InspiredSTEMPEOPLE · PERFORMANCE · IMPACTBook a 20-minute callCase study 3 · Global technical learning transfer
Multinational technical services
The engagement at a glance
Reported results
This is the reported learning-transfer measure, separate from the team assessment.
Before The starting point
A multinational organisation wanted its technical content to reach new leaders more effectively. Workshops needed to engage participants, help them apply subject expertise and prepare them for the leadership and management demands of high-pressure project work.
After Reported after
Reported learning transfer increased from 52% to 93%. The working relationship has continued for more than ten years. The measure describes reported learning transfer and is separate from the five-area team assessment used in other cases.
The starting need and the changes reported.
New technical leaders needed engaging workshops and practical application.
Gamified subject material connected technical knowledge with leadership situations.
The organisation wanted an integrated approach to knowledge transfer.
Internal experts were equipped to present, facilitate and deliver company-branded materials.
Inspired worked with internal subject-matter experts to combine technical learning with stakeholder awareness, self-awareness and practical leadership. Games and facilitated activities helped people work with the material and practise applying it.
The approach linked IQ—technical abilities; EQ—awareness of stakeholders, teams and different perspectives; and PQ—self-awareness, sustainable working and bringing out the best in the team. These were practical learning themes, not psychometric scores.
We worked with the company's experts to turn technical material into games, decisions and discussions. Participants had opportunities to use the content and receive feedback as they learned.
Subject-matter experts practised presenting the content, running the games and facilitating the learning. Materials used the company's own branding so the approach could become part of its internal development.
Start by agreeing the behaviour you want to change, the situations in which it matters and how you will review progress. We can use examples from your current work to shape the engagement and establish a useful starting point.
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