Context Overview
Reporting training activity alone could not demonstrate L&D’s value to Sales, HR, Marketing, Clinical/Medical and Commercial Excellence, each of which needed evidence tied to its own priorities: business results and ROI, development, product implementation or operational adoption. In one word: performance improvements,
To address this, I combined the 6Ds of Breakthrough Learning, Kirkpatrick’s four levels, ADDIE and a competency framework: starting with business objectives, defining the capabilities and behaviours required for execution, and planning workplace application and appropriate evidence of results.
I establish project standards design process and tools for the LMS Manager, Knowledge Manager, Content Designer and Delivery Trainer roles, covering project intake, design, deployment and review.
This gave the team a consistent way of working starting from plan application and measurement from the outset and document outcomes.
Stakeholders
Sales Leadership; Marketing Leadership; Clinical; Commercial Excellence Leadership; HR ; Line managers; L&D team; SMEs.
Deployment
- Survey the organisation to establish how internal L&D impact is perceived by business stakeholders and audience population.
- Apply the 6Ds to connect each intervention to business goals, workplace application, on-the-job support and available impact or ROI evidence.
- Introduce an intake–design–deployment–review operating model with standard design, delivery processes and Kirkpatrick-aligned measurement planned in each project.
- Build an L&D dashboard that shows both delivery calendars and effectiveness signals: satisfaction, learning, behaviour adoption and business results.
- Create a go-to-market blueprint and reusable processes and tools for new learning designs.
- Govern content quality through scheduled reviews that keep resources current and limit obsolescence.
Metrics & Results
- 153% ROI on commercial onboarding.
- Upskilling Programmes participants recorded +18% in business results
and +47% in execution discipline. - Best NPS of 81.6 across learning initiatives, sustained over 10000+ feedback.
- Annual working time dedicated to learning per employee rose from a 5% standard to around 15%.
- Standard processes and tools shortened time to delivery for new learning designs around 50% vs previous process
- Scheduled content reviews almost entirely eliminated cases of content obsolescence in the internal quality system.
Competencies, Frameworks and Tools
L&D operating model design; business partnering; learning governance and project management; instructional design and delivery standards; learning impact measurement and ROI reporting; L&D analytics and dashboarding; content quality and lifecycle governance; team leadership and change management.
The 6Ds of Breakthrough Learning; Kirkpatrick Model; ADDIE; competency framework; four-phase project management model; stakeholder value matrix; go-to-market blueprint; internal quality system; Power BI; LMS and Training HUB.