Thinking about the structural challenges facing the L&D profession — evaluation, design, and evidence-informed practice.
Most digital learning is judged by how real it looks. I have come to think that is the wrong test. This is a model I have developed for measuring how faithfully a learning experience reproduces the reality it is meant to prepare someone for, and for showing where most of our budgets quietly go wrong.
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Robert Brinkerhoff's research found that only around 15% of training gets applied back in the workplace. The factor that most reliably separates that group from everyone else isn't the quality of the course. It's what the manager does next.
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Most L&D teams are brilliant at building things. The problem is they often start building before they have properly diagnosed whether training is the right answer at all.
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Most organisations measure training the wrong way. Completion rates and satisfaction scores tell us almost nothing about whether learning actually happened. There is a better approach.
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