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Capability

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
Capability

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
BOOK A FREE CONSULTATION

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.
MODERN WORKPLACE

Upskill or Reskill to Modernise Learning

Michelle Ockers PresentingPlay Button
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.
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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.+
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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 - 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.
OPTION 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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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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Ongoing

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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Events

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.
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Testimonials

What Our Clients are Saying

"We were seeking an L&D expert to share their perspectives with a group of public sector L&D practitioners. We invited Michelle to speak due to her track record in implementing learning strategies in large private sector organisations, such as Coca-Cola Amatil. Michelle’s ability to translate theory into practice, as well as her straight-talking and engaging communication approach, was exactly what we were looking for."

Diane Hickman

Australian Public Service Commission
"The Modern Learning Team capability framework with 25 competencies, introduced to us by Michelle was an excellent and timely strategic intervention to identify the skills gaps in our team. The awareness of gaps, helped us with our individual development plans and to plan our future resource needs. The structured approach, prioritization of critical skills considering both long term and short term goals, and the focussed workshops by a seasoned professional and mentor like Michelle helped in providing clarity in capability roadmap and to the overall team expansion process."

Melvin Joseph

Assistant General Manager (Digital Learning), Tractor and Farm Equipment
"I recommend Michelle’s capability workshop for her excellent mentorship, coaching, and structured system-driven approach."

Melvin Joseph

Assistant General Manager (Digital Learning), Tractor and Farm Equipment
"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 genuinely cares about the profession and not just herself. She puts in a tremendous amount of time to develop herself, experiment and go deep on areas that interest her, and openly shares so much of her own learning along the way. She is tremendously generous and incredibly kind to others. Her positive energy and attitude are inspiring.

L&D Professional

"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
"Michelle has supported Asahi Beverages in the development of its Supply Chain Academy. Michelle has been both a mentor and external adviser for our Supply Chain Academy Manager, providing guidance in strategy development along with the day to day challenges and opportunities. "

Anna Reid

General Manager, Asahi Beverages
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Questions

FAQs

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.

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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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