Learning Strategy

Leverage our in-the-trenches experiences to level-up your internal learning and development offerings.

“Insider” Help for Your L&D Team

L&D has changed in the past few years – your role has expanded and you’re being asked to deliver more. Workforce transformations. Employee engagement. Onboard new hires more efficiently. Up-skilling and re-skilling tech teams for bleeding-edge technologies. And of course – you need to deliver more for less.

With over 50+ years of combined corporate learning and development, our team of L&D pros are “insiders” who can support your expanded role.

Here are few examples where we’ve helped out:

Design, development and delivery of a blended learning journey that empowered 4,500 global R&D employees to adopt artificial intelligence and machine learning
Creation of an in-house alternative to an industry-respected certification program. Proprietary certification was deployed to over 450 global R&D employees and satisfied multinational compliance and regulatory requirements, including GDPR.
Authored self-paced learning library focused on increasing the competency of internal technical end-users.
Collaborated on the development of a road-map, budget, strategy and infrastructure recommendations with a ‘well-known’ emerging tech company desiring to build an internal ‘Tech L&D’ team from scratch.

Don’t Take Our Word For It. Our Client Stories Speak For Themselves

These examples of successful, contextual learning experiences offer a glimpse of what we can do for your organization.

Develop End-User Training for an Organization’s Software

The Challenge:

A biosciences software company needs to create products for lab technicians, chemists, and manufacturing personnel in the pharmaceutical manufacturing industry. Its products are critical to ensure optimal manufacturing processes, so end user adoption is required. The client’s existing training wasn’t meeting its goals. It needed refreshed, updated training content to increase knowledge retention and on-the-job performance.

The Solution:

Split long training modules into shorter, task-based topics, allowing the program to align to certification roles. Update conceptual content to add movement along with engaging graphics to make the learning more interesting for users. Also, update software screen captures to reflect new features and functions, and ensure the content matched the current version. With this new set of training materials, the company was able to substantially increase its software price and drive revenues.

Empower Employees with On-Demand Learning

The Challenge:

A global information management company identified a need to train its front-line support engineers in basic networking concepts. The goal was to ensure all newly hired engineers had the same level of knowledge and were troubleshooting client issues the same way. In addition, the company recognized that each employee had a different experience level and wanted to acknowledge those skills with a program customized for every learner.

The Solution:

Create a learning program that included pre- and post-training assessments and short, targeted e-learning modules. The project started with an assessment to understand where support engineers’ knowledge gaps were and what information was most needed. Use this information to create a multi-module program that described a variety of networking concepts. Pre-training assessments allowed learners to test their knowledge before reviewing the e-learning modules. Those with a sufficient level of knowledge could move on to the next module. Those who needed more training were instructed to go through the appropriate e-learning topics. Post-training assessments tested knowledge transfer, allowing the organization to see how well new engineers absorbed and could apply the information on the job.

Train to Ensure Compliance with New Systems, Processes, or Product Support

The Challenge:

A financial services client invested in Agile software to support its software development process. The software was designed and configured to support milestones and allow for better reporting on work in process and any backlog. However, managers realized their teams were only using the software sporadically, and in many cases, they were not filling in the information correctly. The company wanted to provide training that would teach every team member how to use the software consistently. In addition, they wanted modules that team members could access as needed for refresher training.

The Solution:

Develop a series of short, task-based software tutorials to show team members where they were supposed to click and what they were supposed to enter in each field. The videos featured live screen captures so that viewers could see all the steps in action. On-screen prompts underscored important pieces of information.

Let Us Create Your New Program

Want to learn more? Contact DevelopIntelligence to find out how our ‘insiders’ can support your expanded role and responsibilities.

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Sample Success Story

Objective

Increase ‘intelligence’ of platform

Obstacle

No experience with AI

DI Solution

ML Academy

Outcome

#1 CRM platform

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DevelopIntelligence leads technical and software development learning programs for Fortune 500 companies. We provide learning solutions for hundreds of thousands of engineers for over 250 global brands.