Building and Scaling Learning Programs

DESIGNING FOR RETENTION, APPLICATION AND PERFORMANCE

BUILDING AND SCALING LEARNING PROGRAMS

KEY HIGHLIGHTS

Addressed a Critical Leadership Gap

Supported more effective transitions into leadership roles.

Increased Manager Confidence & Role Clarity

Based on participant feedback from program cohorts

Designed for Retention & Real-World Application

Built as a blended, spaced learning experience grounded in learning science

Scaled Through a Virtual, Sustainable Model

Delivered globally and expanded through a train-the-trainer approach

The IGNITE Management Series was designed to address a critical gap in manager development by equipping new and existing leaders with the skills needed to succeed. Built as a blended, scalable program, the experience focused on reinforcing learning over time, supporting real-world application, and driving consistent leadership capability across the organization.

Business Problem

The organization did not have a formal manager development program to support employees transitioning into leadership roles.

This created several challenges:

High turnover, with exit feedback indicating gaps in manager effectiveness
Newly promoted managers lacking guidance on how to successfully transition from individual contributor to leader
Inconsistent management practices across teams
Limited support for developing core leadership skills early in a manager’s tenure

There was a clear need to design a structured program that would build foundational management skills, improve consistency, and better prepare leaders for success in their roles.

Audience

Primary Audience:

Newly promoted managers transitioning into leadership roles for the first time.

Secondary Audience:

Current managers looking to strengthen their effectiveness, as well as high-potential employees preparing to move into management roles.

Results/Impact

Closed a critical gap in leadership development by establishing a foundational manager development program
Increased manager confidence and role clarity based on participant feedback
Improved consistency in manager development across teams
Enabled scalable, global delivery through a virtual cohort model
Built internal capability through a train-the-trainer approach

My Role

Learning Needs Analysis

I conducted a comprehensive analysis to identify the skills and capabilities needed for effective management.

This included:

Facilitating virtual focus groups using Poll Everywhere
Gathering input from leadership, current managers and individual contributors
Identifying key skill gaps and priority development areas

Program Design & Development

I designed and built a comprehensive manager development program from the ground up.

This included:

Defining program structure and learning pathways
Sourcing and curating content across key leadership topics
Designing all supporting materials, including presentations, job aids, and visual assets
Creating a cohesive learning experience across multiple formats

Stakeholder Engagement & Alignment

I partnered with business leaders and stakeholders throughout the process to ensure alignment and relevance.

This included:

Gaining buy-in for program direction and content
Incorporating feedback throughout design and development
Ensuring the program reflected real leadership challenges within the organization

Future Iterations

To further strengthen the program and increase sustained behavior change, I would:

Shift live session activities from poll-based engagement to structured breakout discussions focused on real-world application and next steps
Enhance between-session application by incorporating simple reflection prompts tied to on-the-job experiences
Leverage existing learning partner relationships more intentionally to reinforce accountability and continued application
Introduce manager touchpoints to support reinforcement and align development with day-to-day work

Tools Used

Articulate Storyline • Adobe Illustrator • Adobe Indesign

• Poll Everywhere • Microsoft Suite

Design Approach

Structured Learning Cadence

The program followed a bi-weekly structure designed to move beyond one-time training and support sustained learning.

Each cycle included:

Introductory content to build foundational understanding
Guided discussion to reinforce key concepts
Application activities tied to real work
Facilitated sessions to reflect and plan next steps

This predictable rhythm helped learners stay engaged while progressively building skills.

Designed for Retention & Application

The experience was grounded in learning science principles to ensure knowledge translated into real-world performance.

This included:

Sequencing content from simple to complex scenarios
Reinforcing concepts across multiple formats
Incorporating rehearsal and real-world application
Designing for clear mental models and reduced cognitive load

Bridging Learning to Real-World Performance

Application was intentionally built into the program—not treated as a follow-up.

Learners were expected to:

Apply concepts between sessions in real scenarios
Engage with peers and leaders for feedback
Reflect on outcomes and refine their approach

This ensured learning translated directly into improved performance on the job.

Example Course Elements

Click through the slides below to view examples from the course design.

AMANDA GASSER

DESIGNING FOR RETENTION, APPLICATION AND PERFORMANCE