Skills Gap Analysis · Step 1 of 3
How Strong Are You in the Role You're In?
Tell us your role and rate your skills. In about 5 minutes, AI shows where you're excelling, where you're lacking, and exactly what to sharpen next — the same read Rypple gives managers inside the product.
4,200+ managers assessed 4.8 / 5 average Private — never shared
What is a skills gap analysis?
A skills gap analysis compares the skills you have against the skills your role actually demands — then pinpoints where you're strong, where you're falling short, and what to work on next. For a manager, that means an honest read on the leadership competencies the job requires — coaching, delegation, feedback, decision-making, and more — plus a focused plan to close the gaps that matter most.
How do you identify your skills gaps?
Name the skills your role demands, rate your honest confidence in each, and look at the distance between the two — weighted by what strong performance in the role really looks like. This tool does exactly that in about five minutes and turns it into a prioritized plan.
What skills should a manager have?
Manager skills cluster into three areas: people (coaching, 1:1s, feedback, conflict resolution), execution (prioritization, delegation, decision-making, accountability), and self (communication, emotional intelligence, time management). Which matter most depends on your level and team.
How is a skills gap analysis different from a performance review?
A performance review looks backward at results, runs once or twice a year, and is owned by your manager. A skills gap analysis is forward-looking and self-directed — it tells you what to develop next, and you can run it whenever you want.
How often should you run a skills gap analysis?
Every few months, or any time your role changes — a bigger team, new scope, or a promotion. Expectations and skills drift, so a periodic honest check keeps your development focused on what matters now.