Category: Human Performance Technology
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How to Miss Good People in the Age of AI
The internet has become infested with recruiters and hiring managers speaking about interviews as though they are preparing candidates for psychological warfare. Every time I open LinkedIn, somebody with suspiciously perfect lighting is urgently explaining how to “position yourself strategically”, “control the narrative”, “demonstrate executive presence”, or “avoid red flags…
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Stop Renting Learning Impact: Learning Maturity Cannot Be Assessed Into Existence
The concept of “learning maturity” is often used without clear definition, leading organisations to misunderstand its essence. While maturity assessments can identify gaps, they do not build necessary internal capabilities. Authentic maturity requires embedding expertise in performance analysis and instructional design, enabling organisations to sustain behaviour change and achieve meaningful…
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When Levels 3 and 4 Make No Sense
The discourse on learning impact often erroneously expects immediate behavioural change and measurable results from all learning. While some knowledge areas require specific evaluations, many do not yet have defined applications or performance indicators. Effective evaluation must align with the nature of the learning, fostering understanding rather than forcing premature…
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Why some KIIs just fail
A Key Informant Interview (KII) is a structured approach to understanding system functionalities by eliciting evidence rather than opinions. Effective questions focus on observed realities and specific instances. By exploring constraints and variations in experience, insights emerge. A single interview is insufficient; triangulating evidence from multiple sources enhances understanding and…
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Learning KPIs and the Digital Transformation fairy tale
Across the learning and development landscape, organizations are increasingly declaring that they are “moving beyond baseline indicators.” Completion rates, attendance metrics, and basic learner satisfaction surveys are no longer considered sophisticated enough. Instead, strategy documents now promise cutting-edge KPIs and OKRs aligned with ambitious Digital Transformation Strategies for 2026–2029. The…
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What Kirkpatrick Levels 3 and 4 Are Really For
Learning dashboards provide a sense of achievement through metrics but often miss the crucial question of actual behavior change. Effective evaluation, particularly at Kirkpatrick Levels 3 and 4, requires focusing on observable actions and impact beyond surface data. This promotes accountability and prevents organizations from mistaking activity for true learning…