Manager training programme


We were asked to help a banking client to reimagine what their management training programmes looks like in a post Pandemic world, now that training has gone virtual.

The process


During the research phase, we looked at existing training content and design (secondary research) and interviewed three different groups.


  • Other programme stakeholders: leaders of other initiatives that might be included in the new training content and iterations.


  • Investment stakeholders: The leadership team that sponsor and support training as an organisational-level learning programme.


  • People managers: direct users of the management training programme who are currently following the different modules.


Through the design research, we identified six areas of opportunity. They summarise validated change suggestions that will improve the programme in the future. Taking on these opportunities allows the digital academy team to answer some of the identified pain points or solve some unmet learning needs.



1. Crystal clear objectives and goals for the training programme.

2. Keep up with the ever changing context.

3. How to go from completing to applying what has been learned.

4. New ways of learning.

5. Fluid and customisable access to content and learning.

6. How to deal with the time challenge created on top of the day job.




We held a workshop where we reviewed the insights found in the research phase of the current YaaM programme translated into areas of opportunity. 

Together with the stakeholders, we worked on challenges based on these areas to explore different ideas that help improve the programme in the next iteration.







The final presentation was a combination of creative ideas, 10 recommendations and outlines of concept cards the internal team can build. Everything was rooted in the information and insights found in the research phase and validated during the workshop.