Your Learning Velocity Index™ score
Capability building outpacing the challenge environment.
Likely range 103–131 · Moderate Confidence — self-report baseline (Layer 4, weighted 10% of the full LVI)
Difficulty context: 5.6/10. Your score is adjusted by at most 8 points, up or down, for how demanding your team says its environment is.
Not enough organisations like yours yet — you’re early. Your cell (Pharmaceuticals, 1000–4999 people) is still collecting. Here is the nearest reliable comparison, framed honestly.
Nearest reliable comparison · public research
+1 point to the 75th percentile (118/200) of this comparison group — the distance worth closing.
A compass, not a GPS: the LVI tells you the direction to move and how far — not turn-by-turn steps. Where your exact segment is still filling in, we compare against the research norm rather than invent a peer set.
A strong result — your organisation learns faster than most, and it shows.
Your sharpest edge is Skill Acquisition — how quickly people build genuinely new capability.
Your biggest lever is Recovery Speed: how quickly performance rebuilds after a disruption. Move this and the whole number moves.
How quickly people build genuinely new capability.
Whether learning actually changes behaviour on the job.
The capability you get back for the time and money you put in.
How well capability survives once the programme ends.
How fast the organisation re-skills when conditions change.
How quickly performance rebuilds after a disruption.
Whether people treat hard problems as something to learn from.
Whether the environment makes learning the default, not the exception.
Chosen by leverage: the two sub-dimensions where a change moves your LVI the most. Each is a named mechanism from the LVI Cortex Protocol, with a first step you can take this fortnight.
Make post-failure reviews routine and named
Recovery speed depends on learning from setbacks quickly. A structured, action-tracked review after every failure turns a stumble into a faster rebuild.
First step Run a 30-minute structured review on the last initiative that underperformed.
Measure behaviour change, not course completion
Completion tells you attendance; transfer tells you impact. Moving past satisfaction scores to observed on-the-job behaviour is what makes the number defensible to a CFO.
First step For one programme, agree a single observable behaviour with line managers and check it at 30 days.
Finance has margin. Sales has pipeline. Operations has throughput. Until now, learning and development had completion rates and satisfaction scores — activity, not outcome. The LVI is the first defensible number for how fast your organisation turns learning into capability.
“Our Learning Velocity Index™ score is 117/200 — Advanced. It tells us where our learning engine is strong, where it’s leaking, and the two moves that close the gap fastest. We’ll re-run it to show the trajectory.”
This is the credibility case for L&D investment: not “we ran more training”, but “here is our number, here is what moves it, and here is the proof it moved”.
This Scorecard is one person’s view — a self-report baseline (Layer 4), weighted at just 10% of the full Learning Velocity Index. It’s a genuine expert read, and it’s the start.
To see your organisation’s capability-building velocity in full, invite your team. Multiple raters, behavioural signals and retrieval evidence turn one perspective into a defensible, organisation-wide number — the version a board can act on with confidence.
https://app.learningvelocityindex.com/assess
Free · a short self-assessment per person