L&D has a proof problem

The Outcomes Operating Model is the answer. Only 14% of L&D programmes develop people with how the business is growing. Start where you feel the most pressure and work from there.

Take the Outcomes Assessment How the model works

L&D has a proof problem

The Outcomes Operating Model is the answer. Only 14% of L&D programmes develop people with how the business is growing. Start where you feel the most pressure and work from there.

Take the Outcomes Assessment How the model works

Stuck in The Activity Trap

Not all proof is created equal. Learners might appear busy with time-spent-on-platform or courses completed, but relying on activity metrics alone doesn't prove L&D success to the rest of the business.

Yesterday

“What was our completion rate?”

Today

“Did it reduce risk or improve performance?”

Activity metrics aren't inherently bad. They should instead be inputs in The Outcomes Operating Model to show a clearer picture of the business impact of your learning. It's requires evaluating L&D success by filtering for how your business would define success.

The Outcomes Operating Model

This framework can help L&D prove how talent is growing the ways the business needs most. With four outcome pillars with five stages each, identify where you need the most help and figure out what's next.