Learning Colors™
Lifelong Learning

The 24-step plan to a learning organization

Continuous Learning is not a project but a system. In 24 concrete steps — divided into five parts — you build with Learning Colors from baseline measurement to organizational DNA.

Part 1
Foundation — Continuous Learning & Learning Colors
Step 1–4
Part 2
Diagnosis — where is the organization now?
Step 5–9
Part 3
Design — the Learning Architecture
Step 10–14
Part 4
Implementation & rollout
Step 15–19
Part 5
Assurance & scaling
Step 20–24
Part 1

Foundation — Continuous Learning & Learning Colors

Before you build, lay the foundation: a shared language, a shared understanding of what a learning organization is, and clarity about your role in it.

Result of this section

You have a shared language and a clear picture of the task.

  1. 1

    Why Continuous Learning is needed now

    You map out how quickly knowledge in your sector becomes obsolete and what strategic risks that entails. You translate trends (technology, scarcity, agility) into an urgency narrative that suits your organization.

  2. 2

    What is a learning organization?

    You specify what 'learning' means for you: what behaviors, structures, and rituals are involved. You score the organization on the five characteristics of a learning organization.

  3. 3

    The Learning Colors model in the organization

    You learn the four colors — Understanding (blue), Experiencing (green), Connecting (yellow), Performing (red) — and how they translate into learning modalities: formal learning, workplace learning, social learning, and performance learning.

  4. 4

    Your role as an L&D/HR architect

    From course provider to architect of learning. You determine your role, your mandate, and the skills you need to carry out the process.

Part 2

Diagnosis — where is the organization now?

Measure before you start. In five steps, you know exactly where the organization stands, who you need, and what you are working towards.

Result of this section

You have a baseline measurement, a business case, and measurable learning objectives.

  1. 5

    The LeerScan: performing a baseline measurement

    You deploy the Learning Colors scan organization-wide and collect data on how learning truly happens — not how policies say it happens.

  2. 6

    Mapping color distribution per team

    For each team, you visualize the color distribution: where is the strength, where is the blind spot? You recognize monocultures and teams that complement each other.

  3. 7

    Measuring learning capacity and learning culture

    You measure psychological safety, feedback rhythms, learning time, and whether mistakes are learning moments. This determines how quickly you can move.

  4. 8

    Business case and stakeholder analysis

    You build a business case in the language of the management and map out stakeholders: who is a sponsor, who is a blocker, who needs you?

  5. 9

    Determine learning ambition, goals and KPIs

    You formulate a learning ambition for 1 and 3 years and translate it into KPIs that you can actually measure and report.

Part 3

Design — the Learning Architecture

You design the learning landscape along the four colors, so that every employee learns in a way that suits them — and the organization utilizes all four learning modalities.

Result of this section

You have a complete learning architecture across all four colors.

  1. 10

    Designing the LearningArchitecture

    You draw the total learning landscape: which learning modalities, for which target groups, in what proportion. The 70-20-10 principle gets color.

  2. 11

    Setting up formal learning (Blue)

    Curricula, knowledge library, e-learning and in-depth study. You ensure that knowledge is discoverable, up-to-date and logically structured.

  3. 12

    Workplace learning & on-the-job setup (Green)

    Learning by doing: stretch assignments, job rotation, experiments, and a safe practice space in real work.

  4. 13

    Setting up social learning & communities (Yellow)

    Peer learning, intervision, buddies, and communities of practice. You make colleagues each other's most important learning resource.

  5. 14

    Setting up performance learning & results (Red)

    Learning linked to goals and performance: challenges, targets, performance support, and visible results.

Part 4

Implementation & rollout

From design to practice. You start small, prove value, and scale with leaders, communication, and the right tooling.

Result of this section

A proven pilot, activated leaders, and a working roadmap.

  1. 15

    Roadmap, governance and program team

    You create a realistic roadmap with phases, milestones, and decision points, and set up the governance and program team.

  2. 16

    Designing and running a pilot

    You choose one team or department, run a full cycle, and collect hard and soft results as evidence.

  3. 17

    Activating leaders and managers

    Without leaders, no learning culture. You train them in conducting learning conversations and recognizing colors in their team.

  4. 18

    Communication and support plan

    You build a campaign around the learning story: channels, ambassadors, rhythm, and handling resistance.

  5. 19

    Tooling, AI and learning tech

    You choose the tech that fits the architecture — LMS/LXP, data, AI support — instead of the other way around.

Part 5

Assurance & scaling

Learning that sticks. You anchor Continuous Learning in rhythms, metrics, HR processes, and ultimately in the DNA of the organization.

Result of this section

Continuous Learning continues — even without a program.

  1. 20

    Scaling up to the entire organization

    You translate the pilot into a rollout plan per department, with local owners and a realistic pace.

  2. 21

    Incorporate Continuous Learning rituals

    Weekly learning moments, retrospectives, learning lunches, and quarterly reflections: learning becomes part of the agenda.

  3. 22

    Measuring impact and ROI

    You measure on four levels — reaction, learning, behavior, result — and report the impact to management and stakeholders.

  4. 23

    Embedding in the HR cycle and culture

    Learning returns in recruitment, onboarding, performance reviews, and career paths. Learning Colors becomes part of how you work with people.

  5. 24

    Continuous Learning as organizational DNA

    You make yourself redundant: the system runs on ownership in the line, with a multi-year learning agenda that renews itself.

Our offerings

This is how we guide the 24 steps

Three ways to get started — from an initial team scan to full implementation. All programs are intentionally kept in small groups (6-8) for maximum depth.

Product 01

Learning Colors Team Scan

"Map how your team learns."

Online
€74
per participant
In company
€1.450
per team (up to 15 participants)
View full detailsRequest Team Scan

Every participant completes the Learning Colors assessment. You receive individual profiles and a team report with color distribution, strengths, blind spots, and concrete recommendations.

For whom

Teams of 4-25 employees who want to understand how they learn and grow together.

What you get
  • Individual Learning Colors assessment per employee
  • Personal profile report (PDF)
  • Team report with color distribution
  • Recommendations for collaboration and development
  • Online environment with results
Result

Clarity within 2 weeks on how your team learns.

Product 02

Learning Colors in 24 steps

"A complete group program through all 24 learning steps."

Online
€395
per participant
In company
€2.950
per group (6-8 participants)
View full detailsRequest program

Participants go through all 24 learning steps — from observing to excelling. With workbook, practical assignments, and guided reflection sessions. Deliberately in small groups to allow for depth and personal attention.

For whom

L&D professionals, teams, and training groups who want to complete a comprehensive learning program.

What you get
  • Workbook 'Learning Colors in 24 steps'
  • Team Scan for each participant
  • 2 guided group sessions
  • Practical assignments per step
  • Reflection tools and templates
  • Access to online learning environment
Result

All participants master the methodology and have delivered concrete learning outcomes.

Product 03

Learning Colors L&D Program

"Together with an experienced Learning Colors Consultant through all 24 steps."

Online
€1.150
per participant
In company
€5.000
per L&D-team (max. 6 people)
View full detailsRequest program

A practical implementation program especially for L&D teams. In five parts you go through the complete Learning Colors methodology: from setting up a learning vision to embedding Continuous Learning in your organization. Each part starts with an interactive training day, followed by multiple coaching sessions in which you immediately apply the steps in your context.

For whom

L&D teams, HR advisors and training managers who want to embed Learning Colors in their organization.

Program structure
  1. 1

    Part 1 — Learning vision and foundation

    Training day: Training day: the Learning Colors Framework, the 24 steps and your learning vision.

    Coaching: 2 coaching sessions: translating to L&D strategy and communication plan.

  2. 2

    Part 2 — Team learning in color

    Training day: Training day: Team Scans, team profiles and interventions for collaboration.

    Coaching: 2 coaching sessions: setting up first team trajectories in your organization.

  3. 3

    Part 3 — Designing learning interventions

    Training day: Training day: designing learning interventions around the four colors.

    Coaching: 2 coaching sessions: redesigning existing programs to Learning Colors.

  4. 4

    Part 4 — Leadership and culture

    Training day: Training day: leadership interventions and culture change.

    Coaching: 2 coaching sessions: embedding in conversation cycles, onboarding and leadership.

  5. 5

    Part 5 — Measure, evaluate and scale

    Training day: Training day: KPIs, dashboarding and further development of Learning Colors.

    Coaching: 2 coaching sessions: roadmap, evaluation and scaling within the organization.

What you get
  • 5 training days (one per part)
  • 10 coaching sessions (2 per part)
  • Workbook 'Learning Colors in 24 steps'
  • Team Scan for each participant
  • Implementation canvas and templates
  • Access to online learning environment
Result

An L&D team that masters the Learning Colors methodology and can independently implement and anchor Continuous Learning.

Free introductory meeting

Ready for step 1?

Schedule a no-obligation introductory meeting. We are happy to help you think about where your organization can best start.

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