What is Skill Will Matrix? Example and Free Template

The Skill Will Matrix is a powerful tool used by managers, HR professionals, and team leaders to assess individual performance and create leadership approaches to maximize employee potential.

According to a report, the Skill Will Matrix is instrumental in enhancing leadership effectiveness by enabling managers to identify and adopt the most appropriate leadership approach for each team member and situation, based on their skill and will levels.

This article dives deep into the Skill Will Matrix, its components, practical applications, and how it can transform team dynamics. You’ll also find a free template and a real-world example to help you apply it effectively.

What is skill will matrix?

The Skill Will Matrix is a framework that evaluates employees based on two key dimensions: their skill (ability to perform tasks) and their will (motivation or desire to perform). Plotting these dimensions on a vertical matrix, managers can categorize team members into four quadrants to identify their strengths, challenges, and the best management style to support them.

This tool is rooted in the situational leadership model, which emphasizes adapting leadership styles to the needs of each employee.

The matrix helps managers:

• Assess individual performance and motivation levels.

• Identify whether an employee’s struggles stem from low skill, low will, or both.

• Determine the appropriate leadership style, such as coaching, directing, or delegating.

• Address performance issues by focusing on skill development or motivational initiatives.

To more accurately assess where an employee stands in the matrix, organizations can leverage the Skills and Competency Library, a structured database of over 15,000 job profiles tied to skills, behaviors, and proficiency levels. It allows managers to identify what technical or behavioral competencies are expected for a role, aligning perfectly with the matrix's "skill" dimension.

Skill vs will matrix

The Skill Will Matrix hinges on understanding the difference between skill and will. Skill refers to an employee’s technical skills, natural ability, or core capability to complete tasks. Will, on the other hand, reflects their self-drive, motivation, and enthusiasm for their role. These two factors create a dynamic interplay that influences employee performance.

Here’s how the matrix breaks down into four quadrants:

• High skill, High will: These high performers excel in their roles and are motivated to take on new challenges. They require minimal supervision and thrive with delegated tasks.

• High skill, Low will: These employees have strong technical skills but lack motivation. They may be in the wrong role or facing personal challenges, requiring motivational initiatives or a shift in responsibilities.

• Low skill, High will: Often seen in new hires or team members tackling new projects, these individuals are eager but lack the necessary skills. They benefit from structured tasks, frequent feedback, and targeted training.

• Low skill, Low will: These employees struggle with both ability and motivation. They need close supervision, clear expectations, and a structured approach to address underlying issues.

Analyzing where an employee falls on the matrix, managers can create their management approach to boost engagement and productivity. For instance, a 2024 study found that employees who receive frequent feedback and clear expectations are 3.5 times more likely to be engaged at work.

Using industry- or function-specific job lists such as the Human Resources Job List, Manufacturing & Production Operations Job List, or Sales & Relationships Job List, HR leaders can create the matrix for different roles. These lists break down which skills and core competencies are most critical in specific job families, providing clarity around expectations.

Skill will matrix template

Below is a simple template you can use to assess your team. You can recreate this template in a spreadsheet or draw it on a whiteboard for team evaluations. The matrix is divided into four quadrants, with skill on the horizontal axis and will on the vertical axis.

• Quadrant 1 (Low skill, High will): Employees need coaching and skill development to build confidence.

• Quadrant 2 (High skill, High will): These high performers can be trusted with complex tasks and decision-making.

• Quadrant 3 (Low skill, Low will): Employees require close supervision, clear rules, and structured tasks.

• Quadrant 4 (High skill, Low will): Employees need motivational support to rekindle their enthusiasm.

This free template can be adapted for any team, from project managers overseeing complex tasks to HR managers onboarding new hires.

The Job Skills Model Tour provides an interactive way for organizations to browse competencies by job family or industry. This tool is particularly useful if you’re creating matrices for larger teams or organization-wide assessments.

Skill will matrix example

Let’s apply the Skill Will Matrix to a fictional team to illustrate how it works. Imagine a project manager, Sarah, is leading a team of four on new projects. She uses the matrix to assess individual performance and adjust her leadership style.

Emma (Quadrant 1: Low skill, High will)

Emma is a new hire with limited technical skills but a strong desire to learn. Sarah adopts a coaching style, providing frequent feedback and targeted training to help Emma master specific tasks. Through one-on-one conversations, Sarah sets clear expectations and helps Emma build confidence.

Liam (Quadrant 2: High skill, High will)

Liam is a seasoned team member with high skill and high will. He excels at complex tasks and takes initiative. Sarah delegates new responsibilities to Liam, trusting him to make decisions and mentor other team members.

Noah (Quadrant 3: Low skill, Low will)

Noah struggles with structured tasks and appears disengaged. Sarah uses a directive approach, setting clear rules and providing close supervision. She also investigates the root cause of Noah’s low motivation, such as personal challenges or being in the wrong role, and offers support to address these issues.

Olivia (Quadrant 4: High skill, Low will)

Olivia has strong technical skills but lacks motivation due to unclear career goals. Sarah schedules regular check-ins to understand Olivia’s professional goals and implements motivational initiatives, such as recognizing her contributions, to boost engagement.

Using the template, Sarah creates her management approach to each team member, improving team dynamics and individual performance.

FAQs

Here are some common questions about or related to the skill will matrix:

How does the skill will matrix differ from other performance tools?

The Skill Will Matrix is unique because it combines skill and will to provide a holistic view of an employee’s capabilities and motivation. Unlike traditional performance reviews that focus solely on outcomes, this matrix helps managers identify the root cause of performance issues and apply the situational leadership model to address them.

Pairing the matrix with Skills and Competency Library supports evidence-based coaching and succession planning by identifying gaps between actual and expected competencies.

What are the 4 quadrants of skill will matrix

The four quadrants of the skill-will matrix are:

• High Skill / High Will: Competent and motivated individuals.

• High Skill / Low Will: Competent but unmotivated individuals.

• Low Skill / High Will: Unskilled but motivated individuals.

• Low Skill / Low Will: Unskilled and unmotivated individuals.

What if an employee’s skill and will vary depending on the task?

Skill and will can vary depending on specific tasks or projects. Managers should assess performance across multiple tasks to identify patterns. For varying levels, adapt the leadership style to the context, such as providing guidance for new challenges or delegating familiar tasks.

How can effective leaders use the skill will matrix to boost engagement?

Effective leaders use the matrix to create their management approach to each employee’s strengths and needs. Setting clear expectations, offering motivational initiatives, and aligning tasks with an individual’s desires and capabilities, leaders can boost engagement and drive team success.