72%
CR01
UBRIS / LEARNING DESIGN / OLIMPIA MESA
When everyone is in crisis, how can L&D make an impact?
A strategic capability audit to reveal where learning supports business performance, where impact breaks down, and what to prioritise under pressure.
INDEPENDENT PERFORMANCE ASSURANCEFrom activity to observable change ↓
01 / A DIFFERENT QUESTION
When uncertainty slows decisions, L&D needs a clearer basis for its own.
What is helping the business perform—and what evidence do we have?
Under pressure, organisations can hesitate to invest, postpone programmes or keep familiar initiatives running. For L&D, the challenge is knowing what to protect, what to rethink and where to focus. Those decisions become harder when participation and positive feedback tell us little about what changes at work.
This brings us back to a fundamental question: does learning build the capabilities the business needs? Programmes may be well delivered, yet the connection between learning, everyday behaviour and business performance can remain unclear.
Our strategic audit examines that connection. We review how learning priorities are set, how programmes are designed and what evidence exists of application and sustained behavioural change. Working alongside your L&D team, Olimpia identifies strengths, gaps and practical adjustments.
The result is a clearer basis for action: what to retain, what to improve and what to investigate before committing further resources.
Independent performance assurance: a strategic audit of organisational capability, with evidence and a roadmap to guide your next decisions.
WHAT THE AUDIT MAKES VISIBLE
From assumptions
to a clear performance picture.
A scored view of five performance signals reveals where your learning system is strong, where impact weakens and where to focus improvement.
67%
CR02
Engagement depth
83%
CR03
Skill development evidence
33%
CR04
On-the-job application
22%
CR05
Behavioural embedding
Example audit scorecard. Your scores are established through the audit.
02 / WHO THIS IS FOR
For HR leaders
who want certainty.
And L&D teams ready to move from well-delivered training to intentionally engineered behavioural change.
Investment without validation
Learning is strategically important, but its performance impact has never been independently assessed.
A capable team. A visible methodology?
The team is capable and committed, yet there is limited visibility into the performance-oriented methodology underpinning programme design.
OKRs that demand results
Leadership wants certainty that learning initiatives are structurally aligned with strategic objectives.
Platforms that need to deliver
Significant digital investment, uneven engagement and business results that are difficult to attribute.
The shared question: what structural adjustments turn learning infrastructure into measurable capability advantage?
03 / THE STRATEGIC AUDIT
Five perspectives.
One coherent system.
Each module is delivered as an independent advisory engagement, structured around clarity, evidence and actionable improvement.
HOW WE WORK
01 / Calibration
We clarify objectives, audit criteria, required documents and the scope of the engagement.
02 / Independent review
We examine evidence, processes and design according to the selected modules.
03 / Written report
You receive findings, structural strengths, gaps and targeted recommendations.
04 / Executive debrief
We discuss the implications and improvement roadmap with decision-makers.
ENGAGEMENT SCOPE & INVESTMENT
Defined transparently,
following calibration.
Most advisory engagements fall within a clearly structured mid four-figure to low five-figure range, depending on selected modules.
The source offer does not specify a currency. Budget, currency and terms are confirmed in your tailored proposal.
Discuss the engagement with Olimpia04 / INTERACTIVE SELF-AUDIT
Where is impact
getting lost?
Choose the answers that reflect the evidence you have today. Open each card, then explore recommended actions and relevant audit modules.
10 questions · 5 perspectives · no personal data.
An indicative tool developed for this page; it does not replace an independent audit.
0 of 10 questions answered
Answer all 10 questions to reveal your priority map.
YOUR INDICATIVE PRIORITY MAP
From answers to your next step.
Scores reflect self-reported evidence, not business performance. Priorities follow a simple rule: investigate areas with the least evidence first. There is no external benchmark or ROI promise. Answers remain in this page and are cleared when you reload.
05 / CEO OFFICE
CEO OFFICE.
HR & L&D expertise.
With a direct mandate from the CEO.
An external UBRIS expert, integrated into your CEO Office.
We assess HR and L&D processes and help your teams align them with the company’s strategy. With access to the relevant people and information, we connect independent analysis with decisions and practical change.
From mandate to implementation ↓A DIRECT MANDATE. A SHARED DIRECTION.
CEOStrategic direction & approval
INTEGRATED INTO CEO OFFICEOlimpia
MesaEXTERNAL EXPERTISE · INTERNAL COLLABORATION
MesaEXTERNAL EXPERTISE · INTERNAL COLLABORATION
HRPeople & processes
L&DCapability & performance
Working alongside your teams.
Connected to the decisions that move the business.
ONE MANDATE / THREE CONNECTED RESPONSIBILITIES
Understand the system.
Prepare the decisions.
Help make change happen.
The work moves from evidence to action. The CEO approves the direction; the UBRIS expert supports your teams in putting it into practice.
01 / ANALYSE
Find what is
holding progress back.
With access to the information and people needed, the expert examines HR and L&D processes to identify barriers, misalignment and opportunities for improvement.
THE OUTPUT
A clear diagnosis of strengths, bottlenecks and opportunities, connected to strategic priorities.
02 / PREPARE DECISIONS
Give the CEO
a clear way forward.
Findings become concrete solutions for the CEO to consider, with priorities, responsibilities and indicators that make progress visible.
THE OUTPUT
A practical decision brief: what to change, why it matters, who is responsible and how progress will be tracked.
CEO approval sets the direction for implementation.
03 / SUPPORT IMPLEMENTATION
Work with the teams.
Put change into practice.
After approval, the expert works alongside HR and L&D teams to introduce the changes, address implementation barriers and follow the results.
THE OUTPUT
Agreed changes introduced into everyday work, with progress reviewed against the selected indicators.
WHAT THIS LOOKS LIKE IN PRACTICE
Close to leadership.
Alongside your people.
A clear mandateScope, access, responsibilities and decision rights agreed with the CEO.
Access to the real pictureRelevant information, processes and conversations across HR and L&D.
Collaboration through deliveryWorking with your teams on approved changes and reviewing progress together.
From audit
to change put into practice.
The engagement is defined around your company’s priorities. Scope, access, working format, deliverables and investment are agreed before the work begins.
06 / THE PERSPECTIVE BEHIND THE AUDIT
Olimpia Mesa
Partner & Head of Learning Design / UBRIS
Learning design, capability strategy and organisational performance.
Drawing on 17 years at the intersection of these disciplines, Olimpia has designed and audited hundreds of corporate learning programmes, live and online, across banking, insurance, retail, technology and manufacturing.
Founder of Instructional Design SRL and creator of the HPL Schools™ ecosystem, she is the author of How People Learn and T4HPL, a methodology focused on translating learning into measurable behavioural and performance outcomes.
At UBRIS Center, she contributes to research-informed performance and capability development initiatives within a multidisciplinary expert environment.
More about OlimpiaTHE NEXT STEP / A STRATEGIC CONVERSATION
Greater clarity.
Greater purpose.
We start with your priorities.
Together, we define what needs to be audited.
olimpia@olimpiamesa.com +40 722 608 951
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