Training Engagement Case Studies

Not all soft skills training is created equal. A few months ago, I was working with a group of managers from a large manufacturing company. They had been through plenty of training programs before- the kind where you take notes and then go right back to doing things the old way. When I walked into the room, I could see it in their faces: Let’s see if this is any different. So instead of starting with slides or theory, I took them straight into a live simulation: - A crisis scenario that could actually happen in their business. - Conflicting priorities, tough personalities, and limited time to decide. - Every move they made in real time had visible consequences. To begin with, I saw a lot of resistance in experimentation, voices which were not too loud and over powering were ignored leading to loss of critical information- the room was tense. People hesitated. Some stuck to their usual patterns. But as it got deeper, they started communicating much more effectively, this led to them collaborating, noticing blind spots, and eventually testing new ways to lead. By the end, they weren’t asking- Will this work? They said that they wanted to cascade it to their teams. Weeks later, I got an email from one of the managers. He told me he used the exact process from our simulation to navigate a real customer crisis and not only avoided a major fallout, but actually strengthened the client relationship through this crisis. That’s the difference between training that’s forgotten by the time you’re back at your desk, and training that rewires how you think, act, and lead. The secret? Immersion. When participants practice real scenarios, solve actual challenges, and see the impact of their decisions in the room, learning sticks. Priya Arora #immersivelearning #trainingdesign #employeeengagement #learningthatsticks #corporatelearning #leadershipdevelopment #upskilling #skillbuilding #workplacetraining #experientiallearning #Learningdeisgn #corporatetrainer #softskillstrainer #simulation #experintialtraining

We count on training to help prevent serious injuries and fatalities (SIFs). But when it comes to how that training is delivered, what actually works? The latest Construction Safety Research Alliance study put different delivery methods to the test. The team compared five formats: pre-recorded video, traditional lecture, interactive lecture, flipped classroom, and interactive lecture with hands-on activities. They evaluated each based on two outcomes: engagement (generating interest in SIF prevention) and skill (the ability to recognize high-energy hazards). The engagement results aligned with expectations: more interactive formats led to greater learner engagement. When it came to building skill, the results defied assumptions. The most effective formats landed at opposite ends of the spectrum. Low-cost video training and high-cost, hands-on instruction both produced the strongest skill gains. Traditional lecture methods, often seen as the default, was the least effective. The conclusion: If the goal is skill alone, video may offer the best value. But if you’re aiming for both engagement and skill, it may be worth investing in the most interactive approach. Kudos to the team, the PIs Siddharth Bhandari and Logan A. Perry, Ph.D. and our stellar PhD student, Roya Raeisinafchi. This study exemplifies rigorous design, disciplined experimentation, and a willingness to follow the evidence even when the results challenge assumptions. The paper is linked below and, as with all CSRA work, free to access. Please help us share the work and let us know what you think! https://lnkd.in/eWFZ9Pud

L&D leaders face an impossible choice: speed, scale, or engagement. Pick two. Two global L&D executives just proved that's a false choice. BACKGROUND Lisa Sims, Executive Director of Learning & Strategy Operations at Novartis, accomplished something that would make most L&D leaders quit: double training volume while maintaining quality across 35,000 global learners. Her "crazy" solution? Deliver training via text messages. Sales leaders called it "intrusive." But Lisa ran the pilot anyway. The results broke every assumption about corporate learning: - 150+ programs delivered to 35,000 learners in 6 months (doubling prior year volume) - 80%+ engagement rates vs. industry average of 8% - Survey response rates jumped from 10% to "robust data" overnight - Course creation time: hours instead of 6-week cycles "People check their LMS once every six weeks," "But they check Teams and text messages every six minutes." - Michael Ioffe Greg Draos, Sr. Director Learner Experience at Moderna saw a similar pattern.  At Moderna, speed is the norm. For him, using tools like Arist isn't just an advantage; it's a necessity to keep up with the pace of the business. His team now builds entire courses in hours using AI, then delivers them directly in Microsoft Teams where employees already live. TAKEAWAY Both discovered something revolutionary: when you meet learners in their flow of work instead of pulling them out of it, engagement doesn't compete with speed and scale. It amplifies them. These leaders are proving the "impossible triangle" was just bad assumptions about where learning should happen. Welcome to flow-state learning. The old model: Build courses and hope people find time. The new model: Meet people where they already are. Want to see how teams like Lisa and Greg’s are hitting 80%+ engagement rates? See the full video in the comments

Over the past 10 years, I've seen the full spectrum of attempts to make corporate training "more engaging" - from points to virtual reality. Gamification can be a powerful tool when used thoughtfully, but it's just 1 piece of engagement. True engagement in learning & development is an INDEX: 1. Relevance to role and career goals 2. Alignment with company mission and values 3. Quality and depth of content 4. Opportunities for practical application 5. Peer and leadership support A quick case study. We worked with a multi-unit restaurant group in TX that switched from a gamified learning app. Initial participation spiked, but long-term behavior change and skill development were minimal. Opus provided them a new approach, integrating gamification elements into a more 360 degree plan. - Implementing a coaching program alongside digital - Creating "feedback opportunities" for peer support and collaboration - Applying new training and skills dev to company initiatives The result? 80% ongoing engagement for the past 12 months. At Opus, our approach leverages the best aspects of gamification - like immediate feedback and a sense of progress - while addressing deeper motivational factors. Here's where I want your thoughts: How does your organization measure the impact of training beyond completion rates?

Most people reviewing your portfolio won’t connect the dots for you— You have to spell it out. If you want your portfolio to stand out, don’t just show what you built: Show why you built it and how it solved a problem. This is where case studies come in. Short, focused write-ups that connect the project to a clear business goal and ROI. Think of it as answering three simple questions: - What was the problem? - What did you design? - What changed because of it? Here’s an example of a strong case study blurb: [Problem] High turnover among new hires in customer support. [Solution] Created a 20-minute eLearning module with realistic onboarding scenarios that mirror actual customer interactions, plus a printable quick-start job aid to reinforce key steps on the floor. [Result] Reduced early turnover by 18% over three months. Another example: [Problem] Sales reps struggling to close with hesitant leads. [Solution] Developed a mobile-friendly microlearning series with short, scenario-based practice activities that walk reps through real objection-handling conversations, complete with instant feedback. [Result] 12% increase in closed deals within the first quarter of rollout. Keep your case studies short and sweet—just enough to prove your training has impact. Because when clients see you’re focused on business results, they stop seeing you as just a designer, and start seeing you as a partner in performance. ----------------------- ♻️ Repost and share if you found this post helpful. 🤝 Reach out if you're looking for a high-quality learning solution designed to change the behavior of the learner to meet the needs of your organization. #InstructionalDesign #IDPortfolio #CaseStudy #LearningAndDevelopment #AspiringInstructionalDesigner #TransitioningTeacher

I watched footage of retail employees panicking mid-shift and knew immediately that standard training had failed them completely. At a major retail client, L&D professionals relayed the challenges employees face during tense customer interactions, like handling aggressive returns and policy disputes. Without the right tools, staff improvised under pressure, resulting in frustrated customers and internal burnout. The training was clearly missing something critical: real-world application. So, we created video-based microlearning, capturing these exact situations. Employees practiced repeatable phrases and calm responses to de-escalate conflicts. Within weeks, the security footage began telling a new story. Employees calmly managed tough moments, supported by coworkers trained to step in at critical points. Customer complaints dropped significantly, and internal feedback showed reduced stress and improved confidence. The success came from simplicity. Employees got practical skills and language they genuinely needed during high-pressure interactions. Have you ever watched your training visibly fail in a critical moment? What worked when you fixed it?

Cut Training Costs by 70%. AI Avatars for Scalable Impact. Large-scale partner training, especially in regulated environments, often struggles with consistency and cost. Traditional methods are slow and fail to engage modern learners. The Endeavor Report showcases how the State of New Mexico MVD revolutionized its approach. Facing inconsistent knowledge across 300+ business partners and costly manual training, they sought a modern solution. Their answer: an AI-powered, video-based training system featuring avatars and automated multilingual support. This dramatically increased training efficiency and accessibility for non-English speakers. The outcome? A nearly 70% reduction in training costs. Learners overwhelmingly preferred video, and the model proved scalable for other government entities, even yielding unexpected benefits for call center operations. This is just one of many practical, evidence-based applications found within The Endeavor Report. Explore all 8 case studies and download your free copy here: https://lnkd.in/eD52xZ5P #AppliedAI #TheEndeavorReport #GovernmentTech

What if training felt as easy as watching a TikTok? It can. Just ask Temco Logistics. For frontline workers, time is everything. If training takes too long, requires too many steps, or isn’t relevant - guess what happens? They don’t engage. Temco Logistics knew this problem all too well. Their delivery teams needed quick, engaging, and accessible training, but traditional learning methods weren’t cutting it. So they tried something different. With eduMe, they turned training into bite-sized, social-media-style lessons that were: ✅ Short, engaging and meme-driven - built for how people actually consume content today ✅ User-generated - getting drivers and technicians involved in the creation process ✅ Instantly accessible - just a QR code scan away (This video is just one example of their unique content style - spot the eduMe swag 🧢) The result? 💥 A 300% increase in training engagement. ⚡️ Faster onboarding and upskilling across their workforce. 📈 Higher knowledge retention—because employees actually paid attention. The best training program isn’t the one with the most content. It’s the one that meets workers where they are and speaks their language. Let me know if you’d like to read the full case study - I’ll drop the link in the comments 👇

𝗗𝗧𝗦𝘁𝗼𝗿𝗶𝗲𝘀 – 𝗘𝗻𝗵𝗮𝗻𝗰𝗶𝗻𝗴 𝗨𝘀𝗲𝗿 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 & 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗳𝗼𝗿 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗔𝗱𝗼𝗽𝘁𝗶𝗼𝗻 Technology alone doesn’t drive Digital Transformation; it is a combination of People/Culture, Process, Technology, and Data. Effective user support and training ensure its success. Many organizations invest in new tools but struggle with adoption because employees lack the necessary guidance and training to maximize value. In the article, you’ll read a case study that explores how a company strengthened internal customer support and training programs to improve digital adoption, increase productivity, and maximize ROI on technology investments. A well-structured user support and training strategy is critical for digital transformation success. Investing in accessible training, proactive support, and continuous feedback mechanisms ensures that employees can fully leverage technology to drive business growth. How does your organization support employees in adopting new digital tools? With Digital Transformation Strategist, let’s discuss strategies to strengthen training and maximize the value of technology investments. #digitaltransformation #strategy #usersupport #training #digitaladoption