Learning Innovation

Relationship Reading

Most corporate training is long, forgettable and disconnected from real work.

Learning innovation means designing experiences, not just training.

By using behavioral science, microlearning, interactive content and real-world application, organizations can create engaging, practical and retention-boosting learning strategies that drive behavior change.

A few ways to incorporate Learning Innovation into Change Management:

Make it experiential. Instead of passive slideshows, use hands-on, scenario-based learning where employees actively engage in the change.
Break it into bite-sized learning. Microlearning—short, focused lessons—keeps attention high and makes it easier to retain information over time.
Use spaced repetition. People forget most of what they learn within days. Reinforce key concepts over time with follow-ups, nudges and real-world application.
Leverage storytelling. Instead of dry policy updates, use stories and case studies that show employees how the change plays out in real situations.
Meet employees where they are. Offer training in multiple formats (videos, podcasts, mobile-friendly content) so employees can engage when and how it works for them.
Use social learning. People learn best from each other. Encourage peer-to-peer learning, mentorship and discussion-based training.

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Make It Stick

Rethinking Workplace Learning

People don’t remember training. They remember experiences.

Case Study

Innovating Workplace Learning to Drive Engagement

Problem

Traditional corporate training at a large healthcare provider often followed a static, memo-heavy approach, where employees were given long, text-heavy documents to learn about upcoming system changes. This approach wasn’t effective. Employees either ignored the training materials or struggled to retain key information.

With the rollout of a new employee benefits and HR system, leadership needed an approach that would actually engage employees and help them learn in a way that felt relevant.

Solution

Instead of relying on traditional training methods, the team introduced a multi-modal, interactive learning strategy:

Digital campaigns with peer testimonials. Rather than just sending out emails, they ran a digital communication campaign featuring real employee testimonials about how the new system improved their experience.
Sandbox testing for hands-on learning. Employees were invited to test out the new system in a safe, guided environment, allowing them to explore features before they had to use them in real scenarios.
Gamified learning and micro-wins. Instead of just giving employees instructions, they created interactive guides where employees received small prompts and feedback as they learned key tasks.

Result

Increased engagement. Employees were far more likely to read, watch, or interact with training materials because they felt personally relevant.
Faster adoption. Employees who participated in sandbox testing felt confident using the system at go-live, reducing support tickets and frustration.
Higher retention of key information. By making learning experiential rather than passive, employees retained information more effectively.

Key Takeaways

Traditional training (memos and long PDFs) is ineffective. Employees learn best when information is engaging, interactive, and bite-sized.
People trust their peers over corporate training. Peer testimonials and real-world stories make learning more relevant and personal.
Hands-on learning (sandbox testing) builds confidence. Giving employees a risk-free space to experiment lowers resistance to change.

yearly Transit Reading

— OUR CORE BELIEF —

Change doesn’t have to be overwhelming.
It doesn’t have to create resistance, burnout or fear.
Done right—by winning the hearts and minds of employees—change can be an opportunity.
A story worth telling.
A transformation that lasts.