Turn capability insight into a clear, practical development plan that strengthens performance and supports confident workforce decision‑making.
Why It Matters
Identifying capability gaps is only the first step. Organisations need a structured, practical plan that outlines how to close those gaps — with clear priorities, development actions, timeframes, and responsibilities. A Workforce Capability Development Plan provides this clarity. It ensures leaders invest in the right development activities, at the right time, for the right people, creating measurable uplift in performance and confidence.
Who This Is For
- Organisations wanting a practical roadmap following a Skills Gap Analysis
- HR and OD teams planning capability uplift initiatives
- Leaders preparing teams for change, new systems, or performance improvement
- Businesses wanting targeted development rather than generic training
- Organisations seeking structured, evidence‑based capability planning
Plan Purpose
To translate capability insights into a clear, actionable development plan that strengthens workforce performance and aligns with organisational goals.
Plan Outcomes
- A structured capability development roadmap
- Clear priorities based on organisational goals and workforce needs
- Targeted development actions for teams and individuals
- Recommended learning and capability uplift activities
- Defined timeframes, responsibilities, and sequencing
- A practical plan leaders can implement immediately
Plan Steps
- Review Capability Insights — Analyse Skills Gap Analysis findings and organisational priorities.
- Define Capability Priorities — Identify the skills and behaviours that matter most.
- Development Strategy — Outline targeted development approaches for each priority area.
- Action Planning — Create clear, practical development actions for teams and individuals.
- Sequencing & Timeframes — Structure development activities for maximum impact.
- Implementation Guidance — Provide practical advice for leaders and HR teams.
- Final Capability Development Plan — Deliver a complete, ready‑to‑implement plan.
What’s Included
- Capability insight review
- Priority capability identification
- Development strategy and actions
- Recommended learning and development activities
- Sequencing and timeframes
- Implementation guidance
- Final Capability Development Plan document
- Optional leadership briefing session
Expected Timeframes
Typical engagements run 2–4 weeks, depending on:
- workforce size
- number of capability areas
- organisational review cycles
- complexity of development requirements
Shorter engagements are possible for small teams or focused capability areas.
Investment
Workforce Capability Development Plans are offered as a fixed‑fee engagement, tailored to workforce size and complexity:
| Service Description | Investment Range |
|---|---|
| Single Team / Role Development Plan | $3,500 – $6,500 |
| Multi‑Team Development Plan | $7,500 – $12,500 |
| Organisation‑Wide Capability Development Plan | $12,500 – $22,000 |
| Enterprise Capability Uplift Strategy | Priced per scope |
A detailed proposal is provided following the initial consultation.
Why Choose McCormack Business Consulting
McCormack Business Consulting is led by Cheryl McCormack, a psychology‑qualified leader with decades of experience managing and developing teams across not‑for‑profit, commercial, and public sector environments. Cheryl brings deep insight into workforce behaviour, motivation, and organisational culture, shaped by years of leading small to large teams through change, growth, and performance uplift. With a strong foundation in behavioural assessment and leadership development, Cheryl provides organisations with clear, evidence‑based capability insights that help leaders understand their people, strengthen performance, and make confident decisions that improve workforce outcomes.