Turn Insight into Action

Practical tools that help you anticipate change, update strategy, and make learning your business advantage.

Scenarios & Future Skills

  • Future Workshops – facilitated sessions for teams to explore alternative futures and identify opportunities.
  • SURE Bot – an AI assistant for individuals and teams, helping analyze change drivers and future skills needs.
    👉 Use them independently or combine them for deeper foresight.

Strategy Update & Continuous Learning

  • Leading Workplace Learning – ensures strategic decisions turn into everyday practice through projects, experiments, and micro-learning.

SURE Indicator –a quick tool that evaluates the impact of learning on a company’s performance, resilience, and vitality.

📄 Explore the SURE Indicator (PDF)

SURE Indicator – Measurable Aspects

Measurable AspectExplanationImpact Assessment
1. Revenue Growth (%)Compares the development of export product or service revenue after starting the learning program.+1 / ±0 / -1
2. Productivity Growth (%)Measures the change in employee productivity after continuous learning and training.+1 / ±0 / -1
3. Customer Satisfaction (NPS or other metric)How do customers perceive the company’s performance and services during and after the learning program?+1 / ±0 / -1
4. Development of Staff Competence LevelsMeasures changes in employees’ competence capital, e.g., through completed learning modules or certificates.+1 / ±0 / -1
5. Number of Innovations (new products/services)How many new product or service innovations has the company developed after the training? This measures how learning impacts product development and competitiveness.+1 / ±0 / -1
6. Financial StabilityThe company’s ability to maintain a healthy financial condition that allows investments, growth, and risk management. Includes, e.g., adequate cash flow, profitability, and access to capital.+1 / ±0 / -1
7. Customer Relationships and Market PositionStrong and long-term customer relationships and a good market reputation are vital for survival. They help the company maintain and grow its market share.+1 / ±0 / -1
8. Employee CommitmentHow committed are employees to continuous learning and the opportunities it provides? This can be measured, for example, through surveys.+1 / ±0 / -1
9. Employee Well-being and EnduranceMeasures perceived employee well-being and endurance before and after learning interventions. Can use well-being surveys. Also measures psychological safety, i.e., whether employees feel safe and free to express themselves.+1 / ±0 / -1
10. Diversification of CompetenceMeasures how the learning program has increased employees’ multi-competence and ability to perform in various tasks.+1 / ±0 / -1
11. AdaptabilityHow well has the company been able to adapt to changes in export markets (e.g., regulatory changes, economic shifts)? This shows learning’s impact on strategic flexibility.+1 / ±0 / -1
12. Recovery from DisruptionsMeasures how quickly the company recovers from, e.g., supply chain disruptions, market fluctuations, or sudden employee absences. Good internal communication improves responsiveness. Can be measured through document availability and activity of internal communication channels.+1 / ±0 / -1
13. Improved Risk Management CapabilityHas continuous learning improved the company’s ability to identify and manage risks? Can be measured by the number and quality of risk analyses.+1 / ±0 / -1
14. Ability to Utilize NetworksMeasures whether learning programs have improved the company’s ability to use its networks (partners, suppliers, customers) in managing disruptions.+1 / ±0 / -1
15. Strategic Planning and Decision-MakingMeasures whether the company’s decision-making processes and ability to make long-term strategic choices have improved.+1 / ±0 / -1
16. ESG (Environment, Social Responsibility, and Good Governance)Environmental: reducing the company’s carbon footprint and energy efficiency. Social: corporate social responsibility via staff participation. Governance: transparency and management quality.+1 / ±0 / -1