Learning Lab Part 1: Expert Advice for Creating Structured Development Programs

What to consider when creating a development program to set employees (and your org) up for success

Making learning programs inclusive ultimately means being intentional about how they are designed, built and delivered. In our last webinar, we talked about four key ways to make your programs inclusive for employees regardless of their location (remote or hybrid) or learning styles. We had such a great community turn out that we decided to create this newest series of webinar workshops that we’re calling Learning Lab. Over the next few months, we’ll be talking about:

Structuring Development Programs (August)
Generating Real World Action (October)
Building in Community Connection (December)

On August 3rd, Learning Strategist and Senior Instructional Designer, Pinar O’Flaherty, joins PILOT’s Head of Product, Rachel Crice, to discuss the importance of structure and cohesion in learning design and what is possible when you build this in the right way.

During this webinar, you’ll have the chance to get expert guidance on making crucial decisions that supercharge your programs.

Here are some results from PILOT graduates:

80% of those that participate in PILOT intend to stay with their employer for 2 years vs. the industry average of 60-65%.
73% of participants use PILOT monthly vs. the industry average of 5-15% for online learning modules.
33% more participants say their manager shows a genuine interest in their aspirations after completing the PILOT program.

“We were looking for something that’s very simple, easy to administer, and user friendly. I found all three of those in PILOT.”

Mark Rodriguez, Vice President of HR, Southwest Water Company

Learning Lab Part 1: Expert Advice for Creating Structured Development Programs

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Here are some results from PILOT graduates:

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