Assessment

Leadership Insight:

Learning Culture Index

Does your organization have a true learning culture?
How much of what is learned is actually applied in practice?
Is your L&D department a strategic partner or a cost center?
Josh Bersin states: “The single biggest driver of business results is the strength of the learning culture.” — How strong is your learning culture?
AI can learn anything — but do your employees want to learn?

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11%

Only 11% of organizations consider their learning culture “excellent.” (Deloitte 2019)

76%

76% of L&D professionals say learning is not a management priority. (CIPD)

64%

Learning is viewed as a cost center rather than an investment. (CIPD)

Module 1: 25–30 min | Module 2: 10–12 min
90 questions (70 Likert-scale + 17 Likert-scale + 2 open-ended + 1 open-ended)
50+ people (organization-based, across different levels)
Leadership Insight

If Learning Culture Is NOT Measured vs. If It IS Measured

If Not Measured

If Measured

Training investments are based on intuition and assumptions

Data-driven learning strategy

L&D budget is the first item to be cut

L&D becomes a proven value center

Employees perceive training as a burden

Learning culture becomes a competitive advantage

Knowledge sharing depends on individuals

Systematic knowledge-transfer infrastructure

Leaders see learning as an “HR responsibility”

Leaders become sponsors of learning

What Is the Learning Culture Index?

The Learning Culture Index is a dual-module cultural audit tool developed by SP1 that measures the maturity of an organization’s learning culture. It systematically evaluates every layer of learning culture—from psychological safety and knowledge sharing to leadership commitment and investment decisions.

Theoretical Framework

The Learning Culture Index draws on several foundational models, including Peter Senge’s Fifth Discipline, Marsick & Watkins’ DLOQ approach, and Harvard Business School’s research on learning culture. These frameworks are combined with SP1’s field experience and market insights to create a proprietary measurement model.

Two-Module Architecture

Module 1—Learning Culture Audit >>> All Employees (70 Likert + 2 open-ended questions | 25–30 minutes)

Module 2 — Management Commitment Audit>>> Managers & L&D Teams (17 Likert + 1 open-ended question | 10–12 minutes)

This is not an individual learning preference survey.— It is an audit tool that evaluates the organization’s learning culture maturity.

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LEAP Framework

L —Are the right things being learned? | E — Is it safe to experiment? | A — Is learning applied in practice? | P — Does it produce results?

LEAP

Dimension Name

What It Measures?

L — Learning

Learning Processes & Systems

Are structured learning processes in place, or is learning ad-hoc?

E — Enablement

Psychological Safety, Leadership & Mindset

Is there a safe environment? Do leaders support learning?

A — Application

Knowledge Sharing, Empowerment & Teams

Is learning shared? Do teams learn from each other?

P — Performance

Leadership Commitment & Investment Decisions

Does leadership invest in learning? Is ROI tracked?

Learning Culture Index Output

Dimension-based gap analysis | Employee–manager perception gap map | LEAP-based action plan | Five-level maturity score (Reactive → Transformational)

Total: 2 modules | 11 dimensions | 90 questions | 5 maturity levels | 6 reverse-coded items

Module 1 (8 Dimensions):

70 Likert + 2 open-ended questions covering: psychological safety, growth mindset, leadership support, knowledge sharing, employee empowerment, team learning, learning processes, systemic learning.

Module2 (3 Dimensions):

17 Likert + 1 open-ended question covering: management commitment, investment parity, and L&D strategic effectiveness.

What Happens If Learning Culture Is Not Measured?

Challenge	Cost	Solution (Learning Culture Index)	Outcome
Training waste	88% of training is forgotten within 30 days (HBR)	Cultural audit identifies why learning is not retained	Training budgets shift from waste to strategic investment
L&D strategic position	76% say learning is not a management priority (CIPD)	Employee and manager perceptions measured through separate modules	L&D becomes data-driven and gains a seat at the table
Cultural blindness	89% of organizations are unaware of the problem (Deloitte)	Five-level maturity model identifies the real position	Assumptions end; progress becomes measurable
Investment decisions	64% view L&D as a cost center (CIPD)	Module 2 measures investment decision logic	Budget discussions become data-driven
Perception gap	Leadership–employee gap remains invisible	Dual-module measurement quantifies the perception gap	Real dialogue and shared action plans emerge
Knowledge loss	Knowledge transfer depends on individuals	Knowledge-sharing dimension reveals silos	Transition from individual dependency to systemic infrastructure

Product Overview — Specifications

Learning Culture Index

Product Name

Learning Insight

Survey Category

SP1 In-House (Original Research)

Partner

LERG (Primary) | EXG | LOWE | INHR | PERC | STRG

Challenge

ENG (Engage)

Flywheel

CHR, TAL, LND, CEO, L&D Teams

Target Audience

90 questions (70 Likert + 17 Likert + 3 open-ended)

Number of Questions

Module 1: 25–30 minutes | Module 2: 10–12 minutes

Completion Time

50+ participants (organization-wide, across different levels)

Minimum Participants

LEAP Framework (Learning, Enablement, Application, Performance) | 11 Dimensions (8+3) | 5-Level Maturity Model | Senge’s Fifth Discipline + Marsick & Watkins DLOQ + HBS Research

Methodology

Online Platform

Delivery Method

TR / EN

Language Options

Organizational Report + LEAP Dimension-Based GAP Analysis + Employee–Manager Perception Gap Map + 5-Level Maturity Score + Department Comparison

Reporting

Internal (periodic) + Industry benchmark (if available)

Benchmark

Module selection (Module 1 mandatory, Module 2 optional) + Industry-specific question additions

Customization

Standard: Module 1 + Reporting | Comprehensive: Module 1 + Module 2 + LEAP Action Plan + Re-Audit + Workshop

Package Scope

Project Manager

Included

LERG-ASS-LCI-SP-URS-LND-DEV-ENG-141

SKU

Sales & Marketing Metrics

Benefits of a Strong Learning Culture (Bersin by Deloitte)

Higher innovation rate → 92%

First-to-market advantage → 46%

Higher productivity → 37%

Greater future readiness → 58%

Higher market leadership and profitability → 17%

Stronger quality outcomes → 26%

Employee Engagement & Retention (LinkedIn Workplace Learning 2024)

Higher employee retention → 57%

Higher internal mobility → 23%

Employees say learning increases their commitment → 7/10

Employees say learning adds meaning to their work → 8/10

Career investment increases employee retention → 94%

Maturity & Gap Data

Organizations remain at low maturity levels (Level 1–3) → 94%

Only a small minority reach Level 4 maturity → 6%

Organizations with a true learning culture → 10%

Employees demonstrate effective learning behaviors → 20%

L&D cannot connect learning data to business outcomes → 69%

Economic Impact & Waste Data

Global cost of the skills gap by 2030 (Korn Ferry) → $8.5T

Annual ineffective training spending (HBR) → $350B

Training budget wasted per employee (HBR / TeamStage) → $13,500

Global cost of disengagement (Gallup 2024) → $8.8T

Average annual cost per S&P 500 company (McKinsey) → $282M

Learning Effectiveness Failures

Learning activities do not create performance change → 80%

Reskilling programs fail to reach the measurement stage → 95%

Organizations experience skill gaps → 87%

HR-reported skill gaps increased (2021–2023) → 55% → 69%

Positive Impact When Done Correctly

Higher engagement → 30–50%

Higher revenue per employee → 218%

Lower employee turnover → 34–51%

Higher profitability → 23%

“The single biggest driver of business impact is the strength of an organization’s learning culture.”

Josh Bersin

Bersin by Deloitte (2010)

Leadership Insight:

Learning Culture Index

If Learning Culture Is NOT Measured vs. If It IS Measured

What Is the Learning Culture Index?

LEAP Framework

Learning Culture Index Output

Module 1 (8 Dimensions):

Module2 (3 Dimensions):

What Happens If Learning Culture Is Not Measured?

Product Overview — Specifications

Learning Culture Index

Learning Insight

SP1 In-House (Original Research)

LERG (Primary) | EXG | LOWE | INHR | PERC | STRG

ENG (Engage)

CHR, TAL, LND, CEO, L&D Teams

90 questions (70 Likert + 17 Likert + 3 open-ended)

Module 1: 25–30 minutes | Module 2: 10–12 minutes

50+ participants (organization-wide, across different levels)

LEAP Framework (Learning, Enablement, Application, Performance) | 11 Dimensions (8+3) | 5-Level Maturity Model | Senge’s Fifth Discipline + Marsick & Watkins DLOQ + HBS Research

Online Platform

TR / EN

Organizational Report + LEAP Dimension-Based GAP Analysis + Employee–Manager Perception Gap Map + 5-Level Maturity Score + Department Comparison

Internal (periodic) + Industry benchmark (if available)

Module selection (Module 1 mandatory, Module 2 optional) + Industry-specific question additions

Standard: Module 1 + Reporting | Comprehensive: Module 1 + Module 2 + LEAP Action Plan + Re-Audit + Workshop

Project Manager

LERG-ASS-LCI-SP-URS-LND-DEV-ENG-141

Related Solutions

Sales & Marketing Metrics

“The single biggest driver of business impact is the strength of an organization’s learning culture.”

“It starts at the top, with a CEO who values learning.”

Product

Resources

Company

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