How Top Companies Are Transforming Corporate Training into Immersive Experiences

Some days leave you with ideas. Others, with inspiration. But the best ones? They shift your perspective entirely. The Digital Learning REX Half-Day at the Salon du Innovative Learning was one of those rare moments—an event where corporate training met creativity, where technology was more than a tool—it was an art form. Here, learning felt less like an obligation and more like an experience.

The setting: a room charged with quiet anticipation. Michel Diaz—industry expert and curator of the Trophées du Digital Learning—sets the stage. What follows is a masterclass in reimagining workplace education, where innovation isn’t just encouraged—it’s expected.

Egis reinvents the web conference, transforming passive viewing into an engaging, talk-show-style experience. Renault Group takes inclusion training beyond theory, immersing managers in dynamic, real-world scenarios where equity is not just understood but felt. Havas unveils its AI-powered chatbot—not just a virtual assistant, but a digital concierge, making corporate learning as seamless as a casual conversation.

And then, there’s Europcar Mobility Group, proving that compliance training doesn’t have to be a dull obligation. Their gamified Code of Conduct—deployed across 14 countries, translated into 10 languages—feels more like an interactive journey than a set of corporate policies. Thales transports us into a world where cross-cultural collaboration isn’t just a corporate buzzword but a tangible, trainable skill. Meanwhile, Schneider Electric takes on the challenge of AI literacy, not with dry instruction manuals but with formats that captivate, educate, and scale—reaching 150,000 employees worldwide.

This afternoon was a glimpse into the future of corporate learning—where engagement is currency and innovation is non-negotiable. The world is learning differently. The question is: who will lead the transformation? Here three cases:

Egis’ Learn & Connect: When Web Conferences Become Engaging Learning Experiences

Some innovations come from necessity. Others from a bold reimagining of the possible. Egis’ Learn & Connect is the latter—a radical reinvention of the corporate web conference.

With 20,000 employees across the globe, Egis needed something that didn’t just inform but engaged. A traditional webinar wouldn’t do. Instead, they designed Learn & Connect, a dynamic talk-show-style experience that seamlessly blends strategic messaging with high-energy interactivity.

From the very first session, it was clear they had struck a chord. More than 1,000 employees tuned in, drawn not just by the content but by the dynamic, highly interactive experience crafted for them. At the heart of this revolution? Céline Candelot, Learning & Digital Learning Project Manager, along with her team, has turned these sessions into meticulously choreographed productions.

“Everything is structured, scripted, and seamless, yet it leaves just enough room for spontaneity,” says Candelot.

The secret? A perfect balance between structure and interactivity. Each session unfolds in carefully designed sequences, selected from a library of engagement techniques, from "Shake Your Ideas" brainstorming activities to lightning-fast "30 Seconds to Answer" challenges. A dedicated facilitator orchestrates the flow, bouncing off the speakers, ensuring that no moment feels static, no discussion lifeless.

But engagement doesn’t stop when the session ends. Egis has redefined what it means to make learning stick. The "Takeaway" initiative ensures that key insights aren’t lost in the digital void. Carefully edited replays, expert bibliographies, additional resources, and answers to unanswered live questions are all packaged and delivered post-event, keeping the conversation alive.

And here’s where it gets truly interesting: Learn & Connect is more than a webinar—it’s a launchpad for communities.

When Egis hosted a session on Artificial Intelligence, something remarkable happened. Employees didn’t just watch; they acted. What began as a conference sparked an internal AI community, a space where employees could continue exchanging insights long after the event ended. The same phenomenon unfolded with climate change discussions—proof that when people are genuinely engaged, they don’t just consume content; they contribute.

Egis Learn & Connect case

“A Learn & Connect session is just the beginning,” Candelot emphasizes. “It’s about creating momentum, sparking curiosity, and then nurturing that energy into something bigger.”

This concept is not without its challenges. Balancing a highly scripted format with real-time interaction is an art form. The sessions must flow seamlessly yet leave space for organic discussions, for moments of spontaneity that make digital learning feel human. The solution? Smartly curated interactions—live polls with visually engaging designs, real-time voting on discussion topics, and interactive quizzes that test knowledge and invite reflection.

But what happens after the cameras stop rolling?

Here’s where Egis stands apart. Each Learn & Connect session is designed with an “afterlife” in mind. Sponsors and stakeholders are briefed in advance: This isn’t a one-time event—it’s the start of something bigger. Employee insights, ideas, and questions flood in, demanding to be acknowledged, explored, and acted upon. Without a clear follow-up strategy, it could all dissolve into digital noise. Egis ensures that doesn’t happen.

“We warn our stakeholders beforehand: hosting a Learn & Connect means committing to what comes next,” Candelot explains. “You need to be ready to listen, engage, and keep the conversation going.”

And the impact is tangible. Just ten months after launching Learn & Connect, the ripple effect is visible across the company. At a casual lunch, a colleague tells Candelot:

“I attended a conference on AI a while back… I don’t remember the name, but I remember the session.”

Mission accomplished.

The success of Learn & Connect has caught the attention of Egis’ Corporate Communications team, which has now enlisted Candelot to redesign the company’s entire event strategy. Inspired by Learn & Connect, Egis is launching three new event formats:

• Be Curious – A space for exploration and innovation

• Be Informed – A structured, insight-driven knowledge-sharing platform

• Be Trained – The home for learning-focused events, where Learn & Connect has found its place

What was meant to be a reinvention of the web conference has become a shift in how companies learn, connect, and grow together.

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Havas’ AI Chatbot: When Learning Becomes a Conversation

If attention is the new currency, then learning needs to feel as effortless as a Google search. This was the challenge that Havas University set out to solve: How do you make digital learning as instinctive as asking a question? Enter Havas University’s AI-powered chatbot—a sleek, intuitive digital assistant designed to redefine how employees engage with learning.

At the heart of this revolution is Juliette Couaillier, Global Chief Digital Learning Officer at Havas, who saw an opportunity to turn passive digital learning into an interactive experience.

“We wanted to go beyond compliance training and increase the engagement with self-driven learning,” Couaillier explains.

The challenge was clear. Of the 100,000 training certificates issued annually across Havas University, only 30% came from voluntary courses. The ambition? Shift the balance, making non-mandatory learning just as natural as a quick Google search.

And so, Havas reimagined the experience. Instead of forcing employees to navigate through an overwhelming digital course catalog, they brought the learning to them—through conversation.

AI at the Service of Learning

The concept was simple yet powerful: an intelligent chatbot that acts as a personal learning concierge. Employees no longer have to dig through endless options or second-guess what they should learn next. Instead, they can ask—in natural language—what they need, when they need it.

“The chatbot isn’t just a search tool. It’s an editorialized recommendation engine designed to surface the most relevant content through curated pre-prompts and personalized guidance,” says Couaillier.

Of course, the road to seamless AI-driven learning wasn’t without its challenges. Technical difficulties arose, as they often do in pioneering projects. But Havas made a bold decision: instead of obsessing over perfection, they embraced iteration.

“We had to let go of the idea of verifying and controlling every response. Instead, we chose to trust our employees, accept some occasional inaccuracies, and focus on the overall user experience,” Couaillier shares.

And the gamble paid off.

Learning Without Friction

The engagement was staggering from day one: over 1,000 queries in the first week alone. Employees quickly adapted to the idea that learning wasn’t something they had to schedule—it was something they could access instantly, in real time, just by asking a question.

No more scrolling through dense libraries. No more abandoned learning paths. Just fluid, instinctive, conversational learning seamlessly integrated into daily work life.

And that’s the magic of Havas’ chatbot. It doesn’t replace traditional learning—it enhances it, making knowledge more accessible, immediate, and personalized than ever before.

What started as an AI-powered tool has become something much bigger: a shift in mindset, a culture where self-driven learning isn’t encouraged—it’s inevitable.

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Global Mindset: Thales’ Blueprint for Seamless Intercultural Collaboration

Cultural friction remains one of the most significant hurdles to effective global teamwork, even though we like to think of a world increasingly borderless. For a multinational giant like Thales, where engineering, cybersecurity, and defense projects span continents, the challenge isn’t just about aligning technical expertise—it’s about bridging mindsets.

When collaboration between global teams started showing cracks—tensions emerging over communication styles, decision-making approaches, and deeply ingrained cultural norms—Thales didn’t just acknowledge the problem. They built a solution.

The answer? Global Mindset is a multifaceted learning experience designed to decode cultural differences and turn diversity into a strategic advantage.

At the heart of this ambitious initiative is Hector Daniel Hernandez, Head of Talent & Culture Operations and Projects. His goal was clear: to equip teams with the cultural intelligence needed to work across geographies, hierarchies, and disciplines—without friction.

Thales Global Mindset case

The Power of Understanding: Learning to Decode Culture

The cornerstone of Global Mindset is an innovative digital tool: The Culture Decoder. Built on 18 key cultural dimensions, it enables employees to map, analyze, and navigate different working styles. The goal? To move beyond simplistic stereotypes and provide a nuanced understanding of what truly shapes global interactions.

But theory alone wouldn’t cut it. So Thales layered three powerful learning formats:

1. Live Webinars – Engaging, expert-led sessions exploring real-world cultural challenges in global teams.

2. Collaborative Workshops – Interactive experiences where employees put theory into practice, simulating cross-cultural business scenarios.

3. The Culture Decoder App – A self-assessment tool that allows employees to analyze their cultural preferences and compare them with global counterparts, offering personalized insights on improving collaboration.

When Learning Becomes a Competitive Advantage

The impact was immediate. More than 150 engineering directors have completed the program so far, leading to tangible improvements in global team dynamics. One of the key takeaways is that cultural awareness isn’t just an HR initiative—it’s an operational necessity.

“People don’t always realize how much culture affects decision-making,” Hernandez explains. “How do you build trust with a colleague from a different background? How do you resolve conflict when communication norms vary? These are the kinds of questions we tackle.”

And the program is just the beginning. The ultimate vision? A company where cultural fluency is embedded into everyday business operations.

Beyond Training: The Rise of a Cultural Intelligence Ecosystem

As Thales expands into cybersecurity, the importance of international collaboration has never been greater. The next phase? Developing an intercultural framework tailored specifically for cybersecurity teams, where the ability to adapt quickly to regional regulations, cyber threats, and geopolitical risks is critical.

The results so far speak for themselves:

• A stronger, more cohesive leadership pipeline, with engineering directors now better equipped to lead global teams.

• A noticeable shift in team dynamics, with increased trust, fewer misunderstandings, and more efficient collaboration.

• A surge in curiosity—participants are eager to explore more culture-driven learning, with a growing demand for additional workshops and digital tools.

For Thales, Global Mindset is strategic because, in a globalized business, those who master intercultural intelligence will lead the future.

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Engaged and Trained: How Europcar Mobility Group Scaled Mandatory Training into an Immersive Experience

Corporate compliance training is often seen as a check-the-box exercise—something to get through rather than something to engage with.

Europcar Mobility Group set out to change that narrative.

With 8,800 employees across 14 countries, the company needed a way to transform its mandatory Code of Conduct training from a routine requirement into an engaging, interactive journey. The challenge? Designing and launching a program that not only met strict compliance deadlines but also resonated with employees across different languages, cultures, and roles.

And they did it—in just three months.

Europcar Mobility Group case

A Road Trip to Ethics

Instead of a conventional training module, Europcar Mobility Group gamified the learning experience, turning it into a "road trip" adventure. Employees didn’t just read through policies—they navigated real-life scenarios, tackled quizzes, and interacted with dynamic content designed to reinforce key ethical principles.

At the heart of the training were two guiding values:

• "We act with respect"

• "We take responsibility"

These principles weren’t just words on a screen. The learning format encouraged employees to make ethical decisions in simulated workplace dilemmas, allowing them to understand the real-world impact of their choices.

Scaling Engagement, One Language at a Time

Rolling out mandatory training across 14 countries is no small feat. Europcar Mobility Group knew that engagement depended on localization, so they translated the content into 10 languages, ensuring every employee could connect with the material in their native tongue.

The results?

• 98% completion rate—a staggering number for mandatory training.

• A Net Promoter Score (NPS) of 40, signaling high engagement and positive learner feedback.

• A surge in ethics-related discussions within the company, proved that training wasn’t just absorbed—it sparked real conversations.

A Culture Shift

As François Helouet, Group Talent & Employee Engagement Director, highlighted, the real success of this initiative wasn’t just in the completion rate—it was in the shift in mindset.

“Ethics training shouldn’t feel like an obligation. It should feel like an opportunity—to reflect, to engage, and to reaffirm the values that define us as a company.”

And the ripple effect was immediate. Requests for additional discussions on ethics surged, employees actively engaged with post-training materials, and the internal culture around compliance evolved from passive to participatory.

What’s Next? Scaling Learning Beyond Ethics

Encouraged by the success of the Code of Conduct training, Europcar Mobility Group is exploring new ways to replicate this engagement model for other corporate learning initiatives.

Their approach is clear:

1. Structured yet flexible – A well-designed framework, but with room for real interaction.

2. Localized but unified – Content that adapts to cultural nuances without losing its core message.

3. Immersive and participatory – Learning experiences that actively involve employees rather than just instructing them.