How to design and launch a Learning Experience Platform (LXP)
Learning technology support
Internal L&D development
Learning content strategy
Learning marketing strategy.
Novo Nordisk is one of the world’s largest Pharmaceuticals with its HQ in Copenhagen. Our client, Head of Digital Learning Peter Riber, contacted us to support his team in launching an LXP called Degreed. The initial contract was for a short period of consultancy but ended up being a much longer engagement lasting more than 6 months. In fact, we are still helping Novo Nordisk deliver its digital learning strategy.
“I just wanted to thank all of you for your unbelievable efforts, helping our team achieve incredible things over the last year – and especially the last 7 months or so. The journey has been incredible/crazy and so have the results. We have not “only” launched Degreed. We have launched a whole new way of thinking and working with digital learning in Novo Nordisk. We could not have done this without you. I hope we will get the chance to do more terrific things together in the future"
Peter Riber, Head of Digital Learning
What we did
There were two phases of the project, pre-COVID and post-COVID. In phase one we were supporting four pilot areas to test Degreed as a concept. This included technical consulting, preparing toolkits of performance support for content developers, designing a great ‘day-one’ experience, advising on deployment strategy and coaching stakeholders to think about learning in a different way.
At the time when COVID 19 hit we had settled into a steady agile rhythm as a team. We were running the project with two-week sprints and a comfortable workload. This changed overnight. The lockdown, first in Denmark and then in the UK, brought digital learning into sharper focus. The implementation of Degreed was stepped up and our pilot launch for 20.000 users in Denmark contracted from around three months to two weeks.
This new phase of work not only required an extreme effort from the whole team but brought additional challenges and responsibilities. We were asked to take the lead in quickly upskilling learning professionals in using Degreed, curating and adding vast amounts of external/partner content to the platform, and develop a communications campaign and support network to achieve this. Like many organisations, Novo Nordisk also needed to react to the new ways of working and we were at the forefront of developing COVID 19 guidance and learning plans.
Finally, with increased awareness came increased interest, anxiety and curiosity. As part of the Digital Learning team, Solvd Together became the go-to experts for all things LXP, LMS and learning more generally.
The launch of Degreed is considered an example of best practice for Novo Nordisk. It felt like we were part of the team and we really enjoyed working with Peter on what became, “an example of us [Novo Nordisk] at our best”, according to the HR leadership team.
The platform has been extremely well received across the organisation and we have seen a trend in more returning visitors than new users. Degreed has become the primary tool for delivering digital learning and a driving force behind a change in mindset around professional development.
25% adoption in the organisation with only Yammer posts and word-of-mouth awareness
70,000 completed learning items - none of which was mandated
2,500 shared learning items
100+ days of support delivered.