NavigatorPath

Learning & Development Support

"Strategic L&D Support Without the Full-Time Overhead, Save up to $80K per annum”

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Empower Your Team

with Fractional Support, Maximum Impact.

Achieve full-scale L&D outcomes at a fraction of the cost, leveraging decades of strategic expertise.
We create a 12-month plan based on discussions with you and your organisation then implement key priorities.
We work in your business, one week a month across a 12-month period to implement your strategic learning and development objectives, you own the IP, and we can update on an ongoing perspective.

See what a customised 12-month roadmap could look like for your organisation?

Month 1

Discovery & Diagnostic

Conduct a full Training Needs Analysis (TNA) across all business areas
Interview functional/area leads to identify critical capability gaps - Begin data gathering to build a 2
Year Organisational Skills Matrix
Review current L&D initiatives and alignment to business objectives
Engage in People & Culture meetings
Customise initial face-to-face and digital learning as needed
Provide monthly update on findings and progress

Month 2

Capability Planning

Present Organisation-Wide Capability Plan and Skills Matrix (draft)
Build out the supporting learning and development roadmap
Confirm delivery methods (digital/face-to-face/hybrid)
Identify high-priority learning initiatives
Continue engagement in People & Culture meetings
Provide monthly update and refine plan based on feedback

Month 3

Program Design

Design priority development programs (e.g., onboarding, compliance, technical upskilling)
Map programs to skills matrix
Create Train-the-Trainer pathways
Identify internal vs. external delivery options
Align programs with business priorities and compliance requirements
Continue People & Culture engagement + monthly progress update

Month 4

Initial Delivery

Launch priority L&D initiatives (starting with critical/high-impact)
Begin delivering targeted capability uplift sessions
Build facilitator and internal SME capability
Monitor feedback and participation metrics
Evaluate early learner outcomes
Update stakeholders on implementation progress

Month 5

Review, Create or Refine Onboarding & Compliance

Review, create or refine onboarding and compliance programs for efficiency and speed to impact
Optimise delivery based on learner feedback
Identify further quick wins for capability uplift
Continue face-to-face and digital program roll-out
People & Culture meeting attendance and monthly update

Month 6

Mid-Year Impact Review

Conduct 6-Month Review of capability programs and matrix progress
Assess shifts against defined capability objectives
Measure engagement, feedback, and performance shifts
Adjust strategy or programs based on insights
Report to leadership and People & Culture on effectiveness

Month 7

Leadership Development

Review existing leadership development programs
Identify gaps in emerging, frontline, and senior leadership pathways
Make recommendations or co-design improved offerings
Launch new or updated leadership initiatives
Monthly update and stakeholder engagement

Month 8

Technical Systems & Vendor Review

Audit current L&D vendors, tools, and platforms
Assess against ROI, engagement, scalability, and future needs
Recommend improved tech stack or vendor partnerships
Identify automation or digitisation opportunities
Continue program delivery and stakeholder alignment

Month 9

Train-the-Trainer & Sustainability

Deliver Train-the-Trainer programs
Build internal capability to deliver sustained learning
Ensure learning content and tools are documented and transferable
Evaluate success of TTT and learner feedback
Monthly report and People & Culture engagement

Month 10

Future Strategy Development

Begin strategic planning for next FY
Draft FY L&D Strategy including key initiatives, resource requirements, and delivery models
Align strategy with business and workforce planning
Validate with People & Culture and key stakeholders

Month 11

Skills Matrix Delivery & Finalise FY Planning

Finalise and deliver the 2-Year Organisational Skills Matrix
Align to job families and future workforce needs
Recommend FY L&D priorities and action plan
Present insights and recommendations to SLT

Month 12

Review, Report & Transition

Review overall L&D progress, impact, and key lessons
Finalise documentation and reporting
Transition ownership of programs or systems to internal teams
Support planning for future capability projects
Present final review and performance dashboard

Unlock Future-Ready Capability

with Fractional L&D Excellence.

Navigate change and upskill effectively with flexible, senior-level support that adapts to your organisation’s pace.
We create onboarding experiences, upskilling, succession, deliver leadership programs as well as identify future skills that will take your business forward and ensure relevancy for the future of work.

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2-3 times faster

with Fractional L&D Excellence.

Customised digital and face to face development that aligns with current needs and future readiness, ensuring sustained organisational growth.
Experienced for fast impact, minimal onboarding, no overhead.

Transform Your L&D Strategy

From Onboarding to Leadership to AI-Readiness.

Build lasting capability across all levels, from foundational training to advanced AI integration, supported by proven expertise.
Create a 12–24-month plan that keeps your business and people relevant for the future of work.

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