Every organisation wants to make the right decisions, decisions that lead to real impact... But how do we know what is working? And how do we adapt when things do not go as planned?

Most organisations collect immense amounts of data from projects and programmes through monitoring mechanisms and processes. This data is then used for reporting, fundraising, facilitating dialogue between partners, and learning. However, having the data is not enough without a structured way to organise and learn from it. Key insights from monitoring data can get lost if there are no processes in place to ensure it is used.

This is where learning agendas come in. More than just a tool, a learning agenda helps organisations ask the right questions, challenge assumptions, and continuously improve based on monitoring data. It turns information into actionable learning so that organisations do not just track progress but understand, adapt, and evolve.

So, what exactly is a learning agenda, and how can you design one that makes a real difference? Let’s dive in.

What is a learning agenda and why is it so valuable?

A learning agenda is a structured approach that helps organisations identify key questions, plan activities, and generate insights that lead to smarter decision-making. Instead of just measuring outputs, it helps organisations learn from their work and refine their strategies accordingly.

A learning agenda usually includes:

  • Key learning questions – What gaps in knowledge or practice need to be addressed?
  • Planned learning activities – What studies, evaluations, or peer exchanges will help generate insights?
  • Products and outputs – How will findings be captured and shared (e.g., reports, case studies, internal discussions)?

By structuring learning in this way, organisations ensure they are not just collecting data but actually using it to drive better outcomes.

Why use a learning agenda?

A learning agenda helps organisations:

  • Identify inefficiencies or knowledge gaps that may be affecting results.
  • Make informed decisions when existing data is insufficient.
  • Develop a strategic learning plan to guide future action.

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More importantly, learning agendas make organisations more agile and adaptive. Instead of waiting until the end of a project to reflect on what worked, they enable real-time course corrections based on fresh insights.

How learning agendas work in practice

Linking learning agendas to theory of change

Many organisations create a theory of change (ToC) to map out how they expect change to happen. However, these ToCs are often built on assumptions, and without regular testing of these assumptions, they can become outdated.

A learning agenda can therefore help organisations:

  • Check whether their ToC assumptions hold true over time.
  • Identify challenges and unexpected barriers.
  • Refine strategies based on new insights rather than sticking rigidly to initial plans.

Example: Applying a learning agenda in fundraising capacity-building

Let’s take a real-world scenario. Imagine a programme that trains civil society organisations (CSOs) on fundraising strategies to diversify their funding. After a few months, the facilitators notice something troubling: despite the training, many organisations are still struggling to secure new donors.

A learning agenda could help answer key questions, such as:

  • Are CSOs struggling with specific fundraising methods (e.g., grant writing, corporate partnerships)? If so, why?
  • What feedback have they received from unsuccessful proposals, and how have they incorporated it?
  • Are there external barriers (e.g., donor priorities, organisational capacity) preventing success?
  • Would additional mentorship, peer learning, or follow-up coaching help improve outcomes?

By structuring learning workshops around these questions, programme facilitators can:

  • Gather qualitative insights from CSOs.
  • Adjust the training curriculum to address specific gaps.
  • Develop additional support mechanisms to increase long-term impact.

Instead of just counting how many organisations completed the training, the programme focuses on why some organisations still struggle and what can be done to support them better. This shift from static evaluation to dynamic learning is what makes a learning agenda so powerful.

Beyond projects: Learning agendas and organisational learning

The benefits of learning agendas extend beyond individual projects. When embedded into the organisation as a whole, they help teams continuously improve their systems, strategies, and approaches. This means learning across different levels of the organisation, thematic areas, systems, and strategic approaches.

  • Different levels: Project officers, managers, and the senior leadership team
  • Systems: M&E systems, financial reporting systems, Learning Management System, and HR systems
  • Strategic approach: Multi-annual planning and strategic visioning

Addressing these aspects ensures that the learning agenda is actionable and can be applied in practice. See the diagram below for the steps that need to be taken to create actionable learning agendas.

Our perspective: Using learning agendas to drive real impact

At MDF, we believe that learning should never be passive. It should be active, structured, and purpose-driven. That’s why we help organisations embed learning agendas that move beyond simple data collection and foster true strategic learning.

A key insight? The best organisations don’t just measure results; they learn from them. A well-designed learning agenda ensures that organisations don’t just track progress but also understand, adapt, and evolve.

By focusing on the right questions, structured learning, and actionable insights, learning agendas become a powerful tool for continuous improvement and strategic impact.

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Want to build stronger learning systems and make data-driven decisions?

‍Join our Monitoring, Evaluation and Learning course, where we guide you through practical strategies to design effective learning agendas, enhance decision-making, and create a culture of continuous learning. Led by experienced MDF trainers, this training equips you with the tools to turn insights into impact.

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