2026 Training MVP Awards Rankings

Southern New Hampshire University’s best-in-class employee training and development earned it the #1 ranking on the 2026 Training MVP Awards list. Allianz Life Insurance Company of North America moved up to #2, while three companies achieved Top 5 placements for the first time: JLL (#3), Panda Restaurant Group (#4), and Hayes Locums (#5). Some 18 newcomers earned a spot on the list in 2026, the 26th year in a row this publication has ranked the top organizations providing employer-sponsored workforce training and development.

Each Training MVP Award applicant was measured on quantitative (74 points) and qualitative (53 points) data. Factors influencing the rankings include:

• Training tied to specific, measurable, numeric business goals
• Kirkpatrick Level 3 (behavior change) and Level 4 (business outcomes) results
• Training budget, staffing, and hours
• Training program scope, delivery, and innovation
• Employee engagement/satisfaction, length of service, and turnover

An outside research and statistical data company, under Training magazine’s guidance, scored companies on quantitative data supplied by the applicants. Then, Training’s editor/publisher and the Training Hall of Fame judges qualitatively reviewed the applications.

The 2026 Training MVP Awards winners are game-changers, training champions, and major league L&D bar raisers. We salute their impressive achievements in and deep dedication to employee learning and development over the past year. These Most Valuable Players in the L&D field help employees attain their career aspirations and organizations become all-stars in their industries.

Click here to see a full list of the rankings.

1 Southern New Hampshire University In fiscal year 2025, Southern New Hampshire University (SNHU) launched an enterprise-wide Culture Change Learning initiative, training 90% of employees with senior leaders as culture sponsors. The program shifted SNHU from an expert to a learning culture through Core Values and Core Skills learning, leader toolkits, and team-based experiences. A signature innovation, the PULSE Check tool, embedded daily alignment with Core Values: Put People First, Unleash Your Learning, Live and Breathe Equity, Set the Right Pace, Embrace Collaboration. The initiative delivered powerful outcomes, reflected in a +88 engagement score.

2 Allianz Life Insurance Company of North America The First Year Employee Experience is a best-in-class onboarding program that spans 5 months, offering new hires a welcoming and enriching start at Allianz Life Insurance Company of North America. The program introduces new employees to the company and its culture through Day 1 orientations, a benefits overview, a 3-part Culture & Connections series, a business acumen series, and interactive sessions with the CEO and Executive Leadership Group. With 100% of hiring managers reporting successful starts for new hires, the program has reduced turnover rates and increased employee satisfaction. OTI

3 JLL JLL’s Technical Skills Assessment (TSA) addresses critical skills gaps in integrated facilities management through a multi-layered approach. The program combines site criticality surveys, technician self-evaluations, and manager assessments to identify deficiencies, responding with targeted training through technical development plans and customized assignments. By separating assessments from performance ratings, the program encourages honest participation and creates personalized development paths focused on mission-critical skills. Participating accounts achieved a 25.8% improvement in technician retention, demonstrating the program’s effectiveness in developing internal expertise while navigating the technical talent shortage plaguing the industry. BP

4 Panda Restaurant Group The Kitchen Modules Revamp upgraded training for Panda Restaurant Group’s kitchen help, cooks, and chefs to elevate food quality as a brand standard, directly supporting the 2025 priority of delivering exceptional guest experiences and the Operations commitment, “food with passion.” The blended program introduced clear career paths; multi-level, field-validated assessments; Tik-Tok-style and other videos with multilingual captions; and livestreamed expert chef demos. Through June 2025, 6,075 associates had passed formal skills assessments. Results included: Taste of Food, +3.6 percentage points (PP); Overall Satisfaction (OSAT), +4.1PP; and same-store transactions, +4PP, exceeding targets. BP

5 Hayes Locums MSS University is a first-of-its-kind program in the locums industry, showcasing Hayes Locums’ signature white glove service. In this 3-week program, new physician consultants partner with the Training Team and MSS experts (credentialing, licensing, and more) to master the most challenging concepts for onboarding employees to comprehend. By building deep knowledge and cross-team collaboration, consultants gain the confidence to guide providers from booking through payroll. Since its launch, MSS University has driven a 20% decrease in kickbacks for internal credentialing packets, strengthening both consultant expertise and interdepartmental relationships.

6 Coast Professional, Inc. Coast Professional, Inc.’s training program covering leadership, communication, professionalism, and compliance empowers employees with strong interpersonal and call-handling skills. Leveraging tools such as the Voice Analytics Module (VAM), Coast reviews all customer interactions, proactively identifying and addressing issues. Continuous feedback, interactive coaching, and targeted retraining ensure representatives stay current, confident, and compliant. These strategic initiatives have driven a 99.7% customer satisfaction rate and earned Coast the top ranking in customer satisfaction within the industry, underscoring the measurable impact of ongoing employee development.

7 Walden Security In Walden Security’s LEAP (Leading with Excellence and Accelerating Purpose) program, participants tackle real organizational challenges, develop actionable solutions, and deliver measurable results directly to executive leadership. Built on neuroscience principles, the 6-month program uses a 6-phase capstone methodology grounded in scientific retention methods, treating participants like internal consultants. So far, 75% of participant solutions have been implemented, tripling the company’s 25% target. And participants have demonstrated 85% skill application rates through documented behavioral tracking. LEAP transforms leadership development into profitable organizational improvement. BP

8 Michigan State University Federal Credit Union To counteract market shifts, Michigan State University Federal Credit Union launched the Blaze Trails Curriculum—a cross-departmental training program designed to elevate sales performance and member service. Rooted in core values of growth and determination, the initiative introduced a shared sales framework, observable behaviors, and blended learning experiences. Employees achieved 52,890 informs—158.86% to goal—demonstrating exceptional engagement and personalized member outreach. With digital badging, peer panels, and strengths-based learning, Blaze Trails set a new standard for collaborative, behavior-driven development and laid the groundwork for sustained success across the organization. BP

9 BankWest, Inc. Value Added Sales Training supports BankWest, Inc.’s culture of deepening customer relationships. Sales training is a vital aspect to driving revenue and growth while ensuring customer needs are met with products and services. Participants are immersed in a 2-day intensive workshop that includes roleplay, instructor-led discussions, an interactive workbook, a networking dinner with senior leaders, and a discussion panel with the organization’s top sales leaders. The workshop is followed up with quarterly calls, monthly e-mails, and recognition. As a result, the bank exceeded its customer relationship management recommendation goal by more than 194%.

10 Dexian Dexian is dedicated to realizing sustained organic growth through immersive sales development. The company’s Develop and Advance (D&A) Career Path exemplifies this focus. Develop and Advance is a comprehensive training path that begins with a sales internship for college students, continues with entry-level sales training, and culminates with a sales development program that has trained more than 75% of the sales team. All of these programs are supported by 1-on-1 relationships with mentors who provide guidance and support through formal and on-the-job training.

11 Forvis Mazars, LLP The Manager Development Experience (MDE) at Forvis Mazars, LLP, is a 3-track leadership program focused on Leading Self, Leading Others, and Leading with Business Acumen. Each track spans 3 months and blends live sessions, peer collaboration, and on-the-job application. Participants reported measurable growth in emotional intelligence, strategic thinking, and team development. Engagement scores improved across cohorts, and post-program assessments showed a 15% increase in confidence applying leadership behaviors. MDE’s hybrid format and personalized learning paths make it scalable and impactful, supporting Forvis Mazars’ commitment to developing high-performing, inclusive leaders prepared to navigate today’s complex workplace.

12 Ascend Federal Credit Union The overarching vision to be the most loved institution in Ascend Federal Credit Union’s market extends beyond offering products; it requires a commitment to fostering financial well-being for all. The company’s distinction lies in exceptional service and cultivating meaningful member relationships. Ascend’s Delivering the Ascend Difference Through Service Recovery training program supports this vision by equipping all employees with comprehensive service and consultative counseling expertise. As 1 of several development strategies, this program strengthens the team and positions Ascend as both a credit union and employer of choice.

13 Edward Jones The Ted Jones Coaching Program provides field-led, peer-to-peer coaching to help Edward Jones branch teams commit to and achieve performance excellence. Volunteer coaches work with branch teams—financial advisors and client support team professionals—to establish short-, medium- and longterm goals. Coaches hold weekly accountability Zoom calls with branch teams. During the final weeks of the 6-month program, coaches transition accountability for the long-term goals to the branch team. For the 2025 program year, 51% of coaches and participants had at least 1 best month ever (best 1-month net commission total ever) as a financial advisor.

14 Carilion Clinic In 2025, Carilion Clinic opened its 12-story Cardiovascular Institute and Hospital of the Future, preparing thousands of employees for new spaces, technologies, and workflows. To safeguard exceptional heart and stroke care standards, teams trained inside the new tower with EMS and flight crews, using real equipment and patient scenarios. Educators partnered with Human Factors experts and the Center for Simulation, applying advanced technologies to adapt scenarios in real time and capture precise performance data. Following go-live, quarterly heart alert response times remained within 3.3% of pre-opening medians, while stroke response times improved by 9.68%. OTI

15 ArcBest For 100+ years, ArcBest has served customers with excellence. In 2024, the company celebrated the 40th anniversary of its Quality Process, which uses a 5-step problem elimination method and equips employees with knowledge and skills to provide error-free, best-in-class service. It teaches a 0-defect mindset and encourages creative problem solving. As a result, ArcBest continued receiving industry recognition for its commitment to quality, including 3 2025 Quest for Quality Awards by Logistics Management—Household Goods & High Value Goods Carrier (ArcBest, 4x winner), Expedited Motor Carrier (ABF Freight, 2x winner), and National LTL Carrier (ABF Freight, 9x winner).

16 Shaw Industries Group, Inc. The Plant Specific Orientation (PSO) program, implemented across Shaw Industries Group, Inc.’s manufacturing facilities, aims to reduce voluntary hourly turnover. The program focuses on safety, role clarity, cultural integration, and operational readiness. Since its launch, voluntary turnover among new associates declined by 56%, and retention rates improved from 64% to 74% in 1 year.

17 Apple Federal Credit Union Apple Federal Credit Union uses a robust virtual reality (VR) course within its core Lending Academy training. Talent Development collaborated closely with business unit leaders to ensure the training aligned with organizational goals. The VR module enhanced loan decision communication through 6 realistic member scenarios, supported by automated feedback and facilitator-led coaching. Post-training role-play revealed immediate skill application. Behavioral observations, surveys, and assessments confirmed increased confidence and capability. Due to its measurable impact on performance and learning retention, Apple Federal Credit Union expanded VR integration across all core training programs in 2025.

18 HD Supply The Targeted Coaching Program is a data-driven initiative that transformed call center performance at HD Supply by combining randomized quality assurance (QA) evaluations, tailored coaching, and a tiered performance system (Junior Varsity to MVP). Designed to empower associates and target specific growth areas, the program led to an 18- to 23-second drop in average call handling time, service-level gains from 7% to 8%, and a leap in voice of the customer scores from 67% to 86%. With underperforming teams reaching 88% average QA scores, this approach delivered sustained behavioral change and measurable business results.

19 The Guardian Life Insurance Company of America The Guardian Life Insurance Company of America is committed to growing its entrepreneurial agency system—and Leadership Foundations is a key part of that mission. This program prepares high-potential financial professionals (FPs) for management by building leadership, recruiting, and honing team development skills, while boosting confidence in guiding peers and newly contracted FPs. The results are powerful: More than 60% of the 2024 class were promoted into management roles within their agencies. Leadership Foundations isn’t just training—it’s a launchpad for the next generation of agency leaders.

20 Personnel Board of Jefferson County Last year, the Personnel Board of Jefferson County hosted the 3rd Annual WOW! Conference. Known as the “Working on Workday Conference,” it was designed to provide HR professionals and hiring managers an opportunity to deepen their understanding of Personnel Board systems and processes while strengthening their skills in Workday, the Merit System’s human capital management system. After the conference ended, 98% said the conference content was beneficial to their daily roles, and the requests for Workday assistance from Personnel Board team members dropped by 70%+.

21 Johns Hopkins Medicine: Patient Access The Patient Access Leadership Academy prepares frontline staff and supervisors at Johns Hopkins Medicine: Patient Access for the next level of their career through a 12-month development journey focused on DiSC assessment, coaching, strategic hiring, and more. Participants apply via essays and manager endorsements. Currently in its 6th cohort, more than 32% of graduates have been promoted into leadership roles within 6 months. In fiscal year 2025, 73% of Patient Access leadership positions were filled internally. The program now has expanded to include ambulatory clinic staff across the Johns Hopkins Health System. OTI

22 First Horizon Corporation Career Marketplace provides a comprehensive platform for First Horizon Corporation associates to manage their career growth. It expands access to career pathways, concentrating on recognizing personal strengths and areas for improvement, and creating development plans. First Horizon Campus, a component of the Career Marketplace, offers curated content from 3rd-party content providers and internally developed academies. By streamlining and consolidating content libraries, associate access to professional development resources increased by 426%, while the annual cost per license decreased from $113 to $25.

23 The University of Texas MD Anderson Cancer Center LEADing Teams Core helps leaders at The University of Texas MD Anderson Cancer Center identify and understand critical issues, engage in candid discussions about challenges, develop skills for strong and effective leadership, and broaden their perspective on organizational issues. This 75-person cohort program offers 50+ hours of development over 9 months, including facilitated discussion, mentoring, simulations, 360-degree feedback, and coaching sessions. Highly engaged program participants’ direct reports hold more favorable perceptions of their manager, as measured by the institution-wide engagement survey. After 7 cohorts, 95% of eligible leaders have participated.

24 Limbach Holdings, Inc. Leader Accelerator is a 6-month leadership development program for high-potential branch manager candidates at Limbach Holdings, Inc. The content focuses on 21 key branch manager competencies across 6 major business areas, including financial accountability, brand strategy, and teambuilding. These competencies are taught via 4 2-day in-person workshops, action-learning assignments, a customized strengths report, and C-suite mentorship. Senior leaders design and teach the content. Program evaluation is measured by the placement rate of graduates into branch manager roles, which is currently 67% within 8 months of completion. BP

25 CBE Companies, Inc. The Midweek Masterclass is a company-wide learning series designed to strengthen CBE Companies, Inc.’s key business goals: retention, revenue growth, and engagement. Held 4 times per quarter, these interactive, hour-long sessions are led by internal experts and open to all employees. Topics are chosen based on employee interest and strategic priorities, ensuring each session is timely and impactful. With 86% of participants directly applying the new skills, the program has become a standout example of learning excellence, empowering employees and fueling performance through practical, skill-based development aligned with CBE’s mission.

26 Two Men and a Truck Providing opportunities for skill and career advancement, Two Men and a Truck’s Career Development Program offers several levels of college-like courses in 6-month learning segments. From frontline basics to management and franchise ownership, participants can progress through 1 level each year. 19 have gone on to open their own franchise. Utilizing teaching from subject matter experts and an organizational effectiveness coach, the CDP focuses on a 2-prong approach of personal development skills tied in with business acumen to build well-rounded leaders with a proven track record of business success.

27 Blue Sprig Pediatrics The RBT Career Path program at Blue Sprig Pediatrics created a structured advancement model for behavior technicians, combining clinical skill development with clear promotion criteria. In the first year, 43% of eligible team members enrolled, and 43% of those eligible for promotion advanced into higher roles. Mentorship, real-time dashboards, and standardized competency assessments reinforced growth across 160 centers. The program also contributed to a 14% reduction in overall staff turnover, positioning it as a key driver of engagement, retention, and internal mobility in a high-growth, mission-driven healthcare organization. OTI

28 Greystar In 2023, Greystar launched the Women’s Inclusion Network (WIN), its first-ever diversity, equity, and inclusion-focused advancement system embedded into enterprise operations. WIN moved beyond traditional mentoring by integrating equity into HR information system (HRIS) dashboards, promotion reviews, and succession planning. In 2024, the program scaled enterprise-wide, supporting 843 participants across 12+ business units. Through 4 structured channels— mentoring, peer networking, executive-led education, and visibility forums—WIN prepares underrepresented talent for leadership. The results are transformative: an 18% promotion rate (2.5x the company average), 83% retention, and a +6-point inclusion sentiment gain.

29 Mariner Finance The Branch Management Training (BMT) program develops newly hired managers at Mariner Finance through a 14-month training program that, upon completion, enables them to successfully manage their own branch. The BMT program employs a mixture of distance, in-person, and virtual learning to confer the necessary information. Socialized components of the program complement eLearning and lead directly to practical application by incorporating mentor relationships with certified mentors and network building, giving BMTs opportunities to learn from the previous generation of leaders and practice new skills in authentic settings.

30 EisnerAmper The Boost Program is a mentoring initiative for 800+ tax professionals at EisnerAmper, designed to accelerate career growth beyond traditional matrix management. It pairs colleagues with team leaders across 4 pillars: engagement, development, leadership, and productivity. Using a balanced scorecard and real-time dashboard, leaders deliver targeted mentoring and track measurable outcomes. Boost participants outperformed peers with a 33% promotion rate, improved billable hours (83% to 92%), and increased autonomy. They also achieved higher engagement scores across all drivers, including accomplishment, growth, and recognition—scoring 8.1 overall versus 7.8 for the broader Tax Service Line.

31 Gilbane Building Company The Foundations program is a multi-day, in-person onboarding experience that immerses new hires in Gilbane Building Company’s culture, values, and strategic vision within their first 9 months. Led by senior leaders, sessions cover topics such as strategy, safety, ethics, and team performance. A mobile event app enhances learning through gamification and interactive features, transforming how participants engage with content, connect with peers, and stay involved with their cohort. This approach boosts engagement, encourages deeper learning, and supports long-term connection and development across Gilbane’s enterprise.

32 Western & Southern Financial Group The revamped onboarding program for new financial representatives at Western & Southern Financial Group integrates a structured introduction to the sales process with coordinated mentorship and joint-field work alongside staff managers, ensuring immediate, practical application of skills. By the 13th week, every representative is required to exhibit proficiency in the core elements of the sales cycle. Results underscore the program’s impact: As of May 2025, first-year net commissions climbed 15%, reaching 92% of target. During the same period, certification rates increased from fewer than 10% in 2024 to 82% in 2025.

33 Fisher Investments New firstline supervisors, called team leaders (TLs) within Fisher Investments, participate in New Manager Onboarding to develop leadership skills. Through this 3-week training program, hosted monthly, TLs participate in behavior-based skills trainings within their cohort; receive self-paced guides at 30-, 60-, and 90-day milestones; and are assessed for changes in leadership behaviors by their direct manager and themselves. In 2024, 98% of new TLs participated in the program and demonstrated an average 28% increase in observed leadership behaviors by their manager within their first 90 days and 35% improvement in self-assessed behaviors.

34 Hackensack Meridian Health At Hackensack Meridian Health (HMH), mentoring programs are a powerful engine for career mobility. Through 1:1 and mentoring circles, the organization trains mentors to act as active career coaches, guiding mentees on development and advancement. This approach was designed to significantly exceed HMH’s average network promotion rate. The results are definitive: Mentored participants are more than twice as likely to be promoted as their peers. This proves the program is a critical and effective driver of HMH’s internal talent pipeline.

35 Towne Properties Towne Properties develops leaders at all levels through a comprehensive program combining transformational leadership training, conflict resolution, and mentoring. Leaders gain the skills to inspire teams, address workplace challenges constructively, and drive organizational performance. Conflict resolution workshops use real-world scenarios to prepare leaders for sensitive situations involving both staff and residents. Each participant is paired with a mentor for monthly guidance, feedback, and accountability, reinforcing learning in day-to-day situations. By moving from informal on-the-job learning to this structured program, Towne Properties ensures consistent, effective leadership, strengthens team collaboration, and cultivates future leaders ready to advance the organization.

36 Aptive Environmental Momentum is a direct-to-home sales training program that delivers 1 short-form video each day for 21 days to thousands of Aptive Environmental sales representatives. Videos feature top-performing reps and sales leaders giving expert advice on the most relevant sales techniques and best practices. Videos are accompanied by knowledge checks, practice opportunities, and daily challenges. The program’s primary objective is to teach essential behaviors to first-year sales reps. In 2025, first-year sales reps who completed Momentum earned an average of 219% more revenue per rep (RPR) than those who did not complete the program.

37 Bronson Healthcare Leading Strategically is a high-impact leadership session at Bronson Healthcare, designed and led by the senior VP of Strategy & Communication. Leaders engage directly with executives, analyze real-time strategy, and apply concepts to departmental initiatives. Participants scored 8 points higher in strategic alignment, reduced scheduling delays by 15%, and improved surgical turnaround times by 12%. With executive panels, ongoing reinforcement, and continuous improvement, the course ensures leaders not only understand Bronson’s strategy, they own it and deliver results that matter to ensure Bronson continues to provide exceptional healthcare experiences to its patients and families.

38 PointClickCare Aiming to become an AI-powered enterprise, PointClickCare trained 100% of its workforce across all business units in artificial intelligence fluency. The multi-pathway program—spanning employees, practitioners, and leaders—features immersive workshops, Copilot labs, hackathons, and strategic coaching. Co-designed and led by the CEO, CIO, and senior VPs, the initiative achieved 100% foundational badging, a 21% spike in AI tool adoption, and $2.1 million in ROI from AI-driven projects. AI now is embedded in performance objectives, onboarding, and strategic planning—transforming how the organization works, leads, and innovates.

39 Bell and Howell, LLC SmartXcel transforms technician performance by combining personalized training paths, blended learning formats, and AI-enabled field support at Bell and Howell, LLC. This program equips technicians to apply learning immediately in the field, reducing downtime and improving customer experience. Since SmartXcel’s launch, mean time to repair improved from 4.3 to 3.6 hours (a 16% reduction), the first-time fix rate increased from 74% to 78%, and technicians expanded productivity from 1.3 to 1.8 calls per day (a 38% gain). These efficiency improvements contributed to sustaining Bell and Howell’s 99% customer retention rate.

40 Premise Health The Courage-Driven Conversation learning series equips Premise Health leaders with the skills to navigate difficult, high-stakes conversations with empathy and clarity. Delivered as 30-minute micro-Webinars on topics such as Needs vs. Wants, How to Make an Apology, and Emotional Triggers, this series has transformed how leaders and team members address feedback, accountability, and conflict. Learners are provided conversation planners to support longterm behavior change. Post-program results show that 78% of participants report increased confidence and frequency in initiating courage-driven conversations, advancing Premise Health’s goal of building high-performing, resilient teams.

41 England Logistics ELevation empowers England Logistics employees to grow through a 14-month, 14-module development journey focused on communication, collaboration, self-awareness, and leadership readiness. Participants gain skills through peer discussion, coaching, and real-world application, with tangible recognition for progress. The program’s influence is clear: 70% of leadership roles were filled internally last year, and 17% of the leadership team has completed ELevation. The program has become a cultural cornerstone, reinforcing England Logistics’ commitment to betterment. As it grows, ELevation continues to shape the company’s leaders and strengthen engagement, retention, and readiness across all divisions.

42 CVS Health Launched in 2025, the Leadership Fundamentals program at CVS Health is revolutionizing talent development by providing multi-modality training sessions focusing on improving both individual performance and overall organizational success. The first program focuses on the leadership skill of providing real-time feedback, through 4 modules: the Situation-Behavior-Impact-Intent (SBII) feedback model, motivational mid-year check-ins, fostering psychological safety, and integrating SBII into year-end discussions. With a blend of live and asynchronous learning formats, the program enhances accessibility, engagement, and application. Early results indicate high satisfaction scores and improved feedback metrics, leading to greater leadership effectiveness and increased colleague engagement.

43 CCMR3 Leadership development at CCMR3 is led by Chief of Staff Jill Czyz. The program brings together cross-departmental cohorts in monthly sessions focused on accountability, coaching, performance inspection, and leading through change. Participants engage in discussion, practice real-world problem solving, and apply new strategies with their teams between sessions. This cycle of learning and application builds confidence, strengthens leadership consistency, and ensures CCMR3 has a strong bench of prepared leaders to support both employee growth and long-term organizational success.

44 One Nevada Credit Union Polygraph Training, a novel feature of One Nevada Credit Union’s gamification platform, enhances learning engagement by transforming educational content into an interactive error-detection challenge. It focuses on a credit union procedure, policy, product, or service presented in a 1-page document. 3 to 4 deliberate inaccuracies, or “lies,” are embedded to highlight common errors or misconceptions. Learners act as investigators, identifying these falsehoods. When a “lie” is selected, the system presents multiple-choice options, requiring the learner to choose the correct “truth” to replace it. This method fosters active reading, critical thinking, and retention of key information.

45 CNO Financial Group Launched by the Women’s Leadership and Networking Committee, CNO Financial Group’s Making Mentors program fosters career growth for women by pairing mentees with accomplished female leaders across the nation. Tailored groupings align mentees with mentors based on shared aspirations. Since its 2021 debut, the program has grown 33% annually, driving 21% higher retention, 34% higher production, and promotion rates twice those of nonparticipants. Participants are twice as likely to become securities-registered and achieve promotions at a 200% higher rate. With year-round applications, Making Mentors continues to empower and elevate female talent.

46 MJHS The MJHS Leadership Certification Program (LCP) transforms participants into dynamic leaders who leverage motivational drivers such as Emotional Intelligence (EQ) and advanced communication to cultivate teamwork and professional growth. In a 6- to 12-month journey, participants engage in 8 on-demand learning management system courses and 13 interactive, instructor-led sessions, many facilitated by C-suite and senior executives. A dedicated program advisor guides participants through this experience, motivating achievement of their MJHS Leadership Certification. LCP encourages a learning culture, gravitating from assigned professional development to self-enrollments, increasing internal leadership hires from 44% in 2023 to 71% last year.

47 SavATree, LLC. SavATree LLC., saves more than $1.5 million with its new Self-Directed Advancement Program, which utilizes a blended learning approach to empower technicians to grow in their careers. 581 promotions were achieved through the program in the past year, with 1,300+ cross-training opportunities completed, as well. Cost savings came as a result of increased engagement and decreased turnover; training time; and print, recruiting, and training costs—all while providing a robust training program where employees can control the pace of their learning.

48 Sunstates Security, LLC The Exceptional Customer Service course defines and emphasizes the significance of customer service at Sunstates Security, LLC. This is accomplished by identifying customers and focusing on the importance of clear communication, active listening, and appropriate responses. Users self-navigate through text, interactive flip cards, knowledge dropdowns, customer testimonials, checkboxes, and a TED Talk video. They conclude with an 11-question assessment. The course is site-specific due to its customizable template, which can be tailored directly to a client’s specific mission and vision.

49 Collective Health Collective Health launched the Collective Culture Series to strengthen leadership alignment and accountability across the organization. All 165 managers participated in peer-led Manager Circles facilitated by 18 senior leaders, creating space for collaboration, dialogue, and culture activation. To sustain and reinforce these behaviors, the company introduced quarterly Manager Tune Ups that quickly became a consistent touchpoint for manager growth and connection. Together, these initiatives drove a notable lift in the CX Pulse Survey’s Leadership & Alignment score, climbing 3 points year over year.

50 International SOS The CONNECT program enhances consultative selling skills across Business Development, Account Management, and specialist teams at International SOS. By fostering creativity, communication, and adaptability, CONNECT is driving deeper client engagement and stronger sales outcomes. The program’s success is evidenced through rigorous monitoring, including monthly action plans, manager-led client meeting evaluations, and skill surveys. In the program’s pilot last year across the U.S. and Europe, CONNECT engaged 40 participants from 12 countries. The consultative selling training achieved a Net Promoter Score of 84, and the program now is expanding to Asia.

51 The Summit Federal Credit Union Designed to reskill and increase the efficiency and proficiency of the Member Service Center (MSC), The Summit Federal Credit Union’s Continued Support Program includes weekly office hours, monthly Rise and Refine meetings, and an enhanced Job Coach program. As a result, the credit union has seen an 18% increase in productivity, measured by the average percentage of calls handled in 3 minutes. The abandonment rate decreased by 8% in 2024, and average hold time decreased by 1:10 minutes. This strategic initiative is helping the credit union “elevate the ordinary” for its members.

52 VSP Vision The 2025 virtual VSPeople Connections Conference, championed by VSP Vision’s top leaders, including the CEO/president, brought together 1,000+ employees across 5 countries for 9 days of dynamic learning, collaboration, and innovation. With 43 sessions spanning 16 key topics, the event filled 2,500+ seats and generated an estimated $2.4 million in cost savings by going virtual. Attendee feedback was exceptional: 90% rated the experience highly; 96% reported a deeper understanding of key topics; and 94% felt better equipped to apply insights.

53 Huntington National Bank The Retail Branch Leadership Program, Commit to C.A.R.E., is a blended learning initiative that helps Huntington National Bank’s branch leaders coach their teams to build culture, provide advice, nurture relationships, and empower colleagues. The program includes experiential learning and content from Korn Ferry, tailored to drive engagement and retention. As a result of the program, leaders with development items in Workday increased by 13%. In total, 145 district managers completed the training, reinforcing its scale and impact on leadership capability across the retail network.

54 LPT Realty The LPT Team Growth Mastermind Series brings together top-producing agents and rising talent in immersive, high-impact environments. In 2025, milestone events were held in Montana and Oceanside, CA, where participants engaged in role-play, peer collaboration, and direct strategy sessions with company leadership. These experiences emphasized luxury sales, advanced negotiation, and scalable business practices. Post-event surveys showed more than 90% of attendees reported implementing new strategies within 30 days, and participating agents saw measurable gains in client acquisition and listing presentations. The series has become a cornerstone of agent growth and cultural alignment at LPT Realty. OTI

55 BankUnited The Rising Leader Program is a comprehensive leadership development journey that aims to cultivate a diverse cohort of exceptional leaders at BankUnited. Participants receive an immersive learning experience, gaining access to tools, expert insights, and personalized coaching to propel their careers and drive innovation within the organization. The retention rate of high-potential employees in 2024 was 91.67%.

56 Ryan Companies, US Inc New Employee Orientation (NEO) is an immersive educational and cultural experience that has been in place at Ryan Companies, US Inc, since 2016. All employees are invited to a 2-day onsite orientation at the home office that features an introduction and integration into the company culture and values. Sessions are held quarterly and feature participants from all business units and market sectors. Post-session follow-up discussions with participants’ managers and team and virtual reinforcement trainings bring continued integration into the culture. This has resulted in tenure rates 37% higher for those who attend NEO.

57 Northwestern Mutual Northwestern Mutual’s Security Culture program combines education, engagement, marketing, and metrics to encourage cyber-secure practices throughout the home office and field. It features microlearning security education informed by real-time threats, tailored in-house training, and accessibility options for diverse learning styles. Weekly, bite-sized updates shared via Slack complement the training, and frequent phishing simulations test and reinforce awareness. Since the program’s inception, Northwestern Mutual has increased the “report suspicious” rate by 42%, achieved a 99% training completion rate (with 43% completed within 5 days), and awarded 82% of employees a security badge.

58 Zensar Technologies The Learning & Development Academy drives Zensar Technologies’ transformative talent journey. Through its integrated Talent Transformation & Development Action Plan (DAP), the company cultivates I-shaped, T-shaped, and Pi-shaped skills to promote continuous learning. Its Guilds, Communities, Ignite AI Academy, and Delivery Excellence Academy foster innovation and collaboration. Tailored Service Line and Customer Academies provide specialized expertise, empowering associates to grow and excel. This strategic investment reflects Zensar’s commitment to excellence, enabling career advancement while delivering exceptional value to customers.

59 Eurest USA The Global University for Lifelong Learning is Eurest USA’s signature frontline advancement program, preparing hourly associates for salaried leadership roles and creating career pathways that strengthen retention and stability. More than 82% of graduates remain with Eurest, fueling a diverse leadership pipeline that continues to expand each year. The program graduated its largest class in 2025 and stands as proof that investing in people drives loyalty, client confidence, and long-term growth in the foodservice industry.

60 PSS Industrial Group The Safety University accelerates operational safety at PSS Industrial Group by blending instructor-led sessions, virtual learning, and detail-oriented examinations. Participants are assessed on compliance, hazard recognition, and application of safety protocols. Since launch, 97% of employees complete their learning paths on time; knowledge retention scores have increased 21%; and managers report an average 25% reduction in re-training time. With 92% of employees saying the training is directly relevant, Safety University is driving safer behaviors and embedding a culture of operational excellence across the company.

61 Sovos Compliance, LLC. Sovos Compliance, LLC., launched a Customer Centricity campaign, introducing “Be Customer Centric” as a new company core value. Through microlearning and distributed facilitation, the program equips managers with discussion templates to facilitate team conversations about weekly LinkedIn Learning content, transforming managers into active learning leaders. To date, 1,500+ customer-centric example stories have been shared. This strategy originated at an executive off-site training focused on business outcomes and employee engagement. Cross-functional collaboration brought this concept to life. Sovos now is demonstrating an enhanced, enterprise-wide commitment to improving the customer experience and generating measurable business impact.

62 Kimball Midwest PIVOT is a 2-day immersive training program designed to elevate sales performance at Kimball Midwest through hands-on learning, strategic coaching, and real-world application. It teaches sales representatives how to identify high-value customers and leverage core storage equipment programs to generate repeat business. After each session, participants engage in a 6-week contest to apply their skills in live sales scenarios, supported by weekly coaching and real-time performance tracking. In 2024, the program expanded to 36 contests, generating more than $1.3 million in revenue.

63 Bright Horizons Family Solutions Bright Horizons Family Solutions has supported thousands of employees as they earn the Child Development Associate (CDA) Credential—the most recognized credential in early childhood education (ECE)—through its proprietary Horizons CDA program. This 10-month program is cohort-based; blends asynchronous courses and facilitator-led sessions with on-the-job application; and focuses on 13 ECE competencies, providing a practical foundation for entry-level educators. The program’s impact includes improved employee retention (graduates’ turnover rate is half the company average) and the opportunity to pursue an A.A. or B.A. through the company’s free Horizons Degree program.

64 Discovery The BC Accelerator Program fast-tracks underperforming business consultants (BCs) into high achievers at Discovery. Targeting 38 BCs across 23 franchise units, the program combined in-person workshops, scenario-based exercises, peer learning, and personalized development plans. Facilitators, franchise directors, regional general managers, and top BCs guided participants in using tools such as the Salary Calculator and Market Share Report to strengthen sales strategy, panel management, and adviser engagement. The impact was clear: Average monthly production rose to R60,777; BCs consistently achieved 18 cases per month; and attrition among underperforming BCs decreased significantly.

65 Persistent Systems The Architect Competence Development Program is a structured learning initiative, designed to elevate senior technology professionals into solution architects at Persistent Systems. This program aims to enhance architectural thinking, shifting focus from technical implementation details to devising solutions for challenges. Spanning 10-12 weeks, this program is conducted by experienced external architects and technical subject matter experts. It includes virtual instructor-led (VILT) sessions, numerous projects, and hands-on assignments done with labs. The program concludes with a 180-degree feedback and a final technical presentation to an internal panel of senior architects.

66 Compass Healthcare The Regional Leadership Academy (RLA) is Compass Healthcare’s multi-tiered development program for emerging multi-unit leaders in healthcare. Through a blended model of eLearning, virtual sessions, applied projects, and coaching, RLA builds core competencies in strategic site visits, high-impact coaching, and fostering accountability. Leaders gain tools to drive team performance, align actions with business goals, and strengthen client relationships. Post-program surveys showed 90% reported improved account visits, 96.7% noted stronger team engagement, and 76.7% saw improved account performance. Additionally, 73% of strategic goals were fully achieved or showed notable progress.

67 CCA Global Partners The AMP Training Program is transforming how CCA Global Partners members leverage data-driven marketing and customer relationship management. Delivered online and in leader-led sessions, and supported by senior leaders, the program combines expert instruction with hands-on coaching. Participants gain confidence in analyzing reports, motivating teams, and driving adoption. Results include a more empowered sales force and a higher level of customer satisfaction. As participants expand their understanding of the program, there are opportunities to AMP UP their learning experience with gamification, scoreboards, and prizes, keeping training fun and, most importantly, relevant.

68 ConServe ConServe provides continuous training for all employees, thereby empowering them to deliver exemplary service in a consistent, compliant, and professional manner. ConServe University has created a unique and methodical training program encompassing a detailed curriculum for new hires, comprehensive continuous training for all employees, and career development instruction for its management teams. Together with world-class partners such as ACA International, ConServe University delivers 34,000+ hours of training annually to its most valuable asset: its people.

69 Allied Universal A surefire way to enhance safety knowledge is to fully embed safety into operations, making it a core value—not just a priority. By fostering an I-Care Culture, Allied Universal created a safe and inclusive environment where its people thrive and build their careers. This approach not only supports employee development but also attracts and retains top talent. Since implementing I-Care Leadership in 2022, Allied Universal has trained 27,000+ leaders globally, equipping them to deliver exceptional employee experiences. As a result, internal promotions have increased by 34% year over year.

70 Microchip Technology Microchip Technology’s leadership pipeline training and succession planning set it apart as an industry leader by cultivating an exceptional corporate culture. Through strategic development programs, the company identifies and nurtures top talent, preparing them for future leadership roles. This proactive approach ensures a seamless transition in key positions, fostering stability and continuity. By emphasizing mentorship, skill development, and career progression, the company not only enhances individual performance but also strengthens its organizational cohesion. This commitment to building a strong leadership foundation promotes innovation; drives performance; and reinforces a positive, dynamic corporate culture.

71 Thermo Fisher Scientific The New Manager Onboarding and Job Change Training program was redesigned and relaunched in 2024 to update the content and deliverables to more closely align with Thermo Fisher Scientific’s business goals. It now includes pre-training sessions for topic awareness and knowledge, instructor-led training and activities for skill practice, and master classes for mastery. Topics include: effective communication, developing frontline leaders, sales tools and resources, territory management, and negotiation. All topics include a business-specific case study activity complete with mock performance metrics and information for role-plays.

72 Progress Residential The LEAD program is a dynamic learning journey designed to grow leaders at every stage in their career at Progress Residential. Blending proven leadership models with interactive experiences, LEAD equips managers and supervisors with the tools to coach effectively, drive performance, and inspire teams. Each session is fast-paced, business-grounded, and framework-driven, ensuring skills can be immediately applied in the workplace. With measurable outcomes and an engaging, collaborative environment, LEAD transforms leadership from theory to practice, building confident, influential leaders who shape culture and deliver results.

73 Lumen The Leading at Lumen Program enhances leadership capabilities and professional growth by applying the Lumen 8 Behaviors and Dare to Lead principles. Participants engage in a dynamic blend of virtual instructor-led training, AI coaching simulators, and interactive activities for practical applications. The Employee Engagement Survey results for APAC People Leaders (fall 2024 and spring 2025) showed an average of a 3% increase in communication, setting expectations, giving and receiving feedback, and coaching questions.

74 Penn Station East Coast Subs Penn Station East Coast Subs’ proprietary in-house learning management system, the Penn Station Training Portal, has eclipsed 79% adoption and continues to be evaluated by employees and franchisees year after year as the primary tool used to train and engage today’s learners with the brand. Being able to pivot and add on to this tool allows the company to deliver information to all 5,500 hourly frontline team members. The company plans to formally incorporate this tool and training metric into its proprietary unit-level performance evaluation.

75 Fractal Analytics Ltd Fractal Analytics Academy (FAA) drives business impact through learning programs such as Imagineer onboarding, Crossovers for career transitions, and the EmPower leadership development series. Initiatives such as generative AI training and university-style structured learning ensure Fractal Analytics Ltd employees stay future-ready. FAA’s programs are tightly aligned with business needs, combining technical upskilling, consulting readiness, and behavioral transformation. With robust evaluation methods and a balanced scorecard approach, FAA ensures every learning intervention translates into measurable outcomes, improving performance, accelerating deployment, and fostering a culture of continuous growth across the company.

76 Trex Company, Inc. The Call Center job rotation program empowers Trex Company, Inc., employees to explore career paths across departments through 2- to 3-month immersive experiences. Participants choose a department of interest, connect with mentors, and gain hands-on exposure to roles, workflows, and career steps. Fostering collaboration and career growth, the program culminates in presentations to share insights with peers. In 2025 alone, 2 promotions resulted directly from the program, with a 52% total promotion rate since inception. The program supports Trex’s goal to increase internal promotions by 10% annually.

77 iHerb iHerb strategically invests in a strengths-based development culture by providing Gallup CliftonStrengths assessments to all employees. The program is tiered, offering the full 34 strengths to leaders and the Top 5 to individual contributors. During the past 12 months, iHerb has coached 150+ team members. The program’s effectiveness lies in pairing this tool with personalized coaching. Rather than fixing weaknesses, this approach empowers individuals with deep self-awareness and gives teams a common language for collaboration. By helping employees understand and leverage their natural talents, iHerb builds more effective, communicative, and engaged teams, fostering genuine ownership of professional growth.

78 Ferguson Enterprises Branch Management Experience (BME) equips Ferguson Enterprises’ frontline leaders to drive performance through an immersive 2.5-day HQ session and a 6-month sustainment journey with field trainer coaching. Participants focus on aligning sales strategy, customer experience, and team development. Early data shows participants with field trainer support report higher confidence in goal execution and improved associate engagement. More than 700 branch managers will have completed the program by end of year, strengthening Ferguson Academy’s leadership pipeline and establishing a scalable model to accelerate capability building across diverse markets.

79 Choctaw Nation of Oklahoma Oracle Grow optimizes individual development plans (IDPs) for the Choctaw Nation of Oklahoma by automating the IDP process, connecting associates to AI-generated learning recommendations, and collecting organizational skill data. Prior to the Grow launch, IDPs required a manual effort from Talent Management staff and were difficult to facilitate—in 2024, only 151 associates updated their IDPs. Since the launch of Grow, 2,405 associates have completed their IDP with no manual effort from the Talent Management staff. This surpassed the desired outcome and yielded a 1,593% increase.

80 LCS The Professional Development Program—which is LCS’ Administrator in Training program for soon-to-be healthcare administrators in its communities— collaborates with the University of Northern Iowa to participate in its dementia house simulation experience. Participants engage in everyday tasks—such as doing dishes and laundry and taking medication—while using sensory-altering tools such as headphones, oven mitts, and glasses. This immersive activity helps them understand the physical and cognitive challenges faced by individuals living with dementia.

81 Walaa Cooperative Insurance Company Employees face many changes, challenges, and downturns in their lives. That’s why Walaa Cooperative Insurance Company’s Walaa Academy introduced its Resilience, the Mental Toughness course. Course objectives include: to learn how to adapt when facing significant events; to know how to bounce back from challenging events quickly; and to learn what the mind is capable of (“mental toughness”). The course aims to help employees develop the skills to be strong when faced with situations that affect them personally or professionally.

82 Maryland Department of Transportation State Highway Administration The Roadwork Operations and Advanced Development Summit (ROADS) is a training program to equip facilities maintenance technicians, mechanics, technicians, and supervisors at the Maryland Department of Transportation State Highway Administration with the tools to be effective leaders and team members. Selected participants review strengths and opportunities and outline steps to increase engagement. Supervisors discuss culture building, leadership accountability, unconscious bias, and the importance of self-care. Offsite training includes activities to foster connections, build trust and strong teams, communicate effectively, and collaborate under pressure and in new situations.

83 Community First Credit Union of Florida A 4-day orientation and onboarding experience offers new hires at Community First Credit Union of Florida an engaging start, with interactive group activities that foster teamwork and connection. A highlight of the program is a 5-hour session where C-suite executives meet with all new employees, sharing insights into how their teams will contribute to each individual’s success. This interaction with senior leadership sets the stage for strong, supportive relationships. New employees also receive a survey at their 30-, 60-, 90-day and 6-month and 1-year milestones requesting feedback on their experience to that point.

84 Spectrum Business The Spectrum Business Product Series is designed to enhance product knowledge and strategic positioning by increasing awareness of complex technologies and key product categories. This modular program utilizes the Cornerstone Learning Management System (LMS) to deliver personalized, scenario-based learning experiences through branching simulations and choose-your-path designs. It incorporates regular feedback mechanisms to ensure continuous engagement and retention. Quarterly reviews are conducted to maintain content accuracy and alignment with evolving business objectives, ultimately fostering sales competence and driving measurable success.

85 Wolters Kluwer In the second quarter of 2025, following the completion of a copyrighted sales certification program by all sellers, the Learning and Development team at Wolters Kluwer launched a divisional initiative consisting of monthly live virtual enrichment workshops. To reinforce learning, the team delivered 6 1-hour workshops and 6 coaching sessions focused on applying the methodology at the business unit level. These sessions featured real-world customer scenarios, breakout rooms for cross-divisional collaboration, and sales script creation. As a result, the division achieved an 11% year-over-year increase in deal velocity.