Studi kasus

Industri

Food and Beverage

Kantor Pusat Perusahaan

New York, USA

Jumlah Karyawan

300,000+

Encouraging More Return Learners with Leadership Academy at PepsiCo

Udemy mendorong hasil bisnis

87%
of cohort became return learners
CUSTOMER
SPOTLIGHT

Detail studi kasus

PepsiCo leveraged Udemy‘s Leadership Academy platform and PennState‘s Smeal College of Business to encourage better crossbusiness collaboration and engagement. Through cohort learning, they found that encouraging regular meetings leaves to a 87% greater return learner rate than individual learning alone.

Adapting to the New Normal

Before the pandemic, PepsiCo had a siloed supply chain. But COVID-19 created a crisis mindset — where suddenly, everyone was forced into communicating across departments. Although many aspects of the business have now returned to normal, this cross-collaborative cultural shift is something that PepsiCo was keen to continue. To do so, the company needed to address how to get people to discuss their challenges — and how to educate them in different ways.

 

Leadership Development in the Digital Age

Paul Kent, Senior Learning and Development Manager at PepsiCo, worked with Udemy Business’ leadership development platform Leadership Academy, and PennState’s Smeal College of Business. Together they investigated the difference that cohort learning could make — and how they could maintain the same level of cross-business communication that grew over the pandemic.

Unlocking the Power of Cohort Learning

By implementing cohort learning, PepsiCo found its people were more engaged. “The core learning has great value in what we’re trying to do to get people to learn together,” says Paul. “And we’ve extended the Leadership Academy platform and put some of our own practices on top of that.”

Paul also wanted to see exactly how much of a difference cohort learning made to the organization compared to individual learning. He ran an experiment giving a group of individual learners and a cohort group identical tasks, with just one clear difference — the cohort had to meet regularly.

The difference was stark. Just 9% of the individuals returned to the platform regularly, whereas 87% of the cohort became return learners.

What I’ve loved about what we’ve done with Leadership Academy, PennState and ourselves is we’ve pulled together the external world, internalized it for our needs and our culture, and taken the flavor that we need. So, look for what works for you, your organization, and attack that.
Paul Kent
Senior Learning and Development Manager at PepsiCo

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