A Strategy for Measurable Learning Impact
Move from Activity to Outcomes
The 6 Stages of L&D Growth™ helps executives evolve the Learning function from ad-hoc training to an enterprise capability that advances strategy, de-risks change, and demonstrates ROI.
- Grounded in Lean principles for waste reduction and speed to value.
- Operationalized with the PLX L&D Balanced Scorecard to track impact, not just activity.
- Clear guardrails at every stage—so progress is deliberate, visible, and sustainable.
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The 6 Stages — Executive Snapshot
A concise view of progression, outcomes, and what to optimize next.
- Order Taker → Establish Alignment
Standardize training intake, baseline quality & compliance. - Program Provider → Build Structure & Agility
Portfolio, repeatable operating rhythm, faster cycle times. - Performance Partner → Data-Driven Decisions
Target capability gaps; tie programs to KPIs. - Strategic Contributor → Performance Outcomes
Integrate with planning; forecast demand; prioritize by value. - Change Enabler → Cultural Integration
Scale change; embed learning in workflows; accelerate adoption. - Learning Org (Independent) → Measurable Impact
Learning as a core business system; transparent ROI.
Across all stages, we apply Lean practices and the PLX L&D Balanced Scorecard to reduce waste, speed time-to-impact, and make value visible.
How this helps executives
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