Google Ad #1 - desktop - 728x90

Google Ad #3 - desktop - 728x90

Google Ad #1 - mobile - 300x200

Google Ad #3 - mobile - 300x200

ATD_Half_Page

Googel Ad #1 - Side Bar - Content pages

ATD Footer Logo

Robin Strup is head of communications and inclusion at Clearlink.

Robin Strup

May 2019  - TD Magazine

Active Inclusion

L&D’s Hidden Data GapEvery business function is expected to show its value beyond a doubt, and learning and development (L&D) is no exception. Yet, a bleak reality often holds L&D teams back. Our recent Zensai report in association with ATD reveals that only 4 percent of organizations excel at using learning data to make strategic business decisions. Yes, it really is that low.This number represents more than companies missing a few metrics; it points to a much deeper issue where many organizations are totally lost about what valuable learning data they already possess, or precisely what data they need to collect to demonstrate real impact. The consequence? Learning initiatives remain stuck in their own little bubble, making it a struggle to connect directly with the bigger picture and prove tangible return on investment (ROI). It also eats up time and money, keeping businesses from growing and succeeding.Before you can effectively measure the impact of your learning programs, you need to understand your starting point. This is where a solid learning evaluation audit comes in. A measurement audit is a systematic review of how you’re currently collecting data, tools you’re using, and your reporting capabilities. It’s not just about identifying what’s missing but also uncovering hidden gems of data you might already be seeing but not fully leveraging.As Jess Almlie, principal of Almlie Consulting highlighted in the Zensai and ATD report, “You may have more data than you think you do. You need to be conscious about organizing it, tracking it, monitoring it, and communicating it well.”For example, let’s say a large healthcare provider frequently updates its compliance training to stay on top of regulations. For years, their L&D team has focused on tracking completion rates in their learning management system (LMS), believing that meant everyone was following the rules. However, a measurement audit might reveal that HR also tracks incident reports related to noncompliance. And maybe the operations team is evaluating how staff are actually using the new safety steps. If the L&D folks found all this out, they could start connecting the dots—sussing out behavioral changes and safety outcomes, proving the impact of their training, not just its delivery. Without an audit, these connections remain unseen (and L&D data gaps only get wider).Where to Begin: Your Gap Analysis RoadmapKicking off a learning evaluation audit doesn’t require a massive overhaul. It’s better to start with a targeted gap analysis, figuring out where you are now compared to where you want to be. Ask these important questions:What are you measuring now? Document all the learning analytics you’re getting, like course completion, quiz grades, surveys, even casual chats. Be honest about its depth and relevance.What do you want to measure? Think about the business problems L&D is trying to solve. Do you want to reduce employee turnover, increase product adoption, or make customers happier? Figure out what performance data points that would show success for these.What matters most to your executive team? Your measurement strategy needs to match what the big bosses care about. What are your CEO, CFO, or department heads being held accountable for? Frame your desired L&D insights around these HR metrics and business outcomes.What High Performers Do DifferentlyOrganizations proficient in measurement and evaluation don’t rely on guesswork. The Zensai and ATD report shows that these high-performing organizations use at least four or more distinct data sources for their learning evaluations, including business data and employee performance reviews. They don’t just gather this data; they regularly reassess their measurement strategy, so it stays relevant and insightful.By combining data from the LMS, performance reviews, sales figures, and employee engagement surveys, these organizations get clearer L&D insights and better business alignment and can pinpoint how specific learning initiatives directly influence critical key performance indicators (KPIs). This allows them to tell a compelling story of learning impact that resonates with stakeholders and secures more funding. Basically, they prove that learning is a smart investment, not just a cost, with real results.Razor-Sharp Solution: Powering Insights Where Work HappensConducting a thorough measurement audit might sound like a headache, especially if your data’s all over the place. But, good news! HR tech these days can make it a lot easier. Tools like Learn365 help pull together key learning analytics and performance data that’s already hanging out in your Microsoft 365 environment.Learn365 supports this process by putting learning right where people are already working—like Teams, Outlook, SharePoint, and Power BI. This seamless integration makes learning more accessible and adopted. Plus, the resulting insights and performance data become more readily available and interconnected. This smooth data flow helps L&D leaders understand the true learning impact of their programs and make smarter decisions without spending hours wrestling with spreadsheets.Are You Measuring What Matters—or Just What’s Easy?We can all agree that the time for guesswork in L&D is over. A learning evaluation audit is the indispensable first step toward performance-driven talent development. It helps you close L&D data gaps, refine your measurement strategy, and ultimately, prove the strategic value of learning.Don’t miss the opportunity to transform your L&D function into a business powerhouse. Download the Zensai and ATD report to guide your internal audit. You’ll see firsthand what leading organizations are doing to connect learning with performance and create lasting success.

Strategic L&D Starts Here: Why Every Leader Needs a Learning Measurement Audit

Learn how to bridge the divide between learning and business strategy. Explore the importance of linking learning to business outcomes, effective learning evaluation strategies, and achieving learning ROI.Get ready for a startling statistic: ATD’s 2025 research report, The Future of Evaluating Learning and Measuring Impact: Improving Skills and Addressing Challenges, found that only 4 percent of organizations excel at using learning data to inform business decisions. L&D professionals are under increasing pressure to demonstrate the value of their initiatives, yet outdated measurement methods and fragmented systems often hinder their ability to prove learning impact. This devastatingly low number highlights a significant disconnect in how companies leverage learning to drive strategic outcomes. It also begs an important question: What if learning could transform from a perceived cost center into a catalyst for tangible business growth? Why This Gap ExistsThere are several factors that contribute to the divide between learning and business strategy. A common obstacle is the over-reliance on “smile sheets” and participation data—sure, they count who showed up, but old-fashioned feedback forms fail to capture the true impact of learning on performance. Plus, many organizations struggle to get access to performance-related data because it’s scattered everywhere, making training feel separate from actual work. According to McKinsey research, L&D managers often spend a disproportionate amount of time—nearly one full day a week—on administrative tasks, leaving little room for strategic initiatives. These challenges weaken the link between L&D activities and strategic business outcomes, making it difficult to demonstrate learning ROI and secure stakeholder buy-in. The Case for Linking Learning to Business StrategyOur findings reveal that only 43 percent of organizations report a strong alignment between learning and business goals. That’s a pretty big gap! However, when learning is linked to business strategy, L&D teams gain:Better stakeholder buy-in: Stakeholders who see a clear connection between learning programs and critical business objectives are more likely to champion L&D’s efforts and provide the necessary support.Increased investment in L&D: Companies that recognize learning as a strategic driver of success are more willing to allocate budget and resources to adopt innovative technologies, high-quality content, and a talent development strategy that helps employees thrive.More meaningful learning initiatives: By understanding the specific knowledge and skills that employees need to reach business targets, L&D can create programs that actually hit the mark. This means tackling those skill gaps head-on, boosting how well people perform, and ultimately getting the results the company’s aiming for. Strategic alignment isn’t just about planning; it’s about demonstrating measurable impact and showing how your learning initiatives contribute directly to KPIs. If learning is tied to the company’s goals, L&D goes from being a support team to a key player in making the organization successful. What High-Performing L&D Teams Do DifferentlyProficient organizations, as defined by the ATD 2025 research report, are all about using data. They don’t just look at training feedback but also track performance and business results from at least four different sources. This helps them see how training makes things like productivity, quality, customer happiness, and sales better.These companies are also great at communicating data effectively to stakeholders. They use dashboards and charts to make it easy for leaders to see how training pays off. Plus, they tell stories with the data, showing wins and areas to improve, which gets everyone on board with training.What they do best is start with the company’s goals. They work backward to figure out what skills people need to hit business KPIs, then design training to match. This way, training becomes a key part of making the business succeed and staying ahead of the game.Embedding Learning Where Work HappensSolutions like Learn365 LMS are emerging to help L&D teams close the gap by embedding learning directly into Microsoft 365 tools like Teams, Outlook, and Power BI. This strategic embedding fundamentally shifts the paradigm of workplace training. Instead of isolated, scheduled events, learning evolves into an organic process that’s a natural, trackable part of employees’ workday. Using AI-powered personalized learning pathways and incorporating sophisticated built-in analytics, these platforms enable smarter measurement and a tighter alignment of learning initiatives with strategic business goals. Ultimately, this maximizes learning ROI and fosters a culture of continuous growth within your organization.Is Your Learning Strategy Aligned?It’s time to rethink how your organization measures learning impact and identify opportunities for improvement. Is your learning strategy truly connected to your business strategy? Explore how tools like Learn365 are empowering L&D professionals to translate insights into outcomes, creating learning that transforms rather than just informs. 

Mind the Gap: Closing the Distance Between Learning and Business Strategy

Through holistic research, your learning strategies can quickly adjust while maintaining an underlying structure of what is needed now and in the future. 

Adapting to Change: Holistic Research Can Future-Proof Leadership Development

Mid-sized companies are in a unique spot: big enough to need structure and scale, but often short on resources. You might support hundreds or thousands of employees across roles, regions, and business units—but your L&D team? Probably still small, juggling endless requests on a tight budget.Still, training doesn’t have to stall when things get busy. With the right strategy and tools, mid-market L&D leaders can drive real impact—without extra headcount or dollars.Here are five common challenges—and how to tackle them:1. The Bandwidth BottleneckL&D is rarely overstaffed. Requests pour in, but the team stays lean—sometimes even a team of one.Smart leaders don’t build everything alone. They tap internal champions to help with content and delivery, then centralize materials like Zoom recordings and job aids into a simple LMS.You don’t need 300 courses. You need the right courses that are organized, accessible, and easy to update.2. Budget PressuresAs your company grows, expectations rise—but your budget may not.Good news: you already have what you need. Record subject-matter experts walking through tasks or answering FAQs. Use short videos, screen shares, or walkthroughs that can be reused.Blended learning helps, too. Combine asynchronous content with live sessions to stretch your budget. Prioritize content that works across teams—from onboarding to ongoing development—for maximum ROI.3. Proving ROIIn a mid-sized company, every investment has to earn its place. That means training can’t be a black box.Go beyond completion rates. Are new hires getting productive faster? Are sales reps closing more deals? Are support tickets dropping?Soft metrics matter, too—like promotion rates and manager satisfaction. Visual dashboards and charts can turn your wins into stories that leadership can see and support.4. Outgrowing Legacy ToolsSpreadsheets and shared drives may have worked at 200 employees—but not at 1,000. A modern LMS changes that. It simplifies delivery, automates busywork (like reminders and tracking), and ensures consistency—especially in high-impact roles like managers or frontline staff. Scaling training doesn’t require complexity. It just requires smarter systems.5. Keeping Top Talent EngagedOne of the costliest challenges? Losing high-potential employees who don’t see a path forward.A clear training and development strategy helps retain them. When people see growth opportunities, they’re more likely to stay—and contribute more. You don’t need bureaucracy to build career paths. With the right culture and tools, you can offer meaningful development without overpromising promotions. That agility is your advantage.Where to Start: Make Onboarding Your LaunchpadIf you improve one thing this quarter, make it onboarding. It’s high visibility and high impact, influencing everything from productivity to retention.Use a simple 30-60-90 framework:Days 1–30: Orientation, culture, early wins Days 31–60: Role clarity, key tools, and systems Days 61–90: Independence, goal setting, and growth planning A good LMS can automate much of this and give you clear data on effectiveness and time-to-productivity.Looking Ahead: Train for AgilityMid-market L&D wins don’t come from formality—they come from flexibility. That means mapping skills (not just roles), running short upskilling sprints, and embedding learning into the flow of work.You don’t need to mimic enterprise strategies. You need to stay focused, fast, and aligned with your business goals. When training becomes a growth engine—not just a support function—you turn every challenge into an opportunity.

Search results for 'Robin Strup'

Categories

Refine By