NOTE: These represent our top 6 industries from our 405 present and previous clients. Our broad experience covers most industries. To find out more please CONTACT US .

L(earn)² Pharma/Healthcare Industry Experience

"There is no drug like L(earn)ing!"
Those that don't make time for health make time for illness... We at L(earn)² believe, those who don't make time for L(earn)ing make time for the competition to capture market share or poor implementation of organizational initiatives and changes.

Selected Pharma/Health Care Clients:

Top 9 L(earn)² Pharma/Healthcare Programs

   1. L(earn)² Save the Titanic™ (leadership/team)
   2. L(earn)² Reveal the Secrets™ (marketing)
   3. L(earn)²Inspire the Future ™ (facilitation/strategic planning)
   4. L(earn)²Ready, Set Sell! ™ (sales)
   5. L(earn)² Bid to Win™ (sales)
   6. L(earn)² Live it - Profit™ (communication)
   7. L(earn)² Bridge the Gap™ (team)
   8. L(earn)² Profit from Change™ (implementing change)
   9. L(earn)² Change Walls to Doors™ (implementing change)


Pharma/Healthcare Company Case Studies

St. Michael's Hospital (Healthcare Organization)

The Goal
To transform the employee's relationship to the future of the department. The employees had been treated poorly by the organization and resented the present. Their past had been idealized because of the poor implementation of organizational initiatives and changes.

The Solution - L(earn)² Change Walls to Doors™
L(earn)² implemented a series of facilitated experiences including L(earn)² Change Walls to Doors™, where the employees completed the past and reconstituted themselves as a team. With the organization's blessing - the participants literally expressed their frustrations about the past and present on the walls in permanent marker. The future wall became an expression of where they wanted to go together and even those who were resistant got involved to create a new culture and new intention for the future.

The Results
A sudden and rapid transformation of the department. The number of employee grievances declined dramatically. The past had been completed and the team started cross-training to support customer service and efficiencies. The team continues to increase productivity and results.

"Great. They loved it... Addressed core issues, united them, and labeled behavior."
- Lester Wood, Acting HR Director, St. Michael's Hospital

"I was moved by how prepared the program was for me. I was pleased with the rapid progress with the challenging group."
- Margaret Cernetti, Manager - AR & Collections, St. Michael's Hospital

Did L(earn)² Change Walls to Doors™ meet the needs of St. Michael's Hospital?
100% of participants said L(earn)² Change Walls to Doors™ perfectly meet their needs.

Boeringer Ingleheim (Pharmaceutical Company)

The Goal
To create a unifying theme or metaphor for the National Medicine Department. The department was created and the employees within did not understand the context of their job in the department. Other departments did not understand the National Medicine's goals or purpose. The off site's goal focused on creating a unifying context for the team and the ability to communicate the message so other departments would understand their purpose and role.

The Solution - L(earn)² Inspire the Future™ (marketing version)
Participants identified the current competitive and internal challenges (the context for their department). Next the participants identified how they wanted to work together as a team and what skills were required to get there. Finally the group identified metaphors that inspired them and described their new department with clarity.

The Results
A metaphor for the department was created by all participants. Ownership of the mission/vision remains high because the staff created it together. A plan to roll out the new metaphor as a marketing vehicle internally and externally over a 30, 60, and 90 day period enabled everyone's involvement and reinforced the team while implementing. Additional outcomes included strong team bonding, clarity around roles, identifying depar™ental learning needs to implement the vision, and a strong ownership of their metaphor.

Johnson & Johnson / Janssen-Ortho (Healthcare Company)

The Goal
The training calendar needed more creative and interesting learning opportunities. The focus on creativity and innovation within the company prompted offering a new solution.

The Solution - L(earn)² Unite Left and Right™
The training calendar received an interesting program which employees from across Janssen-Ortho and Johnson and Johnson attended. In L(earn)² Unite Left and Right™ participants discover the barriers to creativity which they erect. This provides them with the opportunity to experientially discover the keys to the barriers. Participants learn the skills by doing them in exercises and applying them to problems they bring to the session.

The Results Participants ranked the program extremely highly and applied the learning to specific challenges they brought to the program. Rather than just learning highly-creative techniques and approaches, they applied the techniques and approaches to specific complications to ensure their ability to apply their learning when they returned to the office.

"Great learning experience and great to start innovation. Good development and approaches, playing all the games were so fun. I was really impressed."
-- Janis Nelson, HR Director, Janssen-Ortho

Overall, how did Janssen-Ortho rate L(earn)² Unite Left and Right™?
90.9% of participants ranked L(earn)² Unite Left and Right™ as Excellent (the highest ranking).

Novopharm - Teva (Pharma Company)

The Goal
Novopharm wanted to analyze its customers and determine what kind of value different customers segments wanted.

The Solution - L(earn)² Reveal the Secrets™ We divided the leaders in to groups based on different types of customers so they could uncover the customers' voice and the customers' requirements based on target markets. In L(earn)² Reveal the Secrets™, participants discovered how to assess the value propositions of the organization and the competition based on what their customers' want. The L(earn)² Reveal the Secrets™ process allowed the participants to experientially discover their customers, their value propositions and their competitors.

The Results
Novopharm participants were engaged in their L(earn)² Reveal the Secrets™ experience and enjoyed working outside of their typical area of the business. Investigating the relationship matrix between Novopharm's value propositions, Teva USA's, Independent Pharmacies, and Shoppers Drug Marts, from the customers' perspective, uncovered interesting opportunities or "secrets". Innovative thinking about marketing and sales initiatives of new or existing offerings were discussed. During the application process of the program, Novopharm participants related their discoveries to how the organization could shift and the importance of each participant's role in the overall business plan.

"Brings out good information within group previously not shared"
- Bill Callahan, Packaging Manager, Novopharm

Did L(earn)² Reveal the Secrets™ transform participants?
92.9% of participants said L(earn)² Reveal the Secrets™ transformed their skills, attitudes, or perceptions in some way.