Build-Measure-Learn
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Great learning programs aren’t one-and-done — they’re built, measured, and improved upon in tight loops that track to business outcomes.
This framework helps organizations replace big-bang launches with short, deliberate cycles that prove value fast, reduce risk, and compound capability over time. It focuses teams on clarity, alignment, and measurable outcomes — then scales what works.
What to Account For
Start small with an MVLP (Minimum Viable Learning Product). Co-design the smallest useful learning experience for a real workflow so you can gather authentic feedback quickly.
Define success up front. Align with stakeholders on business-relevant KPIs (e.g., time-to-proficiency, adoption, readiness, etc.).
Map the experience. Pair quantitative data (completion, time-in-experience, assessment deltas) with qualitative information (manager observations, NPS/CSAT, learner confidence).
Run tight feedback loops. Hold structured debriefs with participants and leaders; capture friction points, barriers, and bright spots.
Iterate. Update content, job aids, facilitator guides, and workflows based on evidence—then expand to the next role or cohort.
Tell the story. Socialize wins and lessons learned to sponsors and adjacent teams to build momentum and secure the next scaling step.
Who It’s For
Ops, Customer Success, and Enablement leaders who need readiness now (not in eight months) and want proof of movement on operational metrics.
People & L&D teams looking to modernize from “courses first” to “resources and targeted practice,” without losing quality.
Field leaders who need field-ready skills tied to real tasks and safety/quality outcomes.
Growth-stage SaaS organizations looking to speed time-to-first-value, reduce SME drain, and keep enablement aligned to product and process change.