We have identified six drivers which have a direct impact on both personal and organisational Capability: Vision, Culture, Attitudes, Skills, Knowledge, Process. Organisational or personal capability is only as strong as the weakest of these drivers. Before prescribing the right development solution, we seek to explore each of these areas to really understand the client's needs. These are the types of questions we would ask the client or investigate via a Needs Analysis.

Vision: Is the organisation’s Vision ambitious as well as realistic? Is it well understood and can it be clearly articulated by everyone?

Culture: Is the working Culture, or “the way we do things around here”, compatible with the vision? Is it a Culture that is open to change, and encourages personal and organisational development?

Attitudes: What are the Attitudes between departments, toward customers and suppliers? What are the Attitudes toward change, development and the organisational objectives? Is the Attitude toward Personal Development “please develop me” or is it “how can I learn how to develop myself?”

Skills: What are the core Skills required to meet the present and future challenges facing the client? What are the Skill levels versus the required standards? How do these link to the demands your Customers place on you and how do they link with your HR Competencies?

Knowledge: What Knowledge is required to competently fulfill the role and do it better than the competition? What is the level of Knowledge versus this required standard? What would your Customer expect you to know before you sit down with them in a meeting?

Process: What are the key Processes to perform the roles under scrutiny? Do they help or hinder your objectives? Do you have the right Processes in place, are they well understood by all, and are they being used correctly?