Leadership Program Redesign

Executive Summary

Qualitas' flagship Leadership Programme had a strong track record, but its heavily face-to-face delivery model created significant cost, logistical and learner-experience challenges. I analysed the existing programme, identified what was driving its success, and redesigned the learning architecture around a blended model that protected high-value in-person experiences while moving appropriate content into digital and virtual learning.

Audience

250+ NHS healthcare practitioners, primarily GP Partners, across 12 programme cohorts.

My Role

Learning Designer responsible for programme analysis, learning strategy, blended learning architecture, digital learning design, learner experience, stakeholder/SME collaboration and programme redesign.

Deliverable

A redesigned leadership learning journey combining diagnostics, scenario-based learning, Thinkific digital learning, virtual sessions, targeted in-person workshops, assessment and certification.

Key Result

Reduced overall programme length by 25%, reduced facilitator delivery time by 10 hours per cohort, improved delivery economics, and maintained the programme's existing 95% NPS.

Business Problem

Business Challenge

Qualitas' Leadership Programme was already commercially successful, having supported 250+ practitioners across 12 cohorts and achieved a 95% NPS. The challenge was not to fix a failing programme, but to make a successful programme more scalable and operationally efficient.

Participant Constraints

Participants were busy healthcare practitioners travelling significant distances to attend sessions in London. Homework demands also created additional pressure, while virtual sessions were less engaging than the highly rated in-person experience.

Content Personalisation

Some content was being compressed into fixed workshop time, while individual learner needs and practice-specific challenges were not always sufficiently reflected in the shared programme experience.

Delivery Costs

The programme relied heavily on face-to-face workshops, creating significant costs across venue hire, travel, accommodation, catering, facilitator logistics, guest speakers and hybrid delivery.

The core challenge was therefore: How do you transform a successful learning programme without damaging the elements that made it successful.

Discovery and Analysis

I began with a diagnostic analysis of the existing learner experience rather than immediately redesigning the programme. The objective was to understand what was working, what was creating friction, and where different learning modalities could create greater value.

Delivery Friction

I then identified areas where the existing delivery model created unnecessary friction:

• Homework volume

• Presentation-heavy virtual sessions

• Content compression within workshops

• Travel and logistical requirements

• Limited opportunities for personalisation

This created a distinction between content that needed to be delivered live and content that could be experienced more effectively elsewhere.

Learning Modalities

I assessed each element according to the type of learning it was intended to create.

Foundational knowledge could be delivered digitally, while activities requiring discussion, challenge, practice, peer comparison and facilitator intervention benefited from live interaction.

This created the foundation for a modality-by-learning-objective approach rather than simply moving classroom content online.

Redesign Principles

I analysed learner feedback and programme performance to identify the elements that needed to remain central:

• Business and financial management content

• Collaborative in-person workshops

• Cohort connection and peer learning

• Certification and shared progression

These became the non-negotiables of the redesign.

The resulting design principle was: Protect what benefits from being human; digitise what benefits from being digital.

Strategy & Rationale

I designed the solution around four principles:

1. Design around the learning objective

The programme was redesigned around the principle of using the right modality for the right learning objective.

Digital learning supported knowledge and assessment, virtual sessions supported connection and preparation, and face-to-face time focused on application and collaboration..

3. Personalise without creating an unscalable

Diagnostic assessments and scenarios were introduced to identify learner confidence, capability and recurring challenges.

This gave facilitators insight into the cohort while using pre-built personalisation points rather than requiring bespoke learning for every participant.

4. Optimise the economics of delivery

The redesign needed to improve the commercial viability of the programme as well as the learner experience.

Reducing unnecessary face-to-face time meant reducing associated delivery costs while creating reusable digital assets that could support future cohorts..

2. Protect high-value human interaction

The strongest elements of the existing programme were not removed in the pursuit of efficiency.

In-person workshops were retained because they enabled:

• Peer learning

• Discussion

• Scenario work

• Facilitated problem-solving

• Application

The objective was to make this time more valuable, not eliminate it.

Design Process

Content Transformation

I introduced a learner diagnostic at the beginning of the programme, asking participants to assess their confidence across key leadership and practice-management capabilities.

This was followed by scenario-based activities that created a more behavioural baseline.

The combination provided insight into:

Learner confidence → Capability needs → Real-world decision-making

The information could then inform facilitator emphasis and give learners a clearer understanding of their own development needs.

Multi-Channel Production

I redesigned the programme as a connected learning journey across three modalities:

Digital → Virtual → In-person

Thinkific was used for interactive learning, quizzes, scenarios, assessments, graphics, facilitator content and supporting resources.

Virtual sessions were redesigned around preparation, discussion and cohort connection rather than replicating classroom presentations.

In-person workshops were retained for the activities that benefited most from collaboration and facilitator interaction.

I storyboarded the end-to-end programme, connecting:

• Pre-learning

• Diagnostics

• Scenarios

• Virtual sessions

• In-person workshops

• Assessment

• Reinforcement

• Certification

The face-to-face component was reduced by approximately one-third, while the programme overall was reduced by 25%.

This allowed learners to arrive at workshops with greater preparation, creating more time for: Application → Discussion → Challenge → Collaboration rather than information delivery.

Stakeholder & Brand Management

The Solution

The final solution was a scalable blended leadership learning journey designed around the strengths of each learning modality.

Virtual learning

Virtual sessions became a purposeful part of the learner journey rather than a substitute for classroom delivery.

They focused on:

• Cohort connection

• Preparation

• Discussion

• Reflection

• Facilitator interaction

This directly addressed the weaker experience of the original presentation-led virtual format.

Digital learning

Foundational and information-heavy content was moved into Thinkific through:

• Interactive modules

• Scenarios

• Quizzes

• Assessments

• Graphics

• Facilitator recordings

• Supporting resources

This reduced the amount of content that needed to consume live workshop time.

Face-to-face time was retained for activities where human interaction created the most value.

Workshops focused on:

• Management exercises

• Peer learning

• Scenario work

• Facilitated problem-solving

• Application of concepts

The result was less classroom time, but more valuable classroom time.

Targeted in-person workshops

Integrated learner journey

The modalities were connected into a consistent progression:

Diagnose → Learn → Prepare → Apply → Reflect → Progress → Certify

This reduced homework friction, supported learner personalisation, and created a more coherent experience across the full programme.

The Outcomes

The reduction in face-to-face delivery created savings across venue hire, travel, accommodation, catering, facilitator logistics and associated delivery costs.

95%

X%

Reduction in delivery cost

NPS maintained

25%

Reduction in programme length

Facilitator hours saved per cohort

10

Here's What New Joiners Say...

"Compared to other onboarding programs I’ve experienced in the past, this was the most impactful training I’ve had: clear, relevant and genuinely helpful for getting up to speed quickly."

- Marie Saporte, Business Development Representative

”My experience with the e-learning modules has been very positive. The logical progression across the four weeks prevented information overload and gave me the feeling I was never completely lost, which has happened in previous companies and onboardings.”

- Tom Versteegh, Account Executive

Here's What Leadership Says...

Discover what our clients think about our service

"That capacity shift allowed us to focus on high-touch coaching during the Week 5 bootcamp rather than repeating basic presentations..."

Revenue Enablement Manager

"Before this redesign, onboarding felt like a continuous stream of unstructured meetings with no clear finish line... Now there is a clear start and end point, making things much clearer for all parties."

Regional Sales Director

★★★★★

★★★★★

Contact

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Email

Phone

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+44 79300 49218

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