Category: Case Studies

Re-Thinking Onboarding, Global Investment Software Provider

Financial Services Industry Case Study

How does an organization make onboarding impactful?

Making onboarding an impactful—and engaging—task is a challenge. It’s vital that new employees are educated on important information that is key to their work, but they are often overwhelmed with the amount of information presented. If their job involves several complex accounting systems, the task becomes even more difficult. Our client, a global, leading producer of alternative investment software, worked with Clearpath to help solve this problem through the creation of digital onboarding training.

What was Clearpath’s solution?

After completing an analysis of existing onboarding resources, we developed a Clearpath Blueprint™, resulting in micro-videos that cover everything from the company’s history and mission to business-specific goals and innovations. The micro-videos leveraged AI to incorporate an avatar to act as the instructor and included embedded videos, text, and photos. The AI avatar provided a friendly, consistent presence to add cohesion to the training structure.

How will the program keep learners engaged?

Content was broken out into six modules. Learners move at their own pace to ensure their understanding of the material and to avoid being overwhelmed with information. An extra module covers the company’s products, with an explanatory video accompanying each. Learners pick and choose from products directly applicable to the work they are doing with the option to learn about additional products the company offers. All onboarding-related materials are in one easy-to-access location, but learners choose their own path. This idea has been very well received with learners commenting that they enjoyed the option to learn about different areas of the company.

What happens when something changes?

By using video tools with AI integration, such as Synthesia and Camtasia, content updates are made easy. Traditional video production is expensive and requires a large investment of time. Using AI-generated videos cuts costs and increases the speed with which videos can be revised. Even AI-generated narration can be quickly modified without the use of traditional editing methods. We know that no training is static, so it’s vital that our approach to training development takes continuous improvement into account.

How was the program adoption?

Our client established a multifaceted communications plan to announce the launch of the new training. Messaging was shared directly to employees via email, during all-hands meetings, and through a specially-created Slack channel. For the initial program adoption, all employees were automatically enrolled in the course, regardless of their tenure with the company. One learner shared that even though they’d been with the company for over four years they found the training very helpful.

What was the outcome?

The onboarding program was launched in late 2024, but feedback has already been very positive. Learners complete a post-training survey and are invited to leave comments with their feedback on each lesson within the modules. Survey responses show learners believe the training was a valuable use of their time, that they are better prepared to do their jobs, and that they would recommend it to others. Feedback shows that learners appreciate the shorter length of the lessons and noted that the training was well organized, focused, and comprehensive. 

What question does your business need to answer? 

Our client started with the question of how to create a more impactful onboarding program and worked with Clearpath to find the answer. What questions about onboarding have you been asking? Contact us to learn how we can help you ask the right questions and find the right answers.

Growth & Change Transformation Model, Multinational Supply Chain Technology Provider

Manufacturing/Supply Change Logistics Case Study

How does a company embrace organizational transformation in an ever-changing industry?

Our client, a global provider of logistics services and technology solutions, recognized the need to break down silos across several locations by shifting to a holistic operating model that would allow for better scaling of work. This included analyzing both the current organizational alignment and employee roles to streamline and provide clarity as the organization transitioned from a per-location team model to a per-function team model. 

What was Clearpath’s solution?

To best accomplish the desired change transformation, Clearpath worked with the client to develop an organizational initiative focused on continuous improvement called the Client Engagement program. The process started at the highest level, with Clearpath providing guidance on necessary operational changes and workstreams for the transition, then narrowed down into an in-depth analysis of skills and practical solutions for enabling employees. This involved defining team roles, implementing functional operations models, and deploying supporting mechanisms such as org design plans, change effectiveness strategies, and internal alignment efforts. To ensure success, these efforts were reinforced through customized education and training programs. A comprehensive curriculum architecture was developed to support all roles within the new structure. 

How was the program communicated?

The initiative included a comprehensive communication strategy. Regular project status meetings and progress tracking mechanisms guaranteed that achievements were celebrated, challenges were addressed promptly, and the transformation journey remained on track. The communication strategy also ensured that employees understood the rationale behind the changes and encouraged them to participate in shaping the future of the organization. 

What was the employee response?

The initiative utilized assessments and blueprints that highlighted learning needs and allowed employees to understand both the upcoming changes and why they were important. These efforts meant employees truly felt like they were a part of the change, not just on the receiving end of it. They also appreciated seeing how out of alignment certain processes were and how much tasks improved once they were fixed. The Client Engagement program received strongly positive feedback and became a model for learning and change adoption across the organization.

What organizational improvements occurred?

The integration of the initiative has helped the company both structurally and financially. By updating operating models, front line productivity has improved over baseline. Implementing a new help desk solution has improved customer response time by more than 100%. Most significantly, there has been an increase in revenue since 2022. This demonstrates how effective change management and process improvement benefits all elements of business operations.

What question does your business need to answer?

Our client recognized a need to change how they change. They understood that their growth and success would only remain sustainable if the organization could continuously adapt. What questions about change management have you been asking? Contact us to learn how we can help you ask the right questions and find the right answers.

Breathing New Life into Lifesaving Training, Global Humanitarian Non-Profit

Non-Profit Industry Case Study

How does an organization embed training without disruption to its workflow?

A global humanitarian nonprofit needed courses for volunteers, who make up 90% of the organization’s workforce. The courses had to include critical content covering a vast amount of information in an easily digestible format to quickly educate without overwhelming learners. This needed to be done while the client had unpredictable availability due to performing vital work responding to disasters.

What was Clearpath’s solution?

Clearpath worked as a partner to our client while an active disaster was unfolding. Our learning analysts and project managers worked on material development so the client could focus on the important work they do best. We used a sprint-based methodology combined with ADDIE to fast-track training development without sacrificing detail. We also offered logistical support, providing guidance on best practices for experiential learning.

How does the program keep learners engaged?

The new training was clear and contemporary. A Learn-Do-Grow model was parsed over a series of days, easing the burden of learning for a volunteer workforce. We built in those often-missing course cues and patterns that help learners categorize and communicate large amounts of information. Great attention was paid to the look and feel of the training so that it aligned directly with the client’s brand. Volunteers were reminded—visually and contextually—that they belonged to an organization that is a force for good.

What happens when something changes?

Just as the nature of our client’s work revolves around the unexpected, so does our approach to training. We’ve been providing on-demand custom design and development for our client for several years. As new needs arise, we build learning to accommodate.

How was the program adoption?

Working with our client’s development team, we were able to advise and assist in their adoption efforts. Leadership was not required to be involved in deployment, freeing them up to focus on the recovery work at hand. Volunteer learners appreciated having concise, clear, and comprehensive training—of the utmost importance for their safety and the efficiency of crisis management.

What was the outcome?

The project was well-received by both organization leadership and volunteers. Self-paced learning was particularly valued, given the time constraints volunteers often have. We continue to work with our client to apply similar methodologies to other learning programs, including innovative blended learning approaches and training solutions for scenarios where resources such as electricity are unavailable.

What question does your business need to answer?

Changing or expanding a learning and development program will impact an organization’s workflow. But that impact doesn’t have to be negative. We can work with you to streamline the process, take on the tasks you don’t have time for, and create a product that is valued at every level—from the top of leadership to the newest employees. What questions have you been asking about integrating L&D changes into your workflow? Contact us to learn how we can help you ask the right questions and find the right answers.

Strategic Program Design, Global Strategy, Technology, and Operations Firm

Professional Services Industry Case Study

How does a company create a strategy to spark enthusiasm in their apprentice program?

Our largest global client, a professional services firm, wanted a new learner journey for their apprentices built from a foundation of strategy. They were using traditional learning models, such as classroom-style instruction, and wanted to shift to a consistent, repeatable, and scalable year-long “learn and earn” program that included virtual options. The request within the request was for it to present and explore information with spirit and enthusiasm representative of this vibrant, valuable future workforce.

What was Clearpath’s solution?

Clearpath worked with our client to develop a playbook for what the apprentice program could look like, including suggesting methodology, identifying optimal skills for the role, and determining the best delivery approach. The goal was to create a solution that was flexible, modular, and aligned with existing global initiatives. We delivered an extensive curriculum architecture that addressed any existing gaps in skills/knowledge, reflected real-world applications, and took an iterative approach so that learning was continual over the course of the year. We also produced a detailed skills framework, by benchmarking current programming against the actual skills required in the roles where apprentices would be placed. 

What was the client’s response?

The client appreciated the level of detail the proposed strategy offered. They specifically mentioned that the plan addresses the need to create smoother transitions between months, provides a plug-and-play reusable skills-based training framework, and improves the apprentice experience.

How did this program align with organizational tenets?

Our client uses a lot of design thinking in their operations, with a focus on “how might we” questions. Our strategy offered a comprehensive solution answering “how might we” implement the apprentice program while reflecting design thinking tenets of human-centered design and iteration. We also modeled our framework on the four primary groups to which the apprentices would be assigned, aligning to their organizational structure.

What question does your business need to answer?

Our client knew the key to a new learner journey was strategy. Without a strong foundation, achieving learning and development goals is nearly impossible. How well-defined is your strategy for developing talent? Contact us to learn how we can help you ask the right questions and find the right answers.

Leadership Transformation, Multinational Auto Manufacturing Company

Manufacturing/Supply Change Logistics Case Study

How does a company enhance leadership skills during a pandemic and beyond?

Auto manufacturing is a large and complex industry, made even more logistically challenging during the pandemic. During this time, a major manufacturer saw the need for flexibility and resilience among leadership with a focus on experiential learning, emotional intelligence, and real-world application. To address this need, they developed several leadership training programs, beginning in 2019 and continuing to the present day. 

What was Clearpath’s solution?

Clearpath partnered with our client to develop leadership training programs that were designed specifically for the American manufacturing industry. The original program was developed for European employees and required Clearpath to adapt the messaging to better suit American audiences. A “train-the-trainer” model was used to onboard facilitators and to ensure consistency in program delivery. The program itself emphasized emotional intelligence development, with information on self-awareness, self-management, social awareness, and relationship management. 

Clearpath’s involvement was twofold. We designed a sustainable and effective virtual blended learning experience, featuring interactive elements like persona mapping, sharing of experiences, and real-world scenarios to ensure learning was both relatable and actionable. We also developed a program that was held in-person only in half-day sessions spread out over several weeks. This was to allow for immediate application of information learned and to avoid affecting productivity. 

How was the program communicated?

Before the programs launched, onboarding and introductory sessions were held to provide more detailed information about what the programs entailed. Leadership and HR teams also communicated the purpose and benefits of the programs and how they align with the organizational values and mission. The messaging reinforced the critical role of leadership in driving the company’s goals and the personal growth opportunities the programs offered. 

How were barriers to participation overcome?

Participation was encouraged through nominations, where managers or peers identified individuals with leadership potential or those who had shown interest in advancing their careers. This voluntary approach fostered intrinsic motivation, as those involved were genuinely interested in developing their leadership skills. Additionally, positive experiences from previous participants were shared, which led to wider interest and self-motivation to join the programs.

What was the employee response?

Demand for the leadership programs has, and continues to be, quite high. For the cohorts run in 2024, all were full with hundreds of employees on the wait list. Senior leaders actively endorsed the training by discussing its relevance to both individual career development and the company’s overall success.

What organizational improvements occurred?

Completion of the training has led to leaders being better equipped to handle interpersonal challenges, navigate conflict, and manage team dynamics. Leaders became more attuned to the needs of their teams, leading to more empathetic leadership and better communication. Participants learned to navigate complex production issues by applying principles from their leadership training, which helped in problem-solving on the production floor. The emphasis on emotional intelligence and feedback encouraged a culture of open communication, trust, and collaboration.

What question does your business need to answer?

Our client understood that leadership training is key to improving day-to-day operations as well as creating an environment of success. How is your organization preparing its current and future leaders? Contact us to learn how we can help you ask the right questions and find the right answers.

Certification Program, World-Leading Cloud/Innovation Enterprise

Technology Industry Case Study

How does a company transition to a customer-centric sales model?

A global cloud computing services company was looking to transition from a general sales model to a customer-centric sales approach for their products, with the goal of both enhancing customer satisfaction and increasing sales effectiveness. The company recognized they would need a way to educate employees on this new model in a way that was not only engaging but also directly relevant and immediately applicable to their work.

What was Clearpath’s solution?

Clearpath worked with our client to develop an accreditation program aimed at bridging the gap between technical cloud solutions and real-world business needs. This was accomplished through a four-tier learning journey, with each level building on the prior one. Content was written by product experts and tailored to specific industries, allowing learners to choose learning paths that best fit their roles.

The program consists of virtual courses that incorporate text and narration, animated videos, knowledge checks, resources, subject matter expert videos, and an assessment. It was designed with a globally scalable, go-to-market (GTM)-aligned enablement model for all customer-facing roles. The content is also made available in multiple languages and with accessibility features to best serve the varying needs of the sales population.

How does the program keep learners engaged?

Recognizing the link between employee engagement and customer satisfaction, the program was designed as voluntary and self-paced, with participation rewarded and personal development encouraged. Breaking the content into four sequential tiers (Foundational, Intermediate, Advanced, Expert) allowed for shorter courses that fit more easily into busy schedules. 

Multiple modalities within the courses also encourage engagement. Periodic knowledge checks with feedback help the learner confirm their understanding of the material. Real-world scenarios with follow-up questions and subject matter expert video feedback allow learners to see how they would apply their knowledge in their roles. Upon completion, learners receive badges, which they are encouraged to share both internally and externally. 

How was the program rolled out?

The accreditation program was rolled out in a phased approach, with each tier released one-by-one, rather than all at once. Company leaders actively promoted the program within their teams. Leadership received program context and communicated its value to employees through personalized emails in their own voice and with alignment to specific goals and challenges unique to their group. Managers were then able to monitor engagement and track team progress, reinforcing program value. 

What was the outcome?

The first tier of the accreditation program was released in December of 2023, with the second tier released in May of 2024. The third and fourth tiers are currently in progress. In the first quarter after the release of the first tier program, customer satisfaction scores increased by six percentage points. Employee participation rates have been high and continue to rise, which may be attributed to the program’s effectiveness—especially given its optional nature. Additional metrics, such as employee morale and a cost-benefit analysis, are in progress. 

What question does your business need to answer?

Our client recognized the need for organizational change and transformed it into a robust accreditation program that not only educates employees but also shifts their thinking to consider the customer perspective, allowing for better-tailored solutions. Have you considered what methods would be best to educate your employees on organizational changes? Contact us to learn how we can help you ask the right questions and find the right answers.