The document discusses learning and development (L&D) maturity models, which assess an organization's L&D practices and culture on a scale from immature to optimized. It describes the typical levels in a maturity model and how knowing an organization's current maturity level can help effectively allocate resources. The key phases of L&D maturity are reacting to needs, standardizing programs, aligning L&D with business goals and strategy, and anticipating needs through iterative refinement based on data. Using a maturity model provides organizations repeatable improvement actions, a basis for benchmarking, and a tool for internal comparison.

1. The L&D
Maturity Model
How do high-impact
organisations use it?

2. What is learning maturity?
Learning maturity refers to the culture surrounding an
organisation’s learning and development practices and
beliefs.
It describes a progressive variation in the delivery, resources,
objectives and results of employee training within a specific
company or team.

3. What is an L&D maturity model?
Organisations with a mature, optimised or anticipatory
learning culture are generally agile market leaders. On the
other end of the scale, immature learning cultures are
reactive with few long-term benefits.
L&D is a true business driver these days, which is why it can
be managed as one would a business. A culture of high
performance can and should be developed and nurtured.

4. Why use an L&D maturity model?
Using a learning maturity model gives your organisation:
• Repeatable actions for company-wide improvement
• A basis for industry benchmarking
• A tool for comparison between teams internally.

5. Maturity Levels
Most learning maturity models sit at 4 or 5 levels. This
lifecycle starts at informal and inconsistent practices and
peaks at a strategic, company-wide tool that supports the
wellbeing of the organisation.

7. Current maturity
Knowing where your learning culture is at is important for
effectively utilising resources, talent and skills, now and in
the future.
There are 4 factors you can test current learning maturity
on:

8. Type
Training models such as onboarding, compliance, etc.
Purpose
Objectives of your current methods of training.

9. Investment
Not just how you’re spending your budget, but also how you measure the effects of
training.
Purpose
Do you deliver learning through an LMS, a collaborative platform like Microsoft
Teams, or day-to-day interactions? Or some combination?

10. Why optimised learning?
Leveraging learning is a crucial part of how organisations
align the employee lifecycle with business objectives and
strategy. Optimised learning helps:
• Attract and hire top talent
• Train for a purpose
• Outperform competition
• Keep pace with technology
• Increase revenue gain.

11. L&D Maturity
Phases

12. How to think about phases
Think about L&D maturity as a continuum of phases. You’ll
likely work with every phase at some point, and since every
phase is informed by the last, you’re never relegated to one –
provided you want to up your game.

13. Phase 1: React
At this phase, the goal is to ensure your employees know
their stuff to effectively perform their role as it stands.
Institutional knowledge is what is being shared, with
learning content often unique to the organisation’s
processes or services.

14. Phase 2: Standardise
Here we move to develop a training function or arm. You
start to see design thinking in learning solutions, giving
organisations some oversight and control of training
expenses. Teams can now start to flesh out their
standardised programs.

15. Phase 3: Impact
The learning culture here has matured to align L&D with
business planning, and we begin to hint at a connection
between performance management and business goals. L&D
team leaders have oversight of learning strategy.
Quantifiable objectives are in place for quality control.

16. Phase 4: Anticipate
The learning process here is refined but iterative, based on
technology and multiple streams of data. Stakeholders are
engaged, learning is constant and mapping learning
content to capabilities is the big game. Weight is given to
understanding the daily life of employees.

18. You can learn more about this
topic by checking out the full
article:
https://acornlms.com/resources/l-and-d-
maturity-model