Summary:

When Elliott Group transitioned from a four-day classroom-only leadership program to a blended model, they unlocked speed, scale, and global access. This case study shows how to build a business case, design for engagement, deploy technology with a human touch, and measure impact—from time-to-training cut from 3.5 months to 1 week to 52% of established managers completing new courses.

Why Did Elliott Group Redesign Its Manager Orientation?

Imagine a global manufacturing company that promotes managers regularly—but one whose management orientation happens only a few times a year. Adopting a four-day classroom training made sense in the past. But that model presented four serious problems:

• Because it was cost-effective, it ran infrequently, with some new managers waiting up to six months without support.
  
• The content was compressed into four days, reducing retention—especially for managers for whom English was a second language.
• Teams felt the pain of a manager being pulled out of his or her role for four days.
• The program wasn’t available to older managers who’d missed it in the past.

So Elliott Group faced a familiar tension: they had a successful program, but one that could not scale with speed, nor guarantee equity of access. That tension created the opportunity for change.

How Did Elliott Design the Blended Orientation Program?

After extensive research and planning, Elliott invested in a modern LMS and relaunched their program, titled “Elliott Turns to You”. The model was built on the flipped-classroom pedagogy: learners consume content ahead of the workshop, then use in-person time for practice.

Break-down:

• 12 eLearning modules (desktop & mobile), each containing a multimedia presentation, a short reading, and a quiz.
  
• A two-day in-person skills-practice workshop, designed for managers to review eLearning materials and set behavior-change goals.

Elliott chose this blended approach for three critical reasons:

1. Frequent promotions required immediate training availability. Waiting months simply wasn’t viable.
2. Making lecture content available 24/7/365 meant global managers and ESL learners could engage on their schedules.
3. A strong mobile LMS app meant managers—especially travelers—could train on their phones or tablets.

As Ben Butina, Sr. Manager Global Training & Development at Elliott, said:

“We broke content into small topic ‘chunks’ so managers could complete sections in one sitting—and feel progress.”

That micro-chunking approach served two purposes: cognitive ease (important for ESL learners) and pacing that matched busy schedules.

Who Did Elliott Involve and How Did They Deliver It?

Elliott’s rollout followed a three-step delivery process:

1. HR’s weekly report of newly hired/promoted managers triggers program enrollment via the LMS.
2. The Training Manager enrolls them in the eLearning modules.
3. Once 30 learners complete the eLearning, the two-day on-site workshop is scheduled.

But beyond technology, there was a personal touch. Learners received LMS-triggered reminders, but the Training Manager and managers of learners personally reached out. That outreach reinforced commitment. According to Butina:

<style=”padding-left: 40px;”>“When you add a human element, you show we’re invested in you.”

Meanwhile, real-time reports inside the LMS tracked completion, progress, and class status. Learners could see their “My Learning” dashboard with what’s next—and managers could follow up accordingly.

In other words: the learning wasn’t just available—it was visible and tracked.

What Impact Did the Hybrid Approach Deliver?

Immediate Training Support

Rather than waiting months for the next available classroom session, new managers now receive training within a week of hire—monumental in speed for a global company. Elliott’s team recognized that manager readiness wasn’t a luxury—it was strategic.

Enhanced Skills & Loyalty

The two-day workshop preserved the face-to-face connection—helpful for skill practice, peer networking, and manager loyalty—which a purely online program might have lost.

“Without practice, much will be forgotten. This face-to-face component also strengthens manager relationships and loyalty to Elliott.”
— Butina.

Broadened Access

The eLearning format enabled Elliott to extend the program to established managers who missed the original classroom orientation. “52% of established managers have voluntarily completed one or more courses in this program.”

Quantifiable Results

• 100% of employees hired or promoted into management roles were enrolled.
• Average time from hire to program start dropped from 3.5 months to 1 week.
• Established managers: 52% voluntarily completed additional courses.

In cost terms: the program delivered high ROI with minimal budget impact—and core business and learning needs aligned.

What Lessons Should You Carry Forward?

• Involve direct managers early. Their buy-in drives learner success.
• Get subject-matter experts involved early. It saves time and revisions.
• Work with HR to promote and gather feedback. Their communication amplifies reach.
• Separate knowledge vs. skills training. Knowledge modules suit eLearning; skills development best happens in person.

Elliott calls their model a “magic formula”—small in budget, large in impact, ideal for a global, mobile workforce.

In the end, what Elliott Group achieved was more than a new learning format—it was an organizational shift. They moved from “next available class” to “right now access”. They moved from “one-time event” to “ongoing learning journey”. And they maintained the richness of human practice alongside the reach of digital. If you’re thinking of launching or upgrading your orientation model, this case study is less a how-to and more a why-to. The how comes next—and the tools, people, and process you choose will make all the difference.

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