In 2025, one of my proudest moments was completing a special project aimed at making sure that Learning doesn’t end when participants leave the classroom. I led the design and implementation of two post-training nudging campaigns at Danone to reinforce learning outcomes and embed behavioural change following our Collaboration and Feedback workshops. These campaigns were designed to extend the learning journey beyond the participation during the training and into daily practice —through structured, weekly challenges delivered via email. The bite-sized e-mails were encouraging self-reflection in the topic of the training while also sharing helpful tips and tricks to take forward.

🎯 Objectives

The campaigns aimed to:

• Reinforce key concepts from the trainings in a visual, bite-sized format.

• Encourage self-reflection and peer dialogue.

• Support habit formation through small, consistent actions.

• Engage both participants and their managers in the learning process.

📬 Campaign 1: Collaborate with Accountability

Duration: 4 weeks
Participants: 62
Format: Weekly email challenges + manager engagement email

Each week, participants received a themed challenge encouraging them to reflect on and apply collaboration principles in real work scenarios. The structure was progressive, starting with self-awareness and culminating in peer evaluation. It built on a buddy system and supported self-reflection with guiding questions about their collaboration styles, potential triggers and patterns in their behaviour. Every e-mail consisted of small snippets of the educative information shared in the classroom training followed by relevant reflective exercises. A dedicated email was also sent to managers, equipping them with coaching questions to support their team members’ development journey.

📬 Campaign 2: Culture of Feedback

Duration: 5 weeks
Participants: 39
Format: Weekly email challenges + manager engagement email

• This campaign focused on building a culture of feedback by guiding participants through increasingly challenging feedback practices. The aim was to make sure participants use their “feedback muscles” day-to-day to build a routine, where team leaders give caring and demanding feedback to their team members. The challenges focused on both giving and receiving feedback with sharing helpful tips and tricks. Each email included reflection prompts, practical models, and links to curated LinkedIn Learning content to deepen understanding. An informative e-mail was sent to the participants’ managers to brief them on the content of the training and equipping them with guiding questions they can ask their team members on their learning journey. We wanted to ensure that both the participants and their managers can use a shared language around feedback.

🛠️ My Role

• Designed the campaign structure, the visuals used and the weekly content.

• Developed reflection prompts and curated external learning resources.

• Collaborated with the trainer to align messaging with training objectives.

• Coordinated delivery and monitored engagement.

These campaigns exemplify how thoughtful nudging can turn learning into lasting change. If you're interested in designing similar post-training reinforcement strategies, I’d love to connect!