Ongoing improvement in enterprise performance requires learning at the individual, department, and organizational level. Although we traditionally invest in these areas, how well is that investment paying off? Have enterprises been able to track and plan for upcoming learning needs, make that learning happen, preserve it and make it accessible? Have they been able to measure the impact on individuals by groups and departments over the organization as a whole? Has enterprise learning changed over the years? If it is changing, what will it be like in the future?