According to the findings, there are three significant barriers for those who do not measure impact: accessing a clean, consolidated view of learning ecosystem data is hard, L&D faces challenges around securing stakeholder buy-in, and correlation vs. causation—how do you confidently attribute impact to L&D efforts? These barriers significantly impede the ability of L&D functions to measure their effectiveness and demonstrate their value to the organization.
Remember, every self-reported survey result is much more likely positive than reality (selection bias, recency bias, lack of industry benchmarks, etc.). The reported 56% could be lower in reality, highlighting the need for a more critical approach to evaluating the effectiveness of learning and development initiatives.
Barrier number 3 stands out for me. Every time I see an em dash sticking to the words in the middle of a sentence I have a feeling it's hiding something. But seriously, we need to start with fundamentals first: How do you define business impact? What's L&D's role in the business?
If your definition of business impact is bottom-line profit and L&D's role is to provide training content that confidently drives that change, you may never find peace. Isolating the direct impact of a single training program as the sole driver of business impact is pretty rare, which complicates measurement significantly.
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