Useful L&D Team Maturity Quiz

Hello!

I created this quiz based on years of experience leading L&D teams, helping organizations build better learning strategies, and researching (for my PhD dissertation) the competencies that lead to successful instructional design projects.

It’s designed to give you a snapshot of your team’s learning maturity: what’s working, what might be getting in the way, and where to focus next if you want to make a bigger impact.

⚠️ This quiz does NOT collect your email, and results are NOT sent automatically. You'll see your results at the end, so make sure to copy and paste or screen capture. You'll also have the opportunity to purchase a more personalized breakdown at the end, which will require your email to send.

Now let’s find out where your team stands.

🌻Dr. Heidi Kirby

What is your name? (This is to match your results should you order a custom report)

When a stakeholder asks for training, your first move is to:

A

Start pulling performance and other data to assess whether there’s an actual need.

B

Have them fill out a request form, start collecting source materials, and assign it to a team member.

C

Ask clarifying questions (like “what happens if we don’t do this?”) and start gathering data to validate the request.

D

Ask for the business case. Your team’s at capacity, and only mission-critical work makes the cut.

How is success defined for your L&D projects?

A

We collect informal feedback (anecdotes and surveys) from SMEs and learners to get a sense of whether the learning was effective.

B

We track changes in behavior or performance, even if it’s not always clean or consistent. Sometimes, this requires putting together custom reports.

C

We define success based on whether the desired outcome was achieved, using a mix of completion, satisfaction, and performance data from multiple sources.

D

We aim for 100% completion rates from our target learners and high learner satisfaction, and those are the metrics our stakeholders expect.

When it comes to choosing the format for a learning experience (e.g., live session, eLearning, job aid), your team usually:

A

Defers to the SME’s preference and original request. They know the content best, and we try to be collaborative.

B

Recommends a format based on what fits the audience and topic. It’s usually accepted without pushback.

C

Offers a few standard formats (ILT, VILT, eLearning) and lets stakeholders pick from the list.

D

Chooses the format based on how and when the audience needs to use the information, and we’re prepared to defend that choice if needed.

How does your team typically work with subject matter experts (SMEs)?

A

We collaborate regularly and hold standing meetings to ensure feedback is not only heard but integrated throughout the process.

B

We co-design the solution, meet regularly for feedback, and if the solution is low stakes, we empower our SMEs to create the content with our guidance.

C

We meet early to clarify goals and expectations and reconnect asynchronously if we have questions or need clarification.

D

We take their content, build the learning, and check in for 2–3 final reviews once the content has been developed.

Which tools make up the core of your team’s learning tech stack?

A

We use a curated set of tools built for both learning and cross-functional alignment. We even borrow tools from other departments, like marketing or product, to help better integrate with the overall company.

B

We work within a limited budget, so we mostly rely on our LMS, an authoring tool, and PowerPoint. If there are any additional tools, we acquire them on a project basis.

C

Our stack includes project management tools, plus visual design and collaboration tools like Canva and Miro to support flexible development.

D

We’ve added some engagement tools, such animation software or AI image generators, to make our learning more interactive and fun. We're trying to integrate AI everywhere we can.

What happens when a stakeholder pushes back on your team’s proposed learning solution?

A

This rarely happens. Our team is trusted, and when it does happen, we revisit goals and data with leadership backing us up.

B

We explain our perspective and try to find middle ground, even if the final solution isn’t quite what we’d recommend.

C

We usually adjust based on their preferences so that we keep things moving forward. We also try to be as flexible as possible.

D

We know what will work best for the audience, so we hold the line, but it can be hard to get buy-in without stronger support.

What happens after a learning experience goes live?

A

We check in with stakeholders and learners after a few months have passed to ensure there's no errors we missed or updates that are needed.

B

We schedule knowledge checks or follow-ups at 3 and 6 months (or whatever time period we find appropriate to the experience) to assess retention and behavior change.

C

We connect the experience to ongoing efforts (coaching, team meetings, or performance goals) and adapt it over time based on real feedback and business needs.

D

It’s considered complete. We only revisit it if someone flags an issue, but once it's launched, we close it out.

When your team is faced with a new challenge or shifting priorities, what usually happens?

A

Leadership redirects the work quickly. The team adjusts as instructed and focuses on execution.

B

We have space to share ideas and raise concerns, but decisions are often made behind closed doors and communicated after we share.

C

The team openly discusses trade-offs and collaborates on solutions, even when it’s uncomfortable or time-consuming.

D

A few key team members are brought into the conversation, but most hear about the decision after it’s made.

How would you describe your current L&D team’s skills and capabilities?

A

What team? I’m the only one, which makes it hard to get strategic or stay ahead of requests.

B

We’ve got mixed skill levels, and it’s starting to cause friction, whether in meetings, with leadership, or around who owns what.

C

We’re doing the best we can, but we’re missing some foundational skills and often rely on workarounds or outside help (contractors, SMEs, etc.)

D

Everyone brings different strengths, and we learn from each other and our mistakes, so we can deliver results.

How would you describe the processes your team uses to manage learning projects?

A

We’ve developed solid intake and planning practices, but other phases (like evaluation or SME collaboration) don’t follow a clear process.

B

Our processes are clearly defined and everyone follows them consistently to the letter, which helps us stay efficient and on track.

C

We have repeatable processes that guide each phase of a project, but they’re flexible enough to adapt based on the audience, content, and team.

D

We had some documented processes in the past, but we’re usually so overloaded that we rarely follow them consistently.