Unlocking Cohort-Based Learning for a Distributed Fortune 500 Manufacturer
Create a cohort-based learning experience in a distributed workforce
Challenge:
A global manufacturing company wanted to ensure the stability and longevity of its organization by tapping into existing managers and upskilling them into future leaders. The company sought to differentiate its learning program from generic content providers by prioritizing a cohort-based experience that fostered collaboration, discussion, and real-world application of concepts.
Because the program is multiple months long, in-person cohort-based learning was impractical due to time constraints, travel costs, and the lack of a centralized learning space. The program needed to be online and asynchronous to accommodate employee time zones.
Additionally, since this was a first-of-its-kind initiative, the company needed a way to measure program effectiveness and demonstrate ROI for future investments in talent development.
The company selected Honor’s learning platform, which is designed to facilitate cohort-based, interactive learning at scale and connect learners from multiple locations.
Built for Connection & Collaboration: Honor’s social learning tools enabled managers to ask questions, share experiences, and engage in discussions with peers from different locations — fostering a stronger sense of connection.
Scalable Online Learning: The program delivered high-quality learning in a flexible, online format, ensuring employees could participate without requiring travel or extended time away from work.
Data-Driven Learning Insights: Honor’s platform provided analytics to measure engagement, learning outcomes, and program effectiveness, supporting the company’s goal of ROI-driven skills development.
Honor Platform
Solution:
Increased colleague connection & company-wide process improvements
Outcome:
Because Honor is designed for cohort-based learning, the company successfully delivered a highly connective and collaborative program without costly travel, lost work hours, or physical training spaces.
Program participants reported a stronger sense of connection to their colleagues and felt more empowered to ask questions throughout the program when they saw they weren’t the only ones who didn’t understand a concept. Participants also shared learnings with colleagues at other locations, driving process improvements across the company.