GE Infuses Proven Leadership Program with New Innovations
GE integrated Abilitie’s Business Challenge simulation to bring their Human Resources Leadership Program (HRLP) to the virtual world. This newly enhanced program was named a “Best Use of Games and Simulation for Learning” honoree in the Brandon Hall Group’s 2020 Excellence Award for Human Capital Management program.
General Electric (GE) sought to bring new energy and engagement to their long-standing Human Resources Leadership Program (HRLP). Their goal was to teach core business finance competencies through an innovative virtual experience. The program needed to leverage experiential learning, high-fidelity tech, and quality virtual production to bridge the gap between the legacy program and a new virtual learning platform. This would need to be developed in such a way that it would stimulate financial acumen development in HR leaders while working to re-engage the participants. GE integrated Abilitie’s Business Challenge simulation and found their newly enhanced program would be the necessary solution to achieve their leadership goals.
General Electric selected Abilitie’s Business Challenge simulation to provide the needed custom-tailored experience to translate into a virtual environment. Abilitie worked with subject matter experts to tie the concepts from the simulation to GE’s financials, ensuring each concept was actionable for the learner today and could easily adapt to guide the roles participants aspired to have in the next 3 to 5 years. Special care was taken to encourage the social elements of experiential learning and maintain their impacts even in a virtual environment. Over a two-day course, the 40 participants from 11 countries worked in teams to navigate the new program. In their teams, the participants collaborated in breakout sessions and made decisions about how to proceed in the simulation together. This approach aided GE’s goals for their participants by providing leaders with a structured, real-life experience focused on business concepts that helped drive differentiated behaviors.
Through this successful solution, participants gained long-term business acumen, while strengthening trust and belief in the delivery method of virtual learning.
Additionally, the participants were asked to rate their experiences to continue the program. The program received a score of 4.83 out of 5 for the virtual sessions, which was on par with the scores for GE’s previous in-person sessions. HRLP participants enthusiastically reported that this experience changed their attitudes about virtual learning and that they had become virtual “pros” by the completion of the program. The program continued to demonstrate its success throughout the participants’ work. As a result of the experience, participants built a quick-reference resource for themselves to reflect in their day-to-day work on “The 5 Ways to Leverage Finance in Human Resources,” demonstrating both the immediate and continued application of the concepts learned.
The success of this program is best summed up by program director Imola Richards: “We wanted to prove to our talent who were skeptical about the virtual space that learning events in the digital space can have impact, be meaningful and entertaining. For that, having a simulation was absolutely critical. The Abilitie program was a cornerstone of our plans to turn around learner experience in the virtual world. People have seen the success, so their approach to learning has adapted.”
What participants had to say
“100% would recommend that this be kept for future generations of learning. It was a great, interactive way to learn about finance and business implications of different decisions.”
“I also highly appreciate the mix of competitive games and the learnings shared during discussions.”
“Maybe finance can be fun? Strongly recommend doing this session in the future!”