Understanding the skills
you have and need.
We help organisations build a clear, evidence-based picture of their current capability, and a plan to close the gaps that matter most for the future.
Four ways we build
stronger capability.
Skills Architecture
Most organisations can't answer a simple question: what skills do we have, and what skills do we need? We build skills architectures that answer that question, giving you a common language for capability that connects hiring, development, performance, and workforce planning.
What you get
- A skills taxonomy the business actually uses
- Role-level capability profiles for critical functions
- Integration with existing workforce planning tools
Capability Assessment
We assess capability at scale, across teams, functions, or the entire organisation, using evidence-based methods that go beyond self-report surveys. The output is a clear, data-informed picture of where you are strong, where the gaps are, and what the business impact of those gaps actually is.
What you get
- Baseline capability data by role and function
- Gap analysis linked to strategic priorities
- Prioritised capability investment recommendations
Capability Frameworks
We design capability frameworks that are genuinely useful, not laminated-poster documents that gather dust. That means frameworks that help managers have better conversations, that inform career progression, and that give leaders a clear language for what good performance looks like.
What you get
- Behavioural indicators at each proficiency level
- Manager guide for capability conversations
- Integration with performance and succession processes
Capability Uplift Programmes
We design targeted programmes that close the specific capability gaps your organisation has identified. Not off-the-shelf courses, but structured learning pathways that combine formal learning, on-the-job application, and social learning, measured against real behaviour change.
What you get
- Multi-modal learning pathways by capability domain
- Manager enablement to reinforce on-the-job
- Behaviour change measurement at 30, 60, and 90 days
How we work with you.
Capability work starts with evidence, not assumptions. We diagnose before we design, and we measure behaviour change, not course completions.
01
Diagnose
Capability assessment, gap analysis, and strategic prioritisation to understand exactly where to invest and where not to.
02
Design
Skills frameworks, proficiency levels, and manager enablement tools built around your organisation, not a generic template.
03
Measure
Track behaviour change and business impact at 30, 60, and 90 days. We stay accountable to what actually changed.
“Our capability framework had been sitting unused for two years. We knew it was not working but could not pinpoint why. PoweredBy came in, assessed where the real gaps were, and rebuilt it around what our managers actually needed to do differently. It is now part of how we run performance conversations every quarter.”
Who this is for
Sponsors who need evidence, not another deck
- Head of Capability or L&D closing skills gaps that hold performance back
- CPO or CHRO needing a framework managers will actually use
- Workforce planning leads who need a common language for skills and roles
Frequently asked
We have tried to build a capability framework before and it never got used. Why would this be different?
The most common reason capability frameworks fail is that they are designed as documentation projects rather than tools managers actually need. We start by understanding what decisions your leaders need to make and work backwards to build something that serves those decisions. If it does not change how conversations happen in the business, it is not finished.
How do you actually assess capability? We are wary of another self-report survey.
We share that concern. Self-report surveys tell you what people think about themselves, which is rarely the full picture. Depending on scope, we use structured manager observations, 360 data, work-output review, and stakeholder interviews. We recommend triangulating at least two sources before drawing conclusions and will be direct if the data is not reliable enough to act on.
How long does a capability assessment take?
A focused function-level assessment typically runs 6 to 10 weeks from scoping to insight delivery. Organisation-wide assessments are usually 10 to 16 weeks. Both include calibration sessions with your leadership team so the findings are grounded in context, not just data.
Can you connect this to our workforce planning process?
Yes, and this is often where the investment pays back fastest. We work with your HR and finance teams to connect capability data to headcount decisions, internal mobility, and build-versus-buy trade-offs. This is particularly valuable during periods of significant growth, technology change, or transformation.
Who helps build a capability framework in Australian mining?
PoweredBy co-designs lean capability frameworks wired into performance and workforce planning, with recent work in mining, manufacturing, and public sector. Start with our capability framework solution page.
Can you assess skills gaps without a 180-capability taxonomy?
Yes. We aim for 20 to 30 capabilities leaders can actually use, with behavioural indicators and manager guides, not comprehensive posters nobody opens.
Want proof before you commit? Browse Capability case studies from recent engagements.
Start here
Not sure where to begin?
Send a short note with the problem you are trying to solve. We will usually reply within a day and suggest a short call to see whether we are the right fit.