Case Studies

Client: Confidential Global Tire Manufacturer
Industry: Manufacturing & Automotive
Focus Area: Organizational Alignment

Audience: L&D Leaders, Sales Training Managers, Regional Operations Leaders

​

The Challenge:

​

Across North America, new-hire sales training had evolved differently by region and site. Each team had built its own onboarding over time, some virtual and some instructor-led, but no one had a clear view of what already existed across the organization.

That created a patchwork experience. Some topics were taught three or four times across different classes, while other important skills were not covered at all. Trainers and regional leaders were making onboarding decisions on their own, without a shared definition of what a “ready” new hire should know or be able to do.

L&D also lacked the data and visibility needed to show leadership where the real gaps and redundancies were. Without that bigger picture, it was hard to make the case for a more consistent, scalable approach.

The organization did not need more training. It needed one clear, standardized path that every region could trust.

​

Our Approach

​

CK Digital partnered with L&D and regional training stakeholders to build a complete, honest picture of the current training landscape before recommending any new initiatives.

We started by asking:

 

• What training is available today across all regions and formats, including virtual and instructor-led training?

• Where is content being duplicated?

• Where are the true gaps?

• What does “standard” actually mean once everyone’s expectations are on the table?
   

From there, we built a single new-hire sales training roadmap for all of North America. The goal was simple: give every region a consistent path to follow, rather than asking each one to reinvent onboarding on its own.

​

From In-Person Habits to Flexible Leadership Practices

​

We helped the organization move from siloed, site-by-site decisions to a unified cross-regional standard.

✅  Training Inventory & visibility

Old way: Training existed in pockets across regions, with no one holding the full picture of what was being taught, where it was happening, or how often.

New approach:  CK Digital completed a full audit of existing virtual and instructor-led training, giving L&D leadership a single source of truth and the data needed to clearly show gaps and overlaps.

​

✅ Content Redundancy

Old way: The same subjects were repeated across multiple classes and regions, wasting time and budget, with no one having full visibility into the duplication.

New approach: We identified overlapping content, consolidated what could be streamlined, and helped the organization focus on closing real training gaps instead of adding more content to an already fragmented system.

​

✅ Training Delivery Model

 

Old way: Heavy reliance on instructor-led sessions made onboarding inconsistent, harder to scale, and difficult to maintain across North America.

New approach: CK Digital revitalized outdated instructor-led content into modern, digital, self-paced courses. The final roadmap shifted to a 70/30 model, with 70% virtual and self-paced learning and 30% instructor-led workshops reserved for specialized, deeper-learning topics.

​

✅ Cross-Regional Standard

Old way: Each region had its own version of what “new hire ready” meant, with no shared playbook to align around.

New approach: The organization adopted a single standardized roadmap across North America, giving every region and every new hire a consistent starting point.

​

The Outcome:

​

• New-hire sales training was standardized across all regions in North America, replacing a patchwork of site-specific approaches.

• L&D closed identified training gaps and eliminated redundant content, saving time and resources.

• The shift to a 70/30 virtual-to-instructor-led model made onboarding easier to scale, maintain, and improve over time.

• L&D leadership gained a clear, data-backed view of the training landscape, giving them the visibility and credibility to influence decisions earlier rather than react after the fact.
   

Bottom Line:

​

By starting with a full, honest inventory before proposing solutions, CK Digital helped this organization replace fragmented, siloed training with one clear roadmap for new-hire sales onboarding across North America.

The result was a more consistent experience for new hires, a more scalable model for L&D, and a stronger foundation for regional alignment going forward.