Based on the above, a 3-year learning roadmap was created. Leaders partnered in designing the nature of learning. Both functional and behavioral programs were included. A multi-modal framework was created that included:

1. Group Coaching
2. Leadership Assessments and culture building through leaders
3. Programs for high potential employees across 3 bands  
4. Equipping employees with business relevant skills for their next roles
5. Employee Value Proposition roll-out for the organization

In 3 years, the most visible change has been that employees own their own development and learning. Leaders are equipped to role model the EVP and coaching and feedback practices. Managerial effectiveness has improved – and measured through the increase in the employee engagement scores.