Capability Framework Development

Capability Framework Development

Align strategy, people and culture around capability

Move from lists of expiring skills to a shared capability language that leaders, HR and individuals use — so change lands faster, and performance and culture lift together.

Signs you need an integrated capability and skilling framework

• Strategy is changing faster than your job/skills frameworks.
• L&D is busy, but impact is hard to see.
• Managers lack a consistent language for expectations across levels.
• Recognition is ad-hoc (course completions, attendance) rather than capability in practice.
• Multiple frameworks (skills, leadership, values, compliance) don’t line up.

How we work with you

1) Build strong foundations

Strategic advisory, awareness & education — align purpose, strategy and culture around human capability; build executive buy-in.

Capability / skilling framework design — define the capabilities, level descriptors and behaviour statements that make expectations clear from frontline to executive.

Plan for impact — agree what “good” looks like and how we’ll measure it (readiness, engagement, retention, productivity)

2) Embed and integrate for sustainable impact

Capability roadmap — a practical, step-by-step plan to integrate the framework into workforce strategy and operations.

Strategic alignment with the people lifecycle — connect capability to recruitment, onboarding, performance, succession, learning and recognition.

Operational activation — simple tools and conversations that make capability-building an everyday practice.