And thank you for your thoughtful response.  I appreciate the additional implications to hiring and retention to which you allude.

I am not sure what you are asking when you write, "Are there any additional categories you would include on the Relating or Requiring skill lists?"  Would additional categories fall within these two dimensions, or are you asking for possible dimensions in addition to these two?  The DISC (Hippocratic) model of behavior certainly offers a rich combination of dimensions along these very lines as well.  But I like your simple two-set model for daily use by a manager.

I am further intrigued by your comments: "Looking at the list of skills, a manager might say, 'I want to learn more about coaching. I don’t feel I know enough about how to do that.' And it becomes a voluntary quest for new knowledge instead of an external mandate for change."

The intriguing notion here is the degree to which the manager will voluntarily seek new knowledge - another skill set?  Is the manager self-aware and socially aware of her/his opportunity to improve results by improving her/himself - without external prompting?

Perhaps there is another pair of skill sets involved here, ones that might be paired with Relating and Requiring skills?  These two new dimensions would have to do with one's ability or inclination for social-awareness or Reflection, which might be an apt label for one of the dimensions.  I'm quite sure a mere antonym as a label for the other dimension is not fair, and I am afraid I haven't conceived a good alternative.

Regardless of these additional thoughts, thank you for your thoughtful article.