the resource library
Research-backed reports for HR and L&D leaders at 50 to 500-person organizations. WEF, Gallup, McKinsey, BCG, LinkedIn and SHRM data, translated into worksheets, checklists and 90-day plans. Every report is A4 print-ready and pairs with a 3-minute assessment.
Two of five skills on your org chart have a shelf date.
Which capabilities rise, which quietly expire, and what a mid-size organization should do about it in the next twelve months.
92% are buying AI. 1% call themselves mature.
Almost every company is buying AI and almost none are ready to use it, so this report maps the gap between investment and readiness and lays out a 90-day plan to close it with the people you already employ.
Move from completion rates to numbers a CFO respects.
How to move from completion rates to numbers a CFO respects: cost per learner, verified skill growth, and the retention math that makes your budget the easiest line to defend instead of the first to cut.
One exit costs half to double a salary. Most were preventable.
Turnover is the biggest line item that never appears on a profit and loss statement, so here are the numbers: what one exit really costs, which exits were preventable, and the four plays with the strongest evidence behind them.
One variable explains 70% of the gap between teams.
One variable explains most of the difference between your best team and your worst, and it is not pay, perks, or mission statements.
Strong onboarding lifts new-hire retention by 82%.
The phase-by-phase plan for the first 90 days: what happens before day one, in week one, and at days 30, 60 and 90, with the checklist and the four numbers that tell you it is working.
Ten minutes a day out-hours the 40-hour average.
Why the smallest possible learning unit beats the biggest course catalog: the memory science, the habit mechanics, and a six-week rollout plan for making daily learning the default without adding an hour to anyone's calendar.
Four headline numbers. Retire hours and smile sheets.
A working dictionary of the twelve L&D metrics worth computing, sorted into three tiers, with the formula, the honest reading, and the trap each one hides.
The half hour that carries 70% of engagement.
The complete kit for the meeting that carries 70% of engagement: the operating rules, four ready-to-run agendas, a 24-question bank sorted by what you are trying to learn, five failure modes with fixes, and the note system that makes it all compound.
60–120 skills, six weeks, zero consultants.
Which public frameworks to borrow from, the granularity rule that saves you from a 2,000-row monster, a five-step build that fits in six weeks, and the maintenance rhythm that keeps it alive.
+14 or +32? Why the benchmarks disagree.
How to run eNPS so the number means something: the honest benchmarks and why they disagree, the four ways the metric gets corrupted, and what to actually do with detractors, passives and promoters.
From a 31%-completion graveyard in sixteen weeks.
A clearly labeled composite: how a modeled 400-person organization moves from a 31%-completion LMS to 84% weekly active learning in sixteen weeks, with the interventions in order and the numbers to steal.
Bad training is indistinguishable from none.
The most funded and least loved training category, rebuilt so people finish, comprehension is measured, and the evidence file would survive an audit tomorrow.
Permission first, then skills, then tools, with pass/fail gates.
The week-by-week execution plan for AI adoption in an organization of 50 to 500 people: who owns what, the month-one policy, the month-two training block and prompt library, and the month-three workflow redesign, with pass or fail gates at day 30, 60 and 90.
31% wouldn't recommend what they bought.
A lightweight way for mid-size teams to buy learning tech without an RFP: a one-page requirements sheet, ten questions, the pricing traps, and a two-week paid pilot.
Who covers what, and where one resignation hurts.
One grid that answers the three questions every team lead gets asked: who can cover what, where the team is one resignation from trouble, and what each person should learn next.
Sixteen gated downloads · each report cross-links a 3-minute scan · sources cited in every appendix
Every report ends with a 3-minute scan, and every scan recommends the matching deep-dive. Two lead magnets, one loop.