High Impact Learning
Achieve ROI on your training investment
We believe investing in learning should lead to improved performance and tangible benefits for individuals and organizations. Our approach includes a blended pre- and post-program process to ensure seamless transfer of learning into practical application. We align learning outcomes with business objectives to maximize impact, understanding that in today’s competitive environment, every investment—especially in human capital—must contribute to organizational success. To ensure measurable results, we use LPI’s High Impact Learning framework, connecting learning outcomes to business impact.
Immediate feedback on the impact and development areas
Empowering Learning with Manager Support
LPI Web App provides comprehensive support to program participants, ensuring a seamless learning journey and facilitating the immediate application of new work values, time application and skills. What sets our platform apart is its ability to involve the participant’s direct manager throughout the entire learning process. This unique feature ensures the manager’s full engagement, which is a crucial factor in effectively integrating the acquired knowledge and skills from training programs. By actively involving managers, we enhance the embedding of learning outcomes into daily work practices, leading to greater success and impact for the learners
70-20-10 learning model
We systematically measure changes in participants’ knowledge, attitude, and behavior. We assess these factors before, immediately after, and three months post-training to measure impact and learning transfer. This unique value proposition based on High Impact Learning principles allows for learning before and after training, as well as on-the-job application. We provide tailored impact reports for three key groups: participants, facilitators, and the organization.
70-20-10 Learning Model
The 70-20-10 Model highlights the ideal sources of learning for successful managers by emphasizing a balanced approach to skill development. According to this model, 70% of learning comes from job experience, where hands-on tasks and real-world challenges drive growth. Another 20% is gained through learning from people, such as mentors and managers, who provide valuable insights and guidance. The remaining 10% is derived from courses and reading, which offer structured programs to supplement practical experience and interpersonal learning. By following this model, managers can develop a well-rounded skill set and thrive in their careers.
Measurable effect areas
- Intensity of Engagement.
- Scores in Leadership Perception surveys across short – and long – term
- Sustainable modification of knowledge and Behaviour
- Rate of Internal Fill
- Improved Number of Competent Internal Candidates for Each Open Leadership Position
- Talent Pool success Rate
- Proportion of Smart Goals
- Succession Plan success Rate
- Consumer Contentment
- Knowledge Retention
Explore our leadership and specialist programs
Leadership Programs
based on the proven Leadership Pipeline framework, has been tested with over 25,000 leaders, showing significant impact on learning and development.
Spcialist Programs
provides a proven framework to design career paths and development strategies, helping specialists collaborate across functions and drive organizational success.
LPIndex
A 360-degree feedback tool that assesses leadership performance at all levels, based on the Leadership Pipeline framework. It focuses on the specific competencies and behaviors needed at each leadership stage.
SPIndex
a 360-degree feedback tool designed for specialists, based on the Specialist Pipeline concept. It offers actionable insights to assess performance specific to the role, helping organizations evaluate and develop top talent.
Ready to improve your leadership and specialist pipeline?
Contact us today to learn how our Leadership and specialist programs can help you drive success and achieve ROI on your training investment.