You must be able to create a skills gap analysis so you can tailor a story and support next steps for achieving each leader’s objectives. For example, “We want to be able to develop three new applications next year using XYZ technology. We have only 10 people proficient enough to do that. We need 30. We have 15 people who are close. Let’s upskill those 15 and hire 5. Here’s the plan for doing that.” That’s the value of skills gap statistics for the organization.