Building resilient teams through capability, connection and purpose

At Adur & Worthing Councils, we’re rethinking how we develop people, not just in their roles — but across the organisation. We’re shifting from isolated job descriptions to a connected, capability-based model. It’s all about building the adaptability, participation and resilience we need to deliver on our missions — together.

Here’s how we’re doing it, what we’re learning, and how others can apply the same principles.

“Your organisation is only as resilient as the capabilities it grows and connects.”

1. 🌱 Define the capabilities that matter

We started by defining the core and specialist capabilities we need. Core capabilities — like communication or financial acumen — keep things running. Specialist ones — like digital, participation, or service design — help us grow into the future.

🔧 How others can apply it:

• Map the skills you need now and for where you’re heading.
• Use capability frameworks like CIPD’s or design your own.

🎯 Inspiration: Unilever and the NHS both use capability-based development to futureproof their workforce.

2. 🔁 Use a matrix to connect people and projects

Rather than a rigid hierarchy, we’ve created a matrix model. That means people work in their service and contribute to projects or missions where their skills can have impact. We’re seeing more collaboration, more flexibility — and more momentum.

🔧 How others can apply it:

• Introduce shared roles or secondments between services and strategic priorities.
• Use visual tools like a capability matrix to map skills across teams.

💡 Inspiration: Pfizer uses this structure to bring R&D, legal, and marketing together. We’re doing it with climate, digital and participation.

“The magic happens when you stop working in silos and start working in systems.”

3. 🤝 Grow adaptive, participative leadership

Matrix models need strong, flexible leaders. We’re investing in leadership that’s rooted in participation, systems thinking, and emotional intelligence. From our Mission Boards to the Participation Lab, we’re making space for people to lead from where they are.

🔧 How others can apply it:

• Create cross-functional teams with shared leadership.
• Invest in leadership development for collaboration, not just control.

🌍 Inspiration: Newham’s Citizens’ Assembly and the RSA’s participatory leadership models offer fresh takes on inclusive leadership.

4. 🚀 Build clear capability pathways

We’ve created capability pathways so that staff can grow from awareness to expertise — with learning offers, mentoring, and stretch opportunities along the way. People can see their journey, not just their job.

🔧 How others can apply it:

• Co-create career pathways with staff that reflect lived experience.
• Use tools like learning management systems to track development.

📚 Inspiration: HSBC and Nesta use tiered skills progression to support people in navigating new and emerging roles.

“When people see a path forward, they’re more likely to take the first step.”

5. 🔍 Keep listening and adapting

No framework is perfect. We’re learning by doing — gathering feedback, refining our capability map, and adjusting as priorities shift. What worked in 2023 might not in 2025, and that’s OK.

🔧 How others can apply it:

• Build in regular check-ins and feedback loops.
• Use retrospectives to reflect and improve.

🧭 Inspiration: GE uses fast feedback and agile HR to constantly iterate on its people strategy.

💬 Final thought: Make capability everyone’s business

You don’t need to wait for a restructure or rebrand to start working this way. Start small: map your team’s strengths. Ask what skills you need for a new project. Create a secondment. Share a story. Build a habit of connection.

“Capability isn’t a list on a spreadsheet — it’s the way we show up for each other, every day.”

🛠️ How you can start today

• Map your core and specialist capabilities.
• Pilot a project team with cross-functional skills.
• Build a simple capability pathway.
• Make learning a shared responsibility — not just HR’s job..

📢 Have you tried a matrix or capability-led model? What’s worked for you?

🎧 Soundtrack for this approach? “Galvanize” by The Chemical Brothers — because capability building is about getting ready for the moment, and then making it count.