Foundation Organization-Wide Learning Assessment

This assessment is designed to help foundations understand how organization-wide learning currently shows up across their organization.

It takes about 6 to 10 minutes to complete and will generate an Organization-Wide Learning Profile based on your responses.

Organization-wide learning does not look the same in every organization. Some organizations begin with leadership-driven strategic inquiry. Others build from strong developmental structures, reflective practice, or disciplined knowledge systems. What matters most is not that every organization starts in the same place, but that it understands its entry point, builds from its strengths, and develops a more complete learning ecosystem over time.

The framework used here is grounded in organizational development, learning theory, and knowledge management. It draws on a body of work associated with thinkers such as Peter Senge, David Kolb, Chris Argyris, Ikujiro Nonaka, and Hirotaka Takeuchi. Taken together, that research points to four interdependent domains that shape how learning shows up across an institution.

Together, these four domains provide a practical way to understand how learning operates across an institution. This assessment highlights where each domain appears most visible in your organization today and where there may be opportunities to strengthen the overall learning ecosystem.

• Leadership & Goal Orientation gives learning direction by connecting it to strategy, leadership attention, and decision-making.
• Structured Developmental Learning builds learning capacity through intentional structures such as onboarding, mentorship, learning events, and recurring routines.
• Experiential Learning strengthens learning through reflection, sensemaking, feedback loops, and experimentation in the flow of the work.
• Knowledge Management & Documentation helps learning persist by capturing, organizing, and reusing insight across people, teams, and time.

The four domains are distinct, but they are strongest when they reinforce one another. Leadership can set direction. Structures can support growth. Reflection can surface insight. Documentation can help learning travel and endure.

Most organizations will show more visible strength in one or two domains. That is often the entry point for growth into a more connected learning ecosystem.

How learning may show up in practice

Domain	How learning may show up
Leadership & Goal Orientation	Learning is tied to strategic priorities, leadership sponsorship, and decision relevance.
Structured Developmental Learning	Learning is built through visible structures such as learning days, communities of practice, onboarding, and formal agendas.
Experiential Learning	Learning is embedded in the work through reflection, dialogue, retreat-based sensemaking, experimentation, and learn-do cycles.
Knowledge Management & Documentation	Learning is captured, synthesized, and reused through learning banks, concise memos, tagged insights, and other continuity mechanisms.

Before you begin

Please provide your name, foundation name, and email address below before beginning the assessment. This information will be captured alongside your responses.

Your name

Foundation name

Email address

Privacy and use of responses

By proceeding with this assessment, you agree that your information and responses may be collected and analyzed for learning and research purposes. Future reporting will present findings only in aggregate form and will not identify individual responses.

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