Benchmark your capabilities using the most comprehensive self-assessment tool for L&D professionals.
The LPI Capability Map provides a global view of the skills needed to deliver modern workplace learning and development (L&D).
First launched in 2012, the LPI Capability Map is helping thousands of individuals and teams identify their strengths and skills gaps, and understand what is needed to build future capability.
Available online 24/7, free for individual use, and regularly updated, the LPI Capability Map is the ultimate tool to help L&D people do their jobs better and prime them for success in this rapidly changing business world.
The LPI Capability Map is an invaluable resource for individuals and teams employed in workplace learning.
The LPI Capability Map helps L&D professionals and teams understand where their skills gaps lie and how to plan for future success.
The individual assessment areas were developed by leading international experts in their respective fields of learning using the latest research, frameworks and real-world experience. These individual areas were normalised for terminology usage and then combined to form the LPI Capability Map. The final design has been tested and peer-reviewed collaboratively over several iterations.
We believe the LPI Capability Map is unique because:
We want the Capability Map to be something that you find easy and valuable to use, and it has proved to be so. However roles should be set up in your organisation, you will find that the LPI Capability Map can help you map skills to any role/organisation structure and provide greater flexibility to apply to range of contexts.
The LPI Capability Map defines the 25 essential skills for modern, effective and future-ready L&D teams. Since its launch in October 2018, we’ve been looking at how the skills of L&D professionals around the world are shifting.
From self-assessment data gathered from learning professionals in 67 countries, and across 38 industries, the highest and lowest skills are showing us what L&D is good at and where it needs to focus.
Our field is maturing; we’re seeing new technologies and new awarenesses redefining our boundaries. Defining up-to-date competencies both provide guidance for existing initiatives and open our eyes to new possibilities. The output of this exercise is a valuable contribution to our field documenting the complexity and diversity of the role of today’s learning professional.
As we move into a new era of workplace learning, learning professionals will need a range of new competencies and skills. The LPI Capability Map will therefore provide a useful framework to help those in the profession understand what is required to become a competent practitioner.
The world of learning is changing at a rapid rate. No longer is it sufficient for learning professionals simply to be great designers, developers and delivers of content. This capability map provides a new framework to help them meet the increasingly diverse demands of the profession.
Having a sound Learning Capability map will allow organisations to drive consistency in learning and segment the many roles in learning to provide focus and opportunities for career growth either from within the learning function or as a secondment for leaders looking to expand their knowledge in this area.
The beauty of the capability map is that it’s a collaborative, crowd-sourced north star for L&D teams and professionals. I love that it’s co-created by people doing the roles that are being mapped, to help other people build awesome teams. In a world of experts and advice, this is a grass-roots framework that reflects the real needs of the industry and gives us a way to meet those needs
The starting point I refer all L&D people to is the LPI Capability Map. It’s proved to be the best tool that I know of at present to direct L&D people to a list of the core skills that reflect what L&D looks like now.
The LPI Capability Map is an important first step towards documenting the complexity and diversity of the role of today's learning professional.
Someone needs to map out the huge domain of the learning specialist and it is wholly appropriate for the LPI to do just that. It is a resource for everyone in that field. Not just for job mapping but to get the sense of breadth and depth expected of all of us.
My role is mainly IT learning and as such most of the performance systems I’ve been required to use predominately focus on IT or HR skills and have to be manipulated to be used effectively. The LPI capability map is different. The skill definitions and roles are learning focused and extend beyond just training or developing by taking into consideration the additional skills a learning professional requires today. It is easily aligned to both my own role and my team roles and is accessible from the mobile device making it quick and easy to complete. The resulting form provides an ‘at a glance look’ at where you are now and where you can further develop. I really like it. Well done LPI for giving us something practical and up to date and free!
I like the LPI Capability Map because it will grow and develop over time as people contribute to it. In an industry that moves and innovates as fast as ours this is vital.
I think that the LPI Capability Map is a very useful foundation to benchmarking competencies within the learning/L&D arena. From a recruitment perspective I believe it will help Blue Eskimo more effectively gauge candidate skills in the real world and align these to relevant job opportunities that we are recruiting for.
I see the map as a great way to identify the skills gaps and/or strengths of any learning department by mapping internal capacity and expertise against a general capability framework.
The institute’s capability map represents a significant step forward in creating a universal model of learning and development professionals and their role. With a focus on what is relevant for today’s world, and also for tomorrows, the level of future-proofing really sets it apart from other frameworks.
For Individuals, the revised capability map offers an opportunity to review their existing skills and identify areas for development within their current role or for a role they aspire to. For organisations the CapMap provides a clear benchmark of the skills and knowledge needed within the different roles now active in learning and development, supporting existing staff development, recruitment and succession planning. Fundamentally, it defines the scope and breadth of skills needed to support and develop organisational learning that is effective.