Mission
Give instructional designers the role, the language, and the tools to lead learning strategy — not just execute it.
Across the field, senior instructional designers already do the work of a learning executive — scoping performance problems, advising stakeholders, measuring behavior change — without the title, the mandate, or the pay. ELG exists to close that gap.
The work takes three forms: the Micro-CLO framework that names and defines the role, the assessments that locate practitioners and organizations against it, and Orvinas — the platform that operationalizes the practice end to end.
Values
01
Practice before platform
Every framework, question, and feature comes from work done first-hand in real programs. Nothing ships that hasn't been practiced.
02
Behavior is the outcome
Learning that doesn't change what people do on the job is cost, not value. Measurement starts at behavior and works backward.
03
Name the role honestly
People can't be paid, promoted, or developed for work that has no name. Precise language about the Micro-CLO role is the product.
04
Show the instrument
Assessments publish their dimensions, scoring bands, and method. Practitioners deserve to see how they're being measured.
Evolve Learning Group LLC · Performance consulting · Registered in the State of Georgia, USA · hello@evolvelg.com
Start with the argument.
The white paper is the best introduction to how ELG thinks.