Does your learning and development drive business performance?

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It’s the ‘sixty four thousand dollar’ question: What is the impact of learning and development on the business ‘bottom line’? What’s the Return on Investment (ROI) from this piece of development? Without a convincing answer it’s difficult to defend any significant investment in Learning and Development.


Measuring the impact of Learning and Development

Traditionally many L&D teams have focused on measuring the immediate reactions from learners to a learning intervention, rather than the impact on their competence and job performance.

At cda, as well as monitoring learner reactions, we use a variety of tools to investigate the impact on competence and job performance. These include carrying out 1:1 interviews and focus groups, measuring the impact on personal competence and performance using a pre and post learning 360 questionnaire and linking delegate action planning to business KPIs.


Improving Learning Retention

But we know that it’s not just about the learner. There are often significant organisational barriers to achieving business benefits from Learning & Development.

Perhaps the biggest problem is the ‘disconnect’ between the learning and the workplace. Without support and encouragement from the line manager, new skills and knowledge will not be utilised.

cda’s Learning Retention Model provides a powerful diagnostic tool that identifies the supporting actions that are required to make training stick. This could include briefings for line mangers, changes to key processes or incentives, or simply agreeing to give learners the time and support needed to embed their new skills.

This links into the wider question around organisational culture; to what extent does the organisation support and encourage learning and improvement? Are individuals encouraged to ask for help or cover up mistakes? Is feedback seen as a ‘telling off’ or an opportunity to grow?


Learning and Development Strategy

It’s a complex picture. And there’s another key consideration; how closely aligned is Learning & Development activity with business objectives?  At cda we believe that Learning & Development Strategy should be linked back into business objectives, often via a set of key competencies. This link enables the organisation to prioritise and evaluate their investment against their strategic objectives.


The case studies on this page illustrate our approach in more detail.

For more information or to discuss how cda can help you deliver business impact through learning and development, simply get in touch.