Course: Building Skills for Digital Transformation

Title: Building Workforce Capability for Digital Transformation, A 6 Week Blended Outline for Emerging Leaders and HR Managers

Introduction

Start bold: digital transformation isn't a project with a delivery date, it's an operating system for the next decade. This course is for emerging leaders and HR managers in mid sized to large Australian organisations who are tasked with implementing capability uplift programmes that make a measurable difference. It's a 6 week hybrid programme (three half day face to face workshops + 6 weekly 90 minute virtual masterclasses + self paced learning and applied workplace project).

Hybrid delivery, Sydney, Melbourne and Brisbane Hubs with live virtual streaming to be flown in squads, team snacks and beverages (beer?) will bring the teams together between their time trying out all they have learnt in Donna's sports arenas Sarah Sullivan Note negotiable for cohorts over 20. Evaluation combines pre /post tests, supervisor observation and roleplay scoring. Practical and unapologetic, it is also intentionally rough in some places, because real organisations are.

Why it matters (short, quick)

- Skills evolve more quickly than org charts. The World Economic Forum predicted that 44 percent of workers would need to be reskilled by 2025, um, yes! You want people who can learn, work well with others and make judgement calls when systems break down.
- We focus on leaders and HR so rigorously because they are levers for culture, structure, investment.

Key programme objectives

- Establish a common lingua franca for capability in the digital domain between people leaders and HR professionals.
- Enable participants to create, commission and measure effective digital skill interventions.
- Drive applied results: every participant walks away with a workplace initiative that targets an actual capability deficiency and is driven with measurable KPIs.

Targeted Participants (random, specific)

Emerging leaders (team leads, first level managers) plus HR professionals accountable for capability uplift, learning design or change programs. Experience: 3 to 10 years in leadership/HR. Some experience with digital projects but nothing deep down into technicalities.

Timing and format (and randomisation :))

- Delivery: Blended, 3 f2f half day workshops (every fortnight metro cities) + 6 virtual masterclasses of 90 min every week + self paced micro learning content, workplace wrap coach to oversee action project.
- Total contact numbers: ~36 viable hours (18 synchronous, 12 on your own, supervised activities, can be taken for credit).
- Practical constraint: $795 particip ex trvl/venue for live attendees and a discount for cohorts >20.

Learning objectives (behavioural and metric driven)

At the conclusion of the program, participants will:

1. Identify skill gaps: Diagnose using a simple skill audit and stakeholder interviews, cut misdiagnosis time by 40% unittest.
2. Develop a mixed career path, combining on the job experiences with formal learning and peer coaching. Goal: Achieve 70% manager sign off for solutions in production.
3. Conduct change conversations that minimise resistance as evidenced by a 25% increase in team readiness scores on post project surveys.
4. Show how they do three soft skills: Adaptability, Systems Thinking, and Emotional Intelligence in applied situations, demonstrated via roleplay scoring rubric.
5. Demonstrate a finished workplace project with trackable KPIs and provide 90 days of follow up.

Assessment and measurement (randomised & pragmatic)

- Baseline: pre programme digital capability survey (participant + manager input).
- During: roleplay scenarios scored against a rubric; peer and mentor feedback logs.
- Outcome: post programme survey, manager observation checklist 90 days post implementation, project ROI snapshot (time saved, error reduction, NPS change or cost avoidance).

Programme structure, module by module (detailed)

Pre work (week 0)

Length: 3 to 4 hours (self paced)

Activities:
- Short digital capability self audit tool we provide.
- Two micro modules: "Digital fluency, what it actually looks like" (20 mins) and "The leadership behaviours that matter" (20 mins).
- Stakeholder mapping worksheet, identify three key stakeholders for the workplace project.

Goal: the surface where people and digital are; and help diminishing legislating "what is digital?" in live sessions. The most resented responses to me by the participants are basic definitions, skip them.

Module 1: Foundations, What digital transformation actually requires of pairs (face to face half day)

Time required: 3 to 4 hours

Learning objectives:
- Move beyond tech jargon to human outcomes (customer value, speed and resilience).

Content & activities:
- Short provocations, real life examples from the Australian workplaces (some are public, some are anonymised client case studies) of what works and what doesn't. Let me be blunt here: culture eats strategy for breakfast.
- Group workshop: translate problem in the Business into a capability problem.
- Quick design sprint: write caretaking to craft a hypothesis of capability for your workplace project.

Evaluation: peer review; clarity of project hypothesis score determined by facilitator.

Module 2: Capability mapping, Skills, roles and the ecosystem (virtual masterclass)

Time: 90 minutes

Learning objectives:
- Create a simple skills taxonomy and how to map it to roles
- Understand the importance of capability vs qualification.

Content & exercises:
- A template/1 pager for centralise skill that you can use right away
- Activity in breakout groups and feedback: to triangulate the skill demand from activity perspective, business metric, end customer need
- Form opinions on "Certifications are overrated", I'll say it: certifications too often quality effort not an impact. That's something some HR teams will hate me for. But many execs will nod along quietly.

Evaluation: ideation of an initial skills map for the project team.

Module 3: Technology building blocks, Data literacy, cloud basics and cybersecurity hygiene (face to face half day)

Time requirement: 3 to 4 hours

Learning objectives:
- The participants have realistic frameworks to discuss data, cloud and security without sounding like a fool.
- Identify 3 areas of risk or opportunity with their own teams in the next year.

Content & activities:
- Quick explainers with metaphors that actually stick. (Cloud isn't magic. It's rented computers.)
- Scenario planning: data driven at team level between scenarios.
- Smaller group work: create a one page around how to hygiene/ a check list.

Assessment: Brief team presentation; facilitators checklist.

Module 4: Soft skills for digital work, Adaptability, EQ and systems thinking (virtual masterclass)

Duration: 90 minutes

Learning objectives:
- Practise techniques of adaptive reasoning and emotional regulation in digital change.
- Discover micro helping habits: how to run a 10 minute stand up that actually delivers actionable / makes a difference. You must be!

Content & activities:
- Roleplay: handling pushback from a senior stakeholder (optional recording).
- Tools: micro feedback cycles, decision logs and how to coach the team through uncertainty.
- Opinionated take: soft skills are the backbone of every digital course, not an add on. Many L&D teams would disagree, but I'd bet they're wrong.

Evaluation: roleplay scoring; participant's diary of reflective journal.

Module 5: Collaboration and ways of working, Cross functional playbooks (masterclass virtual)

How long: 1 hour, half day or full day

Aim:
- Map a tech change on its cross functional process, who needs to do what in the right order?
- Spell out clear and understood handovers between product, IT and operations.

Content & activities:
- Hack a case study of an Australian Company's rollout (positive example: Atlassian style cross functional rituals, admire and learn).
- Rapid design: construct a 2 week ramp plan for a small feature rollout.

Evaluation: submission of a ramp plan for 2 weeks in line with the participant's project.

Module 6: Learning Architecture, Designing Blended Pathways That Stick

Duration: 3 to 4 hours

Learning Objectives:
- Design a blended learning pathway that is true to the 70/20/10 philosophy and rationalise this to your budget holder.
- Choosing metrics: how to measure behaviour change, not just attendance.

Content & activities:
- Template: curriculum map, learning milestones tracker, capability reinforcement loop.
- Budget trade offs: what to keep, what to cut. (Spoiler alert: expensive offsite workshops are generally not the least cost effective unless they're superseded by on the job practice.)
- Group negotiation exercise with roleplay budget owners.

Evaluative: the pathway is scored by facilitators on feasibility and impact.

Module 7: Change management for modern work (virtual masterclass)

Length: 90 minutes

- Pragmatic practices to address resistance: micro pilots, early wins, visible metrics.
- Language matters...how to message it so managers don't hide behind "operational risk".

Content & activities:
- Workshop: create a 90 day communications plan for your workplace project solution.
- Template: stakeholder heat map and engagement cadence. The application process: Provide a plan as to what you can do in 90 days.

Module 8: Data analytics for decision makers (virtual masterclass + micro module)

Length: 90 minutes + 60 minute micro study

Learning outcomes:
- Decide which metrics matter to your business and how to steer clear of vanity metrics.
- Interpret a basic dashboard and when to ask the right questions.

AgendaContent & activities:
- Live demo: turn a business question into KPIs, data sources and a small dashboard.
- Exercise: analyse an existing report/dash and present three suggestions.

Review: KPI guidelines for workplace project.

Module 9: Security, privacy and ethics, Practical governance (virtual masterclass)

Length: 90 minutes

Learning objectives:
- What are the minimum security questions you should ask when beginning a digital programme?
- What does privacy mean to you (and the law)?
- How can you make ethical decisions about data?

Content & activities:
- Scenario play: data breach tabletop for a limited size group; what do you tell your customers?
- Template: quick security checklist for non technical managers.

Evaluation: tabletop results are recorded and assessed.

Module 10: Leading the pilot, Implement, measure, iterate (applied workplace work)

Duration: ongoing across weeks 3 to 6; 6 hours supervised

Learning objectives:
- Launch a pilot or small scale change; challenge with learning from modules.
- Use measurement frameworks to determine go/no go.

Content & activities:
- Pilot: Participants run their workplace project, supported by coaches (weekly 1:1 coaching).
- Mid pilot check in: Share progress and decide to pivot or persevere.
- Final presentation: 12 minute pitch that demonstrates evidence of learning plus a 90 day plan.

Evaluation: project rubric (clarity, impact, measurement, sustainability) and review by your manager.

Capstone session: Showcase & peer review (face to face or hybrid)

Duration: Half day

Activities:
- Participant pitches to a peer panel of peers, HR sponsors and a senior leader
- Panel gives focussed feedback and decision: pilot to scale or iterate further.

Outcome: each project gets a suggested next step and a brief ROI estimate.

Follow on support

- Quarterly drop in clinics for 6 months (attend at will).
- Access to micro learning library and templates.
- Cohort such that alumni can share successes and failures.

Facilitation notes and training requirements

Trainers: experienced facilitators with blended business, HR and technical experience; one facilitator must have delivered more than two enterprise digital projects. You are also looking for people with leadership experience who are willing to take a risk, practice without application is pointless.

- Materials: participant workbook, skills map template, KPI and measurement templates, roleplay scripts.
- Group size: best 12 to 20 participants for practical work; up to 30 for more lecture heavy or less interactive contexts.
- Accessibility: written content is delivered in straightforward language; recordings have captioning.

Options for customisation by different level

- Frontline staff: Face to face modules convert to two full days as bootcamps and take project down a complexity tier, if we suggest you do three, just choose two.
- Senior execs: Compressed to two executive offsites with pre reads; work from investment decision making and governance at workshop length.
- Technical teams replace general technical module with deeper workshops (e.g., data engineering, cloud cost management) maintain focus on soft skills.

Common traps: (The following are opinions)

- Too many diagnostics, not enough practice. Diagnostics are useful. Overdiagnosis is paralysis.
- "Throw money at classroom learning and hope for greatness." Training without on the job practice is theatre.
- Obviating middle managers. They are the gatekeepers; if they don't buy in, pilots die quietly.
- Excessive dependence on big vendor courses. They are the ones that gleam, sometimes for show, often not. Select vendors who care about outcomes.

Two controversial yet closely held beliefs

1. Formal credentials are primarily a hiring convenience, not an indicator of long term performance. They serve the needs of recruiters, not teams. (Some will detect heresy here; recruiters may quietly concur.)
2. Soft skills are that the long game. Tech is something you can hire for, but not curiosity and judgement. Invest in EQ and adaptable intelligence; it compounds. (This will irk tech purists; I don't care.)

Integration with enterprise processes

- Governance: Ensure projects map to existing digital governance; avoid duplication, security drift.
- Procurement: Incorporate capability outcomes in Statements of Work; don't buy training without metrics.
- HR systems: Map skills into your HRIS and performance frameworks so development links to career paths.

Budget and resources (practical)

- Base price: $795 inc GST for participants, with cohort sizes of 12 to 30 (includes materials, templates and follow up over 3 months). Travel and room fees invoiced separately.
- For larger rollouts: strongly recommend a train the trainer approach where we certify internal facilitators over two days.
- Time commitment: Participants should plan on 4 to 6 hours per week of structured activity for the duration of the 6 weeks.

Scale and sustainability

- Reinforcement: bake micro learning nudges into daily workflows (3 minute reminders in team channels).
- Communities of practice: curate and sponsor them for technical topics and then soft skills practice.
- Metrics to measure against: skill proficiency; time to competent on new tools, project success rate, and employee engagement scores.

Assessment rubric (example)

- Clarity of problem statement (10)
- Behaviour change evidence (25)
- Measurement and KPIs (20)
- Sustainability and scale plan (20)
- Stakeholder engagement (15)
- Presentation, storytelling and overall impact case study charter

Final deliverables templates

All modules are supplemented with a list of sample templates. Templates provided:
- Skills audit template
- One page capability map
- Project brief and KPI template
- Roleplay scoring rubric
- 90 day comms plan
- Simple security checklist for managers

Mentorship & networking details

Each participant will be matched to an internal or external mentor throughout the duration. Mentors connect every 2 weeks for 30 minutes.
- Optional closed cohort slack or MS Teams space for peer assistance and collaborations. And do not overlook peer pressure, it's a good thing in this case.

How we evaluate long term impact (practical)

- 90 day Manager observation checklist concentrating on behaviour change.
- 6 month capability re audit vs baseline.
- A single ROI snapshot: reduced time, decreased errors, improved Customer metric. If you can't prove a small business case, don't scale.

Examples of success (what it looks like)

- A support team sees an 18% decrease in average resolution time after a blended upskilling pilot.
- A frontline sales squad boosts ramp up time, bringing digital adoption of a CRM tool from 32% to 78% in just twelve weeks following a pathway that included coaching and micro learning. (These are just estimates; exact figures differ.)

Logistics and administration

- Schedule: recommending in person workshops on Tuesdays or Wednesdays; we've found the highest attendance days.
- Materials: sent electronically one week ahead. Materials: Participants are provided with a workbook and one example micro module.
- Privacy, All case work and feedback will be treated in strict confidence.

Final notes, a bit blunt, a little hopeful

This plan is supposed to be pragmatic. There is no more vendor platform, or glossy leadership retreat, that solves digital transformation. It needs a disciplined, measurable effort combining technical training with emphasis on behaviour and organisational design. Effective leadership helps you cut through the noise and get back to work. You will leave with tools, templates and a live project that shows whether the learning sticks. If it doesn't, good. That's information. Iterate.

Emotional intelligence and practical alignment informed by public policy and sector practice observed in Sydney Melbourne Brisbane workplaces; templates and action reflect delivery experience we hold running blended capability programmes across Australia. (End abruptly, because a generationally gifted planner leaves an aperture through which work can finally begin.)