A Proposed Maturity Model for Corporate Learning

According to Bersin & Associates corporate learning and development may be classified within 4 stages of the following proposed Maturity Model:

1. Incidental Training: as different areas discover the need to train, they implement various personalized mechanisms as required by circumstance. Leveraging its people’s experience and willingness to learn on the job, the organization trusts Subject Matter Experts (SME) to lead ad-hoc mentoring efforts.
2. Development Excellence: observing prior learning experience, individual programs consolidate. Governance and operations evolve with some process improvement. Program focused, at this stage the organization is likely to formalize training with consultants and implement some LMS infrastructure.
3. Talent & Performance Improvement: Talent development and performance consulting gain traction, paired with improving strategic alignment and focus, making L&D part of the corporate fabric.
4. Organizational Capability: the focus of learning is more systemic and cultural. Business performance capability and agility receive executive drive, expertise exchange and learning culture become ubiquitous.

It is hard to ignore there is value in learning for both, an individual or an organization, at any point. But identifying at which maturity stage we are enables us to define clearly how and where to invest getting the maximum ROI while generating the highest possible impact.