The article emphasizes the importance of aligning Learning and Development (L&D) measurement with specific business objectives to avoid the streetlight effectâmeasuring where it's easiest instead of where it's necessary. By starting with a clear understanding of the desired outcomes, L&D teams can create more impactful training programs. Shockingly, less than 4% of organizations design their learning initiatives based on defined metrics from the outset, leading to a reliance on less effective post-training evaluations. This approach advocates for focusing on measurable business goals to guide training decisions and assess success effectively.
Instead of designing a training and then later asking, "Okay, how do we measure its impact?", flip the script: begin with the end in mind.
Astonishingly, less than 4% of companies say they design learning programs based on specific, defined metrics up front. The remaining 96% create programs based on perceived needs or requests.
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