- Case Study -


A Fortune 100 pioneer in Communications & Information Technology identified recruiting and nurturing early-career sales and engineering talent from diverse backgrounds as a critical need to invigorate their sales force.



Long-Term Vision: 

This industry leader sought to cultivate next-generation sales leadership through the strategic infusion of innovative and varied sales talent leveraging state-of-the-art hybrid collaboration and interaction technologies.

Program Objectives:
The company's targeted program aimed to:

  • Provide early-career Sales Reps and Engineers with a year-long curriculum encompassing both technical and professional sales training.
  • Deliver training via virtual learning across 10-15 global cohorts, complemented by local, practical experiences.
  • Guarantee a rigorous, yet consistent development experience for young Associates, regardless of their geographical location.

Partnership Needs: To effectively implement this global program, the company partnered with InSync Training for an integrated virtual classroom managed service solution.


The company embarked on an ambitious initiative to integrate global associates from multiple sites into cohesive learning cohorts. For instance, representatives from California, New York, and Toronto, or Bangalore, Sydney, and Shanghai, would form learning cohorts while remaining in their respective cities.

The company operated 10-15 cohorts annually, each tackling over 80 varied topics over periods ranging from 1 to 10 days. Every topic was led by a different instructor, teaching from one city and connecting with the rest of the cohort via virtual classrooms and video conferencing.

This innovative approach posed significant challenges:

  1. Consistent Support: Establishing a learning environment that offered consistent support to all learners, regardless of their location, regional requirements, and preferred language was a major hurdle.
  2. Logistical Management: Managing the contracting and scheduling of individual instructors, as well as handling travel logistics, budgets, attendance, and general student management across all cohorts worldwide, was a complex task.
  3. Content Management: The company needed assistance with content management and high-level design advice for converting material for virtual learning, as it lacked expertise in these areas.
  4. Maintaining Quality: Ensuring consistent quality across such a large program, with numerous moving parts operating simultaneously, was a daunting challenge.


In 2010, the company partnered with InSync Training to devise a comprehensive managed service solution for their global virtual initiative. This collaboration aimed to address the challenges identified in the problem overview and streamline the learning process across various cohorts.

The project encompassed several key elements:

  1. Schedule Creation and Implementation Services: InSync Training coordinated a global pool of instructors, managing the logistics of virtual classrooms, video conferencing rooms, and producers.
  2. Content Management: InSync Training performed a thorough content review, converted materials for virtual classroom use, and managed revisions.
  3. Learner Management: This included handling Learning Management Systems (LMS), attendance tracking, reporting, and evaluation.
  4. Hybrid Learner Support: InSync's production staff utilized collaboration tools and integrated third-party learning apps to create a seamless hybrid learning environment. This approach balanced the needs of in-person and virtual learners, fostering an interactive and engaging classroom experience.
  5. Learner Advocacy: The production staff served as advocates for all learners, ensuring consistent support and high-quality learning experiences across different locations. This role was crucial in addressing individual learner needs and fostering a sense of community among geographically dispersed participants.
  6. Train The Trainer Services: For instructors new to virtual delivery, InSync Training offered specialized training to equip them with the necessary skills and knowledge.
  7. Budget and Vendor Management: InSync Training oversaw budget allocation and vendor management to streamline operations and ensure efficiency.

THE Results:

Strategy & Transformation

InSync Training played a pivotal role in the evolution and success of the award-winning learning program over the next decade. The strategic partnership led to significant transformations, setting new benchmarks in the realm of virtual learning.

Key milestones achieved during the first year included:

  1. Global Curriculum Deployment: A robust curriculum was rolled out globally, extending across 18 time zones. This endeavor was supported by correlating job activities in each country, ensuring the relevance and applicability of the content to the learners' roles.
  2. Creation and Implementation of Modules: 86 modules were meticulously crafted and implemented via virtual classrooms and video conferencing across 10 global locations. This approach maximized reach, ensured consistency in training, and facilitated real-time interaction and engagement among learners.
  3. Refined Content Creation Process: The process for creating virtual curriculum content was refined, leading to a 25% increase in the speed of content updates. This enhancement allowed for more timely and relevant content, enhancing the learning experience and keeping pace with the fast-evolving industry trends.
  4. Improved Learner Satisfaction: As a testament to the effectiveness of these strategic changes, learner satisfaction scores saw a considerable rise, increasing from 3.9 to 4.65 on a 5.0 scale. This boost in satisfaction underscored the success of the transformation, reflecting the enhanced quality and impact of the learning experience.

Business and Personal Benefits

The transformation extended beyond the learning program, leading to substantial business and personal benefits.

  1. Accelerated Onboarding: The new virtual training model revolutionized the company's onboarding process. By equipping associates with the necessary skills faster, the company was able to put them to work sooner, generating an additional $85M in their first year. This demonstrated the significant returns that a well-structured and effective virtual training program can bring to a business.
  2. Field Readiness: A critical advantage of this model was that it ensured associates were "field-ready" upon graduation at the end of the 12 months. This was a crucial improvement over previous years, addressing a significant gap in the training process. Being field-ready meant associates could hit the ground running, reducing the time and resources spent on post-training acclimation.
  3. Increased Efficiency: The hybrid training model also led to an increase in efficiency among new sales and engineers. Upon moving into the field, they were found to be at least 10% more effective in their role. This uptick in sales effectiveness translated into a 10% increase in bookings, further boosting the company's revenue.

InSync's managed services played an instrumental role in making these benefits possible. By effectively managing the transition to a virtual training model, and then managing the ongoing program, they enabled the company to unlock significant potential in their associates while ensuring valuable business outcomes.


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