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  • Shreyas Prakash

Spider Charts for evaluating soft skills

Self-assessing growth when it comes to soft skills has always been quite tricky. Hard skills are not that complicated. You see your portfolio, I can understand your design. I see your GitHub profile, I can evaluate your coding skills. However, thin


Sometimes, when we work in teams, it becomes difficult to self-assess or even understand how we complement each other. The problem becomes even fuzzier when it comes to design teams where the skill sets are so diffused and it becomes a bit difficult to assign tasks taking every individual's strengths into consideration.


I found the whole activity of having Spider charts to self-assess our skills to be quite interesting. Most of you might have already seen this such as the one over here.


Spider Charts for Design-led Organisations


Spider Charts for Hybrid Design Teams
Spider Charts for Hybrid Design Teams


Mapping all the skills individually, and placing them one on top of the other, there are other specific use cases that the team comes to know.


Is the team, in general, requiring design research help? Should we complement that by adding someone else? Or should we just be smart about it and outsource it? These could be very well answered visually using Spiral graphs.


Another advantage of such polar graphs which I've observed is in the self-evaluation of soft skills. Imagine attending a cohort-based course on leadership skills.


How do you really know if there has been any progress? In this case, doing a form of self-evaluation using a polar graph before and after the cohort-based course could help assess the change visually.


Mostly with soft skills, we are dealing with things that are intangible.


Spider Charts make the intangible tangible.





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