Beyond L&D Labels: Building Performance-Focused Learning Solutions That Drive Results | ZeroGap
Data-driven design. Learning ecosystem. Lumberjumber.
The label doesn’t matter if the outcome doesn’t help people do their jobs better.
What matters is asking:
What’s the performance goal?
What’s the real gap?
What makes this hard for people in their role?
Then build the right thing whether it’s a course, a checklist, microlearning, or a live workshop.
The question is always:
Does it make the work easier, faster, or more effective?
Use Data to Decide, Not Just Report
If you’re torn between using a live facilitator or an animated walkthrough, test it.
Try an A/B approach. Collect feedback. Watch what people do next.
You don’t need to be 100% right.
You need to be relevant in context.
That’s what data gives you—direction.
Next Level: Rethinking What You’re Creating (and Why)
This is where L&D moves from execution to strategy.
Before designing, ask:
What’s the value of this learning in the workflow?
Are we supporting a larger org change or functional shift?
How will people grow through this—not just finish it?
Your programs should evolve with the work.
If the work changes, so should the learning.
A Closer Look at LTEM: Why It’s a Game-Changer
We mentioned LTEM earlier now let’s dig in.
The Learning-Transfer Evaluation Model (LTEM) is a framework that helps you move from surface-level metrics (like attendance) to real evidence of learning transfer.
Here’s a breakdown of the 8 levels:
Focus your evaluation at Levels 5–7 if your goal is business impact.
Ditch the Smile Sheets. Ask Better Questions.
Most smile sheets ask, “Did you enjoy the training?”
That’s a mood check not a performance indicator.
Try this instead:
What’s one way you’ll apply this learning in your role?
What barriers might prevent you from using this?
What support do you need from your manager or team?
What’s unclear or needs a follow-up?
Better questions lead to better data.
Better data leads to better design.
Final Thought
If you’re in L&D, your job isn’t just to create learning.
It’s to create clarity, progress, and confidence in the flow of work.
Whether you're designing a simulation, a job aid, or a full course build it backwards from the problem.
Let the data guide you, not box you in.
Your metric isn’t completion. It’s capability.