Learning measurement is broken. Sure, L&D can determine whether or not people liked a training activity and test to see if knowledge or skill improved in that moment. But that's about it. And, as stakeholders challenge L&D to prove their impact on the organization, that's simply not enough. It's time to leave the traditional measurement models behind and rethink how we leverage data to enable performance. If L&D hopes to modernize their practices and explore emerging concepts, such as personalization and artificial intelligence, they must first solve the learning measurement problem.