I’ve spent my career helping organizations grow, and one thing I’ve learned is this: you can’t improve what you don’t measure. In fact, research from the well-known Association for Talent Development (ATD) consistently shows that organizations that take a disciplined approach to measuring and evaluating talent initiatives achieve stronger business outcomes. We’ve got a great tool to get started: take our OpenSesame Talent Development Progress Index Survey.
Talent development itself is more than just training programs.
ATD defines it as “the efforts that foster learning, engagement, performance, and growth to drive organizational results.” In other words, it’s not a one-time project or a box to check. It’s a reflection that requires both strategic alignment and adaptability.
Some organizations are just beginning to put programs in place, while others are weaving development seamlessly into their culture and strategy. Even within a single company, maturity levels can vary significantly. I’ve seen one department experimenting with AI-powered learning assistants, while another team in the same company is still formalizing basic onboarding. That’s not a weakness – it’s the natural reality of organizational complexity and growth.
I recently worked with a client in the public sector who assumed they were “behind” because only a portion of their workforce was engaging in structured development programs. However, upon closer examination, we discovered they had pockets of innovation—such as a pilot mentorship program in one department that was outperforming benchmarks for retention and engagement. By measuring what was working and where gaps remained, they were able to scale the pilot across other departments and move intentionally from a reactive approach to a more strategic, integrated one.
The key takeaway? Knowing where you are is the first step to deciding where to go.
Measurement isn’t about perfection – it’s about clarity. As Amy Edmondson argues in The Fearless Organization, sustainable progress happens when organizations reduce ambiguity and create environments where facts, feedback, and perspectives can be shared openly without fear. In talent development, this means grounding decisions in evidence while elevating employee voice. Data provides a compass, but psychological safety ensures that the lived experiences behind the data are heard and acted upon. Progress isn’t linear, and it won’t look the same across every department or team. What matters is moving forward with intention, making evidence-based decisions, and nurturing a culture of continuous improvement.
The 4 stages of talent development
To make sense of this journey, we use a four-level framework. Each stage reflects a different level of maturity and suggests where to focus next:
Level 1: Arising
Talent development is mostly reactive. Programs are ad-hoc, limited to onboarding or immediate needs.
Focus here: Start small but strategic. Run a needs analysis, formalize one or two programs (like mentorship), and connect them to business priorities.
Level 2: Responsive
A structured approach is in place, with defined programs and a dedicated team. Measurement is beginning, but alignment with overall business goals is still emerging.
Focus here: Expand beyond compliance training. Build career pathways, connect programs to organizational goals, and use data to demonstrate impact.
Level 3: Proactive
Talent development is integrated with business strategy. Programs are diverse, tech-enabled, and foster a culture of continuous growth.
Focus here: Invest in personalization and leadership pipelines. Explore AI-powered tools for adaptive learning, skill matching, and coaching.
Level 4: Optimizing
Talent development is deeply ingrained in the organization’s DNA. Employees take ownership of their growth, programs are dynamic and personalized, and strategies evolve in tandem with business needs and technology.
Focus here: Lead with innovation. Experiment with new approaches, such as immersive VR and AI co-pilots. Share best practices across teams to reduce silos.
Progress, not perfection
It’s tempting to view these levels as a ladder to climb, but in reality, talent development maturity is a fluid process. Organizations may shift their direction back and forth, depending on leadership changes, new technologies, or external pressures. The key is building a culture of continuous improvement, where every team feels empowered to grow.
Curious where you stand?
Understanding your current stage is the first step toward progress. That’s why we created the OpenSesame Talent Development Progress Index Survey – a quick, confidential tool to help you reflect on your practices, discover where you are on the continuum, and uncover opportunities to take the next step.
✨ It takes just 3–5 minutes, and you’ll instantly receive insights into your organization’s maturity level.
About the author
Liza Mucheru Wisner is an award-winning talent development expert, author, keynote speaker, and globally recognized leader in AI, automation, and workplace culture. She curates transformative learning experiences that fuse human insight with intelligent automation—preparing organizations for the next era of work. Liza’s work has earned global recognition, including multiple SHRM Excellence Awards, and her voice has been featured across stages, media platforms, and boardrooms worldwide. With degrees in computer science and educational technology, she has spent her career at the forefront of people and innovation – helping organizations reimagine how to grow, thrive, and lead in a rapidly changing world.