L&D maturity assessment
A structured review of your strategy, governance, team capability, technology and measurement, informed by interviews with the stakeholders who depend on L&D.
Service 01 · Set direction
L&D strategy & leadership.
Make learning a lever for business performance, not a catalogue of courses. We help you set a clear learning strategy, build an L&D function that delivers it, and lead it when you need us to.
What we do
From a clear strategy to a function that delivers it.
We work with executive teams, HR and L&D leaders on three questions: what should learning achieve here, what must the L&D function look like to achieve it, and how will we know it is working?
Learning strategy & roadmap
Learning priorities tied directly to business goals, sequenced into a 12–24 month roadmap with clear ownership, resourcing and milestones.
Operating model design
The structure, roles, governance, budget model, and vendor and technology choices that let your L&D function deliver the strategy.
Measurement framework
Measures that move beyond attendance and completions to capability, performance and business impact, with a reporting rhythm leaders will use.
AI in learning
Where AI genuinely adds value in your learning function and where it doesn’t, how to adopt it responsibly, and what the EU AI Act means for learning and HR systems.
Interim & fractional Head of L&D
Experienced learning leadership on an interim or part-time basis: to cover a gap, lead change, or set up a function from scratch.
How it worksInterim & fractional Head of L&D
Senior L&D leadership, without the full-time hire.
Sometimes the right answer is an experienced leader in the seat, not another report. Niall steps in as your Head of L&D: setting direction, leading the team and building the function, ready to hand over to a permanent leader when the time is right.
Discuss interim leadershipInterim
Full-time or close to it, for a defined period: to cover a vacancy or lead a major change through to delivery.
Fractional
A set number of days each month, on an ongoing basis: senior leadership for organisations that don’t yet need a full-time Head of L&D.
Typical situations
- Covering a vacancy, extended leave or a gap between leaders
- Leading a new learning strategy or transformation through to delivery
- Setting up an L&D function for the first time
- Mentoring an emerging L&D lead to step up
What you get
Deliverables
- L&D maturity report with prioritised recommendations
- Learning strategy and 12–24 month roadmap
- Operating model, governance and budget design
- Measurement framework and KPI set
- AI-in-learning position and adoption plan
- Hands-on leadership of your L&D function, interim or fractional
Who it’s for
Built for
- CEOs and HR directors who want learning to support the business strategy, and evidence that it does.
- New or growing L&D teams that need clear direction, structure and priorities.
- Organisations in transition between L&D leaders, or going through change that learning needs to support.
Why us
The experience behind this service.
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25+
Years designing, delivering and scaling professional training at global organisations.
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ML
Deep machine learning and AI expertise, so advice on AI comes from someone who understands how the technology works.
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EU
First-hand experience taking an AI learning platform through EU AI Act classification, risk assessment and transparency controls.
Contact
Let’s talk about your L&D strategy.
Start with a short conversation about your goals: no slides, no obligation.