What makes a learning program impactful? 3 leaders share their views

Impact is in the eye of the beholder

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As L&D professionals, we know that crafting an impactful learning program is no small feat. We strive to design experiences that leave a lasting mark on both the participants and the organization, but let’s be honest. How many truly impactful learning journeys have you been part of? If you think carefully, you might be able to count them on one hand.

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It’s not easy to create a learning program with the perfect blend of engagement, relevance and measurable outcomes. To discover what really makes learning impactful, we asked 3 members of our Product Advisory Board - Anneke Paulides, Manager Talent & Development at Aon, Dr. Makoto Makabe, Director of Corporate Learning & Development at Freudenberg and Joti Joseph, Director of Talent and Learning at Vontobel -  to share the most impactful learning journey they’ve worked on.

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From their stories, we can distill 4 elements that contributed to the success: simplicity, collaboration, a guiding KPI and two-way conversations.

Four elements that make learning impactful

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1. Mastering simplicity: Getting to the heart of what matters

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In today’s world of constant distractions and complex challenges, impactful learning isn’t about saying more—it’s about saying less, but with precision, purpose, and focus.

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At its core, simplicity in learning means getting to the essence of what truly matters. But to achieve this level of simplicity, L&D professionals must first do the heavy lifting. This means truly understanding the business context, knowing the audience, and clearly defining the learning outcomes. In the most impactful learning programs, simplicity comes from  rigorous research, deep discovery, and a lot of refinement. 

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The L&D leaders we spoke to emphasized that simplicity is about distilling complex ideas into just a few core concepts that participants can focus on. These concepts are not just presented—they’re repeated, discussed, and applied.This approach also means you can quickly dive into action mode with learners.The more collaborative aspects of a training session – like discussing challenges and practicing new skills – are where impact happens. 

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“Really get into the heart: Where do people need to learn something, change something? All the rest is rubbish. Don’t go into it,” Anneke Paulides, Manager Talent & Development at Aon

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2. Collaboration: Magic happens when business leaders and L&D work together

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When L&D professionals and business leaders come together, something powerful happens. It’s the intersection of expertise in facilitation and a deep understanding of business goals that makes this collaboration so impactful. Alone, both groups can achieve success—but together, they create true transformation.

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It starts with bringing people together. Whether through regular catch-ups with line managers, discussions with department heads, or aligning closely with the C-suite, fostering these connections across the organization ensures that L&D isn’t working in a vacuum. It also ensures the learning program is set up for business impact, as well as build trust across the organization over time. 

One of the ways to see this collaboration in action is through co-facilitated training sessions. When L&D professionals and business leaders jointly lead these sessions, participants will benefit from a powerful blend of learning expertise and business acumen, as well as the sense of inclusion created by bringing different groups together.

"We want to have commitment and not compliance. I think it's a double-edged sword to have the CEO supporting something.” Dr Makoto Makabe, Director of Corporate Learning & Development, Freudenberg

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3. One guiding KPI: The North Star of your learning program

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An impactful learning program doesn’t try to achieve everything at once. Instead, it focuses on a single KPI that acts as a North Star, helping you assess how your program is performing and keeping you on the right path. 

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This begins with a comprehensive Needs Analysis, where you explore the current situation, uncover business challenges, and pinpoint what’s holding your target audience back. By focusing on these workplace needs, learning leaders can establish a program that is not just a “nice-to-have,” but one that addresses real issues and drives meaningful change.

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After laying the groundwork, the next step is to sit down with business leaders and prioritize. Out of all the needs you’ve identified, which is the most important one to tackle first? This is a pivotal moment. At this stage, you’re not just designing a program—you’re deciding what success will look like. It is crucial that the KPI chosen is directly linked to a core business goal, whether it’s improving sales performance, reducing customer churn, enhancing leadership capabilities, or increasing operational efficiency.

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With everyone’s eyes on the prize—that all-important KPI—distractions fade away and your target becomes clearer.

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“One of the most important drivers of an impactful program is a KPI which is truly meaningful to the organization.” Joti Joseph, Director of Talent and Learning, Vontobel

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4. Empowering participants: Set in motion a two-way conversation

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When it comes to learning, one thing is clear: driving real change means activating participants. Who is responsible for the learning process—participants, L&D professionals, or business leaders? From the stories we gathered, it’s evident that there’s shared responsibility across all three, with participants playing a key role in owning their own learning journey.

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For this reason, learning programs need to be designed in a way that fosters ownership. If a session is too focused on simply "sending information," it leaves little room for participants to engage meaningfully with the material. The most impactful programs provide plenty of space for reflection, discussion, practice, and action planning, helping learners take control of their development.

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A two-way conversation goes beyond the typical training model. It means not only sharing knowledge but also listening—understanding participants’ challenges, hearing their ideas, and responding to their needs. This type of active engagement creates a psychologically safe environment, boosting motivation and empowering participants to take the next steps with confidence.

‍“For me, an impactful program is respecting your participants and not to be too much of a trainer. Becoming a facilitator allows them to take ownership and continue on their learning path,” Anneke Paulides, Manager Talent & Development, Aon

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Bringing together simplicity, collaboration, a meaningful KPI, and a two-way conversation, three L&D leaders shared stories that highlight how these elements come together to create powerful learning programs. Download our Blueprint for Impactful Learning to discover their stories and how each of their programs tackled different challenges, but relied on the same key principles to drive success.