Case Studies
#1 Leadership vision and commitment drive learning.
Tim Reedy, President and CEO of ConferencePlus, believes lifelong learning is crucial, instilling in his management team a strong belief that ownership is transferred through knowledge. He started a number of programs including “Lunch and Learns” and “All Hands Calls” that provides employees ongoing learning opportunities that positively affected employees’ self-confidence and the company’s retention rate.
#2 Employee learning is aligned with business goals.
Priding itself on setting the innovation agenda for its clients, IBM wants their employees to become innovators in their daily roles so that they, in turn, could be a resource for their clients. The company incorporated their innovation theme into each employee's annual business commitments, allowing employees to identify their objectives and development needs for the year.
#3 Learning and development functions are strategically positioned within senior management.
US Cellular created a Vice President of Organizational Learning and Chief Teaching Officer to lead the design and execution of company-wide learning and development strategies. The addition of this position ensures that associates and leaders at all levels receive the training, education and development needed to deliver the ideal customer experience and build a culture of sustainable excellence.
#4 Leadership development is emphasized at all levels of the organization.
GE Commercial Finance sought to foster a growth environment for future leaders with a leadership program combining job rotations by assignment, leadership interaction and unique training opportunities. Employees at every level—from administrative assistants up through senior leadership—gain a broader overview of the company while quickly developing core professional skills and experience.
#5 Firm is committed to expanding knowledge beyond job-related or technical skills.
Northwestern Memorial Hospital's goal was to meet current and future skill shortages by developing current employees for future healthcare and leadership positions. The program targets non-exempt support personnel to prepare them for advancement opportunities. Strategies include "School at Work" programs, career planning tips and college counseling to guide them through educational prerequisites.
#6 Informal learning opportunities are structured at the workplace.
Diamond Management & Technology Consultants wanted to reinforce formal learning with informal initiatives. It developed online forums for self-directed learning and peer learning communities and a variety of educational programs including "Corporate Citizenship," which provides leadership training through volunteer opportunities outside the office. Diamond also developed a Knowledge Center staffed and available to employees 24/7.
#7 Technology is used strategically to meet learning objectives.
Deloitte & Touche effectively uses e-learning by offering 6,000+ online courses available on Deloitte's Learning Center Web site. Courses use a "blended approach" (shown to maximize retention rates for complex subjects) that combines an e-learning course with a traditional instructor-led course. This application-based learning integrates the concept of business into training so employees can immediately apply what they've learned.
#8 Alliances with educational institutions are central to learning strategy.
Advocate, a Chicago healthcare provider, created numerous partnerships with local community colleges and universities to develop collaborative educational programs (including degree- and certificate-bearing programs). Advocate also participates in the DuPage Health Care Leadership Group which brings together healthcare providers and educational institutions to discuss critical learning needs in the healthcare industry.
#9 Assessment of impact is emphasized.
Accenture wanted to measure the value and analyze the return on investment (ROI) of its training programs. The company partnered with statistics professors from the University of Chicago to follow and analyze employees engaged in company training. Not only did the study show training positively impacts employee performance, retention & recruitment, the ROI analysis showed Accenture receives a 353% return on learning investments.
