Planning your 2026 people development is easier when you start with the work, the risk, and the leadership moments that matter. Use our program snapshot to map what your teams need across safety, leadership and workplace learning, then lock in a practical plan early.
If the last few years taught us anything, it’s that capability gaps show up at the worst possible time: when workloads spike, when new supervisors step up, when risk changes, or when your best people leave.
If you’re still planning your people development and corporate training for this year, our tip is to start with making a few clear choices that reduce risk and improve performance across the year.
A simple way to plan your people development
1. Start with the work and the risk
What is changing in 2026 (projects, customers, systems, workforce mix, contractors)? Where do mistakes, rework, incidents, or conflict cost you the most?
2. Identify the “moments that matter” for leaders
Think: leading safety conversations, managing performance, running pre-starts, coordinating contractors, handling change fatigue, onboarding new starters or managing and preventing pyschosocial hazards. These moments tell you what skills need to be strong.
3. Build three capability lines (and keep them linked)
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Safety capability: practical risk, consultation, psychosocial hazards, onboarding, contractor management, safety leadership.
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Leadership capability: communication, team dynamics, performance, difficult conversations, change and change fatigue, diversity and inclusion training.
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Learning capability: internal facilitators, better training design, and delivery that actually transfers to the job.
4. Choose a few high-impact moves
Aim for the set of programs that covers the biggest risks and the widest audience. Then schedule early so delivery options stay flexible.
5. Gap analysis
Somtimes identifying what’s needed for your people and your organisation is clear, other times your first stage of planning will require you to do a gap analysis regarding capability and capacity. This can be achieved though company surveys or gap analysis focus group feedback.
Ready to get started?
We’ve pulled together a snapshot of our program suites across Safety Dimensions, Leadership Dimensions, and Workplace Dimensions. Use it to map what your teams need in 2026, and what’s likely to deliver the biggest return. We also provide solution options for gap analysis to fit a range of time and budget committments.
