ABSTRACT
An Organizational Learning and Development (OL&DP) has an evidence base, which means collecting evidence measuring where you are starting from and then returning to that same measure after you have tried to improve the situation. The OL&DP, as designer, has some comments to make on how the company reports on such matters, especially if the CFO's accounting methods keep pointing the finger at the wrong 'culprits'. An OL&DP always follows the principle that an analysis of developmental needs is tailored for the specific needs of the individual; taking into consideration their motivation and learning preferences. As an OL&DP people need to understand the depth of the genius in Plan, Do, Check, Act (PDCA) and its relation to Kolb's Learning Cycle. OL&DPs should not allow the word 'evaluation' to be used lightly; it has a very clear and specific meaning. The OL&DP wants to motivate learners and excite business sponsors with the promise of good returns but he will manage expectations.
