The work that most intrigues me
Proving L&D Impact: It's Not Just Possible, It's Essential
A tested three-level measurement protocol that connects learning directly to business outcomes
The Industry's Measurement Problem
In my experience, most Learning & Development programs are measured only by engagement metrics: completion rates, satisfaction scores, and time spent in courses. When I've spoken to other practitioners around the world about ROI, the response is often "learning can't be measured accurately."
I disagree with this strongly. And I believe that it's why L&D struggles for credibility and budget allocation.
L&D Impact Can Be Measured. Here's How.
After running multiple measurement programs and analysing over 10,000 pieces of learner feedback, I've developed a three-level protocol that connects learning directly to business outcomes.
So, What’s My Approach
The Three-Level Measurement Protocol
01
Essential for the learning & development team to deliver for the target audience
Level 1: Learner Opinions
Direct feedback from learners on their perceived competence before and after training. Quick post-course surveys capture confidence shifts and specific new capabilities. This provides immediate insight into training effectiveness and identifies areas for improvement.
Key questions: How confident did you feel before? How confident do you feel now? What's one thing you can do now that you couldn't before?
02
A low-effort, high-reward metric to track
Level 2: Observed Behavioural Change
Anecdotal evidence from managers, supervisors, and executives who see learners in action daily. Real workplace observations of skill application, workflow improvements, communication changes, and error reductions from those who can actually see the difference.
Key insight: Third-party validation of behaviour change in actual work contexts, not self-reported claims.
03
The highest-priority data that should be measured, although not always possible
Level 3: Quantitative Business Impact
Hard business metrics that directly connect to training objectives. Customer complaint rates, task completion speed, error frequencies, compliance scores, first-time resolution rates—the measurable outcomes that prove training drives business results.
Examples: Reduced rework rates, faster time-to-proficiency, fewer compliance violations, improved customer satisfaction scores.
No Theory, Just Real-World Application
Traditional evaluation models focus on theory. My protocol focuses on what I've actually experienced to work in business environments, refined through thousands of real-world implementations and learner insights.
Why This Matters for Your Business
Credible ROI Reporting
Demonstrate actual return on learning investment with hard data.
Strategic Budget Allocation
justify L&D spend with business impact evidence.
Continuous Improvement
Identify what works and optimise what doesn't.
Executive Buy-In
Transform L&D spending from unjustifiable expenses to valuable investments.
The Result: L&D That Earns Its Place in your Company
When you can prove learning drives business results, everything changes. Budgets increase, executive support grows, and L&D becomes a competitive advantage rather than a necessary expense.