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Making Compliance Training Worth Paying Attention To

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THE CHALLENGE

Compliance training has a reputation problem. Employees see it as long, theoretical, and forgettable — and typically retain little of it. Yet for a global organisation like ABC, where ethical behaviour and integrity are core to company culture, the stakes of ineffective compliance training are high.

The ask: redesign compliance learning so it genuinely changes how people think and act — not just ticks a box.

THE APPROACH

Two modules. One philosophy: real-world scenarios, gamified mechanics, and a personalised experience that respects what learners already know.

Code of Conduct

Learners join Sam, a project manager, on a journey through the ABC campus. As he encounters colleagues facing ethical dilemmas, learners must identify breaches and decide the right course of action. An adaptive design lets learners test out of content they already know — rewarding existing knowledge and making the experience feel personal, not prescriptive. Badges, trophies, and an Ethics Meter track progress and drive healthy competition.

Anti-Corruption & Anti-Bribery

Learners embark on a four-level Anti-Bribery Quest with a mission to become a Guardian of Integrity. Each level builds knowledge — from fundamentals and types of bribery, to legal frameworks and real-world prevention strategies. High-profile bribery cases, business relationship dilemmas, and interactive assessments make abstract regulation feel immediate and relevant. An Integrity Meter and four achievement badges — Ethical Guardian, Impact Crusader, Legal Scholar, and Corruption Detector — keep learners accountable and motivated.

OUTCOMES

Learners reported that the courses enhanced their understanding of regulatory compliance — a subject that typically feels complex and theoretical — and strengthened their ability to make ethical decisions in real business situations. Stakeholders noted a meaningful shift in how employees engaged with compliance topics.

Both programmes have been recognised at industry level through Brandon Hall award submissions, and the success of each has paved the way for further digitised compliance initiatives at ABC.

Compliance Hub — making compliance training something people actually look forward to

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THE CHALLENGE

Compliance training has a reputation problem. For large global workforces, keeping employees informed, legally covered, and genuinely engaged with policy content is notoriously difficult. The challenge: design a compliance experience people want to return to — one that works across languages, roles, and geographies.

THE SOLUTION AT A GLANCE

10+  Content formats and themes

5  Languages supported

2nd  Year running, with expanded scope

↑  Surging engagement metrics

WHAT WE BUILT

The Compliance Hub platform — a Netflix-style homepage with top-ten rankings, programme descriptions, and multilingual subtitles.

Streaming-style platform  Dynamic homepage with top-ten rankings and clutter-free navigation — familiar to any streaming platform user.

Diverse content formats  Videos, interactive modules, gamified experiences, and AI-generated content — each with its own visual theme.

Creative storytelling  From sci-fi security modules to travel-themed expense policies — every compliance topic got a narrative treatment.

Leadership-led content  CEO and CLO-fronted videos added credibility and signalled to learners that compliance is a priority at every level.

OUTCOMES

Employee engagement surged year-on-year, exceeding expectations — driven by familiarity with the platform from its first iteration.

Stakeholders gained confidence in the platform’s proven ability to keep employees informed, compliant, and motivated.

Compliance Hub demonstrated that a proven formula, refreshed with new creative energy, is a replicable model for compliance at scale.

Turning Complex Science Into Confident Conversations

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THE CHALLENGE

Climate change and rising global energy demands are pushing industries to reduce their carbon footprint while maintaining efficiency. ABC is at the forefront of this shift — offering instruments, services, and gas analysis solutions that support the production and adoption of green hydrogen.

But before employees can confidently represent that capability to customers, they need to understand it. The challenge: make highly technical, science-heavy content accessible, engaging, and relevant to a global, non-specialist audience.

THE APPROACH

Constellar designed a modularised WBT series built on one principle: simplify without dumbing down. Rather than presenting dense technical content in a linear format, the series uses an elucidative approach — consistently providing a bird’s eye view of where learners are in the bigger picture, breaking concepts down step-by-step within and across modules, and using high-quality visuals and interactivity to make complexity feel navigable.

Module 1 — Why Hydrogen Matters

Introduces the significance of hydrogen, Carbon Capture, Utilization, and Storage (CCUS), and the energy transition goals driving global industry.

Module 2 — The Science

Covers the chemical fundamentals of hydrogen and carbon dioxide — building the foundational knowledge needed for everything that follows.

Module 3 — The Process

Explores the CCUS process in depth, hydrogen production methods, and energy storage innovations.

Module 4 — The Commercial Reality

Focuses on customer roles and collaboration within hydrogen projects — mapping how ABC engages with key entities in this space, and what that means for employees in the field.

Each module opens with an impactful video that sets the context, followed by interactive content that chunks complex topics into logical, digestible portions. Regular knowledge checks reinforce learning throughout, with a final assessment and the option to retake — so learners feel supported, not pressured.

OUTCOMES

The series launched globally and simultaneously, supported by a planned internal communication strategy. Learners responded positively — appreciating the modern design, the practice questions, the ability to review both correct and incorrect answers, and the flexibility of the assessment retake.

Most importantly, they reported greater confidence in leading customer-centric conversations involving hydrogen — adding genuine value to industrial discussions rather than deflecting them. Module 1 is now being planned for use as part of global onboarding.

Building a World-Class Sales Capability Ecosystem

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THE CHALLENGE

ABC’s sales teams are renowned for their product knowledge. But in a competitive industrial market, that alone is no longer enough. Two capability gaps needed solving: salespeople needed structured frameworks for the full sales cycle, and the commercial team needed a stronger strategic foundation — from customer segmentation to global pricing.

The bigger challenge: how do you make rigorous, framework-heavy content genuinely engaging for a field sales workforce, at scale, across regions?

THE APPROACH

Two interconnected curricula. One creative philosophy: immersive, gamified learning that puts people inside a story and makes frameworks stick through practice — not passive consumption.

Sales Skills Curriculum — 6 modules

Six Critical Skills  ·  Resolve Objections  ·  Consultative Selling Framework  ·  Account Development Framework  ·  Developmental Coaching Framework  ·  Sprint Negotiations Framework

Commercial Capability Curriculum — 4 modules

Service Portfolio  ·  Customer Segmentation in Tiers  ·  Engaging with Strategic Accounts  ·  Strategic Business Basics

Every module features a recurring protagonist navigating real-world challenges, supported by game mechanics — scoreboards, competency meters, tiered badges — that create healthy competition and genuine engagement. Each digital experience complements classroom and vILT sessions.

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WHAT SETS THIS APART

Ten modules. Five years. One consistent creative universe that learners recognise and return to. Scoreboards trended on internal portals. Learners arrived at classroom sessions better prepared. What began as a single simulation in 2021 has grown into a multi-year curriculum that now defines how ABC builds commercial capability globally.

Every module has been recognised at industry level — across Brandon Hall and LearnX awards — not as a one-off, but as part of a sustained, growing body of work.

OUTCOMES

Each module directly triggered the commissioning of the next — the clearest signal of impact. Learners came out framework-ready and confident, with measurable shifts in how they approached selling conversations, account planning, and coaching.

Culture Can’t Be Taught in a Classroom. But It Can Be Felt Through a Screen.

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THE CHALLENGE

In a world where products and services are easily replicated, culture is one of the few things that can’t be copied. But sustaining a strong culture at scale is hard. Policies and presentations rarely move people. What employees need is to see, hear, and feel the culture — from the people who live it.

The ask: reach every employee quickly, in short digestible formats, in language that was simple, heartfelt, and effective — without losing authenticity in the process.

WHY VIDEO

Video does something that eLearning modules and written frameworks rarely can: it puts a human face to an idea. When a senior leader speaks directly to camera about what ownership really means, or why one-on-ones matter, it lands differently. It feels personal. It signals that the organisation takes its culture seriously enough to invest real people — not just slides — in communicating it.

Constellar proposed a series of four short, high-quality learning videos, each tackling one vital culture topic, each fronted by a powerful internal stakeholder whose presence gave the content credibility, warmth, and a personal touch.

THE APPROACH

Four topics. Four videos. Each one a standalone piece learners could watch, share, and return to.

Effective One-on-Ones

Helping leaders and employees make the most of direct conversations that connect personal performance to business outcomes.

The 1:3:1 Framework

A simple, memorable approach to empowered decision-making: identify a problem, propose three solutions, make a recommendation, and act.

Own It Supercharged

Bringing the organisation’s core value of ownership to life — the ability to choose to be great, use skills for good, and take responsibility for the work.

Personal Operating System

Motivating employees to build consistent routines, communicate clearly, protect their time, and show up for themselves and their teams.

Every video was crafted with stakeholder appearances at key moments, powerful illustrations and icons, infographics to explain processes and best practices, intriguing analogies to capture attention, and bold typography to drive messages home. Short enough to watch in a single sitting. Impactful enough to be remembered.

OUTCOMES

The videos struck a chord across the organisation — initiating a positive shift that led to measurably higher engagement and motivation levels. Employees responded to the authenticity of seeing real leaders carry the message. Culture moved from something written on a wall to something people felt in their day-to-day work.

Building Leaders From the Inside Out — A District Manager Leadership Programme

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THE CHALLENGE

District Managers are the linchpin of any multi-site restaurant operation. They sit between frontline teams and senior leadership — responsible for brand consistency, team performance, and operational excellence across multiple locations simultaneously.

Yet the transition from General Manager to District Manager is one of the hardest leadership jumps in the industry. It demands a fundamental shift in mindset: from doing, to leading. From managing one restaurant, to developing the people who manage many.

A comprehensive discovery process — including in-depth interviews with District Managers, their leaders, and their teams — revealed consistent gaps: emotional intelligence, coaching capability, delegation, change management, and the ability to think and act strategically across a portfolio of locations.

The ask: design a leadership programme that was rigorous enough to close these gaps, yet grounded enough in the real world of QSR operations to resonate with busy, practical leaders in the field.

THE APPROACH

Constellar partnered with a US-based leadership consultancy who led the discovery and strategic framework. Constellar’s role was to translate those insights into a complete, classroom-ready ILT learning experience — designing the content architecture, participant materials, facilitator guides, and the overall programme flow.

The programme was built around three leadership lenses:

Leading Self

Before District Managers can lead others effectively, they need to lead themselves. This strand focused on emotional intelligence, self-awareness, resilience, and empathy — equipping DMs with the inner tools to stay grounded under pressure, navigate difficult conversations, and model the behaviours they expect from their teams.

Leading Others

The heart of the DM role. This strand covered coaching and developing General Managers, effective communication, delegation and empowerment, conflict resolution, and motivation — giving DMs structured frameworks and practical tools they could apply immediately in the field.

Leading the Business

The strategic dimension. This strand addressed time management and prioritisation, financial and operational acumen, strategic planning, decision-making, and change management — building the commercial confidence DMs need to drive performance across a portfolio of locations.

Throughout, the programme was grounded in active learning: role plays, simulations based on real QSR scenarios, peer-to-peer coaching, and discussion. Every scenario was drawn from the actual challenges District Managers face — not generic leadership theory, but the specific situations that arise when managing multiple restaurant teams in a fast-moving, high-pressure environment.

WHAT SETS THIS APART

This wasn’t an off-the-shelf leadership programme with a QSR coat of paint. It was built from the ground up — starting with discovery, shaped by the voices of DMs, their leaders, and their teams, and designed to reflect the real complexity of the role. The result is a programme that speaks the language of the people it’s designed for — practically, directly, and with genuine relevance to the decisions they make every day.

OUTCOMES

The programme equipped District Managers with a shared leadership language, practical frameworks they could put to work immediately, and the confidence to lead — not just manage — their teams and locations. The coaching tools, scenario-based practice, and self-awareness elements gave DMs a foundation for continued growth well beyond the classroom.