How LTIMindtree Drives Learner Adoption and Engagement

A robust learning culture translates to tangible business results. Just ask LTIMindtree, a leading global technology consulting and digital solutions company, where a strategic focus on learning and development (L&D) has fueled innovation, increased employee engagement, and driven bottom-line growth.

At the heart of LTIMindtree's success is a deep commitment to the learner. As Ritu Chakrabarti, AVP and Global Head of Learning & Development, emphasizes, “We define learning strategy in line with organizational strategy and priorities. But while we do so, we keep learners at the core.”

A Coursera customer, LTIMindtree exemplifies how a strategic approach to L&D can make a real difference. This global powerhouse, headquartered in Mumbai, India, has over $4 billion in revenue, 81,000 employees, and offices spanning 30 countries. Their secret? Recognizing that a successful L&D function starts with consistency and a focus on continuous talent development. “We are in an industry of talent,” Ritu shares. “To be successful in our industry, we need to focus on and nurture talent continuously.”

In this article, we explore the key pillars of LTIMindtree's successful approach, based on insights gathered for our recent whitepaper, The Learner Adoption Playbook: How to Build a Culture of Learning that Drives Business Impact. Discover how LTIMindtree creates a lasting culture of learning through a clear talent framework, executive sponsorship, and high-quality content—all instrumental in providing a standout learner experience and long-term business value.

1. Structure learning paths with a clear talent framework

Faced with thousands of hours of content, employees often feel overwhelmed and unsure where to begin. Ritu recommends a strategic approach: “If I invest two hours of my time to learn something, what am I looking for? Maybe I’m looking for knowledge...Or it will give me an opportunity to pick up a particular role. Business leaders need to be very clear in their investment: The purpose and the clarity of mind is important.”

LTIMindtree tackles this challenge head-on with a powerful combination: a well-defined talent framework and a sophisticated technology ecosystem. Their talent framework, built on four key competencies (technology, industry domain, management, and behavior), provides the guiding structure.

This framework then comes to life through LTIMindtree's technology ecosystem which includes a skills economy platform, learning experience platform (LXP), and learning management system (LMS). The skill economy platform that sits at the heart of this ecosystem links over 3,000 skills to specific roles and career paths.

This integration empowers employees to:

• Navigate the content effectively:

  Instead of feeling lost, learners can easily identify relevant resources aligned with their current role and future aspirations.

• Make informed decisions about their development:

  By understanding the skills needed for different career paths, employees can proactively shape their learning journeys.

• Unlock personalized recommendations:

  The platform uses data from completed assessments, certifications, and training to suggest relevant content, creating a more personalized experience.

“This structure empowers people to make decisions around which skills and content to invest in to help them achieve their goals,” observes Ritu.

2. Cultivate a culture of curiosity-driven learning

In some organizations, learning can be an initiative that the L&D team drives without support or buy-in. But at LTIMindtree, learning isn’t some siloed activity; it’s ingrained into the company’s corporate citizenship.

“Learning is a continuous endeavor for talent to stay future-ready," Ritu emphasizes. "At the organizational level, we’ve declared learning as part of our values.”

Initiatives like hackathons, such as their 2024 #Hack2Future event, bridge learning with on-the-job readiness and encourage practical application of skills.

This culture of curiosity-based learning expands to rewards and recognition, as well.

“We’ve moved away from a compliance-driven model fueled by a strict number of learning hours and fear of exams,” explains Ritu. “Instead, we’ve cultivated an environment where opportunities through learning are celebrated.”

3. Secure executive buy-in to drive transformation

For learning initiatives to be impactful, especially in their initial stages, alignment with executives is essential. The CEO, COO, and functional business leaders can support L&D through their sponsorship—moving initiatives forward on the ground and championing L&D.

Ritu shares that LTIMindtree secures executive buy-in by focusing on the outcomes of transformation initiatives that will directly impact the business:

“We set transformation initiatives into motion and seek executive sponsorship—if we have to drive a number of certifications or spearhead a talent-framework implementation, then we reach out to leaders at the top.”

This top-down support was instrumental in the successful rollout of their generative AI (GenAI) enablement program, launched in partnership with Coursera. Here the company’s GenAI leaders, business leaders, and learning team came together to formulate a learning strategy and the employee personas who would be at the core of it.

“Based on those personas, we created the learning journeys and identified the courses and hands-on exercises that a learner needed to apply to GenAI,” shares Ritu. “This could include narrative practice for customer conversations or hands-on GenAI coding.”

4. Leverage high-quality content from trusted instructors

A culture of learning provides growth experiences that are meaningful, engaging, and rewarding—and partnering with platforms like Coursera has enabled LTIMindtree to drive this culture through its values. LTIMindtree has found Coursera’s course catalog instrumental in providing trusted content from leading universities, institutions, and subject matter experts. Ritu highlights the value of Coursera content that resonates with learners at all levels:

"Coursera features excellent speakers and courses from trusted institutions,” says Ritu. “This has garnered a strong appreciation from our workforce, including top leaders.”

LTIMindtree employees also appreciate Coursera’s Guided Projects, hands-on practice labs that provide scalable education from leading experts. Learners can gain expertise in tools like Microsoft Excel, Tableau, Microsoft Azure, Linux, Photoshop, and Jira—in addition to hands-on experience with large language models like Google Gemini.

LTIMindtree exemplifies the power of continuous learning

When upskilling an organization of nearly 100,000, every L&D initiative matters, especially in the early stages. By aligning with executive leadership and championing curiosity, LTIMindtree demonstrates how business leaders can prove the value of L&D programs while also driving impact.

For more tactics and strategies for driving adoption at your organization, download the Learner Adoption Playbook with case examples from LTIMindtree, Logitech, Microsoft, and other leading institutions.