The question has to be asked, does a skills matrix report more accurately on ego than skills?

My first experience of running a skills analysis with a board illuminated this very effectively. There was a noticeable difference in level of skills recorded based on two key factors, gender and personal behaviours.

No surprise to anyone who has read the results of a skills matrix!

I was curious, why does this happen!? Well, if you start your skills analysis by asking what level of knowledge, experience, and expertise you have, you are widening the scope of the response and not necessarily assessing if they simply have the skill. Surely most people will either have knowledge of, experience in or self-declared expertise, so how do you answer anything other than yes?

Why is this important?  If your skills assessment shows that you have a high level of skills across the board, there would seem to be little improvement you can make.  This will not be a true reflection of the skills available to the board and may cause the organisation to stagnate.  Skills diversity is the true key to an effective and dynamic board, and makes the difference between mediocrity and ultimate success.