Most L&D reports answer the wrong questions. Here is a framework for fixing that. Certificate cohorts start Sep 14. Fuel50 Beyond the Spreadsheet Summit Sep 22. Pearson webinar Sep 14.
 | Sep 9, 2026 · Weekly |
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L&D Strategy & Reporting Do Your L&D Reports Answer the Right Questions?A practical framework for connecting training results to business needs. |
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Hello Community,
In the last few weeks, we've insisted on making learning an HR strategic priority.
And a strategic priority requires measuring its impact and reporting the results that matter to stakeholders.
However, according to the survey The Shift to ROI, more than half of L&D teams are focused on "learning activity" (course completion, satisfaction scores):
| Only 33.8% track on-the-job performance indicators |
| And just 12.8% track monetary ROI |
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The main barrier is the inability to isolate the effects of training. But to do this, you need to align with business needs from the very start. Today, we offer a framework for gathering data and presenting workplace learning reports that answer the questions executives care about.
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Inside This Edition
▸ How to Present Training Results to Business Stakeholders — a practical framework for L&D reporting
▸ Fuel50 — Beyond the Spreadsheet Summit, Sep 22–23, Free & Virtual
▸ iSpring — Free L&D Executive Summary Report Template
▸ Workforce Strategy Summit — this week, free & virtual
▸ BUILD Conference 2027 — early bird ends Sep 30
▸ Pearson webinar — Sep 14, 11 AM ET, Free Virtual
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Upcoming Free & Virtual Event
Beyond the Spreadsheet Summit
Most succession plans survive the calibration meeting. Not many survive the reorg.
Sept 22–23, HR leaders are building ones that do. Free, virtual, 30 minutes a session — pick your own, no two-day commitment.
At Beyond the Spreadsheet Summit, you'll walk away with:
| ▸ Four real frameworks |
| ▸ Succession At All Altitudes — succession models built to survive a reorg, a bar most plans don't clear |
| ▸ Skills intelligence connected to internal mobility your board can see without squinting |
| ▸ Task Intelligence: Designing Work for Human Potential — which work is AI's, and which stays human |
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Employees who can't see a future inside your company will cheerfully go build one somewhere else. That's fixable. The HR leaders who fix it first are the ones who show up.
Bring your questions. Leave with a plan. Register your seat →
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HR Insights
How to Present Training Results to Business Stakeholders
A useful L&D report starts well before the results are available. The business need, baseline, expected change, and evidence you plan to collect should be clear before training begins.
Once the outcomes are clear, you must present the evidence in a way that helps stakeholders understand the results and have enough information to decide what happens next.
| 1. Start with an executive summary. Cover the business need, key outcomes, and main insights. Give stakeholders the information they need first. |
| 2. Provide the evidence. Use the rest of the report to support that summary. Keep detailed methodology, additional charts, and supporting data in an appendix. |
| 3. Explain what the metrics mean. For each important metric, explain why it matters. For example, if manager training was intended to improve team performance, reporting a higher assessment score is useful. Evidence that employees are receiving better feedback, making decisions faster, or improving execution helps show whether the intended change is reaching the workplace. Where useful, connect these leading indicators with later business outcomes. This allows stakeholders to follow the progression of evidence without attributing every change solely to training. |
4. End with a recommendation. Connect the evidence to a clear next step, using a simple structure:
Because we saw [pattern], we recommend [next step], so that [business outcome].
For example, because new hires who received weekly manager check-ins reached key tasks sooner, we recommend reinforcing those check-ins across teams so that new hires can become productive faster.
The recommendation might involve manager reinforcement, additional practice, workflow changes, program scaling, or another measurement cycle. Note that training does not automatically have to be the recommended intervention. |
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Free Resource from iSpring
Get a Free L&D Report Template
A strong L&D report should provide stakeholders with the information they need to understand the results and decide on next steps. iSpring's L&D Executive Summary Report template provides a stakeholder-ready presentation with guided prompts for each slide, helping L&D teams organize business context, training outcomes, and recommendations in a clear executive format.
👉 Free Download →
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This Week · Sep 8–10 · Free & Virtual
Workforce Strategy and HR Budget Planning Summit
Join the Workforce Strategy and HR Budget Planning Summit for practical conversations on scenario-based workforce planning, workforce risk, HR investment prioritization, portfolio governance, capability building, and other decisions shaping the year ahead. This summit is 100% online and free to attend, brought to you by HiBob, Kudos, Leading Pathways Consulting, LLC, and Emtrain.
| 📜 All attendees get a certificate of attendance |
| 🎓 ALL attendees earn 13.5 HR Credits (SHRM + HRCI + IHRIM) |
| 👑 Premium members get a Pearson badge |
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Register Free →
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Hacking HR 2027 In-Person Conference
BUILD Conference 2027
One day in Scottsdale for HR people who want to do the work, not just hear about it. Sessions built around participation, not presentations. Early bird $199 through September 30, rises to $399 on October 1.
| 📅 March 10, 2027 · Scottsdale Center for the Performing Arts, AZ |
| 🏷️ $199 early bird through Sep 30 |
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See the Agenda & Register →
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