This article addresses the challenge HR leaders face in gaining visibility into existing workforce competencies for the purposes of workforce planning, succession planning, and training allocation. The author's central argument is that a skills matrix — a visual grid mapping individual team members against defined competency levels — is an effective and accessible tool for resolving this visibility gap. Key evidence is presented through three hypothetical skills matrix examples covering Engineering, Sales, and HR functions, each featuring six competencies rated across five proficiency levels with behaviorally anchored descriptors. The article also provides a downloadable Excel and Google Sheets template attributed to Leapsome, and includes a single external quote from a Forbes Council Member on the value of visual data representations. The article concludes that skills matrix outputs can feed into 360-degree performance reviews, development plans, resource allocation, and strategic hiring decisions. No empirical research is cited to validate these claims; the article functions primarily as a practitioner how-to guide with an embedded product promotion. Key insights: A skills matrix maps individual team members against defined competency levels using a visual grid format, enabling rapid identification of skill gaps and strengths across a team. Proficiency descriptors anchored to behavioral indicators (Levels 1–5) provide a consistent reference point for managers and employees when assessing competency, reducing subjectivity in evaluations. Skills matrix outputs are positioned as inputs to multiple downstream HR processes, including succession planning, training program design, resource allocation, and performance reviews. Practical takeaways: A five-level proficiency scale with behaviorally anchored descriptions — ranging from 'Beginner' to 'Expert' — can be applied across diverse functional domains such as Engineering, Sales, and HR to create comparable competency assessments. Skills matrices are presented as compatible with 360-degree review processes, with the article suggesting that matrix findings be used to inform individual development plans following assessment exercises.