Capability Ecosystem

Capability.Co works across the full learning-to-work landscape — helping individuals, educators, employers, and institutions unlock capability at scale.

Employers

Discover, develop and recognise the human capabilities that drive performance and unleash potential.

Technical skills, roles and org charts change fast. What doesn’t change is the human capability your strategy and culture depend on — how people think, adapt, collaborate, solve problems and lead.

Capability.Co works with organisations to identify, discover, develop and recognise the most important enduring capabilities for organisational success — creating workforces that are ready for what’s next.

Why now — and why capabilities (not just skills)?

  • Jobs and skills are unstable; capabilities and behaviours endure. Technology is reshaping work faster than job architectures can keep up. Organisations that orient to capabilities (skills + mindsets + behaviours) build the adaptive capacity to perform now and respond to what’s next.
  • Skills decay. Capabilities scale. Technical skills have a short shelf life. Human capabilities are durable and portable across time, roles, career stages, and industries. Human Capabilities are the critical base layer to driving strategic capability uplift and building an adaptive, future ready workforce.
  • Potential is the untapped asset. Everyone brings two kinds of value: what they can deliver today, and what they’re capable of next. Capabilities help make both visible and provide a way to recognise and unleash the hidden potential of your people.
  • Mindsets matter. Skills are what someone can do. Capabilities blend skills with the mindsets and behaviours that shape how work gets done and how people show up, impacting performance and culture
  • One language across messy systems. Our approach brings a common currency that aligns existing frameworks, role design, L&D, leadership, mobility and recognition – backed by 30+ years of global workforce research

How we work with enterprise clients

We help employers build what lasts: human capability. With strategy-led capability frameworks, validated workforce insights, capability development and credit-aligned credentials, your people are ready for what’s next.

Capability Led strategy— clarity on the capabilities that matter

In partnership with the Institute for Working Futures we work with you define the priority capabilities that power your objectives, and align your frameworks and systems to drive transformation

  • Identify the critical, most powerful capabilities aligned to your purpose, strategy and culture that will drive workforce uplift and performance
  • Embed human capabilities as the foundations across workforce strategies and processes – job architecture, recruitment, learning and development, mobility, succession, leadership and recognition – so the whole system moves together.
  • Align to and integrate with existing technical, regulatory and skilling frameworks, simplifying and sense making

Capability Credentials

Recognition that drives performance, pathways and potential

Capability Credentials are future-focused micro-credentials that validate and recognise the human capabilities that matter – translating learning, experience and performance into verifiable, credit-aligned recognition that drives retention, progression and access to lifelong opportunity.

They’re not just digital badges — they’re aligned to the Human Capability Standards, trusted, rigorous and credit-bearing, used by leading organisations to support engagement, learning and workforce strategy.

Every Capability.Co credential carries university credit with Capability.Co’s national University partners – up to one year of an undergraduate degree and half an MBA.

Capability.Co credentials are proven enablers of uplift, retention and performance

  • 2x readiness for promotion
  • 3x increaase in retention
  • Higher engagement scores
  • Higher performance ratings
  • Valued by 9/10 employees

A flexible approach to credentialling capability a work

  1. Integrated with your training and workplace experiences – we align Capability Credentials to your existing training pathways and on-the-job milestones. Employees earn recognition as they progress through your programs and apply learning at work.
  2. Learn and earn – we certify your existing training (internal academy or external provider) so successful completion results in a Capability Credential.
  3. In the flow of work – Employees earn credentials by submitting evidence from everyday work against a defined capability and level

A unique and valuable EVP

For your people

  • Higher education pathways — every credential carries university credit, cutting study time and cost.
  • Recognition that matters — verifiable proof of capability in real work, building confidence and visibility beyond your organisation.

For the organisation

  • Guarantee of impact — credentials are issued only when capability is applied in the workplace
  • Sharper EVP & retention – a tangible promise (build capability + earn university credit) that attracts, engages and keeps talent.

Capability Insights

Make capability visible. Make better decisions.

Surface individual and workforce capability, potential and readiness with validated diagnostics and organisation-wide capability dashboards — then act with confidence.

What you see

  • Individual profiles — strengths, untapped potential, development priorities and suggested pathways.
  • Cohort & enterprise views — heatmaps of strengths and gaps, plus adjacency insights across teams, functions and levels.
  • Strategy alignment — priority capability clusters tied to your transformation or culture goals.

Turn insight into action

  • Target development investment – identify strengths and gaps at enterprise, team or cohort level; set ranked priority areas; track uplift and impact over time.
  • Spot and grow potential – surface employees with strong untapped potential who are ready for development and stretch.
  • Strengthen leadership & culture — give managers clear language for mindsets/behaviours; use individual capability insights to guide better conversations and development plans.
  • Make smarter talent decisions – surface hidden or misaligned talent; support fair, faster placement and reskilling
  • Recruit for what matters — hire for priority capabilities aligned to strategy, using bias-resistant signals to complement CVs and experience.
  • Embed across the lifecycle — reposition Insights as a multi-purpose tool across recruitment, onboarding, development, performance, succession and workforce planning.

Capability Development

Build the skills and mindsets that change performance

High-impact capability development experiences grounded in the Human Capability Standards, adapted for different audiences, priorities and settings. Delivered as facilitated and online experiences, with content spanning all 13 Human Capabilities across three levels.

  • Behaviour change you can see — immersive, cohort-based learning with applied activities that embed new habits. Flexible delivery — run onsite, virtually, or online at scale.
  • Fits your context — customisable to your tools, language, processes and strategic objectives.

How employers use it

  • Make change stick — translate strategy and culture into daily habits managers can see (e.g., Adaptive Mindset, Communication, Leadership).
  • Lift potential — give people practical ways to grow the skills, mindsets and behaviours that unlock their next step
  • Connect the system — pair Development with Capability Insights (to target investment) and Capability Credentials (to recognise capability in practice).

Employers

Credentials – driving impact through recognition

Organisations use Capability Credentials to:

  • Improve retention, performance and engagement
  • Strengthen employee value proposition (EVP)
  • Build internal career pathways and talent pipelines
  • Support strategic L&D investments with measurable results
  • Recognise learning from diverse experiences — on the job, in life, or through formal programs

“CapCo has given us the tools we needed to get the workforce ready for the future… we now feel empowered to build a more adaptive, engaged and productive workforce.”