LandDI_Awards-2025

Learning & Development Progress & Greatness

Potential & Growth Inspire & Succeed Create & Innovate Vision & Values

EXCELLENCE IN LEARNING AWARDS 2025

SPONSORED BY

CATEGORY PARTNERS

LEARNING & DEVELOPMENT INSTITUTE

Pearse Walsh Award 2025 Best Learning & Development Team

Harvest is delighted to announce the two finalists shortlisted for the Pearse Walsh Award 2025 which honours and recognises an exceptional Learning and Development Team—Chadwicks Group and AXA Insurance. Exceptional Learning and Development teams demonstrate strong teamwork, curiosity and growth mindsets, delivering innovative and future focussed learning and development initiatives that are strategically aligned with their business goals and needs. In their applications and presentations, each of the finalists showcased their L&D team’s passion, innovation, strategic alignment, teamwork and engagement with their organisations to achieve business success.

EXCELLENCE IN LEARNING AWARDS 2025

Chadwicks Group The Chadwick’s Learning and

AXA Insurance The AXA Capability team are responsible for the end-to-end people development lifecycle from Recruitment to Talent and Learning and Development, and Technical training providing a strategic perspective and alignment with business priorities. The AXA Learning and Development initiative was an innovative collaboration of the business and the Capability team to implement cross- training and equip a rapid response taskforce to support operational teams in the business and address a critical strategic need. The Capability team’s passion and focus on continuous professional development and upskilling themselves for the future ensures they lead and create a strong learning and Development culture within AXA.

Judges’ Comments We were impressed by the passion, professionalism and dedication of the two Learning and Development teams who presented and shared their teams’ journeys. We witnessed their strong belief in the value-add that Learning and Development brings to their organisations in partnership with the business

Development team actively promotes a culture of continuous development, providing programmes that advance cultural and commercial objectives, facilitate strategic cross collaboration and ensure participants are equipped to better serve their customers. The team’s structured approach to Learning and Development is strategic, collaborative and practical, with an emphasis on supporting participants to develop skills, enhance performance and achieve business goals and KPIs. Their Learning and Development initiative clearly demonstrated their commitment to alignment enabling the business to adapt to market changes future proofing the sales force with the skills to thrive through change, fostering diversity as well as achieving the commercial performance goals.

LEARNING & DEVELOPMENT INSTITUTE

Best Coaching or Mentoring Initiative

AXA AXA, a global insurance and financial services company, and Laya, an Irish health and life insurance provider, completed a 9-month female mentoring programme. Pairing mentees with mentors through 1:1 sessions, masterclasses, and networking, the initiative supported career development, encouraged women into leadership, and advanced D&I objectives.

Broadlake Broadlake, a private investment firm, has transformed leadership through its coaching programme. Initially launched for the top two management levels, it is embedded in the 2025 Realising Potential Development Framework and will be expanding to all 400 managers in 2026. Supported by Broadlake Academy resources, skills practice, live feedback, and dedicated coaches, the initiative boosts leadership confidence, improves team performance, and drives lasting organizational impact.

EXCELLENCE IN LEARNING AWARDS 2025

Many entries were particularly compelling in the way they brought their initiatives to life through real-life stories, illustrating both the challenges faced and the transformative benefits achieved

Children’s Health Ireland Children’s Health Ireland (CHI), Ireland’s national paediatric hospital group, runs the CHI Near-Peer Mentorship Project, the first of its kind nationally. To date, 269 doctors have participated. The evidence- based programme includes mentor training, mentor-mentee booklets, group meetings, feedback surveys, and annual graduation events. Supported by key medical bodies and funded by the National Doctors Training Programme, it may serve as a template for other hospital groups.

Circet Circet, a leading provider of telecommunications infrastructure services across Europe, runs an innovative Mentoring Programme. The programme combines leadership development, operational improvements, and a culture of continuous learning. Its scalability and clear alignment between learning outcomes and business success make it a benchmark within Circet’s internal L&D initiatives.

LEARNING & DEVELOPMENT INSTITUTE

Department of Social Protection The Department of Social Protection runs an internal mentoring programme for Assistant Principals and Principal Officers to develop leadership and succession planning. By involving participants in shaping objectives, it enhances skills, confidence, and career readiness. Continuous feedback, resources, and evaluation ensure sustainability, fostering long-term growth and a culture of development.

GenZen GenZen is a very new small company with a hugely important mission: preparing the world to welcome the future in the form of young professionals. They operate through ‘communities with communities’, connecting with everyone at a human level, developing younger talent and empowering, with supporting superpowers, more seasoned professionals.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments Across a diverse range of organisations, entries showcased how carefully designed Coaching & Mentoring programmes, backed by strong leadership commitment, are delivering meaningful outcomes for both individuals and the wider business. The dedication, passion, and rigour evident in the research, design, and evaluation of these initiatives underscored the powerful role coaching and mentoring plays in unlocking potential, closing development gaps, and supporting succession planning. Several strong themes emerged from the process reflecting the success factors across the category. The continued relevance of coaching and mentoring was clear, with organisations using it as a strategic lever for growth. Leadership endorsement, particularly from CEOs and senior management, was consistently identified as a critical success factor, helping embed initiatives into organisational culture. Many submissions adopted a strategic, tailored approach, ensuring programmes addressed specific needs and contexts. There was also a notable focus on “quality over speed,” with organisations taking time to establish firm foundations before scaling. Generational influences were shaping modern mentoring methods, while both national and in-house research informed programme design. Protected time for mentoring was a common feature, ensuring meaningful mentor:mentee engagement, and technology-driven solutions were enabling delivery in complex or dispersed environments.

Feedback and evaluation was widely used, not as a box-ticking exercise, but as a means to continuously refine and improve programme design and impact. Many entries were particularly compelling in the way they brought their initiatives to life through real-life stories, illustrating both the challenges faced and the transformative benefits achieved. Collectively, these submissions demonstrated that when thoughtfully designed, strategically aligned, and fully supported by leadership, coaching and mentoring can be a powerful driver of personal growth and organisational success.

LEARNING & DEVELOPMENT INSTITUTE

Best Graduate Development Initiative

AIB Allied Irish Banks (AIB) runs a Graduate Programme that develops and retains top talent through structured rotations, challenging assignments, and coaching/mentoring. Continuous feedback ensures relevance, while retention, performance, and leadership progression measure success. Integrated into talent management, it cultivates future leaders and drives business growth.

BAM BAM, a leading international construction, engineering, and

infrastructure company, places its Early Careers Initiative at the heart of the organisation. Continuously refined and aligned with strategic goals, the programme ensures a sustainable talent pipeline, fostering growth, innovation, and leadership, while combining structured support mechanisms with company-wide commitment to deliver a world-class graduate experience.

EXCELLENCE IN LEARNING AWARDS 2025

The judges were particularly encouraged by the innovative ways in which organisations are reimagining graduate and early career development to future-proof their talent pipelines

Iarnród Éireann Iarnród Éireann runs a Graduate Development Programme providing structured development across functional departments. Featuring masterclasses on communication, collaboration, unconscious bias, and emotional intelligence, it develops future leaders who embody Irish Rail values. Graduates have positively influenced organisational culture, diversity, and capability, creating lasting benefits beyond talent retention.

Deloitte Deloitte, redesigned its Consulting Graduate Induction Programme to support hybrid working. The six-month programme, beginning with a two- week in-person induction, focuses on leadership development, skills, and networking. Action groups, on-the-job training, and offsite client projects enhance productivity, engagement, retention, and sustainable graduate development.

Grant Thornton Grant Thornton runs its Summer Intern Programme as a strategic business initiative. The programme engages interns with professional services, fosters peer interaction, and promotes the firm organically. Built on research and feedback, it meets interns’ needs and ensures ongoing relevance for future cohorts.

LEARNING & DEVELOPMENT INSTITUTE

KPMG KPMG runs the Accelerator Programme, equipping graduates with technical and soft skills. Through mentorship, blended learning, and exam support, it develops future leaders, fosters innovation, and enhances corporate responsibility. High promotion rates, revenue contributions, and exam success demonstrate impact, with sustainability ensured via annual reviews and business support.

PTSB Permanent TSB (PTSB) runs the Graduate Talent Programme as a key element of its talent management strategy. Through training, mentorship, and innovation, the programme develops future leaders, attracts and retains emerging talent, and supports long-term business growth, sustainability, and a diverse, high-performing workforce. development sessions, focusing on self-management, team management, and organisational awareness.

RTÉ RTÉ ran Internship 2024 to support talent development, diversity, inclusion, and innovation. The six- month programme offered practical experience, mentorship, and training, recruiting from under-represented communities. Half of past participants now work in media. Feedback highlights increased confidence, with future expansions focusing on digital transformation and regional hubs. sponsorship, aligning with SIRO’s Innovation Forum and tasking their team with real-life problems.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments The judges were deeply impressed by the calibre of submissions in this year’s category recognising excellence in developing graduates and early career professionals. Against a backdrop of challenging business environments and a fiercely competitive market for early talent, learning and development teams demonstrated remarkable professionalism, adaptability, and creativity. The presentations reflected a consistent thread of passion and commitment, with organisations investing not only in structured training but also in shaping the future capabilities of their workforce. The best submissions showed a sharp awareness of evolving organisational needs and sector trends, ensuring that programmes remained relevant and impactful. While traditional graduate development programmes continue to hold an important place, the judges noted an encouraging shift towards broader, more inclusive approaches that cater to non- traditional early talent groups. This reflects both changing sector requirements and the growing diversity of career paths. Some organisations have expanded their search for talent beyond conventional channels, thinking more creatively about where and how they identify potential. Programmes increasingly blend technical skill-building with leadership development, adaptability, and resilience training reflecting contemporary research on the skills needed in a fast-changing world of work.

Another notable trend was the recognition of generational differences in expectations, career aspirations, and preferred learning methods. Digital tools, hybrid delivery models, and experiential learning opportunities were used to meet these diverse needs. Submissions also highlighted the importance of cultivating a strong organisational culture early, fostering belonging, and supporting wellbeing alongside professional growth. The judges were particularly encouraged by the innovative ways in which organisations are reimagining graduate and early career development to future-proof their talent pipelines. These initiatives are not only producing work-ready professionals but also embedding a mindset of continuous learning and adaptability; qualities essential for navigating the complex challenges of tomorrow’s business landscape.

LEARNING & DEVELOPMENT INSTITUTE

Inclusion in Action

BioPharmaChem Skillnet BioPharmaChem Skillnet, in partnership with UCC, runs the Level 8 Certificate in CPD: Neurodiversity in the Workplace, a 12-week programme equipping leaders and HR professionals to foster inclusive cultures. Combining academic rigor and practical application, it enhances awareness, confidence, and actionable strategies, driving sustainable inclusivity and competitive advantage in the biopharma and chemical sectors.

Empower Abilities Empower Abilities, a lived-experience- led training and consultancy initiative, promotes disability inclusion and universal design. Partnering with AILG, it developed a national training module for elected councillors, influencing policy and community action. Participants implemented accessibility improvements, age-friendly initiatives, and inclusive schemes, demonstrating the widespread impact of Empower Abilities’ learning and advocacy.

Learn International Learn International runs an

inclusive study abroad programme for students with disabilities and engineering students. Partnering with a research-focused university, it ensures accessible transportation, accommodations, and support while engaging participants in smart city projects. The initiative fosters inclusion, empowers advocacy, and cultivates globally minded leaders committed to equitable, accessible communities.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments Emerging trends in the Inclusion in Action category highlight that effective initiatives are increasingly strategic, data-driven, and integrated into the core business, moving beyond compliance and awareness training toward measurable, systemic change. One key trend is the use of evidence and analytics to inform DEI strategies. Companies are leveraging workforce data to identify gaps in representation, promotion pathways, and retention. Advanced analytics, including AI-assisted tools, are being used carefully to detect bias in recruitment, performance evaluation, and talent development.

Employee engagement and participatory approaches are gaining prominence. Initiatives are more effective when employees are co-creators, providing feedback and shaping programmes to meet real needs. Storytelling, mentorship, and sponsorship programmes are used to amplify underrepresented voices and strengthen social networks within organisations. Finally, evaluation and continuous improvement are emphasised. Companies are increasingly tracking not only outputs (like training completion) but outcomes, such as shifts in representation, inclusion climate, and employee experience.

Successful submissions demonstrate that DEI initiatives work best when leaders at all levels actively champion inclusion, set measurable goals, and embed DEI into performance metrics

Leadership accountability is also central. Successful submissions

In summary, contemporary DEI strategies combine data-driven

demonstrate that DEI initiatives work best when leaders at all levels actively champion inclusion, set measurable goals, and embed DEI into performance

insights, leadership accountability, systemic interventions, participatory approaches, and continuous evaluation, aiming to move beyond symbolic efforts toward measurable, lasting organisational impact.

metrics. Inclusive leadership development programmes are

increasingly used to equip managers with the skills to recognise bias, foster psychological safety, and lead diverse teams effectively. The focus on the implementation of universal design principles in learning ensures accessibility and inclusivity for all learners. By anticipating diverse needs across abilities, learning styles, and backgrounds, programmes are becoming flexible and engaging. This approach enhances participation, knowledge retention, and overall impact, creating learning experiences that work effectively for everyone.

Open Doors The Open Doors Initiative creates pathways to employment, education, and training for migrants, refugees, people with disabilities, and those with criminal pasts. Partnering with businesses, ODI has supported over 100,000 individuals, building inclusive workplaces and empowering marginalised communities toward sustainable opportunities and brighter futures.

LEARNING & DEVELOPMENT INSTITUTE

Best Leadership Development Initiative

Chadwicks Group Chadwicks Group, Ireland’s leading builders’ merchant, invests in future leaders through its Leadership Development Programme (LDP). The initiative builds a strong talent pipeline through skill development, experiential learning, and peer recognition, driving succession planning, high retention, promotions, and sustained organisational growth aligned with strategic objectives.

Department of Defence The Department of Defence runs Leadership Plus, a continuous

leadership development programme embedding learning into culture, talent pipelines, and cross-departmental collaboration. By fostering ongoing growth rather than one-time training, it cultivates leadership excellence, strengthens organisational capability, and ensures that personnel are equipped to meet evolving challenges effectively and sustainably.

EXCELLENCE IN LEARNING AWARDS 2025

Successful programmes are no longer just about classroom learning; they combine practical exercises, structured feedback, and on-the-job application. This approach ensures that leaders can take what they learn and immediately apply it in their day-to-day roles

Farrans Construction Farrans Construction runs the Emerging Leaders Programme (ELP) to help employees transition from technical roles to leadership. Focused on self- awareness, performance management, and innovation, it combines coaching, peer learning, and actor-led sessions. Success is measured through engagement, appraisals, and director presentations, building leadership capability and supporting long-term business growth.

KPMG KPMG delivers the Thrive Programme in Ireland to enhance leadership capabilities and build a strong pipeline of future leaders. Aligned with strategic goals and focused on continuous improvement, it fosters a culture of learning, ensuring long- term sustainability and impactful leadership development.

Musgrave Musgrave has transformed its leadership culture through its Musgrave Institute Leadership Development pathway, setting the stage for a successful journey to 2030 and significantly enhancing leadership capabilities through experimentation, self-awareness, purpose, values, and vertical development. Combining workshops, webinars, mentoring, coaching, and peer learning, the programme enhances self-awareness, talent metrics, engagement, and retention, aligning with strategy to drive sustainable growth, innovation, and long-term organisational success.

LEARNING & DEVELOPMENT INSTITUTE

This year’s entrants also recognised that people leadership isn’t just confined to the most senior levels of the organisation, people leadership occurs at all levels in an organisation

PTSB Permanent TSB (PTSB) runs the Leadership Academy to develop future-ready, human-centric leaders. The programme enhances self-awareness, leadership influence, and team motivation, equips leaders with future skills, and fosters a supportive community, strengthening organisational culture, customer experience, and PTSB’s competitive position.

Sedgwick Sedgwick, a global insurance and financial services provider, runs LEAP to develop early and mid-career leaders. Focused on practical learning, coaching, and action-based exploration of leadership styles and best practices, the programme drives growth, informs senior leadership development, and uses gamification to embed skills, insight and organisational capability.

VHI Healthcare Vhi Healthcare runs the Management Development Programme (MDP) to enhance managerial capabilities and organisational leadership. The bespoke programme, developed with EY Lane4, combines senior leadership sponsorship, targeted selection, and intensive discovery, delivering measurable skill improvements and fostering transformational leadership to 194 managers.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments Submissions in the Best Leadership Development Category show that leadership development is evolving to be more practical, people-focused, and closely tied to real business outcomes. Successful programmes are no longer just about classroom learning; they combine practical exercises, structured feedback, and on-the-job application. This approach ensures that leaders can take what they learn and immediately apply it in their day-to-day roles. Coaching remains one of the most effective tools for developing leaders. Submissions consistently show that coaching helps people achieve goals, improve performance, and build self-awareness. Many organisations now embed coaching into leadership programmes to reinforce learning and ensure lasting behavioural change. The way leadership programmes are delivered is also changing. After a surge in fully online learning during the pandemic, hybrid models have emerged as the new norm. These combine focused in-person sessions for deep peer learning with digital content, microlearning modules, and nudges that keep learning on track. Programme content is shifting too. Leaders now need skills for hybrid and tech-driven workplaces, such as adaptability, sensemaking, and digital leadership. There is also a stronger focus on team and collective leadership practices, often developed through simulations, cross-functional projects, and peer learning cohorts.

Artificial intelligence is gradually being introduced, mainly to support simulations, analytics, and coaching, but it is used carefully with clear goals and safeguards to prevent bias. Finally, measurement is becoming more robust. Leadership programmes are increasingly evaluated against tangible business results, like employee engagement, retention, and performance improvements, rather than just satisfaction surveys. This approach helps organisations understand what works, scale successful initiatives, and make informed decisions about future investment.

LEARNING & DEVELOPMENT INSTITUTE

Best Organisational Development & Transformation Initiative

Allstate Northern Ireland Allstate Northern Ireland runs the XP Transformation Accelerator Learning programme to enhance technical and behavioural skills, foster collaboration, and build a flourishing XP culture. The initiative drives business success while supporting employee growth, cohesion, and motivation, creating long-term organisational benefits. It has been recognised in Forbes for its impact and innovation.

ESB ESB, Ireland’s leading energy company, runs the Commercial

Capability Development Programme to enhance contract management understanding. Through collaboration between managers, staff, and subject matter experts, the programme builds functional awareness, strengthens relationships, reduces errors, and empowers employees to ask questions and address issues, fostering an engaged, skilled, and capable workforce.

EXCELLENCE IN LEARNING AWARDS 2025

The initiatives in the category which demonstrated the most effective transformation programmes were designed with a clear process and a commitment to measuring progress at every stage, not just at the end

Indeed Indeed runs the Product Pitch Excellence (PPE) Program to enhance sales skills, product

Lidl Ireland and Northern Ireland Lidl Ireland and Northern Ireland ran First Choice: Blueprint of the Future, a landmark leadership initiative for 500+ leaders. Using experiential breakouts, storytelling, and creative tools, it aligned leadership with global strategy and values, boosting confidence, engagement, and cultural connection. Supported by toolkits and workshops, it fosters scalable, systemic organisational development.

knowledge, and performance. Using structured training and role-play, it drove measurable revenue growth, increased opportunities, and fostered a culture of continuous learning, with scalability ensuring long-term impact across markets.

LEARNING & DEVELOPMENT INSTITUTE

Building a culture of trust and psychologically safe environments where teams felt safe to share ideas, raise challenges, and try new approaches was also evident in the more successful initiatives

Sodexo Sodexo, a global facilities management and services company, runs the Zero Harm Mindset programme to embed a culture of safety and care. Prioritised by senior leadership, it transforms workplace safety from obligation to commitment, aiming to eliminate accidents and injuries while fostering employee awareness, engagement, and ownership of safe practices.

Tirlán Tirlán, an Irish dairy co-operative, runs the Governance Academy with ICOS Skillnet and UCC to develop leadership among young and female farmers. Tailored to participant needs, it supports generational knowledge transfer, fosters collaboration, builds confidence, and prepares future leaders, ensuring long-term sustainability and effective succession within the co-operative.

Woodie’s Woodie’s runs the Shadow Board initiative to develop future leaders. Bridging management and early-career employees, it fosters inclusivity, mentorship, and strategic project experience. Participants deliver impactful initiatives, enhancing retail and customer experiences, while promoting collaboration, creativity, and sustainable organisational growth.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments Successful OD initiatives were clearly anchored in the specific context of the organisation’s strategic priorities, or in response to a critical “burning platform” necessitating urgent and wide-reaching change. These entries tended to tell a coherent story of why the initiative was vital, how it was delivered, and what it achieved. The shortlisted presentations showcased a breadth of approaches, from technology and system-led transformations to people-focused initiatives designed to unite groups in discussion and collaborative activity that sparked lasting behavioural change. A notable trend among these organisations was the drive towards self-sufficiency, with initiatives deliberately structured to be brought in-house over time, maximising reach and embedding robust internal capability. Interestingly, there was limited evidence of Artificial Intelligence being a significant driver in these projects; instead, the emphasis remained firmly on targeted system improvements and human behavioural change as the primary catalysts for transformation. The use of robust data, both quantitative and qualitative, was a key determinant in demonstrating impact and a direct return on investment. The initiatives in the category which demonstrated the most effective transformation programmes were designed with a clear process and a commitment to measuring progress at every stage, not just at the end. The focus was on turning strategy into day-to-day actions, adjusting roles, building new skills, and changing ways of working so teams could quickly spot opportunities, act on them, and adapt when needed.

Organisations that balanced “exploring the new” with “making the most of what already works” tended to achieve stronger results. This meant creating structures and governance that allowed innovation without losing operational discipline. Building a culture of trust and psychologically safe environments where teams felt safe to share ideas, raise challenges, and try new approaches was also evident in the more successful initiatives. There is a growing push to integrate change management into core project delivery, so transformation isn’t treated as an add-on but is built into how initiatives are planned, governed, and measured. Finally, leading organisations are getting sharper at proving impact, combining hard data like ROI with real stories of adoption and success. The winning formula blends structure, adaptability, strong leadership, and a focus on people.

LEARNING & DEVELOPMENT INSTITUTE

Best Talent Strategy & Development Initiative

DPP Skillnet The Design, Print and Packaging Skillnet is a training network which works with companies in the design, print, packaging, signage and label sectors to deliver training solutions which will improve business performance.Approaching 20 years, it equips businesses of all sizes with tailored training, enhancing workforce skills, productivity, and leadership capabilities. Its programs drive operational efficiency, innovation, and competitiveness, consistently demonstrating measurable impact across Irish industries.

Department of Defence The Department of Defence, in collaboration with Maynooth University, runs the Defence Studies Micro-Credential, a 12-week Level 8 programme for civilian personnel. Combining blended learning and cross-sector collaboration, it enhances understanding of modern security challenges, policy, and professional skills, supporting career progression, workforce capability, and sustainable development of Ireland’s Defence sector.

EXCELLENCE IN LEARNING AWARDS 2025

The focus is on building transferable capabilities such as problem-solving, digital literacy, and resilience that enable employees to navigate uncertainty

Glenveagh Glenveagh, an Irish construction company, launched the GRIT

Morgan McKinley Morgan McKinley, a global recruitment consultancy, launched MasterSkill to support adoption of the Accelerate applicant tracking system. This six- week blended learning programme enhanced recruitment skills, reduced time-to-productivity, lowered attrition, and improved forecasting. Evolving with business needs, it fosters a continuous learning culture and drives growth, efficiency, and recruitment excellence.strategies, coaching and ongoing learning opportunities aligned with organisational priorities.

performance development process as part of its Building Better Strategy. Featuring a Key Skills Framework and tailored learning, it aligns personal and organisational goals, fosters employee ownership, enhances engagement, and ensures sustainable development, positioning the company for long-term success in a changing industry.

LEARNING & DEVELOPMENT INSTITUTE

Talent analytics are being used not just to assess outcomes but to predict skill gaps and inform workforce planning

SD Worx Ireland SD Worx Ireland runs SPARK JOYners, a sustainable leadership development programme creating a continuous pipeline of future leaders. Structured mentorship, training, and strategy days, combined with senior leader engagement and transparent selection, foster commitment, growth, and organisational impact. Continuous refinement ensures a lasting culture of strong, innovative leadership at SD Worx.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments Submissions in the Talent Development category highlight a shift toward more adaptive, evidence-based, and human- centred approaches that align with fast-changing organisational needs. One key trend is towards personalised learning, supported by data analytics, skills assessments, and AI-enabled learning platforms that adapt content in real time. A shift towards Skills First HR is replacing the traditional “front-loaded” development model, with organisations creating pathways that integrate formal training, experiential projects, and informal learning communities. The focus is on building transferable capabilities such as problem-solving, digital literacy, and resilience that enable employees to navigate uncertainty. Blended and technology-enabled delivery remains dominant, combining in-person experiences with virtual, mobile, and microlearning formats. Virtual reality, simulations, and gamification are increasingly utilised to accelerate skill acquisition and improve engagement, particularly in complex or high-stakes contexts. The strategic importance of on-the- job, experiential learning through stretch assignments, cross-functional projects, and international placements, to accelerate capability development while delivering business value is also evident throughout the category. Mentoring and coaching are evolving too, with structured peer mentoring, reverse mentoring, and group coaching addressing multigenerational workplace dynamics. Diversity, equity, and inclusion (DEI) considerations continue to be integral to talent development design, ensuring that programmes remove barriers and reflect a broad definition of talent. Generationally responsive approaches acknowledging differing motivations, career expectations, and learning preferences are also becoming the norm.

Finally, impact measurement is moving beyond satisfaction surveys toward data-rich evaluation frameworks that focus on impact and link learning to performance, engagement, and retention metrics. Talent analytics are being used not just to assess outcomes but to predict skill gaps and inform workforce planning. Collectively, these developments point to an approach to talent development that is agile, data-informed, inclusive, and deeply embedded in organisational strategy, positioning it as a critical driver of competitiveness and long- term workforce sustainability.

LEARNING & DEVELOPMENT INSTITUTE

Best Digital Learning Initiative

Aramark Aramark, a global provider of food, facilities, and uniform services, transformed onboarding in Ireland through its Warm Welcome initiative for 8,000+ colleagues across 400+ sites. The scalable digital programme improved engagement, inclusion, and efficiency, achieved high new-hire satisfaction, and ensures sustainability via self-directed learning, data-driven improvements, and cost-effective content creation.

Carrolls Irish Gift Carrolls Irish Gifts, a leading Irish retailer of gifts and souvenirs, uses a Workvivo-powered LMS as the core of its learning strategy. The platform centralises training, fosters manager- led learning communities, integrates with performance management, and encourages peer-to-peer knowledge sharing, creating a scalable, self- sustaining resource that drives long- term organisational development.

EXCELLENCE IN LEARNING AWARDS 2025

A clear trend was the prioritisation of learner- centric design. Programmes are increasingly tailored to audience needs and preferences, using microlearning, modular content, and self-paced access to deliver flexibility and personal relevance

Cobblestone Learning Cobblestone Learning, a digital learning solutions company, partnered with Oide to create Tuiscint, an eLearning programme for newly appointed primary school principals. Delivered through eleven interactive modules, it provides structured, scenario-based guidance in governance, leadership, inclusive education, and staff and pupil management, equipping principals with practical knowledge and confidence before taking up their roles.

Dementia Dementia, a healthcare-focused organisation, introduced a digital microlearning initiative to address staff shortages and limited training time. Mobile-first, interactive modules improve training completion, staff confidence, patient safety, and reduce costs. Integrated into hospital strategies with ongoing updates, analytics, and feedback, it provides scalable, sustainable, on-the-job learning that enhances knowledge and patient care.

LEARNING & DEVELOPMENT INSTITUTE

Notably, digital learning is increasingly aligned with broader goals such as resilience, service quality, and performance excellence, supported by evidence-based impact measures

Cáilíocht Náisiúnta agus Sábháilteacht Othar Oi g an Phríomhoi gigh Cliniciúil National Quality and Patient Safety Oce of the Chief Clinical Ocer

HSE National Office for Suicide Prevention

ICSE ICSE, an educational and professional certification body for the security industry, developed an AI-powered examination scoring system with

The HSE National Office for Suicide Prevention (NOSP) developed “Let’s Talk About Suicide”, a digital learning programme empowering individuals, communities, and professionals to recognise and respond to suicidal distress. Interactive scenarios, guided conversations, and practical tools increase knowledge, reduce stigma, and support lasting national suicide prevention efforts.

OpenSky to improve accuracy, efficiency, and fairness. Using

structured marking, weighted criteria, and real-time feedback, it reduced processing time by 96%, ensured unbiased grading, strengthened data security, and provides a scalable, future-proofed benchmark for digital innovation

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments The Digital Learning Initiative Category showcased an inspiring breadth of innovation, creativity, and commitment to advancing digital learning. Entries from sectors including healthcare, education, insurance, and hospitality demonstrated how digital transformation is reshaping both learning experiences and organisational development. Several key themes emerged, underscoring the importance of a consistent, strategic approach to digital learning. A clear trend was the prioritisation of learner-centric design. Programmes are increasingly tailored to audience needs and preferences, using microlearning, modular content, and self-paced access to deliver flexibility and personal relevance. This approach empowers learners to engage on their own terms, improving both retention and practical application in the workplace. Engagement remains central, with submissions leveraging multimedia, interactivity, and feedback loops to enrich the learning experience. Quizzes, surveys, and reflection tools enable iterative improvements, boosting satisfaction while supporting scalability. Inclusivity and accessibility were also prominent, with strong commitments to language diversity, cultural relevance, and digital literacy support, ensuring learning closes gaps rather than widens them.

Sustainability and scalability are embedded in many initiatives, which form part of long-term organisational strategy rather than standalone events. This ensures continuous, updated learning that reaches dispersed workforces efficiently. Notably, digital learning is increasingly aligned with broader goals such as resilience, service quality, and performance excellence, supported by evidence- based impact measures. Finally, adaptability emerged as a hallmark of success. From responding to skills shortages to meeting evolving industry standards, winning programmes combined technology and design thinking to overcome barriers. Collectively, these submissions present a vision of digital learning that is learner-focused, inclusive, sustainable, strategic, and agile, offering a roadmap for future transformation.

LEARNING & DEVELOPMENT INSTITUTE

Best L&D Collaboration

Bord na Móna, Laois-Offaly Education & Training Board (LOETB), The Entrepreneurs Academy (EA), and Hartley People Bord na Móna, in partnership with LOETB, The Entrepreneurs Academy, and Hartley People, launched New Beginnings to support workforce transition. The programme helps long-term employees become business owners, achieving 100% completion, 20 new businesses, and job creation. With sustainability measures like Next Horizons, it demonstrates ethical, replicable workforce transformation driving economic resilience.

BT Sourced, The Enterprise Academy (TU Dublin), IDA & Skillnet Ireland BT Sourced, in collaboration with TU Dublin, IDA, and Skillnet Ireland, launched a programme to strengthen procurement capabilities and support career growth. Aligned with BT Sourced’s strategic transformation goals, it enhanced the company’s procurement function while serving as a best-practice model for industry– academic partnerships in procurement and supply chain.

EXCELLENCE IN LEARNING AWARDS 2025

Institute of Advertising Practitioners in Ireland, Prism Leadership & Change Consulting and Diageo The Female Futures Fund, a collaboration between IAPI, Prism Leadership & Change Consulting, and sponsored by Diageo, develops female leaders in advertising, media, and communications. It offers networking, coaching, and personal development, addressing gender disparity and fostering diversity by providing tools and strategies for female talent to excel in senior positions.

National Quality and Patient Safety (NQPS) & HSE The National Quality and Patient Safety Directorate (NQPS) and HSE collaborated with the Institute of Public Administration (IPA) to deliver bespoke project management training. Blending IPA expertise with internal knowledge, the programme improved completion rates, budget management, and stakeholder satisfaction, fostering ongoing collaboration and sustainable organisational benefits since its 2023 rollout.

Mercury & Ingenium Mercury, a European engineering and construction company, partnered with Ingenium to co-create a transformative Leadership Development Programme. Combining structured learning, real-world application, and coaching, the initiative equips leaders with critical skills and strategic insight, strengthening operational excellence and positioning Mercury for sustained growth, innovation, and long-term leadership success.

LEARNING & DEVELOPMENT INSTITUTE

Judges noted that authentic collaboration required time, trust, openness, and consensus-building, alongside respect for each partner’s expertise, encouraging constructive challenge

Real Nation & Heineken Collaboration Real Nation partnered with Heineken to create the Heineken® Ahhh-cademy, a benchmark in bartender education and trade engagement. Combining behavioural science, learning design, and product expertise, the programme delivers impactful, real-world training that strengthens serve quality, trade relationships, and brand sustainability, while expanding globally with digital modules and train-the- trainer initiatives.

Office of The Revenue Commissioners & Finnish Customs The Office of the Revenue Commissioners, in partnership with Finnish Customs, developed the Customs & Excise Training initiative, including bespoke Search of Vehicle (SOV) training. Harnessing international expertise, it prepared officers for evolving challenges like electric vehicles, strengthened post- Brexit readiness, and built a skilled, future-ready workforce aligned with strategic priorities.

EXCELLENCE IN LEARNING AWARDS 2025

Judges’ Comments Judges evaluating the collaborations between learning solutions providers and corporate clients observed several strong and emerging trends. A clear shift toward personalisation was evident, with training programmes increasingly tailored to the needs of individual learners, creating a genuinely learner-centric approach. This was underpinned by evidence-based programme design, often driven by structured processes and supported by agile, dynamic adaptations made in real time to ensure learner needs were addressed throughout, rather than only at the start and end of a programme. Many entrants framed learning and development as a strategic tool for talent attraction and retention, reinforcing its role in enhancing organisational appeal. Programmes frequently adopted applied, experiential, and action- learning approaches, ensuring that learning was relevant to real-world work and transferable to the workplace. Sustainability was another recurring theme, with content designed to be built upon and adapted for future iterations based on evolving contexts and circumstances. Collaboration itself was seen as multi- layered, with growing involvement from multiple stakeholder groups in ideation and co-design. Many initiatives were co-created with learners, aligning to the organisation’s strategic vision while drawing on participants’ lived experiences. Judges noted that authentic collaboration required time, trust, openness, and consensus- building, alongside respect for each partner’s expertise, encouraging constructive challenge. A wide variety of tools and methods were deployed ranging from liberating structures and world cafés to gamification, webinars, peer learning, simulation,

and multi-sensory formats. These contributed to the transformative impact of programmes, often empowering learners with greater confidence, resilience, ethical awareness, and the ability to “challenge up” post-programme.

Finally, the best shortlisted collaborations were marked by sustainability, replicability, and

potential for broader roll-out. They demonstrated clear metrics of impact and solid evidence of achievement, reflecting an ongoing need across the sector to strengthen measurement and articulate the value of learning and development initiatives.

LEARNING & DEVELOPMENT INSTITUTE

Best L&D Organisation

Broadlake Broadlake, a private investment firm, focuses on realising potential across its businesses and people to achieve its 3X10X strategy. Using bespoke tools—The Playbook, The Realiser, The Principles, and the Leadership Development Framework— Broadlake drives people development, organisational growth, and measurable positive impact.

Morgan McKinley Morgan McKinley, a global recruitment consultancy, fosters continuous learning and high performance through programmes such as LEAD Mastery, MasterSkill, MasterSkill+, and Accelerate. Combining technology and human interaction, these initiatives enhance productivity, support data- driven decisions, and empower teams worldwide, setting a benchmark for performance and development in the global talent market.

EXCELLENCE IN LEARNING AWARDS 2025

The emphasis is clearly shifting from training for specific job roles to building adaptable competencies and skillsets—illustrated by some organisations offering employees courses in AI literacy for example, regardless of function

PTSB PTSB leverages learning and development initiatives to equip employees with essential skills, foster a high-performance culture, and align learning with strategic priorities. These programmes act as a strategic enabler, driving organisational success and supporting PTSB’s ambition to be Ireland’s best personal and business bank.

Sodexo Sodexo, a global facilities management and services company, invests in its people by nurturing talent and fostering a performance-led culture.

William Fry William Fry LLP, a top-tier law firm, invests in learning and development to cultivate a high-performance, continuous learning culture. This commitment supports business success and enables employees to realise their potential, fostering excellence, professional growth, and sustained organisational achievement across the firm.

Through tailored development opportunities, employees gain

skills, tools, and growth pathways, empowering them to perform at their best and contribute to the company’s ongoing business success.

Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22 Page 23 Page 24 Page 25 Page 26 Page 27 Page 28 Page 29 Page 30 Page 31 Page 32 Page 33 Page 34 Page 35 Page 36 Page 37 Page 38 Page 39 Page 40 Page 41 Page 42 Page 43 Page 44 Page 45 Page 46 Page 47 Page 48 Page 49 Page 50 Page 51 Page 52

Made with FlippingBook - Share PDF online