Learning in Practice Awards 2016
Recognizes vendors that have rolled out an innovative learning technology for a client such as machine learning, artificial intelligence, apps, video, social collaboration toolsor games and simulations.
Intrepid Learning, Inc. 
Century-old consumer brand organization, Newell Brands, underwent a major transformation when Michael Polk became CEO in 2011. The company moved from multiple business segments that manage multiple brands to one singular Newell that managed them. This major structural change unified the company, which developed a single business strategy across all brands: the Growth Game Plan.
An integral part of GGP was developing the team for maturation. The executive leadership team started by training a select group of 250 VPs and directors but wanted to cascade the same type of learning across all levels. Phase two of the “Leading Big Cascade” addressed 800 senior managers and was delivered via Intrepid Learning’s blended learning platform. Finally, phase three concentrated on the company’s remaining 9,000 employees.
Intrepid Learning’s platform — called the Growing Newell Hub — used both Harvard Business Publishing content and Newell custom content to teach people how to better execute the GGP. The program takes eight weeks for each employee to complete.
The goal was to equip leaders to lead change by serving as teachers and mentors and to equip employees with the skills to support the GGP in their unique roles. The learning material spanned included webinars, discussion forums, peer reviews and real-world assignments, and learners could register for courses that fit their schedule. Further, the Harvard Business learning material was presented in a way that connected specifically to Newell.
The Growing Newell Hub got a score of 4.84 out of 5 for delivery and user interaction, and 4.81 out of 5 employees found it an effective way to learn.
—Andie Burjek
Abilitie & Peak Seven Consulting
Cochlear, a global company that produces hearing-implant technology, needed to strengthen its leadership team. First, it worked with Peak Seven Consulting and then with Abilitie, a leadership-development simulations company, to complete the three-pronged partnership that produced its LEAP program, Leadership Excellence in Agility & Performance.
LEAP was designed to develop a more agile, collaborative and innovative skill set in leaders. For example, Abilitie’s Management Challenge was used to simulate complex management situations for leaders to respond to, and this allowed them to test out different leadership styles to determine which was most effective. Similarly, the Business Challenge simulation allowed leaders to develop business acumen and strategic thinking.
Participants responded positively to LEAP, with comments like, “Allows you to make decisions you normally would not” and “Very insightful with combining business challenges and coaching role play.” Leaders have used their newly developed skills to create real business impact, and LEAP attendee retention rates have improved.
—Andie Burjek
Degreed Inc.
Using learning platform Degreed, MasterCard launched its Unified Communications Program. The financial services company was able to make learning quicker than ever before, and all 10,000 employees can now access learning material on a single platform, saving time and money for the learning and development function and promoting learning empowerment for employees.
—Andie Burjek
