Most organisations have clear visibility on financial audit and operational risk, yet lack visibility on the ROI of their Learning & Development spend. When learning fails to translate into workplace behaviour, it becomes a sunk cost rather than a growth lever.
This scorecard allows leadership teams to stress-test their current learning infrastructure against the five most common points of value leakage.
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What does your learning data actually tell you—that people showed up, or that they can do the job?
Research consistently shows that completion rates and satisfaction scores have no statistical correlation with on-the-job performance improvement. Yet these remain the primary metrics in most L&D reporting.
After formal training ends, what structured support do your learners receive to apply what they learned?
Research shows that without reinforcement, learners can lose 50-70% of new information within the first day. Yet most learning interventions end when the training event ends, leaving application to chance.
Is your learning technology designed to host courses, or to guide people through the full process of turning knowledge into capability?
Traditional LMS platforms were built as content libraries with compliance tracking. They excel at storing courses and recording completions. They were not designed to manage the diverse activities—practice, feedback, coaching, workplace tasks—that turn knowledge into performance.
When employees face a challenge or knowledge gap during their work, how easily can they access the right learning resources without leaving their workflow?
Real learning in the workflow means employees can pause work, in situ, and quickly navigate to content, activities, or guidance that helps them overcome a specific challenge. It also means the system can proactively prompt learners to take action. When resources are scattered across systems or buried in folder structures, that connection between work and learning breaks.
Do your learners have explicit, guided opportunities to practise new skills before they need to use them under real pressure?
Skill development requires practice with feedback. Yet most training programmes teach concepts and then expect learners to figure out application themselves. Without structured practice opportunities, the transfer from "I understand" to "I can do" rarely happens.
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This scorecard scores your organisation from 5 to 15 across five dimensions (3 points for each Green answer, 2 for Amber, 1 for Red), then places you into one of the following result bands:
Organisations that score Red or Amber on a dimension receive one of the following recommended next steps for that dimension.
Based on your responses across the five dimensions above
This assessment identifies where your current approach supports or undermines learning transfer. Your context, constraints, and priorities determine the right path forward.