targeted strategies to address skill and motivation gaps. Provide practical tools and real-world examples to ensure they can integrate the matrix effectively into their management approach for lasting impact.

4. Create Tailored Development Plans to Drive Growth Across Quadrants

After plotting employees on the Skill Will Matrix, focus on crafting development plans that are not only specific to each quadrant but also adaptable to individual needs. For example:

• High Skill, High Will: Provide advanced opportunities like leadership roles, strategic projects, or cross-functional assignments to keep them engaged and growing.
• High Skill, Low Will: Dive deeper into understanding motivational barriers and reignite their drive through meaningful work, personal recognition, or aligning tasks with their career aspirations.
• Low Skill, High Will: Focus on structured skill-building initiatives such as targeted training programs, peer learning opportunities, and mentorship to accelerate their development.
• Low Skill, Low Will: Initiate honest discussions to uncover the root causes of low performance and explore role adjustments or tailored support to help them progress effectively.

Rather than treating quadrant actions as fixed, incorporate flexibility to reflect changes in skill and motivation over time. By designing thoughtful, dynamic plans, the matrix becomes a tool for sustained growth, fostering both individual and team success.

5. Track Progress and Reevaluate Skill Will Placements Regularly

Regularly monitor how effectively the Skill Will Matrix is being applied by reassessing employee placements and evaluating the outcomes of implemented strategies. Use performance metrics, feedback sessions, and team observations to determine if skill gaps are closing and motivation levels are improving. Identify shifts in quadrant placements and adjust development plans accordingly to ensure the matrix remains a dynamic tool for continuous growth and alignment with organizational goals. This ongoing process keeps interventions relevant and maximizes the impact of the matrix on both individual and team performance.

By integrating these best practices into your management processes, the Skill Will Matrix becomes more than a diagnostic tool it becomes a pathway to building a motivated, high-performing team and driving long-term organizational success.

Conclusion

The Skill Will Matrix is an invaluable tool for understanding the dynamics of your team and creating a tailored approach to management. It allows managers to assess where each employee stands in terms of their skills and motivation, providing clear insights into their strengths and areas for improvement. With this understanding, managers can deliver the right mix of support, guidance, and development to ensure every team member reaches their full potential.

Edstellar’s Skill Matrix takes this concept a step further by leveraging advanced analytics and AI-driven insights to map employee skills to organizational roles and goals. This platform not only identifies gaps but also recommends targeted training solutions, making it easier for managers to address skill deficiencies and boost team performance. By integrating the Skill Matrix into the management process, organizations can move beyond static assessments and adopt a dynamic, data-driven approach to workforce development.