The main goal for the L&D team at American Water had been to achieve a cultural shift, not just in the way the organization viewed and interacted with L&D, but in how the team operated. By implementing Synapse and re-imagining the way training requests and project planning are managed, Jeff and his team are now firmly on the right road.
In terms of training intake, the L&D team find themselves working more closely, but also more efficiently, with the organization to surface training needs.
It’s also made their involvement in solving training issues much more proactive as they now have a better pulse on what business partners truly need. As it turns out, business partners across the organization are ready and willing to engage with L&D in this new format.
In just 3 months during a soft launch of the new training intake portal, Jeff has received 30 training requests.
“The plan this year is to further socialize Synapse and then potentially open it up to all employees or designate key stakeholders throughout the business to submit training requests through the portal.”
On the project planning side, the L&D team are now working with data, insights, and a centralized location for their training projects to keep everyone on the same page.
“We’re a lean L&D team, so being able to see all of the projects coming in and all in one place isn’t really something we had before. For example, I can instantly see how many courses we currently have in active design. And that’s not any insight that anyone on our team had before.”