Learning intelligence connects one learner across pre, mid, and post on a single ID, scoring whether a skill reached the job from real examples — so a training program can prove Kirkpatrick Level 3 and 4 behavior change, not just completion and satisfaction.
From Learner to Learning Intelligence follows a single learner across the only timeline that proves a program worked — pre, mid, and post. U.S. organizations spend over $100B a year on training, yet only about 12% of employees apply the new skills on the job. That 88% gap is not a curriculum problem; it’s a measurement-architecture problem. This guide shows how one persistent learner ID keeps the Kirkpatrick cascade — Reaction, Learning, Behavior, Results — intact instead of fragmenting into four disconnected events.
The teams who have to prove the training worked: workforce program directors, corporate L&D leaders, fellowship and accelerator teams, and evaluation leads answering to a funder or a board for behavior change — not just satisfaction scores and completion rates.
A persistent learner ID at enrollment carries through every instrument — intake, pre-test, weekly pulse, post-test, mentor observation, and the 90-day follow-up — so Level 3 and 4 are default outputs and the funder report is a four-minute query, not a six-week project. Download the guide to see the full arc, with a 60-participant mentorship cohort worked example.
It mints a persistent learner ID at enrollment that every instrument inherits — pre-test, weekly pulse, post-test, mentor observation, and 90-day follow-up — so behavior change and results are connected to the same person across time and become default report outputs.
Workforce program directors, corporate learning and development leaders, fellowship and accelerator teams, and evaluation leads who must show a funder behavior change at 90 days, not just satisfaction scores.
Yes. It is a free download from Sopact and part of the Sopact Intelligence Library.
