Empowering 18,000 Employees: A Scalable Training Framework for Cloud and Agile Success

Priyanka established anonymous feedback mechanisms that helped her refine the training programs.

In today's business environment, innovation is a critical competitive advantage. Organizations must, therefore, equip their employees with both the technical skills and adaptable mindset needed to thrive in an increasingly digital world. The challenge lies in effectively developing these capabilities and fostering a positive attitude toward technological change among employees.

Priyanka Taranekar, a transformative change and learning leader, exemplifies how scalable training frameworks can empower employees to navigate complex transitions and achieve sustained success.

Priyanka's career is marked by impactful achievements, including being recognized as a Mogul Award winner in 2019 and advancing to the role of a Change Leader at Slalom. However, her contributions extend far beyond accolades. She spearheaded a large-scale transformation initiative for a title insurance and settlement services provider, showcasing how strategic training programs can bridge skill gaps, overcome resistance to change, and foster a culture of continuous learning.

To support 18,000 IT professionals in the U.S. and India to transition into a cloud-first and agile world, Priyanka developed a comprehensive change management and learning program. The framework consisted of levelled training modules ranging from basic "Grasshopper" level skills up to higher "Zen Master" skills. This customized learning made it possible for all employees to be prepared to adopt cloud technologies, DevOps practices, and Agile methods. The results speak volumes: an 80% pass rate on knowledge assessments across modules, 100% completion rates for foundational courses, and over 500 employees actively engaged through recognition programs like social badges and manager acknowledgments. Personalized learning journeys, built on personas and journey maps alleviated role-specific challenges and enhanced employee engagement, improved knowledge retention, and enabled seamless adoption of new processes and technologies.

During the organizational transformation, Priyanka faced significant resistance to adopting modern approaches, particularly cloud-first strategies and agile methodologies, especially from veteran IT staff. To address these challenges, she implemented the ADKAR change management model (Awareness, Desire, Knowledge, Ability, and Reinforcement) and developed role-specific training programs that integrated both technical and soft skills.

To ensure effectiveness, Priyanka established anonymous feedback mechanisms that helped her refine the training programs. She also implemented ongoing support systems and celebrated early successes to maintain momentum. Through this systematic approach combining technical training with attention to human factors, Priyanka successfully created an adaptable workforce ready for technological change.

Priyanka's method, as applied to an organizational transformation, can yield immediate quantifiable results while forming a model for sustained organization-level achievement. Through the implementation of collaboration, persistent feedback, and inclusive learning environments, her tactics fit into wider trends that are being deployed in transformations across the industry. “Large-scale technology products/services transformations are driving the demand for systematic, goodwill-based talent development programs that fit business strategy and encourage continuous learning," she stresses.

“It is a question of motivating employees to drive change, to meet challenges, and to imbue leading change with an intrinsic driving force. A well-trained and motivated workforce is the foundation of an organization’s success in navigating the future."

Against the backdrop of rapid technological development, Priyanka’s approach provides a path for organizations to scale structured training frameworks that have quantifiable impacts and can put businesses on the path to successfully execute enterprise-wide transformations.

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