Start by finding out how ready your people are, as individuals and as a group. Then check what they actually put to use afterwards.
Move from what you delivered to what actually changed.
Know how your people learn before you design or adapt a programme.
Use what you learn about each person, and the group, to shape order, support and delivery.
Start with a baseline, then measure the same people again. One reading is a photograph. Two show what changed. Check it against measures your business already trusts.
Run it with one team, look at what changed, and decide from there.
See what changes with one team. Then decide whether to roll it out.
Book a 30-minute conversation →The Educator Evolution Journey certifies your L&D leaders and facilitators as LearnSmartly Certified Practitioners, with 10 team reports included. Bringing a team? Ask us about organisational cohorts.
See the programme →Most companies start with the Advanced Learning Report (R420 per person) and a Group View for the team (R300 plus R100 per person). A facilitated group debrief is R6,000.
New hires answer the questionnaire when they join. The group view shows how confident they feel and how they take on new material, so induction is ordered to suit them.
What to measure. Time to get up to speed, rework, early leavers.
Facilitators see what will affect how people join in, reflect and use what they learn under pressure, then change the mix of practice and peer work.
What to measure. How well people apply it, and what managers notice.
The profile shows why some trainees struggle when theory comes before hands-on work. Trainers change the order, keeping the same goals.
What to measure. Performance in practice, rework, completion.
A coach uses the Advanced Report to build a realistic plan of study, practice, feedback and support.
What to measure. Actions completed, and confidence with unfamiliar work.
These are examples, not results we are claiming. On a real programme we agree the starting point and what we can fairly claim before anything begins.