Skills-gap analysis for your team — without the matrix theater

Run a skills gap analysis for my team.

Inputs:
- Current team composition: {{names, roles, levels, known strengths/weaknesses}}
- Business goals for next 12 months: {{paste}}
- Skills the goals require (your best read): {{paste}}
- Recent project debriefs / postmortems mentioning capability gaps: {{paste}}

Output:

## Gap matrix
| Required skill | Current capability (high/med/low) | Demand frequency (always / project / occasional) | Gap severity |
|---|---|---|---|

## Top 3 gaps that will bite
Concrete examples of what won't happen / what will go wrong if these aren't closed in the next 6 months.

## How to close each — ranked by reversibility
- Internal upskill (months, costs little — but slow)
- External training (weeks, costs some — but signal-light)
- Hire (months, costs lots — but durable)
- Contract (immediate, costs lots — but ends)
- Reshape work (avoid the gap by redesigning the role/project)

For each top gap, pick the right intervention with reasoning.

## What I'd NOT solve
Gaps that are real but low-leverage. Name them so the team knows we considered and chose not to act.

## Where I'm guessing
Honest. Capability ratings without recent evidence are guesses — flag them so we don't optimize against bad data.

Hard rule: skills are not the same as roles. A "we need a designer" gap is different from a "we need design judgement in this meeting" gap. Be specific.