Case studies

One of the powers of AI in learning development is the ability to speed time to delivery. In a world where it used to take 6 months to design, develop, and deliver a learning program, AI allows us to do it inside of a week! 

Using Sana Labs and source PowerPoint from SMEs, I created 3 microlearning courses from design through delivery in 3 weeks. That included SME reviews of Alpha, Beta and Final drafts. 

RESULT: Delivery of AI curriculum to end users within 1 month. 

Why not use AI to automate the delivery of microlearning? In this example, I used the Uplimit platform to automate delivery of communications with links to microlearning activities, including AI Simulations, videos, and quick reference documents to encourage application of the learning. 

Uplimit has the ability to "set it and forget it" communications. I built a course including the necessary elements, scheduled the communications to go out on a bi-weekly cadence, and checked back on a weekly basis to ensure learners were engaging. 

RESULT: An 80% engagement rate with the learning materials, translating to real business results. 

When I started at Cover Whale, a startup InsurTech in the Trucking industry, there was no learning strategy, no learning systems, with "learning" being an informal peer-to-peer process. As the company quickly grew, I knew we needed systems and strategies for learning to drive business results. 

Within my first 3 months, I established and populated an LMS, defined learning paths for Support, Tech, and Underwriting using LinkedIn and InsurTech specific third-party resources, and started an AI Think Tank to encourage application when ChatGPT was released. 

RESULT: All functions within the company accessing learning resources at the point of need. 

The importance of a effective onboarding program cannot be overstated. New hires need the knowledge and skills for productivity quickly. Gone are the days where new hires could sit in a classroom for weeks at a time preparing to begin their new role. Companies today need new hires to be productive immediately. 

My favorite onboarding programs that I have created include first week in-person basics, coupled with peer-to-peer and leadership meet-and-greets. By blending formal learning with social learning in the first days, new hires get the foundations they need, and learn how those foundations are applied in daily operations. 

Further learning in the coming weeks is offered in the flow of work through microlearning. Videos, articles, quick references and other resources are strategically timed for delivery to new joiners throughout their first months with the company. 

RESULT: New hire productivity in days, not weeks.