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Connecting L&D to what the business wants: 5 takeaways from our webinar

Blog Post

Connecting L&D to what the business wants: 5 takeaways from our webinar

Our recent Training Industry webinar brought together Allyson Roote of The Bonadio Group, Brian Jarvis of WM, Karen Ganitsky of 3M and Valerie Marsh of Jushi for a candid conversation about how they connect learning initiatives to outcomes their businesses already value. And they brought their receipts.
Leader observing learning strategy notes on whiteboard

Blog Post

Better business alignment starts with formalizing your learning strategy

In January we published the first WeLearn learning strategy benchmark, with survey responses from L&D leaders who rated their own function against the 30 practices in the Learning Strategy Scorecard, a self-assessment of learning maturity. This second report analyzes 258 responses and shows how practices have changed since early 2026.
The business metric for your program sits outside L&D

Blog Post

The business metric for your program sits outside L&D

No business ever funded a learning metric. Budgets follow the outcomes a business already values: revenue, retention, speed to competence. Yet learning initiatives are still routinely built first, with the success measures selected once the design is finished.
Congratulations, Wendy Gates Corbett and Buckeye Power Sales

Blog Post

Congratulations, Wendy Gates Corbett and Buckeye Power Sales

The Brandon Hall Excellence Awards recognize the best work in HCM and learning, and yesterday they announced 2026’s HCM Excellence Awards winners. Big congratulations to Wendy Gates Corbett of Signature Presentations, who took Gold for Best Custom Content with The Energy of Belonging®. And congratulations to Buckeye Power Sales, recognized for Best New Hire Onboarding Program for the Power Systems Academy.
In a lot of organizations, learning now has its own budget, its own strategy and a place among the priorities in the company’s long-term plan. What has not changed (much) is that the decisions that shape how people work, for example, what they are measured on, what they are promoted for, which systems they use, how teams are structured, etc., are often still made without L&D in the conversation. Learning will often just get handed the outcome and asked to build training that makes it work.

Blog Post

L&D, start getting consulted on the decisions that matter

In a lot of organizations, learning now has its own budget, its own strategy and a place among the priorities in the company’s long-term plan. What has not changed (much) is that the decisions that shape how people work, for example, what they are measured on, what they are promoted for, which systems they use, how teams are structured, etc., are often still made without L&D in the conversation. Learning will often just get handed the outcome and asked to build training that makes it work.
Which learning measurement model should you use?

Blog Post

Which learning measurement model should you use?

At a dinner last year, a learning leader asked the guest speaker a simple question: what’s the best measurement model to use? The speaker was a measurement guy. It’s what he does. He simply didn’t answer the question.
Earning trust that lasts: how L&D becomes a real partner

Blog Post

Earning trust that lasts: how L&D becomes a real partner

In our post immediately following the TICE event, we wrote about how L&D earns influence at work: asking better questions before building, speaking the business’s language, and putting its results where leaders can see them. If you missed it, it’s here That post was about L&D getting noticed by the business and earning recognition — being invited into the conversation and taken seriously in it. This one is about what happens next.
We're back from group therapy at TICE

Blog Post

We're back from group therapy at TICE

We’re just back from TICE, and if you’re anything like us, there’s always a little sadness when the conference ends. The community, the conversations, and the connections that begin there each year are exactly why we do what we do.
Learning evaluation models

Blog Post

Learning evaluation models: built to measure learning, not learning's value

We have no shortage of ways to measure learning. Unfortunately, almost none tell us what learning’s value is. We’ve spent sixty years building models to evaluate training. We’ve all heard of Kirkpatrick, Phillips, LTEM, and then a dozen more with names that are less familiar. You’d think that would be enough to answer a simple question such as “was the learning program worth it?”
Measure what, exactly?

Blog Post

Measure what, exactly?

A learning leader once ran sales training for a retailer’s store staff. Sales jumped that year, and he told the CFO the training was why. The CFO had another explanation: this was the year of the Beanie Babies craze (collectible plush toys that were a 90s obsession), and the stores couldn’t keep them on the shelves. Plenty of things moved that number. Why credit the training?
L&D will always be an order taker. That's not the problem.

Blog Post

L&D will always be an order taker. That's not the problem.

Open LinkedIn on any given morning and someone is telling L&D to stop being an order taker. Push back, become a strategic partner, set the agenda rather than receive it. The advice is everywhere and it sounds correct.
On AI, L&D is looking everywhere except its own organization

Blog Post

On AI, L&D is looking everywhere except its own organization

Once a month I host a roundtable call with L&D leaders who are working through AI in their organizations. We’ve been running these for a little over a year now, and the conversation has changed shape. A year ago, most of the questions were about fear of AI taking over L&D. The calls sound different now.