Digital Transformation: Modernizing Learning for Changing Environments

In this blog series, Digital Transformation, we’ll share best practices based on lessons learned from helping our clients effectively adapt to changing learning environments and develop the workforce of tomorrow.

Most companies understand that now is the time to enhance their existing eco-systems to accelerate learning across their organization. Companies that had previously put digital transformation and learning infrastructure enhancements on-hold to focus on other priorities, were faced with hurried transitions to enable on-going remote communication and provide alternative training channels for their organizations in 2020. Moving into 2021, the challenge is how to effectively and efficiently improve the initial technology shift and manage pandemic-driven digital transformation.

Changing Environments

According to PwC, less than 20% of executives say they want to return to their offices – that is, a pre-pandemic work environment. The rest are grappling with how widely to extend remote work options, with 13% prepared to let go of offices permanently.1 Changing work environments have created opportunities to introduce alternative learning and communication methods. However, this requires re-thinking current strategies to create learning that engages remote workers while improving business and workforce performance.

Enhancing the Learner Experience

Companies that invest in their employees’ professional and personal development during times of uncertainty can gain a sustainable competitive advantage. Leading tech companies including Adobe, IBM, T-Mobile and others, are doubling down on collaborative learning programs to provide employees with improved virtual learning opportunities that also create more cohesive and competitively stronger virtual businesses.2

While the above mentioned organizations are technology-focused, how do organizations that typically interact with customers directly modernize their training approach? For example, a successful vehicle sale requires a sales team that understands and can clearly articulate the consumer value of a new product to prospective customers (i.e., the direct benefits of a particular vehicle to the buyer and their family vs. the monthly payment).

To meet this challenge, RPS employed a new approach to deliver a learner-centric training program for our North American automotive client. What made our approach unique is in how learners’ needs, preferences and motivators were assessed and incorporated into the final training program.

Following the Design Thinking Process, key stakeholders were invited to a series of collaborative workshops. Starting with the end-user (i.e., automotive sales team members) in mind, the program centered on an integrated, competency-based curriculum that supported the “Five Moments of Need:”4

When done right, the result is an engaging experience that reduces time to competency with its blend of modalities that re-enforce learning through experiential exercises.

Because our client’s workforce is dispersed across Mexico and the U.S., the training is delivered via a mobile LXP that features:

  • An engaging blend of micro-learning, assessments, experiential learning opportunities and coach feedback.
  • Social collaboration and games that provide learners easy access to learning assets, opportunities to share what they’ve learned with others (within their cohort) and receive rewards for each learning milestone.
  • Capture of learner feedback throughout the learning journey.  Outside of the user-experience, training teams can collect meaningful data, personalize recommendations and “check the pulse” of learners as they take polls throughout their journey.

The mobile access resulted in a 60% increase in the number of sales advisors completing the learning journey, while reducing time to competency. The program delivered a 96% efficacy in improving performance with a 95% relevancy rating from learners when asked, “This training helps me do my job.”

By implementing experiential learning technologies, our solution delivered a reimagined training program that reinforced learned concepts and enabled sales advisors to hit their sales targets. Our Journey to Performance program earned six industry awards in 2020 within the Brandon Hall Group Excellence in Technology and Human Capital Management categories, including Best Advance in Technologies in Learning Management, Performance Support, Mobile Learning, Social Learning, Emerging Learning, and AI & Machine Learning.

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Have you tried implemented a Digital Transformation strategy in your organization? What was your experience? Start a conversation in the comments below or connect with us on LinkedIn or at @RaytheonRPS using hashtags #learning, #training and #learninganddevelopment.


1 PwC. (January 12, 2021.) PwC’s US Remote Work Survey. Retrieved from

2 Forbes. (January 2, 2021.) Why 2021 Is Looking Like A Breakout Year For Collaborative Learning. Retrieved from

3 Dan Schawbel. (September 7, 2020.) LinkedIn article, How to Engage and Retain Your Employees During COVID. Retrieved from

4 ATD. (November 1, 2018.) Learning at the Moment of Need. Retrieved from

5 Brandon Hall Group. (September 17, 2020.) HCM Outlook 2020. Retrieved from

6 World Economic Forum. (April 29, 2020.) The COVID-19 pandemic has changed education forever. This is how. Retrieved from