The Learning and Performance Accelerator

Measure. Benchmark. Improve.

Business leaders must now consider learning as essential to organisational growth.

It is a core company value that energises day-to-day operations and nourishes long-term success.

Effective workplace learning feeds everyone’s appetite for personal development, innovation culture, and market leadership – and nurtures the desire to become a great learning organisation.

So, with workplace learning so deeply connected to business performance, it's critical to know that your strategy is rock-solid and all-encompassing.

The LPI believes that L&D's contribution to business value is defined by capability in six crucial areas.

When you have a holistic view of these areas, and insight into how each is interconnected, you can be confident that your approach will drive organisational transformation.

The Learning and Performance Accelerator gives you that insight and confidence.

It is a powerful tool that guides you towards a positive plan for growth , helping you navigate the essential areas that underpin a strong learning strategy.

Start your journey towards becoming a great learning organisation

Compare your learning strategy against others and move forward with personalised recommendations from an expert.

  • Evaluate your organisational performance in six essential and interconnected areas

  • Sidestep potential roadblocks that could impact your learning strategy

  • Gain clarity and confidence with real-time benchmark data and industry best practice

  • Accelerate your efforts with a person-to-person review with an LPI expert

How it works

Complete your self-assessment

Start your journey by evaluating organisational performance in six essential and interconnected areas. You’ll be able to reflect on what’s important and gain a clearer understanding of where potential challenges lie.

You can re-assess your strategy regularly and gain confidence by comparing previous results against your most recent.

And don’t worry if you’re short on time – all assessment progress is automatically saved.

Compare your learning strategy against others

See how your responses measure up against other learning leaders by viewing the live benchmark reports. You can compare your results with others in your industry or against the entire database, giving you a unique and powerful view on global trends.

Benchmark reports are updated online, in real-time, so you’ll be able to return again and again to see the very latest data.

All personal information is anonymised and stored securely, giving you peace of mind.

Discuss your results with an independent LPI expert

Whenever you complete a self-assessment, you’ll be able to request a consultation with an LPI expert, right from your dashboard.

We’ll arrange the meeting and discuss your latest report on-screen, giving context to the results and providing personalised best-practice recommendations.

You’ll benefit from an independent sounding-board, gaining confidence and clarity as you explore strategies to strengthen any areas of concern.

Explore the framework

“Technology is best when it brings people together.”

Matt Mullenweg, Social Media Entrepreneur

Technology

The Technology segment analyses why you have a particular learning technology, what the technology is used for, how good it is and also what the barriers might be to using it.

Sample questions:

  • Approximately how much of your budget are you spending on technology this year?
  • Which off-the-shelf platform(s) do you currently use?
  • How do people access digital learning content?

This information will help you identify where the challenges are for the L&D team when it comes to implementing learning technology and encouraging user adoption.

Research from CLO/BMG found that CLO’s plan to make significant investment changes to learning technologies and content development in 2022, with e-learning being the top anticipated area for spending.

“Learning is the new skill. Imagination, creation and asking new questions are at its core.”
Sugata Mitra, Indian computer scientist

Skills

The Skills segment asks questions to identify some of the existing skills and capabilities within your L&D teams.

A highly skilled and capable workforce – one that is agile enough to embrace change and challenge – is critical to the survival of the organisation. But all too often, L&D forgets about itself. L&D professionals must also evolve to support the organisations they serve, developing aptitude in digital technology skills, management, communication and creativity.

Sample questions:

  • In respect of each of the following, how would you describe your L&D team’s capability?
  • Do you outsource any of the following functions?

This information will help you get a better idea of the current and also required skills of the L&D team, and if they are equipped for the strategy they are implementing.

According to CIPD research, roles such as face-to-face trainer/facilitator still dominate L&D teams, while newer roles that support learning in the flow of work, such as digital asset creator, community manager, and curator researcher, are rare.

“A leader takes people where they want to go. A great leader takes people where they ought to be.”

Rosalynn Carter, Former First Lady of the United States

Leadership

The Leadership segment uncovers how engaged the leadership team is in learning. It also identifies how well your L&D team engage with leadership and how much influence they have.

Sample questions:

  • How often do you meet with C-Level?
  • Which of the following best describes L&D’s alignment with business strategy?
  • How well do you know the organisation’s vision?

This will help you understand how connected and influential you are, and how you are aligning your strategy with business objectives.

During the 2020 pandemic, L&D leaders moved quickly to help employees manage the shift to remote work while staying productive. And executives took note, with 70% becoming active champions of learning, up from only 27% a mere 3 months earlier (LinkedIn Learning)

“Data is a precious thing and will last longer than the systems themselves.”

Tim Berners-Lee, Inventor of the World Wide Web

Data

The Data segment identifies the types of data collected by the L&D team, how it’s used, what it means and if anything changes as a result.

Sample questions:

  • Do you know how your learners prefer to learn?
  • What learning metrics do you currently measure?
  • Do you know what the core challenges will be for your organisation this year?

This information will help you identify how well the learning department understands what is needed within the organisation, as well as what the challenges and barriers are to learning.

Nearly 70% of organisations plan to increase their learning analytics capabilities over the next 12-18 months. More than half are currently unsatisfied with learning measurement in their organisation. (BMG survey of 1469 CLOs)

“Culture is about performance and making people feel good about how they contribute to the whole.”

Tracy Streckenbach, Operating Partner at Gridiron Capital

Culture

The Culture segment reviews the cultural aspects within your company, looking at behaviours, empowerment, information sharing and how well connected L&D are to the organisational goals.

Sample questions:

  • Can employees provide feedback on learning experiences?
  • Do employees learn outside work hours?
  • How much learning activity in your organisation would you say is informal vs formal?

This information will help you to identify behavioural changes that may need to be made to help your company move towards a culture of learning.

Research from the CEB suggests only 10% of organisations have managed to successfully create a productive learning culture, and just two in ten employees are demonstrating effective workplace learning behaviours.

“Move fast with stable infrastructure.”

Mark Zuckerberg, Facebook founder

Infrastructure

The Infrastructure segment assesses stability and business agility and will help you and the L&D team identify how confidently the department can respond to the demands of a changing environment.

Sample questions:

  • How do you generally respond to challenges in the organisation?
  • How do you identify your people resource requirements (internal or external) to meet demands of the business?

The data from this segment will help you to evaluate the ability of your L&D department, and others, to react quickly and confidently to the changing needs of the business.

According to LinkedIn Learning, employees at companies with internal mobility stay almost 2x longer while 60% of employees globally believe that learning makes them more capable of adapting to change. In addition, L&D professionals globally cited Resilience and Adaptability as being most important soft-skills to possess in 2021-22.