Learning and Development

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Capability Accelerator™ Program

A Six-Tier System for Building Human and Organizational Capability

Program Overview

The Capability Accelerator™ Program is a comprehensive, modular system designed to help organizations and individuals navigate complexity, strengthen leadership, and translate strategy into sustained performance.

Rather than treating development as a series of disconnected learning events, the program organizes capability-building across six integrated tiers—ranging from self-serve tools to immersive simulations and advanced assessments. Each tier can stand alone or be combined to create tailored development journeys aligned to organizational priorities, role expectations, and future-state demands.

This system supports:

• Strategic leadership development
• Change, innovation, and workforce readiness
• Individual and team effectiveness
• Organizational resilience and adaptability

Tier 1 – Self-Serve, On-Demand Resources

Foundation: Awareness, Insight, and Action

Introduction

Tier 1 forms the intellectual and practical backbone of the Capability Accelerator™. It provides immediate access to a vast library of self-serve resources that enables individuals and teams to explore ideas, reflect deeply, and take action—at the moment of need.

This tier is designed to democratize capability development by removing barriers of time, facilitation, and cost, while maintaining rigor, depth, and applicability.

Description

Tier 1 includes over 100 structured tools, frameworks, articles, case materials, scoring maps, templates, and decision aids spanning leadership, career development, performance, management, communication, change, trust, and future skills.

Resources are designed to:

• Encourage self-reflection and sensemaking
• Support real-world decision-making
• Enable structured conversations and coaching
• Translate insight into execution

The collection ranges from highly personal tools (e.g., confidence, values, readiness, stress, career planning) to organizational and strategic frameworks (e.g., skills forecasting, cost mapping, decision complexity, strategic foresight, productivity models).

Notably, the 21 Business Models form a deep strategic core—addressing context, innovation, change, structure, culture, analytics, foresight, and execution—supported by practical templates and applied cases.

Who It Serves Best

• Individuals managing growth, transition, or complexity
• Managers seeking practical, ready-to-use tools
• Coaches and facilitators supporting others
• Organizations building a shared language and framework

Tier 2 – Self-Paced Learning

Structured Development Without Facilitation

Introduction

Tier 2 bridges the gap between self-serve exploration and facilitated learning by offering structured, self-paced learning experiences. These modules guide participants through defined concepts, models, and applications while preserving autonomy and flexibility.

Description

Self-paced learning experiences such as 10 Degrees of Productivity and Decision Mapping are designed as guided journeys rather than content dumps. Participants progress through clearly sequenced material, reflective prompts, and applied exercises that build capability over time.

This tier supports:

• Deeper understanding of complex topics
• Independent skill development
• Consistent learning experiences across populations

Who It Serves Best

• Organizations scaling development consistently
• Professionals who prefer autonomy
• Distributed or global teams
• Learners preparing for workshops or advanced experiences

Tier 3 – Facilitator-Led Workshops: Materials only, Train-the-Trainer, or RGi Facilitated

Collective Learning, Alignment, and Practice

Introduction

Tier 3 introduces live, facilitated learning experiences that bring people together to explore shared challenges, practice new behaviors, and align around priorities.

These workshops emphasize dialogue, application, and peer learning—transforming concepts into collective capability.

Description

Facilitated workshops are available virtually or in person and address critical organizational needs such as:

• Future Skills Forecasting
• Human Asset Mapping
• Crisis Management
• Strategic Planning for Leaders
• Productivity and Effectiveness
• Employee Engagement
• Health, Safety, and Well-being
• Change
• Confidence. Competence and Creditability
• Management
• Multiplicity
• Values
• Trust

Workshops are highly interactive and grounded in real organizational contexts, ensuring relevance and immediate applicability.

Who It Serves Best

• Leadership teams
• Cross-functional groups
• Organizations navigating change or growth
• Managers building alignment and trust

Tier 4 – Simulations and Gamifications

Experiential Learning for Complex Reality

Introduction

Tier 4 moves learning from discussion into experience. Simulations and gamifications immerse participants in realistic scenarios where complexity, uncertainty, and collaboration are unavoidable.

Description

This tier includes multi-part strategic gamifications and simulations such as:

• Strategic Planning (Parts A–C)
• Game Plan for Change
• Game Plan for Innovation
• Game Plan for Strategy

Participants engage in role-play, decision-making under pressure, trade-off analysis, and consequence evaluation—mirroring the dynamics of real organizational life.

Simulations reveal:

• How decisions are actually made
• Where assumptions break down
• How teams collaborate—or fail to
• The human dynamics of change and strategy

Who It Serves Best

• Senior leaders and high-potential talent
• Strategy and transformation teams
• Organizations seeking behavioral change, not just insight

Tier 5 – Assessments

Insight Through Measurement

Introduction

Tier 5 provides structured assessments that surface patterns, preferences, risks, readiness, and capability gaps at individual, managerial, and organizational levels.

Description

Assessments cover critical dimensions such as:

• Change readiness, risk, complexity, and style
• Manager effectiveness and competencies
• Project and team management
• Working styles with or without 360 feedback
• MatchPoint career fit and growth
• CenterMark purpose and value alignment
• Instruments such as online, proprietary, CenterMark, MatchPoint, Working Styles, and ValueBase enable organizations to move beyond anecdote and intuition toward evidence-based development decisions.

Who It Serves Best

• Organizations seeking diagnostic clarity
• Leaders and managers building self-awareness
• Coaches and facilitators supporting growth
• Individuals in career planning and development
• Teams preparing for change or transformation development

Reports: Working Style, TeamMark, TeamStyle

Tier 6 – Other: Advanced Insights and Thought Leadership

Depth, Context, and Perspective

Introduction

Tier 6 houses advanced tools, team diagnostics, and thought leadership materials that deepen understanding and extend capability beyond standard development models.

Description

This tier includes:

• Team performance inventories and reports
• High-performing manager frameworks
• White papers exploring abstract thinking, organizational metaphors, measurement, foresight, risk, and character

These materials challenge conventional thinking and provide conceptual depth—supporting leaders who must think systemically, strategically, and ethically.

Who It Serves Best

• Senior leaders and strategists
• Organizations valuing intellectual rigor
• Facilitators and advisors
• Cultures committed to long-term capability building

Program Summary

The Capability Accelerator™ Six-Tier Program is not a catalog of learning assets—it is a living capability system.

By integrating self-serve tools, structured learning, facilitation, simulations, assessments, and thought leadership, the program enables organizations to:

• Build shared language and frameworks
• Strengthen leadership and management capability
• Navigate complexity and change
• Prepare for future skills and roles
• Translate strategy into sustained action

Each tier reinforces the others, allowing organizations to start small, scale intentionally, and evolve over time.

This is development designed for reality—not theory.

Contact Wayne Davis at wayne.davis@ryangroupinc.com