BEST PRACTICES
The AI@JLL Learning Series supports the development of essential skills and behaviors necessary for JLL employees to effectively adopt emerging technologies. Training resources include Webinars, eLearning modules, hands-on projects, and tailored learning paths that cover both foundational and advanced artificial intelligence (AI) topics. The AI@JLL Library provides specialized learning paths and resources linked to roles and business units, ensuring employees can stay current with trending AI topics and best practices. Managers can track team adoption and training progress using the AI Manager Dashboard.
JLL’s Promptathon is a month-long virtual competition (September 1-30) challenging Workplace Management (WPM) professionals to create AI prompts that solve real WPM problems using JLL GPT and IRIS (conversational chatbots with access to curated knowledge, data, and tools). Participants compete to design prompts that demonstrate global scalability, business impact, implementation feasibility, and quality design with supporting evidence. Winners receive GoingBeyond reward points and recognition from WPM leaders, plus their prompts are added to JLL’s official Prompt Library.
Results: Employees trained through AI@JLL demonstrated a 146.15 percent higher adoption rate of AI tools than those who were not trained. Utilizing AI tools resulted in a reduction from 4 hours of manual work to 15 minutes from initiation to completion utilizing JLL’s internal AI platforms, a 93.75 percent reduction in time to task.
Limbach Holdings, Inc.: Hearts and Minds Commitment Course
The Hearts and Minds Commitment course is a 16-hour, in-person event designed to equip Limbach Holdings, Inc., leaders with a safety mindset. Last year, Limbach introduced a full crisis management simulation as a capstone of the course, designed and delivered in-house to mirror the crises its teams face in the field during HVAC installs. Both salary and hourly employees participate together in the simulation, leaning on one another’s skill set and experience to navigate it. The simulation is complete with relevant physical and digital props and tools to immerse learners in the crisis.
In addition, the local branch manager joins this segment of the workshop to serve as a resource to the groups and stays through the debrief and reflection to provide feedback on how each team’s response to the crisis mirrors (or doesn’t) real-world moves that they would make as the branch leader if this scenario were to happen in reality.
Results: Limbach increased its incident observations from the field by 300 percent in the last several years. The company’s recordable rate decreased from 25 recordables in 2023 to 23 in 2024.
Michigan State University Federal Credit Union: DEIB Learning Journey
The DEIB (Diversity, Equity, Inclusion, and Belonging) Learning Journey was designed to deepen Michigan State University Federal Credit Union’s employee understanding and engagement through two core elements: Educate and Activate. The Educate component focused on expanding knowledge through curated and customizable learning experiences. Employees were required to complete two credits from this category, choosing from instructor-led sessions, eLearning modules, or self-discovered media. New in 2024, employees also could select their own media—books, podcasts, Webinars, or articles—and reflect on their learnings through a structured survey.
The Activate category required employees to complete one credit through real-world experiences. Options included: community event participation, affinity group meetings or events, and Ask Me Anything (AMA) sessions. Inspired by digital platforms such as Reddit, the ongoing monthly AMA series created a space for employees to share deeply personal stories.
The journey’s design also was shaped by the DEIB Council, a cross-functional group of thought leaders selected for their expertise and passion for equity.
Results: In 2024, the credit union earned a 4.33 score out of 5 on the annual DEIB Gallup survey for the key performance indicator statement, “Everyone at this organization is treated fairly regardless of ethnic background, race, gender, age, disability, or other differences not related to job performance.” This put it in the 52nd percentile in Gallup’s overall database.
Panda Restaurant Group: Leading at the Speed of Trust
Leading at the Speed of Trust is designed to help Panda Restaurant Group’s Support Center (administrative) and Operations (restaurant) associates companywide, at all levels, learn and apply trust language and behaviors. Based on Franklin Covey’s Trust Huddle concept, teams gather bi-monthly to discuss and commit to trust behaviors—e.g., Demonstrate Respect, Create Transparency, Right Wrongs, and Practice Accountability—that can enhance performance.
For each “Trust Challenge,” associates complete an eModule on a trust behavior in action, then managers facilitate a Trust Huddle, a 15-minute session held with teams standing in a circle (or with cameras on if virtually) to eliminate hierarchy, foster eye-to-eye transparency, and create an inclusive high-accountability environment. Supervisors distribute “action cards” describing what the trust behavior is and isn’t. Trust Challenge follow-up emails share results and announce winners. A digital leaderboard recognizes teams with the highest challenge completion rates, awarding prizes such as gift cards. Between Trust Huddles, an online community enables continued engagement with trust topics.
Results: Scores were above 90 percent for respondents observing team supervisor and core culture improvements in post-Huddle survey results. Panda’s turnover rate was 70 percent for hourly employees and 28 percent for management through June 2025, exceeding the benchmarks for fast casual restaurants.
Walden Security: Federal Officer Training Program
Walden Security’s Federal Officer Training Program has four phases. Through online learning, hands-on mentorship, and weapons training, Phase 1 ensures federal officers understand both theory and practical application to effectively protect the public.
In Phase II, officers engage in dynamic, scenario-based real-time training that simulates real-world challenges at Walden Security’s learning lab in Chattanooga, TN. AI delivers customized challenges, ensuring every officer develops skills relevant to their role. The facility includes a mock courtroom, screening equipment, and training props for realistic role-playing. Personalized support and mentorship are provided both in-person and remotely.
Through mobile learning via Walden Security’s learning management system (LMS) and immersive instructor-led training (ILT) sessions led by mentors, Phase III reinforces knowledge and skills from earlier phases. Using personalized, in-house eLearning modules and hands-on training with experienced mentors, Phase IV delivers targeted remediation aligned with prior training.
Results: In 2024, Walden Security had a federal client retention rate of 100 percent, and a client satisfaction rate averaging 93 percent.
OUTSTANDING TRAINING INITIATIVES
Allianz Life Insurance Company of North America: AI Innovation Week
AI Innovation Week was created to give Allianz Life Insurance Company of North America’s employees the opportunity to envision AI in how they work and to highlight innovative AI solutions integrated across the business. The program consisted of preliminary instructor-led sessions, a keynote address from an AI innovation leader in the insurance industry; a Business Showcase where employees presented mini-demos of AI business use cases; an Allianz Life Ventures session exploring current AI market trends; and a Breakthrough Innovation Challenge, a months-long, interactive competition during which employees brought forward ideas for how to use AI to enhance efficiency or improve customer experience.
The Idea Review Team evaluated the submissions to determine finalists. These employees then created a business case, promotional video, and wireframe of their concept with coaching and support from generative AI experts. The challenge culminated at the “Pitch Fest,” where they completed a formal pitch to other employees and executive judges. The winner, determined by employee votes and judges, was awarded up to $100,000 for the implementation of their idea.
Results: AI use cases submitted through the intake process leading up to Innovation Week nearly doubled from 2024 to 2025 (58 vs. 31). The company reaped a total financial benefit of $2 million-plus in 2025 by implementing various AI solutions.
Blue Sprig Pediatrics: Automate to Elevate: RBT Training Enhancements
Automate to Elevate: RBT (Registered Behavior Technician) Training Enhancements streamlines Blue Sprig Pediatrics’ RBT onboarding through targeted automation. At its core is the proprietary Initial RBT Training Scheduling Bot (“Barry Bot”), which builds, assigns, and adjusts individualized training schedules based on real-time progress. Barry Bot automates welcome e-mails, account creation, scheduling, milestone reminders, and off- track alerts, freeing the Learning & Performance Development (LPD) team to focus on coaching and strategy.
Barry Bot also maintains more than 90 percent of the LPD Training Tracker, capturing 92 data points per trainee across onboarding, coursework, certification, and compliance—minimizing errors and manual entry. The tracker powers two real-time dashboards for executives and market leaders, offering visibility into training status, pipeline health, and staffing readiness.
Results: The average training time dropped from 25 to 23 days, and the average time from hire to RBT certification decreased from 44 to 38 days. In addition to operational efficiency gains, the acceleration in certification timelines enabled Behavior Technicians to begin billable services sooner, contributing to an estimated $250,000-plus in additional annual revenue.
Carilion Clinic: Preparing for a Hospital of the Future
In 2025, Carilion Clinic opened a 12-story, 507,000-square-foot Cardiovascular Institute and Hospital of the Future. This transition challenged its teams to prepare thousands of employees for new spaces, technologies, and workflows.
The cornerstone of the training program was immersive simulation experiences conducted within the new tower spaces. These simulations included staff from all clinical disciplines, as well as key community partners such as local EMS and flight teams. During each session, participants utilized live physiological monitoring tools, electronic health record environments modeled on real systems, and the latest technologies and supplies. Teams worked through scenarios scripted from actual patient events.
During each simulation, Human Factors and Education teams worked collaboratively to gather observational data while participants performed each clinical scenario. Immediately afterward, learners participated in roundtable debriefs to share feedback with project leads.
Guided facility tours, technology walkthroughs, and department-led training sessions further developed understanding of the tower’s layout, equipment, and clinical workflows. In addition, educators created a centralized digital resource hub ensuring just-in-time access to maps, protocols, and training materials.
Results: Following the facility go-live, quarterly heart alert response times stayed within 3.3 percent of the pre-opening median, while stroke response times improved by 9.68 percent.
Johns Hopkins Medicine: Patient Access: Johns Hopkins Live
To increase engagement in virtual onboarding, Johns Hopkins Medicine: Patient Access launched Johns Hopkins Live (JHL), a gamified engagement platform integrated into virtual new hire training as a Zoom wraparound. JHL combines real-time accountability, competition, and participation tracking.
Johns Hopkins Medicine: Patient Access partnered with a small tech company to customize a platform it was offering (the only U.S.-based healthcare organization using this platform), adding changes such as refined navigation, real-time alerts for trainers to see when a question has been entered, and improved host role recognition.
JHL is embedded in all Patient Access training programs. Learners earn points for camera use and answering questions, polls, and quizzes. A live leaderboard fosters competition, while trainers use built-in reporting to monitor engagement and follow up with low-participating learners.
Results: Post-JHL implementation, engagement rose from 82 percent to 100 percent, virtual insurance class pass rates increased to 90-plus percent, and Patient Access new hire turnover within 60 days decreased by 50 percent.
LPT Realty: Ascend Initiative University
LPT Realty’s Ascend Initiative University (AIU) was established as a dedicated corporate university at headquarters. Its programs focus on three pillars: lead generation, sales performance, and leadership development. AIU offers live, fully outfitted training labs, which provide agents with immersive, real-world practice experiences. Features include:
• Role-Play Living Room Lab: Designed like an actual home, this space allows agents to practice listing presentations and open houses in a realistic environment with immediate feedback.
• Door-Knocking Lab: Complete with real doors and trained actors playing homeowners, this is where agents practice cold approaches, introductions, and objection handling.
• Community Event Lab: Configured as a local community center, this environment allows agents to rehearse running a live seminar. Agents set up presentations, practice public speaking, and refine their ability to educate and influence potential clients in group settings.
• Podcast & Media Lab: This studio is designed for agents to practice recorded presentations, podcasts, and media outreach.
AIU’s approach combines these live labs with structured programs such as: Hybrid Orientation & Onboarding (one-on-one coaching, group sessions, and virtual training), New Agent Bootcamp (a three-day monthly live or virtual program), Mentorship Program (a mandatory remedial initiative for agents with fewer than three closings in the past 12 months), Compliance Training, and Leadership Training (executive-led masterminds and workshops for team leaders).
Results: A gents participating in bootcamp and mentorship programs increased average productivity, contributing toward the goal of raising units per agent from 4.4 to 5.0. AIU has been a central driver in attracting and retaining agents, contributing to company expansion from 10,000 to 15,000 agents in less than a year.