Canada Association of Tourism Employees

Utilizing Organizational Maturity To Drive Outcomes

The importance of organizational maturity

Organizational maturity is key to achieving your goals. Knowing where you are, where you are going and how to get there is critical. To enable your transformation and make your learning system more effective, the right maturity model can help you monitor and track the development of your company.

eBook release

Digital learning maturity in your organization

Learn how digital learning maturity can help your business meet its biggest challenges cost-effectively.

At their base, maturity models can lead you to more performance and agility, regardless of bumps on the road or even major market declines. CrossKnowledge leverages 20 years of digital learning experience and has used the best information from existing models and research to create its own readiness framework.

We have identified the three main phases on the way to organizational maturity of digital learning:

The first phase: access to learning

At this point, companies have some digital learning experience, mostly focusing on general eLearning-type content such as: B. Compliance. L&D functions mainly operate in a reactive mode with little to no solid performance indicators or systematic methods of capturing and analyzing learning needs. The technology environment is often fragmented and the user experience remains relatively poor.

The second phase: integrated learning experiences

Gradually, an L&D strategy based on business priorities will be introduced. The needs analysis is becoming more systematic and proactive. Content curation accommodates a wider variety of formats and topics, including an emphasis on behavioral skills acquisition. This content is contextualized in the form of more engaging blended learning programs and the learner is no longer isolated. Learners are encouraged to interact with other colleagues and local managers are more involved in developing their teams. The user experience is also enhanced by data transmission, which allows access to a certain degree of personalization.

The third phase: the acquisition of skills on the scale of results

The corporate learning strategy is more integrated into the overall business strategy, while the L&D functions are based on a strong governance model that includes corporate representatives. Not only is the learning experience significantly enriched for learners at all levels, but it can also be used on a large scale and at a lower cost. L&D functions are recognized for the value they add to business results, which can be measured against specific performance indicators. This is what is meant by a real “learning organization”. The learning climate and the ecosystem promote personal and professional growth and development for everyone.


This three-phase journey is supported by a well-structured readiness framework based on 6 dimensions that offers a holistic approach to digital learning. Its strength is also based on a robust analytical tool that can create a diagnosis that can evolve over time, as well as specific indicators that can be tracked in real time. This holistic and rational approach enables CrossKnowledge to offer and use our solutions with maximum impact and long-term success. It should be emphasized that the organizational maturity of digital learning is not the ultimate goal, but rather a means of evaluation and planning in the specific context of your organization. Would you like to find out how digital maturity models can help your company? Download the Digital Learning Maturity In Your Organization eBook and change the game today.

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