Welcome to the Learning & Development
Maturity Model Survey.

There are just nine questions and the survey only takes a couple of minutes.

How will your business stack up?

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* 1. What's your name?

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* 2. What is your email address?

Part 1: Consider learning's role in the business

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* 3. What is the predominant focus of learning within your organisation?

Learning heavily focused on the 'how' of the learning initiative (e.g. workshop, online module)

Learning heavily focused on the 'outcome' of the initiative (e.g. what outcomes will the business see)

Learning heavily focused on the 'what' of learning (e.g. sales, leadership, communication)

Learning focused on the 'why' - why are we doing this learning, what is the business benefit, how does this relate to our business

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* 4. What is the primary goal of learning?

Drive improved business results

Meets employees expectations of learning

Support employees in performing better on the job

To meet regulatory, compliance and certification requirements

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* 5. How learning is perceived by the organisation?

Order takers

Strategic partners within the business supporting business objectives

Providers of programs

Trusted advisor on learning

Part 2: Consider learning as an activity

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* 6. When you are planning a learning intervention what type of objectives do you set?

Impact objectives for what the learning inititaive will deliver to the business

Low level of clear objectives, predominantly using 'understand', 'discover', 'learn' for what participants will walk away with

Learning objectives for what people will know or be able to demonstrate when they leave a program

Behavioural objectives for what people will do on a consistent basis after attending the learning, with a transfer strategy to support this

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* 7. How is learning measured within your organisation?

Collect data through out a learning initiative, including behavioural change data 3 months post a initiative and case studies to demonstrate outcomes

Projects evaluated using business metrics. ROI analysis created for some projects, treated as a business contributor through it's evaluation

No measurement requested by the organisation, learning seen as a must do to meet requirements only. Collect 'smile sheet' info at the end of a program but but rarely used to evaluate initiatives

Collect and use smile sheet data to improve quality of programs and share with the organisation. Has some knowledge based assessments of learning post the event

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* 8. Is learning producing business benefits for your organisation?

Don't really know

Suspected benefits are being produced

Evidence suggests learning is highly beneficial

Individual benefits are being produced

Part 3: Consider the business's role in learning

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* 9. What is the organisation's attitude to coaching?

There is some evidence of coaching

Managers are coaching at every level

Managers are trained, yet there's little evidence of coaching

Coaching is used as a remedial tool

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* 10. What KPI's are your managers typically given?

Basic KPI's - operational targets eg sales, handling times etc they are business transactional outcomes, not people outcomes

KPI's related to learning and performance of staff

People based KPIs, performance for individuals

Team KPI's and engagement KPI's

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* 11. What is the level of collaboration / integration of learning?

Learning intertwined with the business in every aspect, sitting with the business

Learning actively involved in solving strategic business challenges

Business comes to learning when they have a problem they perceive can be solved by learning

Learning can't get enough time with the business leaders to consultant effectively to the business