Phase 3: Creating Learner Pull with Learning Impact

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Banner image for "Phase 3: Creating Learner Pull with Learning Impact" showing engaged employees interacting with learning materials in a workplace setting.
In Phase 2 of our Learning Impact Framework, we explored how to strategically map the path from defined success metrics to intentional learning design. By aligning business priorities with learner needs and creating structured, outcome-driven programs, we laid the groundwork for meaningful capability building. But even the most well-designed learning can fall flat without learner engagement. That’s where Phase 3 comes in—creating learner pull. Before the learning ever begins, it’s critical to generate anticipation, foster relevance, and drive commitment. This phase is about building curiosity early, so learners aren’t just participating—they’re looking forward to what’s coming.

Building Curiosity and Commitment Before Launch

Getting learners excited before the program begins is just as important as designing a great learning intervention itself. When people know why they’re learning, what they’ll gain, and how it connects to their real-world challenges, engagement skyrockets. This pre-launch phase is about sparking interest, showing relevance, and building momentum. We don’t just “announce” the learning—we make it feel like something worth being part of.

This phase outlines how we work with organizations to create early buy-in—by highlighting value, involving leadership, and using smart internal marketing to generate genuine learner interest.

Highlight the Outcomes

Before the program or learning intervention even begins, it’s important that learners see what’s in it for them. We help you craft clear, outcome-driven messaging that explains how the learning connects to their day-to-day work, helps solve real challenges, and supports career growth.

Overall, the pre-launch phase should be able to answer the following (or similar) questions learners may have:

How will this help me handle the challenges I face in my day-to-day work?

What practical skills will I build that I can start using right away?

Will this prepare me to take on more responsibility or grow into a new role?

Is this training actually relevant to what I do?

How will this help me become more confident or effective in my job?

Create a Buzz with Teasers and Previews

Think of this as a trailer before a movie. We help build anticipation by designing sneak peeks—short teaser videos, mini-activities, or “Did you know?” messages that give a taste of what’s coming. The idea is to stir curiosity and create small wins before the full launch.
For instance, a simple “2-minute challenge” or a short reflection question shared via email or Teams can create intrigue without adding extra work.

Involve Management and Leadership to Promote

When managers and leaders show visible support for the learning, participation naturally increases. We work with you to equip your leaders with:

Talking points that align with team goals

Short walkthroughs or demo clips of the learning experience

Templates for quick team emails or meeting mentions

This shows learners that the learning isn’t a side project, it’s supported from the top and aligned with business goals.

Here is an example of a catchy poster-styled leadership byte:

“This isn’t just another course—it’s something that’ll help us do our jobs better, faster, and with more confidence.”

Add-in Incentives for Early Engagement

A little motivation goes a long way. Whether it’s a badge, a leaderboard, shout-outs, or even small tangible rewards, we help you design meaningful incentives that match your organization’s culture.

Early-bird completions

Team milestones

Best application story submission

The idea isn’t to create competition—it’s to celebrate effort and make early adopters feel seen.

Promote the Learning Internally

This is where internal communication really kicks in. We help you craft a multi-channel campaign to spread the word using the tools your people already use: Teams, email, social media, posters in common spaces, or even quick videos from leadership.

Each message is purpose-built to

Highlight the value—-Answer common—-Share a tip or quote from someone who has already been through the experience

Onwards to Phase 4

Instead of forcing participation, this stage creates a natural learner pull. When people understand how the learning is meant to help them and see it as an initiative that the leadership supports, they engage more willingly and more meaningfully. We help make that happen with smart, targeted strategies that set the stage for success before the program even begins.

When learners are primed and excited, a smooth and impactful launch can create the momentum needed for real engagement.

Set the Stage for Impact, Before Learning Begins

When learners see the personal and professional value of a program, even before it begins, engagement becomes effortless. From teaser content and leadership messaging to early incentives and outcome-focused communication, Phase 3 ensures your learning intervention is something people want to be a part of. It sets the tone for deeper involvement and better application later on. To see how all the phases come together, and to access tools, examples, and guidance you can use, download our new eBook: Beyond Training: An Actionable Guide to Learning That Delivers Measurable Business Impact It’s built for L&D and business leaders who want to learn to move the needle, not just tick a box.

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