Learning Effectiveness Audit
Learning Effectiveness Audit

When learning completes but behavior does not change

Many organizations invest heavily in learning programs, platforms, and content.

Yet outcomes remain unchanged:

Decisions in the field do not improve

Errors repeat despite training

Performance
gaps persist

Completion rates look healthy
Capability does not

The Learning Effectiveness Audit exists to understand why.

What this audit is designed to uncover

This audit examines whether learning systems genuinely prepare people for the decisions and situations they face at work. 

It focuses on the gap between:

What learners complete

And what they are expected to do 

The goal is not to assess volume or coverage,
but decision readiness.

What we assess

The audit evaluates learning across five critical dimensions: 

01

Role
relevance

Is learning aligned to real roles, responsibilities,
and contexts?

01

02

Decision readiness

Does learning prepare people to make the right choices under pressure?

02

03

Scenario
realism

Are situations reflective of real operating conditions, risks, and trade-offs?

03

04

Transfer to work

Is there a clear bridge between learning and on-the-job application?

04

05

Friction and overload

Does learning simplify
work or add
cognitive burden?

05

What the

audit does not focus on

This audit is not a
content quality review.

It does not:

Count modules

Judge visual polish

Focus on completion statistics

Those indicators rarely explain

why behavior does not change.

What teams receive

At the end of the audit, teams receive: 

Clear articulation of why learning is not translating into performance

Evidence-based findings, not opinions

Identification of high-impact redesign opportunities

Adoption and decision-readiness risk indicators

Practical recommendations aligned to real work 

The output is designed to inform decisions, not justify past investment.

When organizations use this audit

The Learning Effectiveness Audit is typically used when: 

Training exists but outcomes are unclear

New systems or processes are
being introduced

Compliance training feels disconnected from reality

Global learning programs struggle with consistency

Leaders question the ROI of learning initiatives

How the

audit fits
into larger initiatives

The audit can stand alone or act as a foundation for:

Learning redesign initiatives

Role-based
capability architecture

Platform or
experience redesign

Broader
transformation programs

It creates clarity before scale

Begin with clarity

Understanding whether learning works
in practice is the first step toward improving performance. 

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