Building leadership, digital and workplace capability at Aimbridge Hospitality
Aimbridge Hospitality partnered with Elite on a tailored, multi-program learning initiative spanning leadership, communication, change, digital workplace skills and project capability. The program combined practical instructor-led training with development aligned to Aimbridge’s internal leadership pathways.
Multi-program learning across a distributed hospitality organization
Aimbridge HospitalityAimbridge Hospitality operates in a complex, distributed environment where managers and teams need to combine strong interpersonal capability with effective use of workplace technology and structured ways of managing change and projects.nnAs Aimbridge’s operations expanded, its learning needs broadened too. Rather than treating each requirement as an isolated course request, Elite worked with the organization across a range of capability areas, combining established training with tailored development designed around practical workplace needs and Aimbridge’s internal leadership pathways.
The business challenge
Aimbridge needed to support capability development across a geographically dispersed organization operating in a demanding hospitality environment. Communication, leadership and change skills mattered alongside practical digital capability, while different audiences required different kinds of development.nnThe requirement therefore extended beyond a conventional training catalogue. Aimbridge needed learning that could address immediate workplace needs while also supporting longer-term leadership development. Areas identified in the original engagement included constructive conversations and feedback, change management, resilience, Microsoft 365, project management, digital learning tools and bespoke professional-skills development.
Capability built around the organization
Leadership development aligned to the organization
Bespoke professional-skills development was shaped around Aimbridge’s internal leadership pathways, connecting communication, problem-solving, teamwork and leadership capability with wider development priorities.
Practical communication and change capability
Training addressed critical conversations, constructive feedback and change management, giving managers and teams practical approaches they could apply in workplace situations.
Digital workplace capability
Microsoft 365 training supported practical workplace technology skills, while Articulate 360 development helped employees build capability for creating internal digital learning experiences.
Structured project capability
The engagement also included PRINCE2 project-management training for relevant teams, adding structured project knowledge alongside the wider leadership and workplace-skills program.
What the partnership supported
Greater confidence in constructive conversations
Teams were reported as feeling more comfortable and better equipped to engage in constructive dialogue after the critical-conversations and feedback training.
A more practical toolkit for change
Leaders received structured tools for guiding teams through organizational change and the people challenges that accompany transition.
Stronger digital capability
The program strengthened practical Microsoft 365 use and supported internal e-learning development through Articulate 360 training.
Capability connected to leadership development
Bespoke professional-skills training was aligned with Aimbridge’s leadership pathways, connecting communication, teamwork, problem-solving and leadership development.
Their support has been exceptional, right from program development through to outcomes evaluation. They’ve managed to deliver highly interactive sessions across varied cultures and contexts. Elite's team comprises highly knowledgeable experts with excellent communication and interpersonal skills. They provide insightful advice, practical strategies and the ability to offer cutting-edge solutions that can help businesses and organizations of all sizes thrive.
Continuing capability development
At the time of the original case study, the next priorities identified were continued technology development together with further leadership and professional-skills development. The engagement demonstrated how a multi-program learning relationship could connect immediate capability needs with longer-term development priorities.
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