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

We can help to identify and leverage strengths and bridge gaps

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

We can help to identify and leverage strengths and bridge gaps

Start with L&D

It’s time to put your oxygen mask on. If you want to improve your organisational learning, you need to invest in your learning team first.

Modernise Learning

Find and address skills gaps in your learning team so you can facilitate and support continuous learning to create business impact.

Develop Your Team

Create and implement a development plan with your team. Benchmark to review progress and sustain your capability build.
L&D teams that proactively build their skills engage confidently with stakeholders, create more effective learning solutions, have higher business impact, and create organisational agility.

Upskill or Reskill to Modernise Learning

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Workplaces have been through massive shifts over the last decade, and research shows that most organisations face significant skill gaps.

At the same time, organisational learning methods have evolved, providing new opportunities and challenges for L&D teams who are working to modernise learning in their organisation. To be successful, today’s modern learning team requires a broad mix of skills, balanced across different specialisations.

It’s time to shift the mindset and boost the skillset of your L&D team to achieve your vision for learning in your organisation. Take a strategic approach to assess their capability, leverage strengths, and bridge gaps. With the right processes, tools, and support, you can equip your team to meet the expectations and demands upon them, build credibility, and create value across your organisation.

Looking for support to understand and expand your L&D capability? We have two packages to help your L&D team to identify their capability strengths and close any gaps.
Book a free consultation
Walk away from this no-obligation call with practical tips to address your capability challenges.
OPTION ONE - Capability Discovery

Gain Rapid Insights

This three-step process involves your whole team in a discovery process to support a shift in mindset and continuous learning for your L&D team. Together we explore shifts in the your L&D landscape, and identify shifts required in your team’s mindset and capability. Identify your team’s strengths and priority 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.+
Book a free consultation
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 - Action 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 a high-level action for you to implement. After reviewing your report you may decide to proceed to the Capability Roadmap options.

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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1-2 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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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.

Transform Your Learning and Development Strategy

Book a free consultation with our organisational learning strategists. We’ll review your situation to offer expert insights and advise if L&D Strategy Builder is right for you.
Book a free consultation
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Upcoming Events

Want to learn more about building team capability - or find a program or workshop that can help your team upskill? Take a look at these events.

Learning Uncut Capability Webinar: 26 July 2022

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26 July 2022, 12 noon -1pm AEST
Change is unfolding on a massive scale driven by shifts in technology, globalisation, the physical environment, social responsibility, consumer and workforce expectations. More than ever organisations need to...
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What Our Clients are Saying

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Do you offer custom L&D capability packages?

Yes. The context of every organisation and L&D function differs. Each L&D team requires a unique structure and mix of skills across the team, as well as your partner network. We’ll always start with the discovery call to assess your current and future needs, and tailor a solution and plan to fit.

What L&D Frameworks do you use?

We work with a contemporary L&D capability framework with 26 competencies required by modern learning and development teams, across five categories. These include (1) Strategy & Operations (2) Performance & Impact (3) Design & Develop Solutions (4) Facilitate Learning, and (5) Support Learning. 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 Review 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.

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

The Capability Discovery Review can be completed in as little as one week. For the complete  Capability Roadmap process, the strategic plan usually comes together over 8-9 weeks. Following this, we offer long-term support to implement, manage, evaluate, and sustain your plan as you build your L&D team’s capability.


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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