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Capability

Need to shift the mindset or build the skillset of your L&D team?

We can help you adopt a strategic approach to build your team’s capability and close the gap

Commit

Make the continuous development of the capability of your L&D team a priority.

Visualise

Be forward looking and understand what the organisation really needs.

Engage

Take your team on a collective discovery process to help them see the possibilities and opportunities.

Focus

Identify your team’s most critical gaps and prioritise the skills that most need development.

Act

Create a plan to develop your prioritised skills, keep track of progress, and set up accountability.
L&D teams that proactively build their capability think and work business first; create high impact and business value; are easy to engage and are responsive; work at the pace of business; adopt human-centered practices; and use technology effectively to enable learning.
MODERN WORKPLACE

Upskill or Reskill to Modernise Learning

Michelle Ockers PresentingPlay Button
How rapidly are you able to engage, develop and deliver effective L&D solutions compared to the speed of business? Does your L&D team have the level of adaptable capability you need to rise to these challenges?

Change is unfolding on a massive scale driven by three main shifts: technology, consumer and workforce expectations, and output.

Today’s L&D team requires a wide range of skills to deliver effective, relevant learning solutions that meet people’s needs and expectations, and create business impact. Yet overall progress on building L&D skills remains too slow; the pace of change is outstripping the pace at which L&D teams are developing their own skills.

At Learning Uncut, we believe that it’s not only possible for you to make the shift and stop the widening skills gap in your L&D team, but to also ensure that your team is effectively equipped to rise to the challenge and turn your organisation’s vision for learning into an organisational reality.

We have two packages to help you do just that!
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PACKAGE ONE - Capability Discovery

Gain Rapid Insights with the Capability Discovery

This three-step discovery process engages all your L&D team members to support adoption of a contemporary mindset and continuous learning. Together we explore the evolving L&D landscape, and shifts required in L&D perspective and capability. Identify strengths and development needs, and create an action plan. Your team can complete this process in as little as two weeks. It’s the perfect way to get rapid actionable insight before deciding whether to proceed with the Capability Roadmap.
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1 week

Step 1 – Discovery Reflection

Team members complete a short survey that invites them to reflect on team capability using a contemporary set of L&D competencies. The survey gathers data on critical competencies required by the team, collective strengths, priority development needs, and individual development interests. This data is used to stimulate enquiry in the Discovery Workshop.
90 minutes

Step 2 – Team Discovery Workshop

We facilitate an interactive live online workshop to explore changes in the world of work, implications for your L&D team, and your collective mindset and skillset. Together we uncover your team’s capability strengths, opportunities, priority development needs. We also gather input on your team’s learning practices. These insights will inform action planning.
1 Week

Step 3 – Acton Plan

In a one hour working session one of our L&D experts will present and fine tune a capability action plan with you. We will prepare a Capability Discovery Report, including your high-level action plan for you to implement. After reviewing your report you may decide to proceed with the Capability Roadmap Package.
PACKAGE TWO - CAPABILITY ROADMAP

Build L&D Skills with a Capability Roadmap

If your learning team needs a capability uplift, a roadmap will provide you with a strategic plan for the right team skillset, roles, and structure for the future. Our expert consultants work with your learning leaders to engage your whole team to gather and analyse capability data so you can co-create an action plan. The data will also inform individual development planning. With a clear map to guide development, your team can confidently move towards your vision for learning in your organisation.
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2-4 weeks

Define Target Capability

Work with an expert Learning Uncut consultant to define the capability required to implement your organisational learning strategy. Create a capability profile for every role in your team.
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3-4 weeks

Assess Current Capability

Engage your team through self-rating to identify current skill level. Conduct one-on-one manager reviews and explore individual aspirations. This provides a valid baseline of your current capability.
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2-3 weeks

Create Your Action Plan

Analyse current versus target capability data with support of your Learning Uncut consultant. Co-create a team development plan through a facilitated workshop. Plan other actions to maximise strengths and address gaps.
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12 months

Develop & Evaluate

Sustain development and monitor progress with a quarterly check-in with your Learning Uncut consultant. Update current skills assessment periodically to benchmark and measure your progress.

Build Your Team’s L&D Capability and Close the Gap

Book your free consultation with one of our organisational learning strategists. We will review your situation to offer expert insights and advise which of our Capability packages is best for your team.
Book a free consultation
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Events

Upcoming Events

Want to learn more about building team capability? Looking for a webinar, conference, program or workshop that can help your team upskill? Check out these events.
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Testimonials

What Our Clients Are Saying

"Michelle is a fabulous operator and a skilled learning strategist. Michelle was a pleasure to work with. She worked in relationship and in partnership with me to deliver a professional learning series of workshops for a diverse network of L&D practitioners. The Capability program was highly relevant and useful for individual working contexts. There were check-ins and nudges on participants applying what they learnt and overall, it provided opportunities for those old and/or new to their roles, opportunities to connect, network, test new ideas and invest in their own professional learning. Participants had new insights to new models and approaches and were shown different ways of working to improve business value and outcomes. I still draw upon the fabulous resources and information provided by Michelle and many constructs are still resonating."

Viv Burgess

Department of Premier and Cabinet
"The Capability Roadmap provides people with a tool that allows them to reflect and think about their competence across a broad range of L&D capabilities and make a self-assessment based on their knowledge, skills and experience. This then supports a great conversation with their leader and peers about their strengths and development areas and allows us to compare those to the competencies required in their role; or in a role that they have career aspiration in. Learning uncut are knowledgeable and pragmatic and they provide great guidance and support in both using the LPi tool and in guiding our centre wide approach to development."

Mark Cooke

Waka Kotahi NZ Transport Agency
"Learning teams truly need to spend time in sharpening the saw (building team capability) in these times of digital disruption and fast-paced business world. Michelle provides a holistic solution which demystifies critical competency needs of the team, aligns change management and value-adds to the team and business overall."

Melvin Joseph

Assistant General Manager (Digital Learning), Tractor and Farm Equipment
"Michelle led us through a strategic review using her ‘Capability Roadmap’ service. Her approach forced us to think deeply about our team structure, roles and required skills. Mapping target capability for twelve months into the future was a critical part of the process. There was real value in testing our thinking with the input of Michelle’s experience and insight. She challenged our assumptions and shone a light on aspects of building a future-focussed learning team that we hadn’t considered. Michelle provided an end-to-end process and supporting collateral. This allowed us to confidently engage our team members in self-assessment with manager validation. The transparency, rigour and discipline of the process helped us maintain momentum and effectively execute the review. Michelle’s Capability Roadmap helped our team members to reflect deeply on where the learning profession is heading and how to invest in their own development. Engaging in this process rocks inertia, shifts thinking and creates momentum with building learning capability."

Debra van Rensburg

Head of Learning Services
Michelle was instrumental in creating the Supply Chain technical (Learning) Academy at Coca-Cola Amatil. She took leadership in developing its L&D strategies, elevated Working out Loud, the effective use of Communities, and spearheaded numerous Capability programs. She is a true leader in strategy, stakeholder management, communication, learning and development. Her dedication, passion for her work and positivity is infectious.

Vishnu Reddy

National Planning Capability & Optimisation Manager
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Questions

FAQs

Do you offer custom L&D capability packages?

Yes! While Learning Uncut has robust processes and tools to support L&D capability development, the context of every organisation and L&D function differs. Not only do we adapt processes to suit your needs, we recognise that each L&D team requires a unique structure and mix of skills across the team, including your partner network. We’ll always start with a consultation call to assess your current and future needs, and tailor a solution to fit.

What L&D Frameworks do you use?

We work with a contemporary L&D capability framework with up to 30 competencies across six categories required by modern learning and development teams. These categories are: (1) Strategy (2) Operations (3) Performance & Impact (4) Design & Develop (5) Learning Facilitation, and (6) Learning Support. We can amend or add competencies to customise the framework so that it meets your needs.

What kinds of organisations do you work with?

No matter the size of your organisation or the industry you’re in, you need a capable L&D function. That’s why we work with all kinds of organisations around the globe. The Capability Discovery generally meets the needs of smaller teams, while the Capability Roadmap will scale to teams of all sizes, as well as multiple teams within an enterprise.

Can you support an L&D Community of Practice?

Yes! Whether you call them Communities of Practice, Skills Networks or Professions, we support L&D professionals spread across your organisation or multiple organisations. Our inclusive process allows all community members to review their current skill levels and explore development options. This may include developing generic skill profiles for different role types. Your members are invited to collectively review community skill data and co-create a development plan.

How long does your L&D capability building process take?

The Capability Discovery can be completed within 2-4 weeks. For the complete Capability Roadmap, the strategic plan usually comes together over 8-12 weeks, bringing your team along to shift mindset and gain buy-in to change. Following this, we offer long-term support to implement, manage, evaluate, and sustain your plan as you build your L&D team’s capability.

Who will deliver the Discovery or Roadmap to my team?

One of Learning Uncut’s L&D experts will deliver your Capability Discovery or Roadmap. Our chief learning strategist, Michelle Ockers, personally delivers this work for many clients. If another of our experts leads your project, Michelle will oversee your capability project, providing guidance and quality assurance.

How is the Capability Discovery delivered?

The Capability Discovery is a facilitated process that explores your capability needs using a survey to gather data. It is analysed in team workshop to identify their high-priority development needs. We then support you to create a high-level action plan.

How is the Capability Roadmap delivered?

The Capability Roadmap looks strategically at the capability your team requires to deliver on your current work plan and achieve your longer-term vision for learning in your organisation.

Your team members are invited to rate their current skill levels against a capability framework that has been customised to meet your needs, and review their rating with their manager. We work with you and your team to analyse your current versus target capability, and develop a plan to leverage strengths and address gaps.

Which is best for me: the Discovery or the Roadmap?

The Capability Discovery generally meets the needs of smaller teams, while the Capability Roadmap will scale to teams of all sizes, as well as multiple teams within an enterprise.

We’ll always start with an initial call to assess your current and future needs, and advise you on which approach will best meet your needs.

Can you support capability building for teams other than L&D?

Our robust processes and tools readily adapt to a wide range of professions and domains. We can use or adapt an existing capability framework (your own or one in the public domain) or create a framework with you.

SOCIAL RESPONSIBILITY

Help Us Make an Impact

Like you, we want to make a difference in the world. That’s why every service delivered through Learning Uncut helps support DotCom Mob's indigenous digital literacy skills project.
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