Natali, two things. First, on selling competency mapping: what other basis do they see for determining development paths? You have to understand what their objections and beliefs are. Mention that accompanying that mapping exercise is a prioritization effort to focus on the biggest gaps to success for the organization. They care about their pains and WIIFM, make it clear how this makes the org better and them look good ;). Then as to resources or templates of skills mapping, what skills are you focusing on? The US labor department has a suite, at least one is here: https://www.bls.gov/ocs/ocsjobde.htm I’ve asked my colleagues if there’s another. Stay tuned.