GSDC Global L&D Webinar

L&D Detective Measurement Mysteries

Kevin M. Yates

Measurement Advisor

Kevin M. Yates is known in the global training, learning and talent development community as the L&D Detective®. He solves measurement mysteries and investigates the impact of training and learning on human and business performance. Having worked with world renown brands including Grant Thornton, Kantar, McDonald’s, and Meta (Facebook), Kevin leverages his experience and expertise for revealing effectiveness and impact for training and learning. The core of his L&D Detective work is using facts, clues, evidence, and data to reveal training and learning’s contribution and impact on workplace performance. He is also president and founder of Meals in the Meantime, a nonprofit helping people who need food with pop-up food pantries in Chicagoland south suburbs.

Key Learnings

Training is just one factor in a performance ecosystem influencing workplace outcomes. Organisational culture, leadership support, tools, processes and resources work alongside training in driving performance. This helps to prevent the over-reliance on training as a solution for performance problems in the organisation. Knowing the nature of the ecosystem allows gaps to be filled and helps to strengthen the synergy of these factors. Collaboration across departments can have training aligned with systemic improvement, creating an integrated approach that enhances employee performance and maximizes the overall business impact of learning and development efforts.

The specific, measurable KPIs will help to get an accurate measure of training impact. Metrics that link directly to desired outcomes-for example, increased productivity, improved customer satisfaction, or enhanced employee engagement-will provide a benchmark for success and highlight areas for improvement. Clear metrics also provide accountability by tying training initiatives to quantifiable results. It involves collaboration with stakeholders to identify which metrics matter most and tracking them consistently over time to strengthen the credibility of training's contribution to organizational goals and foster a culture of continuous improvement.