Service
Capability frameworks
Define what good looks like at every level, in language your people recognise.
The problem
Without a shared definition of capability, recruitment, promotion and development decisions rest on individual judgment. That's inconsistent at best and indefensible at worst — and it makes career progression invisible to the people who most want to see it.
The method
We build capability frameworks grounded in the organisation's own values and work: role profiles, proficiency levels for each capability, and career pathways that show people what the next step actually requires.
What you receive
- A capability taxonomy expressed in your organisation's language
- Role profiles with required proficiency by capability
- Career pathways showing realistic progression routes
- A capability heatmap identifying strengths and development priorities
- Implementation guidance for recruitment, development and performance processes
Who this suits
Organisations formalising workforce planning, addressing succession risk, or responding to staff who can't see a future with them.
Discuss an engagement
Most engagements begin with a short, confidential conversation about the question you are trying to answer. There is no cost or obligation attached to that discussion.