When Vicky joined Frontify as the first People Partner for the Product team, she discovered a big gap: managers didn’t know what was expected of them—and had little support to grow. With leadership training off the table, she built a scrappy, human-centered approach combining group learning, coaching, and self-serve resources. In this case study, she shares what worked, what surprised her, and how a strong leadership community started to take shape.

At SIG, Ana has been shaping a mentoring program that goes beyond the usual playbook. From classical to reverse mentoring—and soon, even more formats—mentoring has become a core part of their global talent development and retention strategy. In this case study, Ana shares how the program evolved, why it’s more than just matching people, and what it takes to make mentoring meaningful at scale.

Shoira tackled one of the trickiest challenges in L&D—helping people own their career growth. Faced with a lack of structure and clarity around progression, she built a flexible, self-paced program that starts with e-learning and leads to personalized coaching. With added layers like a Career Hub, manager support, and peer learning, the initiative became more than a program—it became an experience. Join this session to learn how structure and autonomy can coexist, and why real ownership starts with thoughtful design.

At LFAB, Oliver helped transform outdated internal webinars into engaging, strategy-driven learning spaces. Kicking off with a session focused on boosting adoption of their internal AI tool, LF-GPT, the new format brought together practical exercises, internal success stories, and strong manager involvement. With 1,150+ live participants and clear impact metrics, this case shows how learning can be hands-on, aligned with business goals, and way more than just another webinar.

Emily’s team supports systems training in a large professional services firm—where training wasn’t always seen as a priority. But by connecting learning directly to a skills-based QA function, they started tracking real business impact, from error rates to invoice value. In this case study, Emily shares how QA became both a feedback loop for training and a powerful tool for demonstrating ROI.

Sara turned mandatory feedback training into a powerful coaching opportunity. Faced with the challenge of compliance-driven sessions, she reframed the experience—focusing on psychological safety while building feedback skills. By creating a space for open communication and vulnerability, she fostered a culture where feedback became more than just a requirement—it became a mindset. Join this session to discover how thoughtful design can transform mandatory training into meaningful growth.

Verónica joined Mambu’s Talent team with a clear mission—bring clarity, consistency, and fairness to how skills are defined, assessed, and developed across the company. In just half a year, she co-created a simple yet powerful framework that aligned performance reviews, hiring, and career growth. This case study walks through her practical approach, lessons learned, and how AI, iteration, and real feedback made all the difference.

Amanda faced a tricky challenge: how do you teach behaviors and values in a way that feels inclusive, not forced? The answer came through play. With a cross-functional team, she co-created a role-playing game complete with missions, dice rolls, and immersive storytelling—tailored to real-life workplace scenarios. The result? High engagement, enthusiastic participation, and a learning experience employees actually wanted to be part of.

We’re saving this spot for another bold story from the L&D world. If you’ve led a project you’re proud of—big or small—and want to share what really happened behind the scenes, this might be your moment.

We’re saving this spot for another bold story from the L&D world. If you’ve led a project you’re proud of—big or small—and want to share what really happened behind the scenes, this might be your moment.

As the sole L&D lead at a growing tech company, Julieta moved fast to build a performance enablement strategy that supported career growth, internal mobility, and leadership development. From launching a mentorship program to experimenting with stretch assignments, she shares what worked, what was overwhelming, and what she’d do differently next time to create impact without burning out.

Anne Marie helped design a retreat for small group leaders—without formal content, budget, or an L&D team. Using curated YouTube videos, thoughtful discussions, and reflection time, the day turned into a surprisingly powerful learning experience. This case study offers a refreshing reminder: you don’t need big resources to create big impact.