3x3x3 Method: the perfect formula to boost your employees’ learning

The 3x3x3 Method is an intentional learning programme developed by McKinsey & Company to turn the desire for professional growth into real, measurable competencies. It is based on a simple principle: setting 3 development objectives to be worked on over 3 months, with the support of 3 key people.

For L&D teams and training managers, this method provides a structured framework for activating continuous learning without requiring large budgets or complex infrastructure. According to LinkedIn Learning’s Workplace Learning Report 2024, 94% of employees say they would stay longer at a company that invests in their professional development — the 3x3x3 is one of the most direct ways to make that tangible.

What is the 3x3x3 Method?

The 3x3x3 Method was published by McKinsey & Company as a practical approach to applying intentional learning in professional settings. People have an innate need to keep learning, but without structure that motivation rarely translates into real development. This method channels that energy into a plan built around three clear pillars:

3 development objectives

The starting point is defining three specific learning goals for the quarter: a leadership course, a targeted technical training, the development of a particular soft skill. Limiting the plan to three objectives is deliberate — it forces prioritisation and avoids the trap of overambitious development plans that are never completed.

3-month timeframe

McKinsey identifies the quarter as the optimal time unit. It is short enough to maintain urgency and prevent procrastination, yet long enough to develop meaningful depth. It also aligns naturally with the quarterly planning cycles most organisations already follow.

3 companions

One of the main reasons individual learning plans fail is the lack of accountability. The 3x3x3 introduces three companions — a mentor, a manager, a colleague, or even someone outside the organisation — whose role is twofold: to support the learning process and to act as an anchor of commitment. Sharing goals with others significantly increases the likelihood of completing them.

Benefits of the 3x3x3 Method for organisations

Implementing the 3x3x3 brings advantages that go beyond the individual. For L&D and training teams, it provides a tool that connects learning to business objectives in a structured and measurable way.

It is measurable, concrete and evaluable

By setting specific goals within a closed timeframe, the 3x3x3 makes it possible to measure each person’s learning performance. L&D managers can track the quarterly percentage of objectives achieved and adjust training initiatives accordingly.

It makes the reward feel attainable

Setting short-to-medium-term goals makes objectives feel close in time, which drives motivation to complete them. One of the major pitfalls of long-term development plans is that the payoff feels too distant; the quarterly cycle resolves this from the outset.

It reduces learning drop-off

The three-companions framework introduces a social accountability system that counteracts abandonment. When employees know they will be checking in on their objectives with their manager or mentor, completion rates increase significantly. According to LinkedIn Learning, employees who learn with support complete training programmes at a rate 30% higher than those who do so alone.

It meets the need for continuous learning

Systematically setting quarterly learning goals satisfies people’s innate need to keep growing. For the organisation, this translates into stronger talent retention and teams that are better equipped to respond to an evolving labour market.

It drives team-wide professional growth

For organisations, the 3x3x3 quarterly cadence is the ideal mechanism for offering employees continuous improvement opportunities and countering the disengagement caused by professional stagnation. It has a positive impact on both individual development and the overall organisational climate.

Grupo AKRON is a strong example of how to integrate continuous learning as a strategic lever for upskilling and reskilling. With isEazy Skills, AKRON structured their teams’ skills development around a continuous learning model that allows each employee to progress at their own pace with clear objectives and content aligned to business needs. Discover how they did it →

How to roll out the 3x3x3 Method in your organisation

Implementing the 3x3x3 at scale requires more than just communicating the framework. Here are the key steps for L&D to integrate it effectively:

1. Define the available objectives framework. Before each employee selects their three goals, the L&D team should establish a catalogue of priority competencies for the organisation. This prevents objectives from becoming too scattered and ensures that individual learning also serves broader business goals.
2. Assign the three companions thoughtfully. Simply telling employees to “find three people” is not enough. The most effective approach is for one companion to be the direct manager (accountability), another to be a mentor or reference in the competency being developed (technical guidance), and the third to be a peer going through a similar process (peer motivation and learning).
3. Set a monthly check-in point. A 15–20 minute conversation each month between the employee and their companions is enough to maintain commitment. This can be done as an informal check-in or integrated into existing one-to-one meetings.
4. Measure at the end of the quarter. At the close of the three months, assess what percentage of objectives were achieved and which learnings had real impact on the job. Use that data to shape the next cycle. Learning by doing is reinforced when there is a systematic review of the process.
5. Iterate quarterly. When one cycle ends, start a new one. The power of the 3x3x3 lies in its iterative nature: each quarter is an opportunity to refine objectives, change companions if needed, and keep learning momentum going.

isEazy Skills and the 3x3x3 Method: continuous learning without limits

For the 3x3x3 Method to work at scale, employees need quick, autonomous access to learning content aligned with their quarterly objectives. This is where a platform like isEazy Skills makes the difference.

isEazy Skills is one of the most comprehensive continuous learning catalogues on the market, with over 540 courses covering soft and digital skills: leadership, productivity, creativity, communication, sustainability, emotional intelligence, and much more. Each employee can define their three quarterly objectives and find the exact courses they need in the catalogue, at their own pace and from any device.

The built-in analytics also allow L&D teams to track each person’s progress, identify learning patterns, and demonstrate training impact to senior leadership. Want to see how it fits your organisation? Request a free demo and find out.

Want to know which competencies will be most in demand in the years ahead? Find out in our article on the skills of the future.