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Run extraction whenever the current title is a topic (Q3 performance, Customer satisfaction) rather than a claim, or when a reader could reasonably draw more than one conclusion from the visible evidence.", "confidence": 65, "extraction": { "at": "2026-04-29 13:07:30.495808+00", "model": "claude-legacy", "runId": null, "seconds": null, "promptVersion": null }, "pageNumber": 45, "whyItWorks": "Solves the two failure modes of slide writing simultaneously: the topic title (which outsources interpretation to the audience and produces three different conclusions in three different heads) and the multi-thesis stapler (which exceeds working memory and gets remembered as fragments). Aligns with how readers actually consume decks — Heath & Heath's Find the Core, the journalist's nut graf, and Minto's governing thought all converge on the same cognitive economics.", "antipattern": "Topic titles disguised as core messages (Customer satisfaction, no verb, no stake); multi-thesis sentences stapled with and; hedged sentences (may show signs of possible softening); chart-caption titles (Revenue fell 4%) that restate what the chart already shows instead of naming the so-what; meta-commentary (this slide explores...) that describes the slide rather than concluding it.", "cardinality": null, "narrativePurpose": "Forces the slide author to do the interpretive work before the slide ships, so the audience does not have to do it during the meeting. Wins the WYSIATI battle on purpose — the loudest fragment on the page becomes the author's chosen sentence rather than whichever chart label happens to be largest." } ], "frameworks": [ { "matchId": "019dd95a-1ca5-70bb-bb9b-862744311153", "evidence": "Title 'ATD's Action Plan' with seven connected step icons in diagram", "framework": null, "confidence": 80, "extraction": { "at": "2026-04-29 13:07:34.826634+00", "model": "claude-legacy", "runId": null, "seconds": null, "promptVersion": null }, "pageNumber": 40, "frameworkName": "ATD 7-Step Skills Gap Action Plan" }, { "matchId": "575c006b-cd61-43b5-979f-f8cf10678e75", "evidence": "Central node connected to peripheral nodes representing steps.", "framework": null, "confidence": 0.9, "extraction": { "at": "2026-05-02 18:29:55.504+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "pageNumber": 40, "frameworkName": "hub-spoke" }, { "matchId": "e22674d1-693b-4400-b3a3-47f6e3cc0edb", "evidence": "The slide presents a structured list of questions to diagnose organizational readiness and performance metrics.", "framework": null, "confidence": 0.9, "extraction": { "at": "2026-07-17 03:21:03.83+00", "model": "google/gemini-3.1-flash-lite-preview", "runId": null, "seconds": null, "promptVersion": null }, "pageNumber": 41, "frameworkName": "diagnostic-test" } ], "patterns": [] }, "storymakers": { "model": "claude-cli-sonnet-4.6", "backend": null, "rawJson": { "arc": { "id": 1, "slug": "consultants-gambit", "beats": [ { "name": "Situation & Context", "end_page": 9, "evidence": "Intro and 82% top-of-mind stat establish context", "position": 1, "start_page": 8 }, { "name": "Problem & Complication", "end_page": 17, "evidence": "Causes (61% strategy mismatch), tech, retirements, current/expected gaps", "position": 2, "start_page": 10 }, { "name": "Solution & Approach", "end_page": 27, "evidence": "Mountain America, BCE, NTT case studies show approaches", "position": 3, "start_page": 18 }, { "name": "Evidence & Proof", "end_page": 37, "evidence": "Apprenticeship Act, public-private data, Amazon/Walmart tuition examples", "position": 4, "start_page": 28 }, { "name": "Impact & Next Steps", "end_page": 45, "evidence": "Steps taken chart, 7-step ATD action plan, conclusion", "position": 5, "start_page": 38 } ], "evidence": "Whitepaper structure: situation (p.8-9), problem causes (p.10-17), solutions/case studies (p.18-37), action plan (p.38-44), conclusion (p.45).", "confidence": 82 }, "loops": [ { "id": 3, "slug": "03-aha-moment", "end_page": 9, "evidence": "Question framed in intro, BLS data presented, callout reveals 82%/83% insight", "position": 1, "objective": "Open with skills gap statistic to land the insight", "confidence": 70, "start_page": 8 }, { "id": 37, "slug": "37-root-cause-tree", "end_page": 14, "evidence": "Top Reasons chart branches to changing tech, retirements, generation gaps", "position": 2, "objective": "Diagnose the multiple causes feeding the skills gap", "confidence": 75, "start_page": 10 }, { "id": 4, "slug": "04-tale-two-worlds", "end_page": 17, "evidence": "'Current State' divider, then Current Skills Gaps vs Expected Skills Gaps charts", "position": 3, "objective": "Contrast current skills gaps with expected future gaps", "confidence": 80, "start_page": 15 }, { "id": 51, "slug": "51-voice-of-customer", "end_page": 27, "evidence": "Q&A with Mountain America, BCE, NTT — verbatim quotes followed by patterns", "position": 4, "objective": "Surface practitioner voices and patterns from real organizations", "confidence": 78, "start_page": 18 }, { "id": 9, "slug": "09-precedent", "end_page": 37, "evidence": "Apprenticeship Act 94% stat, Amazon/McDonald's/Target/Walmart tuition programs", "position": 5, "objective": "Cite policy/employer precedents proving partnerships work", "confidence": 72, "start_page": 28 }, { "id": 47, "slug": "47-quick-win-big-bet", "end_page": 44, "evidence": "ATD Action Plan diagram followed by Step 1–7 enumerated implementation pages", "position": 6, "objective": "Sequence 7 implementation steps into an action roadmap", "confidence": 60, "start_page": 38 }, { "id": 41, "slug": "41-so-what-cascade", "end_page": 45, "evidence": "Conclusion restates 83%/78% data then bullets the 7-step action", "position": 7, "objective": "Cascade data to recommended action in conclusion", "confidence": 65, "start_page": 45 } ], "slide_tools": [ { "tools": [ { "id": 1, "slug": "scqa-framework", "layer": "Block", "evidence": "Whole deck opens situation, complicates with causes, then answer — block anchored here", "confidence": 70 }, { "id": 80, "slug": "data-story-arc", "layer": "Loop", "evidence": "Loop 1 opens with context → conflict (skills gap data) → insight", "confidence": 65 }, { "id": 156, "slug": "emotional-appeal", "layer": "Slide", "evidence": "Introduction frames stakes around organizational survival and growth", "confidence": 55 } ], "page_number": 8 }, { "tools": [ { "id": 118, "slug": "action-titles", "layer": "Slide", "evidence": "Title 'The Skills Gap Is Still Top of Mind' states insight not topic", "confidence": 80 }, { "id": 123, "slug": "opening-hooks", "layer": "Slide", "evidence": "Startling-stat callout: '82 percent... 83 percent reported a skills gap'", "confidence": 80 }, { "id": 158, "slug": "von-restorff-effect", "layer": "Slide", "evidence": "Pull-quote callout typeset in larger red-accented type stands out from body", "confidence": 75 } ], "page_number": 9 }, { "tools": [ { "id": 99, "slug": "foreshadowing", "layer": "Loop", "evidence": "Section divider plants the 61% strategy-mismatch hint before the data", "confidence": 60 }, { "id": 67, "slug": "curiosity-gap", "layer": "Block", "evidence": "Divider question 'What Contributes to the Skills Gap?' creates open loop", "confidence": 60 } ], "page_number": 10 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Horizontal bar chart appropriate for ranked categorical reasons", "confidence": 85 }, { "id": 133, "slug": "small-multiples", "layer": "Slide", "evidence": "Paired 2018 vs 2020 bars repeated across each reason for comparison", "confidence": 80 }, { "id": 125, "slug": "data-ink-ratio", "layer": "Slide", "evidence": "Clean chart, no 3D, gridlines, or chartjunk; just labels and bars", "confidence": 65 }, { "id": 74, "slug": "inductive-reasoning", "layer": "Loop", "evidence": "Loop builds from multiple ranked causes toward 'top reasons' pattern", "confidence": 70 } ], "page_number": 11 }, { "tools": [ { "id": 154, "slug": "concrete-language", "layer": "Slide", "evidence": "Specific number '2 million unfilled manufacturing jobs' instead of vague claim", "confidence": 75 }, { "id": 156, "slug": "emotional-appeal", "layer": "Slide", "evidence": "Magnitude of unfilled jobs framed as crisis", "confidence": 55 } ], "page_number": 12 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Generation-segmented chart with 32%→38% callout", "confidence": 75 }, { "id": 138, "slug": "annotation", "layer": "Slide", "evidence": "Callout pulls out specific 21+ years tenure data point", "confidence": 70 } ], "page_number": 14 }, { "tools": [ { "id": 78, "slug": "contrast-pairs", "layer": "Loop", "evidence": "Divider sets up Current↔Expected contrast that follows", "confidence": 75 } ], "page_number": 15 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Horizontal bar chart ranks current skill-gap categories", "confidence": 85 }, { "id": 133, "slug": "small-multiples", "layer": "Slide", "evidence": "2018 vs 2020 paired bars repeated for each skill", "confidence": 80 } ], "page_number": 16 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Horizontal bar chart for expected gaps mirrors current-gap chart", "confidence": 80 } ], "page_number": 17 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "Mountain America Credit Union named source lends authority", "confidence": 80 }, { "id": 226, "slug": "social-validation", "layer": "Slide", "evidence": "Real organization shows others doing this work", "confidence": 55 } ], "page_number": 18 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "Quoted practitioner explains shift in career path strategy", "confidence": 70 } ], "page_number": 19 }, { "tools": [ { "id": 156, "slug": "emotional-appeal", "layer": "Slide", "evidence": "Boomer-departure urgency framed as imperative for organizations", "confidence": 60 } ], "page_number": 20 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "HHW Ohio quoted: 'you can't be what you can't see'", "confidence": 65 } ], "page_number": 21 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "Baker Construction Enterprises named with concrete Spanish-language anecdote", "confidence": 75 }, { "id": 154, "slug": "concrete-language", "layer": "Slide", "evidence": "Specific detail: participants 'engaged, animated, invested, grateful'", "confidence": 65 } ], "page_number": 22 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "BCE testimonial with measurable benefits referenced", "confidence": 70 } ], "page_number": 23 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "Practitioner quote on virtual/in-classroom training shift", "confidence": 60 } ], "page_number": 24 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "Quoted instructor on LOT delivery becoming standard", "confidence": 60 } ], "page_number": 25 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "NTT spokesperson explains long-term impacts", "confidence": 60 } ], "page_number": 26 }, { "tools": [ { "id": 154, "slug": "concrete-language", "layer": "Slide", "evidence": "Specific role 'producer to help with digital orientation'", "confidence": 55 } ], "page_number": 27 }, { "tools": [ { "id": 67, "slug": "curiosity-gap", "layer": "Block", "evidence": "Divider question 'Who Is Responsible for Closing the Skills Gap?' opens loop", "confidence": 65 } ], "page_number": 28 }, { "tools": [ { "id": 169, "slug": "authority-bias", "layer": "Slide", "evidence": "Federal legislation (National Apprenticeship Act of 2021) cited", "confidence": 75 }, { "id": 123, "slug": "opening-hooks", "layer": "Slide", "evidence": "Striking 94% employed-on-completion statistic in callout", "confidence": 70 } ], "page_number": 29 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Chart of who is responsible for addressing skills gaps", "confidence": 75 }, { "id": 138, "slug": "annotation", "layer": "Slide", "evidence": "Callout highlights drop from 10% to 6% no-owner figure", "confidence": 65 } ], "page_number": 30 }, { "tools": [ { "id": 155, "slug": "credibility-transfer", "layer": "Slide", "evidence": "TXDOT Q&A — government agency named as source", "confidence": 70 } ], "page_number": 31 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Public-private partnerships data chart with 76% callout", "confidence": 75 } ], "page_number": 33 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Certifications/credentials data with 41% callout", "confidence": 70 } ], "page_number": 34 }, { "tools": [ { "id": 154, "slug": "concrete-language", "layer": "Slide", "evidence": "Specific '100,000 badges issued' figure makes outcome tangible", "confidence": 70 } ], "page_number": 35 }, { "tools": [ { "id": 169, "slug": "authority-bias", "layer": "Slide", "evidence": "Names Amazon, McDonald's, Target, Walmart as proof points", "confidence": 80 }, { "id": 177, "slug": "bandwagon-effect", "layer": "Slide", "evidence": "Lists multiple major employers adopting tuition assistance", "confidence": 75 } ], "page_number": 37 }, { "tools": [ { "id": 129, "slug": "chart-selection-guide", "layer": "Slide", "evidence": "Chart of steps taken to address skills gaps with 60% callout", "confidence": 75 } ], "page_number": 39 }, { "tools": [ { "id": 165, "slug": "picture-superiority-effect", "layer": "Slide", "evidence": "Seven action steps shown as connected icon diagram", "confidence": 80 }, { "id": 132, "slug": "visual-hierarchy", "layer": "Slide", "evidence": "Central node larger; surrounding nodes equal size in radial layout", "confidence": 70 }, { "id": 116, "slug": "chunking", "layer": "Loop", "evidence": "Action plan chunked into seven discrete steps to reduce cognitive load", "confidence": 75 } ], "page_number": 40 }, { "tools": [ { "id": 118, "slug": "action-titles", "layer": "Slide", "evidence": "Step title 'Clarify and Understand the Organization's Performance Metrics' is directive", "confidence": 75 } ], "page_number": 41 }, { "tools": [ { "id": 118, "slug": "action-titles", "layer": "Slide", "evidence": "Step title 'Identify Capabilities and Skills That Map to Strategies...' is directive", "confidence": 75 } ], "page_number": 42 }, { "tools": [ { "id": 118, "slug": "action-titles", "layer": "Slide", "evidence": "Step title 'Set Goals and Prioritize the Path to Filling Gaps' is directive", "confidence": 75 } ], "page_number": 43 }, { "tools": [ { "id": 118, "slug": "action-titles", "layer": "Slide", "evidence": "Steps 6/7 titles 'Solidify Through Partnerships' and 'Communicate the Impact' are directive", "confidence": 70 } ], "page_number": 44 }, { "tools": [ { "id": 124, "slug": "closing-techniques", "layer": "Slide", "evidence": "Conclusion repeats 83%/78% callback then issues call to action", "confidence": 75 }, { "id": 153, "slug": "core-message-extraction", "layer": "Slide", "evidence": "Closes with 'talent development professionals can take a leadership role'", "confidence": 65 }, { "id": 98, "slug": "callback", "layer": "Loop", "evidence": "Recalls earlier 82% opening stat to bookend the deck", "confidence": 65 } ], "page_number": 45 } ], "slides_seen": 49, "deck_summary": "ATD/Accenture whitepaper aligns moderately well with the Consultant's Gambit — clean situation→problem→case-studies→evidence→action-plan flow — but as a text-heavy research report it leans on bar charts and pull-quote callouts rather than the punchy single-idea slides Storymakers prescribes; titles are mostly topic labels, not action titles, except in the seven action-plan steps.", "secondary_arcs": [], "images_inspected": 5, "slide_frameworks": [ { "frameworks": [ { "name": "ATD 7-Step Skills Gap Action Plan", "slug": "atd-7-step-action-plan", "evidence": "Title 'ATD's Action Plan' with seven connected step icons in diagram", "confidence": 80 } ], "page_number": 40 } ] }, "matchedAt": "2026-04-25 22:59:47+00", "slidesSeen": 49, "deckSummary": "ATD/Accenture whitepaper aligns moderately well with the Consultant's Gambit — clean situation→problem→case-studies→evidence→action-plan flow — but as a text-heavy research report it leans on bar charts and pull-quote callouts rather than the punchy single-idea slides Storymakers prescribes; titles are mostly topic labels, not action titles, except in the seven action-plan steps.", "imagesInspected": 5, "extractionSeconds": 284.8048 }, "score": { "backend": "codex", "scoredAt": "2026-05-02 18:24:47.911+00", "subScores": { "scqa_arc": 55, "action_titles": 28, "mece_structure": 62, "closing_strength": 74, "evidence_quality": 82, "clarity_of_thesis": 38, "production_quality": 61, "visual_storytelling": 60 }, "totalScore": 58, "coveragePct": 100, "explanations": { "scqa_arc": "Slides 8-14 establish situation and complication, but the deck then becomes a survey-and-case-study digest before returning to an answer in the action-plan sequence on slides 40-45.", "action_titles": "Most titles are topic labels rather than insight sentences, for example slide 16 uses \"Current Skills Gaps\" instead of stating the observed shift or implication.", "mece_structure": "The macro sections broadly cover drivers, current-state gaps, responsibility, and response, but case studies and public/private responsibility content overlap and do not build a fully exhaustive decision structure.", "closing_strength": "Slides 40-45 provide a concrete seven-step action plan and conclusion, though the final acknowledgments and back-cover slides 46-49 weaken the closing impact.", "evidence_quality": "Claims are generally well supported by survey charts, metrics, footnotes, external citations, and case examples, especially across slides 11, 16, 17, 29, 30, 33, 34, 37, and 39.", "clarity_of_thesis": "The core argument that skills gaps are persistent and require a structured workforce-development response emerges around slides 8-10, but it is not identifiable or declaratively stated in the first five slides.", "production_quality": "The report has consistent research-report formatting and footnote discipline, but production quality is limited by duplicate front matter, low action-title density, and several dense or overcrowded slides such as 9, 10, 34, 36, and 45.", "visual_storytelling": "The deck uses appropriate charts on slides 11, 14, 16, 17, 30, 33, 34, and 39 plus a process diagram on slide 40, but many case-study slides rely on dense Q&A text rather than visual synthesis." }, "slidesAnalyzed": 49 }, "review": { "backend": null, "verdict": "A solid research-report deck with a legible four-pillar spine and an explicit action plan, but weak action titles and a 7-page front-matter runway make it a useful structural reference - not a Storymakers title-craft exemplar.", "reviewedAt": "2026-04-24 16:24:31+00", "slidesSeen": 49, "suggestions": [ "Rewrite topic-label titles into declarative action titles - e.g. p.16 'Current Skills Gaps' -> 'Leadership and technical skills top the current-gap list, with 65% of firms affected'", "Compress pages 1-7 into 2 front-matter slides and lead slide 3 with the 82% hook as a full-bleed thesis statement", "Insert a synthesis slide after p.27 that pulls the 5 case studies into a MECE pattern (e.g. 'All five solve gaps via X / Y / Z') before pivoting to 'Who Is Responsible'", "Replace the generic conclusion (p.45) with a closer that answers the opening explicitly: 'Closing the 82% gap requires partnerships, apprenticeships, and tuition assistance - start with step 1 on Monday'" ], "closingScore": 68, "openingScore": 55, "topStrengths": [ "Clear four-part MECE scaffold via section dividers on p.10, 15, 28, 38 that mirrors a problem->diagnosis->ownership->action arc", "Strong recurring statistical anchors (82% on p.8/9, 94% on p.29, 76% on p.33) that give the narrative quantitative spine", "Explicit resolution act with a numbered action plan (p.40-44) and conclusion (p.45) - many decks skip this entirely", "Effective use of case-study callouts (Mountain America p.18, Baker Construction p.22-23, NTT p.26) to humanize the data" ], "topWeaknesses": [ "7 pages of front matter (p.1-7) before the thesis on p.8 - buries the lede by Storymakers standards", "Action titles are overwhelmingly topic labels ('Leadership Skills' p.20, 'Technical Skills' p.24, 'Introduction' p.8) rather than insight-bearing sentences", "The case-study run p.18-27 is 10 slides long without a synthesis slide - readers leave the section without a 'so what'", "Conclusion on p.45 is generic ('take a leadership role... drive change') rather than a memorable close tied back to the 82% opening stake", "Slide 44 compresses two steps ('STEP 6... STEP 7...') into one title, suggesting layout-driven rather than narrative-driven structure" ], "narrativeScore": 62, "pillarCritique": "Four section dividers (p.10, 15, 28, 38) do provide MECE-ish pillars: causes -> current state -> ownership -> action. However 'Current State' (p.15) and 'What Contributes' (p.10) overlap conceptually, and the case-study block (p.18-27) spans both, so the pillars read clean on paper but blur in execution.", "closingCritique": "The deck does land on an explicit 'ATD's Action Plan' (p.40) and steps (p.41-44) followed by a 'Conclusion' (p.45), which is better than most - but the close is a generic exhortation ('talent development professionals can take a leadership role...') rather than a memorable, specific call to action tied back to the 82% opening.", "openingCritique": "Pages 1-7 are front matter (cover, TOC, sponsor, welcome, bios) before the thesis surfaces on p.8-9 with the '82% skills gap' hook. The stake is reasonably established by slide 9, but an editorial Storymakers opening would lead with the 82% on slide 1, not after seven ceremonial pages.", "extractionSeconds": 59.043568, "narrativeCritique": "The deck follows a recognizable S->C->A->R skeleton via its four section dividers (What Contributes / Current State / Who Is Responsible / Addressing the Skills Gap), but the analysis act is padded with case studies in the middle (p.18-27) and the resolution lands only in the final 6 pages. Tension is asserted statistically (82% skills gap) rather than dramatized, so the arc reads more like a research report than a persuasive story.", "titleQualityScore": 42, "titleQualityCritique": "Most titles are topic labels, not insights: 'Introduction' (p.8), 'Current Skills Gaps' (p.16), 'Leadership Skills' (p.20), 'Technical Skills' (p.24), 'Partnerships With Higher Education' (p.36). Only a handful edge toward declarative ('The Skills Gap Is Still Top of Mind' p.9, 'Major employers are investing in tuition-assistance programs...' p.37) - the callouts carry the insights the titles should." }, "activistThesis": null, "pitchdeck": { "metadata": null, "profile": null }, "slides": [ { "page": 1, "type": "setup", "title": "Includes logos for ATD Research and GP Strategies.", "function": "front_matter", "imagePath": "https://imgproxy.kitesheet.com/ggAjjM3T6SxyNWkYL6oPOlo0cOUuyfXXsa9PpnZzcLA/rs:fit:1200:1200:0/q:82/f:webp/czM6Ly9raXRlc2hlZXQvY29ycHVzL3NsaWRlcy80OTEzZTA5NGJmY2JhZTMzL3AwMDEuanBn", "rawType": "cover", "block": null, "metadata": { "slideType": "cover", "slideTypeCanon": { "name": "Cover", "slug": "cover", "status": "active", "canonId": "019de52d-05f2-729d-9f93-e0504f0a2410", "version": 1, "description": null }, "function": "front_matter", "functionCanon": { "name": "Front matter", "slug": "front_matter", "status": "active", "canonId": 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All rights reserved. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, write to ATD Research, 1640 King Street, Alexandria, VA 22314.", "attrs": null, "canon": { "kind": { "name": "Disclaimer", "slug": "disclaimer", "status": "active", "canonId": "91173477-d91f-4024-bbaf-d4f93e3f82dc", "version": 1, "description": "Legal/cautionary text that occupies most of the body of its slide." }, "tool": null, "subkind": null, "framework": null }, "subkind": null, "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:52.929+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "5c3cf078-457d-4b22-9f23-a4568a5c8ae5", "parentComponentId": null }, { "bbox": { "h": 0.095, "w": 0.648, "x": 0.176, "y": 0.821 }, "kind": "paragraph", "text": "ATD Editorial Staff\nAssociate Director, ATD Research: Maria Ho\nManager, ATD Press: Melissa Jones\nCover and Interior Design: Shirley E.M. Raybuck\nProduction Manager: Dirk Cassard", "attrs": null, "canon": { "kind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "5f2affc0-941d-4d07-959d-4bfc1930cea4", "version": 1, "description": "Single prose block in the body of a slide." }, "tool": null, "subkind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "019de52c-fb80-75af-aa5c-a7a4bfac2433", "version": 1, "description": null }, "framework": null }, "subkind": "paragraph", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:52.929+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "1c7ddd85-434c-4734-9333-35c0b5a393f5", "parentComponentId": null }, { "bbox": { "h": 0.185, "w": 0.648, "x": 0.176, "y": 0.596 }, "kind": "paragraph", "text": "Ordering Information\nResearch reports published by ATD can be purchased by visiting ATD's website at td.org/research or by calling 800.628.2783 or 703.683.8100.\n\nATD Product Code: 192109\n\nISBN-10: 1-953946-22-4\nISBN-13: 978-1-953946-22-5\ne-ISBN: 978-1-953946-23-2\n\nPublication Date: January 2022", "attrs": null, "canon": { "kind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "5f2affc0-941d-4d07-959d-4bfc1930cea4", "version": 1, "description": "Single prose block in the body of a slide." }, "tool": null, "subkind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "019de52c-fb80-75af-aa5c-a7a4bfac2433", "version": 1, "description": null }, "framework": null }, "subkind": "paragraph", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:52.929+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "38e61852-bd77-4e23-bd19-fcffcdd1673b", "parentComponentId": null } ], "metrics": [], "tools": [], "frameworks": [], "arcBeats": [], "loops": [], "locked": true }, { "page": 4, "type": "setup", "function": "front_matter", "rawType": "table_of_contents", "block": null, "metadata": { "slideType": "table_of_contents", "slideTypeCanon": { "name": "Table of contents", "slug": "table_of_contents", "status": "active", "canonId": "019de52d-0643-721b-9b85-69676bb85cf8", "version": 1, "description": null }, "function": "front_matter", "functionCanon": { "name": "Front matter", "slug": "front_matter", "status": "active", "canonId": "019de52d-133d-73f0-9e26-201eda96b098", "version": 1, "description": null }, "density": "balanced", "densityScore": 36, "componentCount": 3, "textChars": 870, "nDataPoints": 0, "notes": null, "elementsJson": [ "numbered_list", "paragraph" ], "confidence": 1, "extraction": { "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "at": "2026-05-02 18:29:49.519+00", "seconds": 2.194, "promptVersion": "v2-canon-conditioned" } }, "links": { "slide": "/slides/019dd923-5de0-76bd-a169-be3f1503528d/4", "deck": "/decks/019dd923-5de0-76bd-a169-be3f1503528d", "deckAnchor": "/decks/019dd923-5de0-76bd-a169-be3f1503528d#slide-4", "deckJson": "/decks/019dd923-5de0-76bd-a169-be3f1503528d.json" }, "components": [ { "bbox": { "h": 0.51, "w": 0.64, "x": 0.178, "y": 0.165 }, "kind": "list", "text": "3 About the Sponsor\n5 Welcome\n7 ATD Public Policy Advisory Group\n9 Introduction\n11 SECTION 1: What Contributes to the Skills Gap?\n16 SECTION 2: The Current State\n29 SECTION 3: Who Is Responsible for Closing the Skills Gap?\n39 SECTION 4: Addressing the Skills Gap\n41 ATD's Action Plan\n46 Conclusion\n47 Acknowledgments\n48 About the Author and Contributors", "attrs": null, "canon": { "kind": { "name": "List", "slug": "list", "status": "active", "canonId": "019de52c-f94b-779b-a53b-fd4904a5f4d2", "version": 1, "description": "Bullet or numbered list." }, "tool": null, "subkind": { "name": "Numbered list", "slug": "numbered", "status": "active", "canonId": "019de52c-fcc0-7718-a284-a4250c805df2", "version": 1, "description": null }, "framework": null }, "subkind": "numbered", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:49.519+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "32efbbf3-0b99-4a73-8c07-9ee05f03a31e", "parentComponentId": null }, { "bbox": { "h": 0.21, "w": 0.64, "x": 0.178, "y": 0.715 }, "kind": "paragraph", "text": "Survey Overview\nTarget Survey Population\nThe target population for this study was talent development professionals from organizations across the United States of various sizes and industries. Overall, 316 unique participants completed the survey.\nSurvey Instrument\nThe survey was composed of 21 questions including those related to the demographics of the respondents.\nProcedure\nATD Research distributed a link to an online survey to the target population in November 2020. 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We're at our best when driving innovation—integrating leading technologies, developing new learning paradigms, and instituting fresh business processes and measurement approaches.", "attrs": null, "canon": { "kind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "5f2affc0-941d-4d07-959d-4bfc1930cea4", "version": 1, "description": "Single prose block in the body of a slide." }, "tool": null, "subkind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "019de52c-fb80-75af-aa5c-a7a4bfac2433", "version": 1, "description": null }, "framework": null }, "subkind": "paragraph", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:51.32+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "331762c5-cf87-42d2-833b-f963f4013d8a", "parentComponentId": null }, { "bbox": { "h": 0.115, "w": 0.644, "x": 0.178, "y": 0.441 }, "kind": "paragraph", "text": "GP Strategies is proud to support ATD in leading this research on bridging the skills gap. We believe that when organizations develop existing talent, they evolve years of company culture, institutional knowledge, and existing relationships, creating a powerfully connected organization. Ultimately, this results in cost efficiencies, higher engagement and satisfaction levels, and greater positive business impact. 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Employees are bringing new skills to traditionally defined ways of working. When faced with disruption—from new technologies, the great resignation, or the aging workforce—an organization's main strategy is often to hire new talent. But sourcing new talent can be difficult and costly. 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Sponsor", "attrs": null, "canon": { "kind": { "name": "Title", "slug": "title", "status": "active", "canonId": "019de52c-f7dd-76d9-b848-b1f12bd85cf4", "version": 1, "description": "Slide title or headline." }, "tool": null, "subkind": { "name": "Headline", "slug": "headline", "status": "active", "canonId": "019de52c-fae1-7463-9a7c-d60668eced0d", "version": 1, "description": null }, "framework": null }, "subkind": "headline", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:51.32+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "4580f5ef-bf69-4037-8809-80ced045afd4", "parentComponentId": null }, { "bbox": { "h": 0.021, "w": 0.225, "x": 0.178, "y": 0.275 }, "kind": "title", "text": "A Note From GP Strategies", "attrs": null, "canon": { "kind": { "name": "Title", "slug": "title", "status": "active", "canonId": "019de52c-f7dd-76d9-b848-b1f12bd85cf4", "version": 1, 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This is very close to the 83 percent seen in 2018.\nSix in 10 participants reported that the cause of the current or forthcoming skills gaps in their organization is because the skills of the current workforce do not match changes in the company strategy, goals, markets, or business models. Other key causes are insufficient bench strength in the company's leadership ranks (54 percent) and a lack of skilled talent in one or more of the company's lines of business (44 percent).\nParticipants are presently experiencing a number of skills gaps; a majority indicated gaps in critical-thinking and problem-solving skills (65 percent), managerial and supervisory skills (55 percent), and communication and interpersonal skills (53 percent). 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Seventy percent of participants reported that the skills gap in their organization affected service delivery, customers, or project future growth, a slight improvement from 2018. Meanwhile, just over three-quarters of respondents expected to see a skills gap in their organization in the future. These findings show that the skills gap is a considerable issue for organizations, and it is unlikely to go away in the near future. 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Is it a skills gap or factors exacerbated by the COVID-19 pandemic, such as those commonly associated with increased resignations? 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This is down from the previous months, as has the current number of unemployed persons across the country, which fell to 6.9 million. In November, 210,000 jobs were added to the economy. With unemployment down and jobs being added back to the economy, more people have their pick of positions. In fact, the number of current job openings is more than 10 million. For comparison, in April 2020, shortly after COVID-19 was declared a pandemic, the unemployment rate reached 14.8 percent. By the end of 2020 (when the ATD survey was conducted), it was 6.7 percent.", "attrs": null, "canon": { "kind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "5f2affc0-941d-4d07-959d-4bfc1930cea4", "version": 1, "description": "Single prose block in the body of a slide." }, "tool": null, "subkind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "019de52c-fb80-75af-aa5c-a7a4bfac2433", "version": 1, "description": null }, "framework": null }, "subkind": "paragraph", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:57.205+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "8c01391c-9a7e-4b82-af4c-058877efd15e", "parentComponentId": null }, { "bbox": null, "kind": "quote", "text": "The ongoing struggle to find the right worker for the right role continues. — Jennifer Lee, senior economist at BMO Capital Markets", "attrs": null, "canon": { "kind": { "name": "Quote", "slug": "quote", "status": "active", "canonId": "019de52c-f8fb-751e-8bc6-d58e2d59562a", "version": 1, "description": "Pull quote or testimonial." }, "tool": { "name": "Authority citation", "slug": "authority-citation", "status": "active", "bestFor": null, "canonId": "019dd9e1-49ae-7557-89ad-3fca70469b45", "version": 1, "bodyDocId": null, "description": "Quoting an authority figure, study, or precedent to lend weight.", "familyLabel": null }, "subkind": null, "framework": null }, "subkind": null, "groupRole": null, "confidence": null, "extraction": { "at": "2026-04-24 14:31:24+00", "model": "or:google/gemini-3.1-flash-lite-preview", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "019dd951-fef9-735f-a62e-38f9c5e02cb7", "parentComponentId": null }, { "bbox": { "h": 0.1, "w": 0.66, "x": 0.17, "y": 0.77 }, "kind": "source-note", "text": "1 Bureau of Labor Statistics, “The Employment Situation—November 2021,” BLS, December 3, 2021, bls.gov/news.release/empsit.nr0.htm. 2 Lucia Mutikani, “U.S. Job Openings Hit Record High as Employers Struggle to Find Workers,” Reuters, September 8, 2021, reuters.com/business/us-job-openings-rise-record-109-million-july-2021-09-08. 3 Bureau of Labor Statistics, “Labor Force Statistics from the Current Population Survey,” BLS, October 8, 2021, data.bls.gov/timeseries/LNS14000000. 4 Mutikani, “U.S. Job Openings Hit Record High.” 5 Eric Friedman, “Top 10 Issues Facing HR Leaders Heading into 2022,” Forbes, December 7, 2021, forbes.com/sites/forbeshumanresourcescouncil/2021/12/07/top-10-issues-facing-hr-leaders-heading-into-2022/?sh=66cc97e1474e.", "attrs": null, "canon": { "kind": { "name": "Source note", "slug": "source-note", "status": "active", "canonId": "23484952-494b-4a5e-b1ad-550d0d70e948", "version": 1, "description": "Attribution / source / caveat placed at the slide footer. 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Other top skills gaps that were expected in the future were leadership and executive-level skills (53 percent), creativity and innovation skills (50 percent), and managerial and supervisory skills (49 percent). 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Interestingly, the decreases since 2018 were regarding skills in the areas of teamwork, communication and interpersonal skills, and customer service.", "attrs": null, "canon": { "kind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "5f2affc0-941d-4d07-959d-4bfc1930cea4", "version": 1, "description": "Single prose block in the body of a slide." }, "tool": null, "subkind": { "name": "Paragraph", "slug": "paragraph", "status": "active", "canonId": "019de52c-fb80-75af-aa5c-a7a4bfac2433", "version": 1, "description": null }, "framework": null }, "subkind": "paragraph", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:52.795+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "a1b3e432-6c9f-4dcf-9308-89ff5363819f", "parentComponentId": null }, { "bbox": { "h": 0.15, "w": 0.648, "x": 0.176, "y": 0.573 }, "kind": "paragraph", "text": "One possibility for these decreases is that organizations have focused more on training in these areas in recent years, which has helped to close the skills gaps. 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How will they be observed, monitored, measured, and evaluated?\nUse assessment tools to measure progress before and after learning and development takes place.\nSet goals for closing gaps between existing skill sets and those needed to support current and future strategic goals.\nDetermine which courses of action to take to fill identified gaps: apprenticeships, reskilling, outsourcing, hiring, training and development, coaching and mentoring, structured on-the-job training, and so forth.\nFor identified knowledge or skills gaps, create learning and development opportunities using appropriate delivery options and leverage all learning modalities: online, virtual, formal, informal, experiential, augmented reality, virtual reality, social, mobile, and partnerships with educational institutions.\nImplement a method for tracking demonstrated skill capabilities.", "attrs": null, "canon": { "kind": { "name": "List", "slug": "list", "status": "active", "canonId": "019de52c-f94b-779b-a53b-fd4904a5f4d2", "version": 1, "description": "Bullet or numbered list." }, "tool": null, "subkind": { "name": "Bullet list", "slug": "bullet", "status": "active", "canonId": "019de52c-fc98-7169-a083-5cab805076ca", "version": 1, "description": null }, "framework": null }, "subkind": "bullet", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:29:56.475+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "4ad0266e-9fa9-4e09-8eed-3e6a44cb5b8f", "parentComponentId": null }, { "bbox": { "h": 0.48, "w": 0.65, "x": 0.17, "y": 0.46 }, "kind": "list", "text": "Led by the organization's talent development function, create an organization-wide plan to address skills gaps.\nCreate an internal implementation and communication plan to educate and involve managers and employees in programs to close skills gaps.\nWith key leaders in the organization, prioritize solutions, develop required budgets, and secure the funding and resources needed to do the work.\nConnect with the state or local workforce development board to identify opportunities to partner and to access governmental training funding that can assist the organization in addressing skills gaps.\nPrioritize what the organization can implement and sustain, even if there are disruptions, changes, and challenges to the organization.\nReview and assess any guidelines (laws, union agreements, mandates) that could impact full implementation of organizational talent changes.\nEnsure there is senior leadership buy-in and engagement in every step of implementation and communication and that they are actively participating as teachers, participants, and advocates.\nCreate individual learning plans and paths for employees. Have systems in place to measure and document skills and capabilities before, during, and after training.\nLink all talent development goals to the organization's skill needs and business priorities.\nHave a balance of quick wins, medium-term successes, and longer-term development so that measurement of success can begin immediately. 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"promptVersion": null }, "componentId": "872d6d87-87d8-49ea-80fd-02541ae6845f", "parentComponentId": null }, { "bbox": { "h": 0.35, "w": 0.65, "x": 0.17, "y": 0.315 }, "kind": "list", "text": "Enact an accountability structure to ensure progress is maintained.\nEnsure the measures are truly aligned with the organization's measures of success.\nEstablish formal communication channels that will share relevant news related to learning impact and progress toward closing skills gaps.\nBe prepared to demonstrate how closing skills gaps has increased organizational performance, improved productivity, and reduced costs.\nIdentify a successful stakeholder—work with that person to communicate the results.\nCommunicate progress and results regularly to all stakeholders and create a means by which progress in achieving skills gap goals will be acknowledged and celebrated.\nTell the story of your successes both internally and externally.", "attrs": null, "canon": { "kind": { "name": "List", "slug": "list", "status": "active", "canonId": "019de52c-f94b-779b-a53b-fd4904a5f4d2", "version": 1, "description": "Bullet or numbered list." }, "tool": null, "subkind": { "name": "Bullet list", "slug": "bullet", "status": "active", "canonId": "019de52c-fc98-7169-a083-5cab805076ca", "version": 1, "description": null }, "framework": null }, "subkind": "bullet", "groupRole": null, "confidence": null, "extraction": { "at": "2026-05-02 18:30:01.323+00", "model": "google/gemini-3.1-flash-lite-preview-20260303", "runId": null, "seconds": null, "promptVersion": null }, "componentId": "5dcaf381-0317-4729-8c3d-85fbc5d0d700", "parentComponentId": null }, { "bbox": { "h": 0.25, "w": 0.6, "x": 0.2, "y": 0.56 }, "kind": "list", "text": "Consider these questions:\nIn what ways did the solutions implemented have a measurable effect on narrowing the skills gap in the organization and making it more effective?\nHow did the results meet expectations and demonstrate progress?\nIn what ways is the organization's 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A former ATD research analyst, she has a doctorate in communication and is a market research expert. Erin Strider is the manager of communication and awards for ATD and served as the project manager of this report. Maria Ho is the associate director of ATD research services and served as an editor for this report. She provides oversight and direction for all of ATD's internal and external, industry specific, and market research services. Melissa Jones is the manager of ATD Press and served as an editor for this report. 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