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How learning converts to return
Every competency earns its place.
Our framework holds 470+ validated competencies. Most are specific, practical skills rather than psychological traits. "Validated" means exactly one thing: the results have been statistically correlated with performance in the role. If it does not predict performance, it is not in the framework.
How most platforms build a skills picture
Inferred
- Scraped from CVs, job titles and system activity
- No measurement of whether the person can actually do it
- No link between the skill label and performance
- Hard to defend to a regulator or a board
How AI Unlox builds it
Measured and validated
- Proficiency measured through practical case studies and work scenarios
- Each competency statistically linked to performance
- Scores read against benchmarks from 8M+ data points
- Re-measured after learning, so change is visible
The framework was developed by our own PhD-level researchers and has been tested and refined across more than 50,000 people assessed on the platform, validated by correlating competency results with real performance in live deployments, and sharpened on every engagement. Evaluation is practical and, in most deployments, results are confidential to the individual to support their own development, so there is little incentive to game them. That answer holds up in a bank.
Three steps to a number a CFO can stand behind.
1
Measure before
Each person is evaluated on the competencies that predict performance in their role. That is the baseline: real proficiency, per person, per competency.
2
Measure after, against a comparison group
After the learning, people are re-measured on the same model. Gains are compared with people in similar roles who did not take the course, which controls for experience and everything else that moves capability. What remains is the improvement the learning produced.
3
Link the gain to business results
Because the competencies were validated by their link to performance, aggregate gains tie to the metrics leadership already tracks: sales, errors, productivity, risk. A course lifts interpersonal skill, interpersonal skill lifts customer satisfaction, customer satisfaction lifts revenue. The chain is visible, and costed.
Measured gains, not learning activity.
From live financial-services deployments, measured pre and post on the same competency model. Client names are shared in conversation, on request.
BaselineAfter the journey
+32%
behavioural proficiency gain in a large bank
+11%
technical proficiency gain in a global business services firm
50,000+
people assessed and developed on the platform
Each gain is tied to the learning directed at it, so the spend that produced it can be costed and linked to a business outcome such as sales, errors, productivity or risk.