“Analytics” vs. real insights: How adaptive learning transforms compliance training

Carly Chasin, Director of Compliance Insights and Strategy

In this article, Carly covers

Not all analytics are created equal
How adaptive learning works
Garbage in, Garbage out
Learning Pool's adaptive learning advantage
Bottom line

Analytics has become a buzzword in compliance—a term often overused but essential for teams aiming to evolve their programs by leveraging data. Compliance training, as one of the most substantial touchpoints organizations have with employees, holds untapped potential for meaningful insights. Unfortunately, much of the “data” from traditional training platforms, such as completions and quiz scores, falls short of providing the depth compliance teams need in today’s regulatory environment.

To truly measure program effectiveness—and align with evolving DOJ guidance—behavioral data is essential. The DOJ emphasizes this by referencing “effective,” “effectively,”, and “effectiveness” 58 times in its September 2024 version of the Evaluation of Corporate Compliance Programs. This focus is echoed by regulators and enforcement agencies worldwide, who are increasingly challenging companies to demonstrate how they measure the real impact of their compliance programs. For compliance teams, this raises a critical question: How do you know if your training is truly influencing behavior?

Not all analytics are created equal

While many training providers tout their analytics capabilities, the difference between traditional “quiz data” and adaptive behavioral insights is vast. Let’s break it down:

Quiz question “analytics”	Adaptive behavioral insight
What it is: Static quiz outputs where all learners receive the same questions.	What it is: A dynamic platform that adjusts scenarios in real time based on each learner’s demonstrated proficiency.
What it shows: How many attempts it took to get the question right—often through guessing.	What it shows: Behavioral data that reveals how learners make decisions within realistic, job-specific scenarios.
Bias: High—questions are theoretical and offer no remediation for incorrect answers.	Bias: Low—realistic simulations—with challenging wrong answers—require application, not guesswork.
Statistical Validity: Low—questions and answer choices don’t change; learners guess through elimination.	Statistical Validity: High—alternate scenarios ensure learners demonstrate proficiency before progressing.
Proficiency Building: Low—learners can brute-force their way through the course.	Proficiency Building: High—coaching builds proficiency, making the learning journey transparent and meaningful.
Actionability: Low—limited insight to address risk areas or tailor remediation.	Actionability: High—provides actionable insights to identify risk hotspots and target further guidance.
Coaching and Feedback: Generic feedback (e.g., “That’s correct!” or “Sorry, that’s incorrect. Try again.”)	Coaching and Feedback: Tailored feedback that clearly explains why an answer is correct or incorrect, reinforcing the desired behaviors and outcomes.

As you can see, quiz data doesn’t go far enough. It provides surface-level information, while adaptive learning offers behavioral insights that empower compliance teams to address knowledge gaps, track progress, and target high-risk areas.

How adaptive learning works

To extract the best data, you need to deploy the best training. Adaptive learning dynamically adjusts in real-time to each learner’s proficiency, offering a personalized experience:

Learners navigate situational simulations that mirror real gray-area workplace scenarios.
The course adapts based on correct and incorrect responses, increasing or decreasing difficulty.
All learners receive immediate feedback and, if a learner answers incorrectly, they receive remediative coaching and an alternate scenario to demonstrate proficiency before moving on.

This tailored approach ensures that Learner A and Learner B have different journeys, each tailored to their individual knowledge. Experienced employees may complete training up to 50% faster, while others benefit from additional coaching that helps them master key concepts.

Unlike branching technology, which adjusts content based on demographics (e.g., role, location), adaptive learning responds dynamically to individual performance—providing deeper insights into decision-making and areas of risk.

Garbage in, Garbage out

Your analytics are only as good as the data they’re based on. Traditional quiz-based training forces all learners into a one-size-fits-all approach. Learners guess their way through content, often selecting the correct answer through elimination rather than understanding. The result? Inflated completion data and superficial insights.

Adaptive learning, on the other hand, produces meaningful data that compliance teams can act on:

True personalization: Learners engage with content tailored to their performance.
Continuous optimization: Proficiency is assessed and remediated in real time.
Actionable insights: Behavioral data identifies knowledge gaps, predicts risks, and informs continuous program improvement.

Learning Pool’s adaptive learning advantage

At Learning Pool, we combine proprietary adaptive learning technology with flexible customization options to create tailored, dynamic training experiences. Our Behavioral Insights reports provide deep analysis of how learners apply knowledge in realistic scenarios—giving you the tools to make data-driven decisions and strengthen your compliance culture.

Bottom line

If you’re satisfied with static training that counts completions, traditional quiz data may suffice. But if you’re ready for transformational compliance training—training that generates meaningful behavioral insights and measurable impact—ask the hard questions:

Is the data actionable?
Is the training dynamic and personalized?
Does it coach employees to proficiency?

Compliance programs evolve when training evolves. Adaptive learning is the key to ensuring your program doesn’t just check the box but drives real, measurable change.