Beyond "Field of Dreams": A "Lean" Approach to Corporate Training Investment
- Rod Morgan, Head of Faculty at RPM-Academy
- Mar 20
- 4 min read
The Challenge: Are We Truly Investing in Learning and Creating a Sustainable Learning Culture, or Just Building a Library?
Corporate learning and development (L&D) have long operated under a common assumption: if we build a training infrastructure, employees will use it. This "Field of Dreams" ("If you build it, he will come") approach—investing in a learning management system (LMS) and bulk purchasing content in advance—is widespread. But does it truly deliver value or is it simply ticking a box?
Organizations today, especially those in the municipal sector, face increasing pressure to optimize budgets and measure return on investment (ROI) across all areas, including training and development. Yet, many companies continue to invest in enterprise-wide LMS platforms and extensive course libraries without fully understanding the actual demand for learning.
The result? A significant portion of training resources go underutilized, making learning more of a cost center than a strategic enabler.
Reevaluating the Traditional "Push" Learning Model
Most corporate learning strategies follow a “push” model:
Purchase an LMS and bulk-license courses—ensuring training is “available” to all employees.
Promote training programs internally and encourage employees to engage.
Measure learning success based on completion rates, hours spent, and certificates issued.
While well-intentioned, this approach assumes that accessibility equals engagement and that a large catalog of content leads to increased learning outcomes... the L&D "field of dreams" but unlike the blockbuster movie of the same name, there is no happy ending.
The Reality: The 80/20 Rule of Corporate Learning
Across industries, learning engagement, as is the case for organization productivity, follows a well-documented trend:
✅ Only 20% of employees actively engage in training programs.
✅ And within that 20%, only 20%—a mere 4% of the workforce drive 80% of all learning consumption (total hours invested, courses completed, etc.).
For example, in a 500-employee organization:
Only 100 employees will consistently access training, and
Of those, just 20 will account for the majority of training engagement.
Yet, organizations often pay for 100% of employees to have unlimited training access, creating a significant gap between investment and actual utilization.
From “Batch” Learning to Just-in-Time Learning
A key principle of "Lean thinking" is to eliminate waste and only produce what is needed, when it is needed, and in so doing, maximize value creation. In manufacturing, overproducing inventory without actual customer demand results in waste, inefficiencies, and unnecessary costs... the opposite of "flow".
The same principles apply to learning and development!
Bulk-purchasing content in anticipation of demand is like stocking a warehouse with products before knowing how many customers will buy them.
Instead, learning should be demand-driven—activated only when an employee needs specific training to enhance their role.
Available capacity should adjust, dynamically, to changes in demand, for example, peak periods of high demand (winter) versus low demand (summer).
This shift from “batch” learning (bulk licensing) to “pull” learning (on-demand activation) not only reduces costs by treating learning as a variable rather than fixed cost but also improves engagement—because employees are more likely to complete training that is relevant to their immediate needs and access is time-bound, not open-ended.
Skills are the New Currency
Skills and not just credentials define an employee’s value and career trajectory in today’s rapidly evolving workplace. Organizations thrive when employees are continuously developing the right skills at the right time, rather than accumulating training for its own sake.
Modern AI-driven skills assessments are revolutionizing learning by identifying individual strengths, pinpointing skill gaps, and recommending a personalized path forward. A pull-based, just-in-time learning model, guided by these insights, ensures that employees receive targeted development aligned with both organizational needs and personal growth. Learning should be strategic, addressing critical skill gaps and unlocking potential, so that employees not only meet the demands of their roles but also drive innovation, efficiency, and competitive advantage.
In a world where agility is key, skills are the currency that fuels both individual success and business sustainability.
The Solution: RPM-Academy's Active User Licensing Model
Instead of paying for unlimited employee access to a course library regardless of usage, RPM-Academy turnkey learning management solution offers a flexible, demand-based, affordable variable cost approach to corporate learning.
Key Benefits:
✔ Pay for training when it's needed—not months or years in advance.
✔ On-demand activation—employees are given time-bound access when they register for a course or program, ensuring they are ready to engage.
✔ Cost efficiency—once training is completed, learners are deactivated to make space for the next learner, eliminating unnecessary spending.
✔ Better learning outcomes—employees commit to training because it aligns with their current goals and responsibilities—it strategically closes the gap.
✔ Stronger ROI tracking—companies can measure learning impact based on actual employee needs, rather than arbitrary completion rates.
The Future of Corporate Learning: Measurable, Efficient, and Demand-Driven
Corporate training budgets should prioritize impact, not just access. The success of an L&D program shouldn’t be measured solely by the number of courses completed but by how effectively training translates into performance improvements.
With an active user licensing model, companies can transition from passive training availability to proactive, results-oriented learning, where employees engage in training because they need it—not because it's there.
Explore Smarter Learning for Your Organization
At RPM-Academy, we are committed to helping organizations move beyond traditional bulk training models to create more effective, efficient, and impactful learning experiences while leveraging the benefits of a state of the art, AI-enabled learning management system customized, configured, and branded specifically for them at a fraction of the cost of traditional learning management systems.
✔ Learn more about our Corporate Licensing Model here: www.rpm-academy.com/corporate
✔ Sign up for a free account and free courses! Explore our continually growing library of 1,000+ courses and 100+ certificates spanning a wide range of relevant and extremely timely topics: platinum-rpmacademy.talentlms.com
Let’s build a learning culture that is demand-driven, cost-effective, and results-oriented where true return on investment can be realized. Let's leave the "Field of Dreams" where it belongs... in the cinema.
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