At the heart of any organizational learning program is the desire to concurrently improve the performance of employees and the business. But in most cases, there is very little connection between them when and how learning is created, delivered and measured. Fewer than half of the companies in Brandon Hall Group’s Learning Strategy Study say their learning strategy is well-aligned with either business or learner objectives.

It is a convergence of outcomes, content, learners and technology that ultimately drives performance. Companies cannot afford to ignore any piece of the larger puzzle. A lack of synergy impacts learners; they feel little or no connection with the learning they are given and it impacts the business because there is scant guarantee the investment in learning is going to produce performance or behavior changes. 

If organizations want to demonstrate learning’s impact on the business, they will need to align their learning approaches — and the programs they produce — with business outcomes or learning will continue to operate in a vacuum. Understanding the needs of the business and incorporating them with the needs of learners will supercharge learning to drive organizational performance.

Until learning has strategic conversations with the business about required outcomes and how best to achieve them, nothing will change. The learning function must understand what business leaders need from their workforce and use their expertise to determine the best way for people to learn those skills, change those behaviors or retain that information.

To enable this process, Brandon Hall Group developed the Learning and Performance Convergence Model. It lays out how to think through the entire process from the overarching business goals, to developing program modalities, to measuring effectiveness and impact. Join me for a webinar in conjunction with Brandon Hall Group Preferred Provider LearnUpon, to take a look at this model and how companies can effectively connect learning and performance.
David Wentworth, Principal Analyst, Brandon Hall Group

 About Brandon Hall Group Inc. 

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.” Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution providers. To learn more, visit For information on Brandon Hall Group’s research and how we can assist your organization, please visit

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David Wentworth

David Wentworth has been a senior research analyst in the human capital field since 2005 and joined the Brandon Hall Group in 2013. He has authored reports and articles on various human capital subjects with an emphasis on workforce technology. He has contributed to several reports published by ASTD, including authoring Mobile Learning: Learning in the Palm of Your Hand, The Rise of Social Media: Enhancing Collaboration and Productivity Across Generations, and Instructional Systems Design Today and in the Future. His work has also appeared in Compensation & Benefits Review and T+D Magazine.